HomeMy WebLinkAboutReso 118-2025 (25-854)
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, 2025 through June 30, 2027
American Federation of State, County, and Municipal Employees,
Local 829
Memorandum of Understanding
July 1, 2025 through June 30, 2027
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 Deduction ............................................................... 1
2.2.2 Amount of Deductions .................................................................... 1
2.2.3 Certification and Dues Deductions ................................................. 1
2.2.4 Suspension of Union Dues During Leave of Absence ................... 1
2.2.5 Payroll Deduction Procedures ........................................................ 1
2.2.6 Notification of New Employees ..................................................... 1
2.2.7 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
2.5 Bulletin Boards ............................................................................................ 3
2.6 Communication Center Employee Mailboxes ............................................. 3
3 Non-discrimination ................................................................................................. 3
3.1 Union Rights ................................................................................................ 3
3.2 Protected Classes .......................................................................................... 3
4 Wages and Compensation ...................................................................................... 3
4.1 Wages ........................................................................................................... 3
4.1.1 Definitions ...................................................................................... 3
4.1.1.1 Base Pay ............................................................................... 4
4.1.1.2 Enhanced Pay ....................................................................... 4
4.2 Wage Rates................................................................................................... 4
4.2.1 Across-the-Board Increases ............................................................ 4
4.2.2 Market Equity and Internal Adjustments ........................................ 4
4.3 One-Time Contract Ratification Bonus ....................................................... 4
4.4 Payment of Compensation ........................................................................... 4
4.5 Step Increases ............................................................................................... 4
4.5.1 Step Placement after Promotion ..................................................... 5
4.5.2 Step Placement after Demotion ...................................................... 5
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page ii July 1, 2025 through June 30, 2027
Article Title Page
4.5.2.1 Voluntary Demotion .............................................................. 5
4.6 Bilingual Incentive Pay ................................................................................ 5
4.6.1 Bilingual Incentive Pay for Communications Center ..................... 5
4.6.2 Bilingual Incentive Pay for Other Classifications .......................... 5
4.6.2.1 Testing and Compensation .................................................... 5
4.6.2.2 Interpreting and Translating .................................................. 5
4.6.2.3 Language Determination ....................................................... 6
4.6.2.4 Current Languages in Effect.................................................. 6
4.6.2.5 Eligible Classifications .......................................................... 6
4.6.2.6 Eligibility Review ................................................................. 6
4.7 Longevity Pay Plan for Employees Hired Prior to July 1, 2012 .................. 6
4.7.1 Fifteen Years of Service ................................................................. 6
4.7.2 Twenty Years of Service ................................................................ 6
4.7.3 Special Compensation Reportability .............................................. 6
4.8 Standby Pay .................................................................................................. 6
4.8.1 Mandatory Standby ......................................................................... 7
4.8.2 Monthly Standby Compensation .................................................... 7
4.8.2.1 Amount ............................................................................... 7
4.8.2.2 Holiday Standby ................................................................. 7
4.9 Certification Pay........................................................................................... 7
4.9.1 Amount ........................................................................................... 7
4.9.1.1 Certifications within a Series ................................................ 7
4.9.2 Limited Availability ....................................................................... 7
4.9.3 Maintenance Requirement .............................................................. 7
4.9.4 Incentive Pay Effective Date .......................................................... 8
4.9.5 Special Compensation Reportability .............................................. 8
4.10 Temporary Assignment to Higher-level Position ........................................ 8
4.10.1 Length of Assignment .................................................................... 8
4.10.2 Assignment ..................................................................................... 8
4.11 Hazardous Waste Inspection Assignment Pay ............................................. 8
4.11.1 Special Compensation Reportability .............................................. 8
4.12 Overtime Pay ................................................................................................ 8
4.12.1 Overtime Defined ........................................................................... 8
4.12.2 Overtime Records ........................................................................... 8
4.12.3 Minimum Overtime ........................................................................ 9
4.12.4 Overtime Compensation Rate ......................................................... 9
4.12.5 Compensatory Time ....................................................................... 9
4.12.6 Call-back Rate ................................................................................ 9
4.12.7 Training Time ................................................................................. 9
4.12.8 Court Appearance Time .................................................................. 9
4.12.8.1 Minimum Time for Court Appearance on Scheduled
Workday ............................................................................... 9
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page iii
Article Title Page
4.12.8.2 Minimum Time for Court Appearance on Non-scheduled
Workday ............................................................................... 9
4.12.9 Overtime Assignments in the Communication Center ................... 9
4.12.9.1 Overtime Assignments ......................................................... 10
4.12.9.2 Overtime Bidding ................................................................. 10
4.12.9.3 Per-diem Sign-ups ................................................................ 10
4.12.9.4 Mandatory Overtime ............................................................ 10
4.13 Communications Center Compensatory Time Off in Lieu of Paid
Overtime ....................................................................................................... 10
4.14 Compensatory Time Cash-out...................................................................... 10
4.15 Dispatcher Education Incentive ................................................................... 10
4.15.1 Associate Degree ............................................................................ 10
4.15.2 Bachelor’s Degree .......................................................................... 10
4.15.3 Special Compensation Reportability .............................................. 10
4.16 Dispatcher POST Certification Incentive..................................................... 10
4.16.1 Intermediate or Advanced POST Certificate .................................. 10
4.16.2 Eligibility and Written Notification ................................................ 11
4.16.3 Special Compensation Reportability .............................................. 11
4.17 Communications Center Special Assignment Incentive .............................. 11
4.17.1 Special Compensation Reportability .............................................. 11
4.18 Uniforms ...................................................................................................... 11
4.19 Night Shift Differential ................................................................................ 11
4.19.1 Special Compensation Reportability .............................................. 11
5 Health and Welfare Plans ....................................................................................... 11
5.1 Health Insurance Benefits ............................................................................ 11
5.2 Medical Insurance ........................................................................................ 11
5.2.1 Medical Insurance Plans ................................................................. 12
5.2.2 Payment of Premium Costs ............................................................ 12
5.2.2.1 Employee HMO Medical Premium Cost ............................ 12
5.2.2.2 Employee Non–HMO Medical Premium Cost ................... 12
5.2.3 Effective Date of Coverage ............................................................ 12
5.3 Dental Insurance........................................................................................... 12
5.3.1 Core Dental Plan ............................................................................. 12
5.3.2 Calendar Year Maximum ............................................................... 12
5.3.3 Orthodontia ..................................................................................... 12
5.3.4 Payment of Premium Costs ............................................................ 12
5.3.5 Effective Date of Coverage ............................................................ 12
5.3.6 Buy-Up Dental Plan ........................................................................ 13
5.4 Vision Insurance........................................................................................... 13
5.4.1 Available Plan ................................................................................. 13
5.4.2 Payment of Premium Costs ............................................................ 13
5.4.3 Effective Date of Coverage ............................................................ 13
5.5 Discretionary Benefit Option ....................................................................... 13
5.5.1 Proof of Alternate Insurance ........................................................... 13
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page iv July 1, 2025 through June 30, 2027
Article Title Page
5.5.2. Exercising the Option ..................................................................... 13
5.5.3. Reopener ......................................................................................... 13
5.6 Life Insurance and Accidental Death and Dismemberment Insurance ........ 13
5.6.1 Term Life Value ............................................................................. 13
5.6.2 AD&D Value .................................................................................. 13
5.6.3 Payment of Premium Costs ............................................................ 13
5.6.4 Effective Date of Coverage ............................................................ 13
5.6.5 Supplemental Life Insurance .......................................................... 14
5.7 Disability Insurance Program ....................................................................... 14
5.7.1 Short-term Disability ...................................................................... 14
5.7.2 Long-term Disability ...................................................................... 14
5.7.3 Payment of Premium Costs ............................................................ 14
5.7.4 Effective Date of Coverage ............................................................ 14
5.8 Retirement Plans .......................................................................................... 14
5.8.1 PERS Miscellaneous Retirement Formula ........................................ 14
5.8.1.1 2.7% at Age 55 ................................................................... 14
5.8.1.2 2% at Age 60 ...................................................................... 14
5.8.1.3 2% at Age 62 ...................................................................... 14
5.8.2 Employee Contributions to Retirement System ............................. 14
5.8.3 Optional Provisions Added ............................................................. 14
5.8.4 Dispatch Retirement Legislation .................................................... 14
5.9 Section 457 Deferred Compensation Plan ................................................... 15
5.10 Section 125 Plan ........................................................................................... 15
5.10.1 Premium Contribution .................................................................... 15
5.10.2 Health Care Reimbursement ........................................................... 15
5.10.3 Dependent Care Reimbursement .................................................... 15
5.11 Deceased Employee Benefits ....................................................................... 15
5.11.1 City-provided Retiree Spouse Benefit ............................................ 15
5.11.2 Spouse-paid Benefit ........................................................................ 15
5.12 Payment of Unused Accumulated Sick Leave ............................................. 15
5.12.1 Eligibility ........................................................................................ 15
5.12.2 Rate Payable ................................................................................... 15
5.12.3 Time of Payment ............................................................................ 15
5.12.4 Hours Payable ................................................................................. 15
5.13 Retired Employee Health Benefits ............................................................... 15
5.13.1 Group Medical Insurance for Qualifying Retirees ......................... 15
5.13.2 Medical After Retirement Account (MARA) ................................. 16
5.13.3 Group Dental Insurance for Qualifying Retirees ............................ 16
5.13.4 Group Vision Insurance for Qualifying Retirees ............................ 16
5.14 Retirement Health Savings Plan .................................................................. 16
6 Hours of Work and Work Schedules ...................................................................... 17
6.1 FLSA Work Period ...................................................................................... 17
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page v
Article Title Page
6.2 Normal Workweek ....................................................................................... 17
6.3 Normal Workday .......................................................................................... 17
6.4 Meal Periods ................................................................................................ 17
6.5 Rest Breaks .................................................................................................. 17
6.6 Clean-up Period for Maintenance Services Employees ............................... 17
6.7 Work Schedule ............................................................................................. 17
6.8 Alternate Workweek Schedules ................................................................... 17
6.9 Flexible Schedules ....................................................................................... 17
6.10 Schedule Changes ........................................................................................ 17
6.11 Work Schedules in the Communications Center ......................................... 18
6.11.1 Communications Center Work Schedules ...................................... 18
6.11.2 Changes to Scheduled Workdays and Workweek .......................... 18
6.11.3 Meal and Rest Periods .................................................................... 18
6.11.3.1 Meal Breaks ........................................................................ 18
6.11.3.2 Rest Periods ........................................................................ 18
6.11.3.3 Meal and Rest Periods Combined ...................................... 18
6.11.4 Shift Assignments ........................................................................... 18
6.11.5 Temporary Assignments ................................................................. 18
6.11.6 Shift Seniority ................................................................................. 18
6.11.7 Shift Bids ........................................................................................ 18
6.11.8 Shift Rotation .................................................................................. 19
6.11.9 Dispatcher Staffing ......................................................................... 19
6.11.9.1 Dispatch Schedule .............................................................. 19
7 Leaves ..................................................................................................................... 19
7.1 Holidays ....................................................................................................... 19
7.1.1 Discretionary Holiday ..................................................................... 19
7.1.2 Observed Holidays ......................................................................... 19
7.1.2.1 Full-day Holidays ................................................................. 19
7.1.2.2 Half-day Holidays ................................................................ 20
7.1.2.3 Day of Holiday Observation ................................................ 20
7.1.3 Holiday Compensation in the Communications Center ................. 20
7.1.4 Holiday Eligibility .......................................................................... 21
7.1.5 Day of National Mourning or Celebration ..................................... 21
7.1.6 Holiday Compensation for Employees on Injury or Illness or
Sick Leave ...................................................................................... 21
7.2 Vacation ....................................................................................................... 21
7.2.1 Vacation Accrual Rates .................................................................. 21
7.2.2 Vacation Scheduling ....................................................................... 21
7.2.2.1 Communications Center Vacation Scheduling ...................... 21
7.2.3 Maximum Vacation Accumulation ................................................ 21
7.2.3.1Vacation Cap Appeal ............................................................. 22
7.2.4 Vacation Cash Out .......................................................................... 22
7.2.5 Vacation Compensation .................................................................. 22
7.3 Notification Procedures ................................................................................ 22
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page vi July 1, 2025 through June 30, 2027
Article Title Page
7.4 Bereavement Leave ...................................................................................... 22
7.4.1 Leave Amounts ............................................................................... 22
7.4.1.1 Leave Within California ........................................................ 22
7.4.1.2 Leave Outside California ....................................................... 23
7.4.2 Definition of Immediate Family for Bereavement Leave .............. 23
7.5 Sick Leave .................................................................................................... 23
7.5.1 Sick Leave Accrual Rate ................................................................ 23
7.5.2 Sick Leave Request ........................................................................ 23
7.5.3 Approval of Sick Leave Requests .................................................. 23
7.5.4 Verification of Injury or Illness ...................................................... 23
7.5.5 Maximum Paid Sick Leave Time ................................................... 24
7.5.6 Protected Leave .............................................................................. 24
7.6 Medical Appointment Leave ........................................................................ 24
7.6.1 Approval ......................................................................................... 24
7.6.2 Affidavit of Leave .......................................................................... 24
7.6.3 Leave Confirmation ........................................................................ 24
7.6.4 Medical Appointment Leave Charged to Sick Leave ..................... 24
7.6.5 Scheduling Medical Appointments ................................................ 24
7.7 Industrial Injury Leave ................................................................................. 25
7.7.1 Use of Accumulated and Unused Sick Leave ................................ 25
7.7.2 Workers’ Compensation Benefits ................................................... 25
7.7.3 Credit for City Reimbursement ...................................................... 25
7.8 Military Leave .............................................................................................. 25
7.9 Maternity/Paternity and Child Bonding Leave ............................................ 25
7.10 Paid Family Leave........................................................................................ 25
7.11 Unpaid Leave of Absence ............................................................................ 25
7.11.1 Reinstatement Upon Return from Leave ........................................ 25
7.11.2 Failing to Return from Leave ......................................................... 26
8 Modified-duty Program .......................................................................................... 26
8.1 Modified-duty Program ................................................................................ 26
8.1.1 Purpose ........................................................................................... 26
8.1.2 Coverage ......................................................................................... 26
8.1.3 Determination/Required Reports .................................................... 26
8.1.3.1 Assignments ......................................................................... 26
8.1.3.2 Medical Updates................................................................... 26
8.2 Modified-duty Assignment, Definition, and Restrictions ............................ 26
8.3 Holidays/Vacations During Light-duty Assignments .................................. 27
8.3.1 Observed Holidays ......................................................................... 27
8.3.2 Vacations ........................................................................................ 27
8.4 Return to Full Duty ...................................................................................... 27
9 Education Expense and Professional Development Program ................................ 27
9.1 Education Expense Reimbursement Program .............................................. 27
9.2 Reimbursement Amount .............................................................................. 27
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page vii
Article Title Page
9.3 Qualifying for Program ................................................................................ 28
9.3.1 Department Head Approval ............................................................ 28
9.3.2 Reimbursement Request ................................................................. 28
9.3.3 City Manager Approval .................................................................. 28
9.4 Professional Development Expense Stipend ................................................ 28
10 Recreational Facilities and Classes ........................................................................ 28
10.1 Admission to Classes ................................................................................... 28
10.1.1 Full-time Regular Employees ......................................................... 28
10.1.2 Part-time Regular Employees ......................................................... 28
10.2 Use of Facilities............................................................................................ 28
10.2 Child Care Services ...................................................................................... 28
11 Replacement and Reimbursements ........................................................................ 29
11.1 Tool Replacement Costs .............................................................................. 29
11.1.1 Replacement Amount ..................................................................... 29
11.1.2 Reimbursements ............................................................................. 29
11.2 Safety Shoe Reimbursement ........................................................................ 29
12 Safety Program and Equipment .............................................................................. 29
12.1 Observation of Safety Rules and Regulations .............................................. 29
12.2 Safety Program ............................................................................................. 29
12.3 Safety Equipment ......................................................................................... 29
12.4 Prescription Safety Glasses .......................................................................... 29
13 Dress and Uniform Policy ...................................................................................... 29
13.1 Communications Center Dress Policy ......................................................... 29
13.2 Maintenance Services Uniform Policy......................................................... 30
13.2.1 Purpose and Intent .......................................................................... 30
13.2.2 Work Clothing ................................................................................ 30
13.2.3 Wearing and Use of Work Clothing ............................................... 30
13.2.4 Jackets and Sweatshirts .................................................................. 30
13.2.5 Repair or Replacement of Uniforms ............................................... 30
13.2.6 Dress Standards .............................................................................. 30
13.3 Protective Garments for Safety Inspectors ................................................... 30
14 Class A and B Driver’s Licenses ............................................................................ 30
14.1 Requirement ................................................................................................. 30
14.2 License Reimbursement Costs ..................................................................... 31
14.3 Class A Incentive Pay .................................................................................. 31
14.3 Reopener ...................................................................................................... 31
15 Personnel Practices ................................................................................................. 31
15.1 Transfer and Promotion................................................................................ 31
15.1.1 Transfer ........................................................................................... 31
15.1.2 Promotion ....................................................................................... 31
15.1.3 Flexible Staffing ............................................................................. 31
15.2 Time Off for Examination ............................................................................ 31
15.3 Employment Lists ........................................................................................ 31
15.3.1 Formal Request ............................................................................... 32
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page viii July 1, 2025 through June 30, 2027
Article Title Page
15.3.2 Failing to Respond .......................................................................... 32
15.3.3 Investigation Report ....................................................................... 32
15.3.4 Passed Over .................................................................................... 32
15.4 Probationary Periods .................................................................................... 32
15.4.1 Probation Reinstatement and Re-employment ............................... 32
15.4.2 Probation Transfer .......................................................................... 32
15.4.3 Probation Promotion ....................................................................... 32
15.4.4 Rejection During Probationary Period ........................................... 32
15.5 Performance Appraisals ............................................................................... 33
15.6 Resignation and Reinstatement .................................................................... 33
15.6.1 Resignation ..................................................................................... 33
15.6.2 Reinstatement ................................................................................. 33
16 Reduction-in-Force, Layoff, and Re-employment ................................................. 33
16.1 Seniority ....................................................................................................... 33
16.2 Council Determination ................................................................................. 33
16.3 Order of Layoff ............................................................................................ 33
16.3.1 Hourly Employees .......................................................................... 33
16.3.2 Probationary Employees ................................................................. 33
16.3.3 Part-time Regular Employees ......................................................... 33
16.3.4 Full-time Regular Employees ......................................................... 34
16.4 Identical City Service ................................................................................... 34
16.5 Notice of Layoff ........................................................................................... 34
16.5.1 Bumping Rights .............................................................................. 34
16.5.1.1 Same Classification ........................................................... 34
16.5.1.2 Former Classification ........................................................ 34
16.6 Reassignment In Lieu of Layoff .................................................................. 34
16.6.1 Vacant Position in City ................................................................... 34
16.6.2 Former Classification ..................................................................... 34
16.6.3 Displacement .................................................................................. 34
16.6.4 Salary Placement ............................................................................ 34
16.7 Layoffs ......................................................................................................... 34
16.8 Layoff Re-employment and Reinstatement Lists ......................................... 34
16.8.1 Classification Reinstatement List ................................................... 35
16.8.2 Re-employment List ....................................................................... 35
16.8.3 Length of Placement on List ........................................................... 35
16.8.4 Probationary Period ........................................................................ 35
17 Emergencies ........................................................................................................... 35
18 Notification ............................................................................................................. 35
19 Contracting Unit Work (except Communications Center employees) ................... 36
19.1 Contracting Work ......................................................................................... 36
19.2 Union Notification ....................................................................................... 36
19.3 Committee Review ....................................................................................... 36
19.4 Committee Results ....................................................................................... 36
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page ix
Article Title Page
19.5 Bid Process ................................................................................................... 36
20 Grievance Procedure .............................................................................................. 36
20.1 Definition of Grievance................................................................................ 36
20.2 General Conditions....................................................................................... 37
20.2.1 Extended Time Limits .................................................................... 37
20.2.2 Failure to Comply with Time Limits .............................................. 37
20.3 Grievance Steps ............................................................................................ 37
20.3.1 Step 1: Immediate Supervisor (Problem Solving) .......................... 37
20.3.2 Step 2: Second-line Supervisor ....................................................... 37
20.3.3 Step 3: Department Head ................................................................ 38
20.3.4 Step 4: City Manager ...................................................................... 38
20.3.5 Step 5: Appeal to Binding Arbitration ............................................ 38
20.3.5.1 Written Request ................................................................. 38
20.3.5.2 Union Representation ........................................................ 38
20.3.5.3 Selection of an Arbitrator .................................................. 38
20.3.5.4 Payment of Costs .............................................................. 38
20.3.5.5 Arbitrator Duty .................................................................. 39
20.3.5.6 Arbitrator Decision............................................................ 39
21 Discipline and Just Cause ....................................................................................... 39
21.1 Disciplinary Action ...................................................................................... 39
21.2 Just Cause Grounds and Progressive Discipline .......................................... 39
21.3 Representation .............................................................................................. 39
21.4 Notice of Discipline ..................................................................................... 39
22 Severability ............................................................................................................. 39
23 Agreement, Modification, or Waiver ..................................................................... 40
23.1 Full and Entire Agreement ........................................................................... 40
23.2 Written Modification Required .................................................................... 40
23.3 Waiver .......................................................................................................... 40
24 Signatures ............................................................................................................... 41
Appendix
A Full-time Regular and Part-time Regular Employee Classifications ...................... 42
B Incentive Pay by Classification .............................................................................. 44
D Expense Reimbursements by Classification .......................................................... 50
F Salary Schedule ...................................................................................................... 54
G Labor Management Committee .............................................................................. 56
Communications Center Index
2.6 Communications Center Employee Mailboxes ...................................................... 3
4.6.1 Bilingual Incentive Pay for Communications Center ............................................ 5
4.12.6 Call-back Rate when Called in on their Regular Day Off ...................................... 9
4.12.9 Overtime Assignments in the Communications Center ......................................... 9
4.13 Communications Center Compensatory Time in Lieu of Paid Overtime .............. 10
4.15 Dispatcher Education Incentive.............................................................................. 10
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page x July 1, 2025 through June 30, 2027
Article Title Page
4.16 Dispatcher POST Certification Incentive ............................................................... 10
4.17 Communications Center Special Assignment Incentive ........................................ 11
5.8.4. Dispatch Retirement Legislation ............................................................................ 14
6.11 Work Schedules in Communications Center.......................................................... 18
7.1.3 Holiday Compensation in the Communications Center ......................................... 20
7.2.2.1 Communications Center Vacation Scheduling ...................................................... 21
13 Communications Center Dress Policy .................................................................... 29
City of South San Francisco
American Federation of State, County, and Municipal Employees (AFSCME),
Local 829
Memorandum of Understanding
July 1, 2025 through June 30, 2027
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, 2025
through June 30, 2027, 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, 2025 through June 30, 2027
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 pay 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, 2025 through June 30, 2027 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’ workplaces 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
3.1. Union Rights—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.
3.2. Protected Classes—The parties individually agree that they will not engage in any act or
practice or pursue any policy which is discriminatory against any employee on the basis
of race, color, religion, religious creed (including religious dress and grooming practices),
national origin, ancestry, citizenship, physical or mental disability, medical condition
(including cancer and genetic characteristics), genetic information, marital status, sex
(including pregnancy, childbirth, breastfeeding or related medical conditions), gender,
gender identity, gender expression, age (40 years and over), sexual orientation, veteran
and/or military status, protected medical leaves (requesting or taking leave under the
Family Medical Leave Act or the California Family Rights Act), domestic violence victim
status, political affiliation, or any other status or characteristic protected by state or federal
law.
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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 4 July 1, 2025 through June 30, 2027
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—
4.2.1. Across-the-Board Increases—All members of the bargaining unit shall receive
across-the-board base pay adjustments in the amounts and with the effective date as
follows:
• Year 1: Effective first full pay in July, 2025, or the first full pay period period
following Union ratification and Council approval of this agreement, whichever
is later*, bargaining unit member salaries shall be increased by four percent
(4%).
• Year Effective the first full pay period of July, 2026, bargaining unit member
salaries shall be increased by four percent (4.0%).There will be no retroactive
across-the-board base pay adjustments.* *Notwithstanding this provision, the
City agrees that if a tentative agreement is reached no later than June 30, 2025
and ratified by the Union by July 14, 2025, year 1 increases shall be effective
July 4, 2025.
4.2.2. Market Equity and Internal Adjustments—Members of the bargaining unit shall
receive market adjustments in the amounts and upon the effective dates as listed in
Appendix E. Market and internal alignment adjustments will be added to across-the-
board increases to arrive at the year one salary increase. For example, a Code
Enforcement Officer would receive an increase of 5% in year 1.
4.3 Compensation Survey— The City shall conduct a total compensation study for
benchmark classifications within the bargaining and provide results to the union prior to
the commencement of negotiations no later than February 1, 2027.
The comparative analysis shall include benchmark cities of Alameda, Daly City,
Hayward, Mountain View, Palo Alto, Redwood City, San Bruno, San Leandro, and San
Mateo. The City and the Union may mutually agree to changes to the benchmark
agencies prior to the commencement of the study. The study will include results based
on base salary, total cash (base salary plus incentives and City-paid deferred
compensation) and total compensation (all salary and City-paid benefits).
The City shall provide a list of benchmark classifications to review by August 1, 2026. If
the Union has any feedback regarding the list of benchmark classifications, the Union
shall provide it to the City no later than September 1, 2026.
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 pay period. A City pay period consists of 14-calendar days and begins on a Friday, which
is the first day of a pay period and ends on a Thursday, which is the last day of a pay
period. Employees who are on continuous paid regular service for a partial pay period
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 5
shall receive pro-rated compensation for the pay period 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 employee
is not in a regular employment status with the City.
4.5. 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 1—From date of hire to completion of 6-calendar months of employment.
Step 2—One full year.
Step 3—One full year.
Step 4—One full year.
Step 5—Final step.
4.5.1. Step Placement after Promotion—When employees are promoted, they shall
receive not less than the equivalent of a one-step, 5% salary increase. However, in no
event shall the employee receive a rate of pay that is higher than the top step of the
classification to which they have been promoted.
4.5.2. 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.
4.5.2.1. 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.
4.6. Bilingual Incentive Pay—
4.6.1. 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.
4.6.2. Bilingual Incentive Pay for Other Classifications—
4.6.2.1. 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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 6 July 1, 2025 through June 30, 2027
compensated at an amount 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. 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.
4.6.2.2. Interpreting and 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 an interpreter or translator at
worksites other than their primary work location.
4.6.2.3. 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.
4.6.2.4. 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
4.6.2.5. Eligible Classifications—Positions eligible for bilingual incentive pay must
be those that are routinely and consistently required to communicate with
members of the public in the course of their job duties. 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.
4.6.2.6. Eligibility Review—During the term of this agreement any bargaining unit
employee whose classification is not listed as eligible for bilingual pay may
request a review of job duties to determine the degree to which the use of
bilingual skills is necessary in the normal course of work. Based on this review,
the City may determine that the position is eligible for bilingual incentive pay.
This determination shall be made by the department head, with final approval
by the City Manager.
4.6.3. Special Compensation Reportability—To the extent permitted by law, bilingual
incentive pay shall be reported to CalPERS as special compensation per Title 2
California Code of Regulations, sections 571(a)(4) and 571.1(b)(3).
4.7. Longevity Pay—Full-time and part-time regular employees, shall receive longevity pay in
accordance with the following schedule.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 7
4.7.1. Fifteen Years of Service—After ten (10) years of service, 1% will be added to the
employee’s base hourly rate of pay.
4.7.2. Twenty Years of Service—After fifteen (15) years of service, in addition to above,
another 2.5% of pay will be added to the employee’s base hourly rate of pay for a
total of 3.5% of pay..
4.7.3. Special Compensation Reportability—To the extent permitted by law, longevity
pay shall be reported to CalPERS as special compensation per Title 2 California Code
of Regulations, sections 571(a)(1) and 571.1(b)(1).
4.8. Standby Pay—Except as otherwise provided, two (2) employees within the classifications
of Public Works Maintenance Worker, Senior Public Works Maintenance Worker, and
Lead Public Works Maintenance Worker shall be on standby each week. Any Public
Works employee who is not in one of the above listed classifications may voluntarily put
themselves on the standby list provided that management agrees the employee meets the
applicable departmental qualifications and can be available for standby shifts. Such
employees will receive ongoing, infrequent skills training provided by management. Any
employee outside of the Public Works Department that is currently on the standby list may
remain on the standby list, so long as they maintain appropriate skills training and remain
available for scheduled standby shifts, provided they receive approval in writing from their
current department supervisor. Employees outside of the Public Works Department not
currently on the standby list may not volunteer for Public Works standby duties. The
standby list shall be posted by management on a calendar year basis no later than
December of each year. Voluntary trades of standby shifts require advance approval from
the respective departmental Management.
4.8.1. 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.
4.8.2. Monthly Standby Compensation—Compensation for standby shall be as follows:
4.8.2.1. Amount—Employees taking standby shall receive $500 per week for each
week they are on standby.
4.8.2.2. 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.
4.9. Certification Pay—Employees who obtain and maintain certification as identified in
Appendix C may receive certification pay.
4.9.1. 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.
4.9.1.1. Certifications within a Series—An employee who obtains a higher eligible
certification within a graded series is considered to have the knowledge and
skills of the lower certifications in the series and will be compensated as if they
possessed each lower certification within the series. Example: if an employee’s
certification in a series is a grade III, certification pay will be calculated as if
they also possessed the grade I and II certifications, for a total of three
certifications.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 8 July 1, 2025 through June 30, 2027
4.9.2. 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.
4.9.3. Maintenance Requirement—Employees must maintain valid and updated
certification at all times 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.
4.9.4. 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 pay period.
4.9.5. Special Compensation Reportability—To the extent permitted by law, certification
pay shall be reported to CalPERS as special compensation per Title 2 California Code
of Regulations, sections 571(a)(2) and 571.1(b)(2).
4.10. 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. Compensation
shall be paid at the first step of the higher-level position, or at the step that results in a pay
increase of at least 5%, whichever is greater.
4.10.1. Length of Assignment—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.
4.10.2. Assignment—The City will make a good faith effort to assign acting assignments
equitably among similarly qualified bargaining unit members within the same
department or work unit.
4.11. 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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 9
4.11.1. Special Compensation Reportability—To the extent permitted by law, hazardous
waste inspection assignment pay shall be reported to CalPERS as special
compensation per Title 2 California Code of Regulations, sections 571(a)(4) and
571.1(b)(3).
4.12. Overtime Pay—This section applies to non-exempt employees.
4.12.1. 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.
4.12.2. Overtime Records—Records of overtime worked shall be maintained in accordance
with procedures established by the department head.
4.12.3. 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.
4.12.4. 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. All overtime hours worked beyond fourteen (14)
consecutive hours (excluding meal breaks) shall be compensated at 2 times the
employee's enhanced hourly rate of pay.
4.12.5. 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.
4.12.6. 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.
4.12.7. 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.
4.12.8. 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 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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 10 July 1, 2025 through June 30, 2027
4.12.8.1. 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.
4.12.8.2. 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.
4.12.9. 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:
4.12.9.1. 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.
4.12.9.2. Overtime Bidding—In the case of scheduled overtime shifts, employees shall
be allowed to bid for overtime assignments by seniority, on a voluntary basis.
4.12.9.3. Per-diem Sign-ups—Per-diem employees may fill any overtime hours that are
not filled by voluntary sign-ups of regular City employees.
4.12.9.4. 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.
4.13. 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.
4.14. Compensatory Time Cash-out––Employees shall not be permitted to cash out
compensatory time except as provided by law.
4.15. 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.
4.15.1. 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
the employee’s base hourly rate of pay for which the employee otherwise qualifies
pursuant to the provisions of this memorandum.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 11
4.15.2. 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 memorandum. In no
case, shall an employee be eligible to receive more than 5% education incentive.
4.15.3. Special Compensation Reportability—To the extent permitted by law, education
incentive shall be reported to CalPERS as special compensation per Title 2 California
Code of Regulations, sections 571(a)(2) and 571.1(b)(2).
4.16. Dispatcher POST Certification Incentive—
4.16.1. 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.
4.16.2. 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.
4.16.3. Special Compensation Reportability—To the extent permitted by law, POST
certification incentive shall be reported to CalPERS as special compensation per Title
2 California Code of Regulations, sections 571(a)(2) and 571.1(b)(2).
4.17. 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. Employees assigned to training while on Warrants assignment shall be
compensated at 10% above the employee’s base hourly rate of pay.
4.17.1. Special Compensation Reportability—To the extent permitted by law, special
assignment incentive shall be reported to CalPERS as special compensation per Title
2 California Code of Regulations, sections 571(a)(4) and 571.1(b)(3).
4.18. 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.
4.19. Night Shift Differential—Employees routinely and consistently scheduled to work a shift
starting at 3 pm or later and ending at 11:00 pm or later, or a shift starting at 3:00 am or
earlier, shall receive compensation at a rate of 5% of base hourly rate for the duration of
their shift. The City will not schedule employees’ start and stop times for the purpose of
avoiding paying shift differential payment. Employees assigned to work overtime on a
shift eligible for night shift differential shall be eligible for night shift differential
compensation for such overtime hours worked as follows:
4.19.1. Full Shift---Night shift differential shall be paid on overtime worked for the entire
duration of a shift that ends after 11:00pm or later, or starts at 3:00am or earlier.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 12 July 1, 2025 through June 30, 2027
4.19.2. Partial Shift—Employees assigned to work overtime for a partial shift shall be paid
night shift differential on overtime worked between 5:00pm and 6:00am only.
4.19.3. Special Compensation Reportability—To the extent permitted by law, night shift
differential shall be reported to CalPERS as special compensation per Title 2
California Code of Regulations, sections 571(a)(4) and 571.1(b)(3).
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 representatives 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
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 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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 13
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 $2,000.
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 the first day 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.
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 the first date 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.
5.5. 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.
5.5.3. Reopener—If the City proposes to change its contribution to employee 457 deferred
compensation accounts as the Discretionary Benefit Option, the parties agree to re-
open negotiations limited to that subject.
5.6. Life Insurance and Accidental Death and Dismemberment Insurance—
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 14 July 1, 2025 through June 30, 2027
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. Employees may supplement short-term
and long-term disability with vacation leave, sick leave, or comp time.
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.
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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 15
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 in the 2.7% at Age 55 tier,
and 7% for Miscellaneous Classic Employees in the 2% at Age 60 tier. New Members
as defined by PEPRA (2% at Age 62) contribute 50% of normal cost 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.
5.9.1. All new hires will be automatically enrolled in the deferred compensation plan and
will begin savings contributions in the pre-tax 457 plan after 30 days of employment,
unless the employee makes an election not to participate, or to contribute a different
amount. New hires may waive or opt out of automatic enrollment before the first
payroll deduction by providing Human Resources with written notice of their desire
to not contribute to the plan. The default deferral percentage shall be 1%.
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.
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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 16 July 1, 2025 through June 30, 2027
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 contribution that the City will make for retiree medical
insurance pursuant to this provision equals the monthly premium for single retiree
medical HMO coverage, or single retiree group Medicare plan coverage, if Medicare
eligible . 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.
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 and be eligible for Group Medical
Insurance as provided for in Article 5.13.1. The retiree bears the full premium costs
for theirself 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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 17
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 and be eligible for Group Medical
Insurance as provided for in Article 5.13.1. . The retiree bears the full premium costs
for theirself and any eligible dependents and will be completely responsible for these
payments and for continuing vision coverage.
5.14. Medical After Retirement Account (MARA)—Employees are eligible to participate in the
MARA plan. to the extent permitted under the existing MARA Plan policy.
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, workdays 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 meal 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—Except for employees in continuous operations, employees will be granted
a 30-minute unpaid meal period at the approximate mid-point of the work shift.
6.5. Rest Breaks—Except for employees assigned to continuous operations, one paid rest/break
period of up to 15 minutes shall be provided for each four-hour work period of an
employee’s shift. Rest periods shall be taken at the job site unless another location is
approved by the supervisor. Rest breaks shall not be combined with meal periods except
with prior approval by the supervisor.
6.6. 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.
6.7. 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.
6.8. 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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 18 July 1, 2025 through June 30, 2027
6.9. 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 pay period or, for FLSA
purposes, more than 40 hours in a 7-day consecutive work period.
6.10. 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.
6.11. Work Schedules in the Communications Center—
6.11.1. Communication Center Work Schedules—The department head shall schedule
employees’ workdays and workweeks, including shift assignments as necessary.
6.11.2. 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.
6.11.3. Meal and Rest Periods—
6.11.3.1. Meal Breaks—An employee will be granted a meal break away from the
workstation of 30-minutes duration, provided that sufficient coverage of the
workstation is available. In the event sufficient coverage is not available, meal
breaks shall be taken within the job site. Employee’s time on authorized meal
breaks shall be considered as time worked.
6.11.3.2. Rest Periods—Employees may take an informal up to a 15-minute rest break
within the workstation. Breaks shall be scheduled and taken while sufficient
coverage is available. 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.
6.11.3.3. Meal and Rest Periods Combined—Provided that sufficient coverage of the
workstation 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.
6.11.4. Shift Assignments—The department head shall assign employees to shifts as
necessary for the effective operations of the Communication Center.
6.11.5. Temporary Assignments—The department head may temporarily reassign an
employee to another shift when it is necessary to accommodate temporary employee
shortages. Employees shall be provided 14 days advanced notice of a shift
reassignment, provided that the need for coverage is foreseeable. In the event of an
unforeseeable need to temporarily reassign shifts in order to provide sufficient
staffing to maintain operations, employees shall be provided with as much advanced
notice as possible.
6.11.6. 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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 19
6.11.7. Shift Bids—The shift bid shall be published by October 1 each year, and the shift
bid shall be completed by November 15 of each year for shift assignments to become
effective in January. The shifts shall be bid in seniority order. When bidding on shifts
for six months, employees shall be allowed to bid for their preferred shift assignments
no later than November 15 to become effective in January. 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 will normally be posted 4-
calendar weeks prior to becoming effective.
6.11.8. Shift Rotation—Unit members shall be allowed to select from the same shift group,
provided that employees selecting from the same shift group for more than three
consecutive 6-month periods will not select the same shift within the same shift group
at the next shift bid opportunity. 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.
6.11.9. Dispatcher Staffing—
6.11.9.1. 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 pay period 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—
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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 20 July 1, 2025 through June 30, 2027
Last Monday in May ................................... Memorial Day
June 19th....................................................... Juneteenth
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—Employees who are not
scheduled to work on a holiday shall receive eight hours holiday pay for a full -day
holiday and four hours holiday pay for a half-day holiday. Employees that work a
holiday shall receive holiday pay in the form of one straight-time hour of pay for every
hour they work on the holiday, in addition to regular or overtime pay for hours worked.
However, in no event shall an employee receive less than eight hours of holiday pay
for a full-day holiday, or less than 4 hours for a half-day holiday.
For purposes of this Article only, the holidays of Juneteenth, July 4, Veteran’s day,
Christmas Eve, Christmas day, New Year’s Eve, and New Year’s day shall be
considered paid holidays on the actual day of the holiday, not the day the City observes
the holiday. For example, if July 4 falls on a Saturday, employees shall receive
additional holiday pay for working on Saturday.
Holiday pay for hours worked shall be in effect from 12:00 am to 11:59 pm (0000-
2359) on full day holidays and from 12:00 pm to 11:59 pm (1200-2359) for half day
holidays.
• Example 1: Employee works a regular 10-hour shift starting at 7 am and ending
at 5 pm on December 25: 10 regular hours plus 10 hours of holiday pay.
• Example 2: Employee works a regular 10-hour shift starting at 7 am and ending
at 5 pm on December 24: 10 regular hours plus 5 hours of holiday pay (inclusive
of 5 hours worked on actual Holiday).
• Example 3: Employee works a regular 10-hour shift starting at 7 am and ending
at 5 pm on December 24, and works 4 hours of overtime from 5 pm to 9 pm: 10
regular hours, plus 4 overtime hours, plus 9 hours of holiday pay (9 hours
worked on actual holiday).
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 21
• Example 4: Employee works a regular 10-hour shift starting at 7 am and ending
at 5 pm on December 25, and works 4 hours of overtime from 5 pm to 9 pm: 10
hours of regular pay, 4 hours of overtime pay, plus 14 hours holiday pay (14
hours worked on actual holiday).
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 compensation with
the holiday time considered as hours worked. A new employee who is not on regular
paid status for the entire pay period during which a holiday occurs shall not be eligible
for holiday compensation during that pay period. 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.
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 and part-time 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 ........................ 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 Accrual Rates for Part-Time Employees—Each part-time employee shall
accrue vacation hours on a pro-rated basis, based on the employee’s regular scheduled
hours as a percentage of a full-time schedule.
7.2.3. 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.
7.2.3.1. 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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 22 July 1, 2025 through June 30, 2027
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.
7.2.4. 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.
7.2.4.1. 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).
7.2.5. 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.
• 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.
7.2.6. 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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 23
7.4. Bereavement Leave—Each regular employee shall be granted five days of unpaid leave
for bereavement in accordance with State Law and the City Administrative Instruction
Section VI No. 40. Each employee may take paid leave without for the death or for
purpose of attending the funeral of any member of their immediate family, as defined
below. 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. The employee may use vacation leave, sick leave,
and/or compensatory time to supplement their bereavement leave, so that the
employee can take up to 5 full daily shifts of leave 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. If an employee’s daily work schedule is more
than 8 hours per day, the employee may use vacation leave, sick leave, and/or
compensatory time to supplement their bereavement leave, so that the employee
can take up to 5 full daily shifts of leave 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, parent, sibling, grandparent, parent-in-law,
sibling in-law, child-in-law, , or a person identified as a “designated person” for the
purpose of protected sick leave pursuant to Article 7.5.6 the death
7.4.3. Reproductive Loss Leave – Each regular employee shall be granted five days of
unpaid leave for reproductive loss in accordance with State and Federal law.
Employees may utilize accrued sick leave, vacation leave, and/or compensatory time
to receive pay for otherwise unpaid leave. Where applicable, such leave shall run
concurrently with FMLA/CFRA/PDL.
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:
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 pay period up to a maximum accrual of 1,350 hours.
An employee who worked less than full-time during the pay period shall be credited
with sick leave on a pro-rated basis for all paid time during the pay period. 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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 24 July 1, 2025 through June 30, 2027
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 Sick Leave Pursuant to Labor Code 233, 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, registered domestic partner, or a
designated person (one person may be designated for any 12-month period);
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
his or her child.
7.6 Medical Appointment 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
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.
7.6.7. 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.
7.6.8. Affidavit of Leave—The employee requesting such leave shall submit a sick leave
request form describing the need for the appointment.
7.6.9. Leave Confirmation—The City reserves the right to confirm or verify any
appointment for which such leave is authorized.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 25
7.6.10. 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.
7.6.11. 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. 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.
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. 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. Employees may supplement worker’s compensation disability benefits
with accumulated or unused sick leave, vacation leave, and/or compensatory hours to
receive the equivalent of their full weekly pay.,
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 the 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.
7.9. Maternity/Paternity and Child Bonding Leave—An employee will be granted leave in
accordance with applicable Federal and State laws.
7.10. Paid Family Leave— Subject to the terms and conditions of the City’s contract with the
provider, full-time employees shall be provided a paid leave benefit to provide partial
wage replacement for up to eight (8) weeks for the purposes of caring for a seriously ill
family member, bonding with a newly born child, adopted child, or fostered child, or to
attend to a qualifying exigency related to covered active military duty of a family member.
The Paid Family Leave benefit calculation shall be equivalent to 60% of base weekly
salary up to a weekly maximum of $1,620. Employees may supplement Paid Family
Leave with vacation, sick leave or comp time.
7.11. 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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 26 July 1, 2025 through June 30, 2027
therefore shall be submitted in writing and must be approved by the department head and
the City Manager.
7.11.1. 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.
7.11.2. 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
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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 27
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 am to 5:00 pm, 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 28 July 1, 2025 through June 30, 2027
Article 9. Education Expense and Professional Development 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. If employees incur applicable expenses under section 9.1 in excess of $2,000 per
fiscal year, the City will cover the portion of the employees’ expenses that exceed $2,000
at a 50 percent rate, up to a total of $5,000.
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. Professional Development Expense Stipend––In each fiscal year, all bargaining unit
employees shall receive $500 for professional development. The stipend shall be used for
professional reference materials, outside training, extra coursework, and professional
organization membership. 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.
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). Up to three (3) of the five (5) classes may be utilized by an employee’s
spouse, domestic partner, or dependent child.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 29
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).
One (1) of the three (3) classes may be utilized by an employee’s spouse, domestic
partner, or dependent child.
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.
10.3. Child Care Services—All bargaining unit employees shall be eligible for a 50% discount
for City child care services for their dependent children.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 30 July 1, 2025 through June 30, 2027
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 $800 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 $325 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 manag ement 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.
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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 31
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—Except as otherwise provided, 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, and in addition, any employee who possessed a Class B license as of
8/1/1996 will be required to maintain the license. Effective 10/11/22 the Maintenance
Craftsworker, Park Maintenance Worker, Park Maintenance Worker-Lead and Park
Maintenance Worker-Senior job classifications will not be required to maintain a Class B
license, provided that any existing or new employee in these classifications is eligible for
expense reimbursements (Appendix D), if they choose to obtain and/or maintain their
Class B 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
Page 32 July 1, 2025 through June 30, 2027
14.3. Class A Incentive Pay—Those employees in Appendix B may receive a $50 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 another department.
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 from the date
of probationary appointment or promotion. Probationary periods for promotions within a
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 33
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—Employees shall receive written performance appraisals on an
annual basis. Employees shall be provided at least five (5) business days to review
performance appraisal documents and add comments, and add their signature
acknowledging receipt of the evaluation. 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. In the event an employee objects to the content of the
evaluation, they may submit a written statement to be included with the appraisal in the
employee’s personnel file.
15.6. Resignation and Reinstatement—
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 34 July 1, 2025 through June 30, 2027
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.
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 service 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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 35
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
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 lower-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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 36 July 1, 2025 through June 30, 2027
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.
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.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 37
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 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
20.1. Definition of Grievance—A grievance is defined as any 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.
• Any provision of the City’s Personnel Rules and Regulations that involves a matter
within the scope of representation, excluding however, those provisions of the
City’s Personnel Rules and Regulations that expressly exclude the provision from
being grieved.
• Any provision of the City’s policies, including the City’s Administrative
Instructions, which involves a matter within the scope of representation, excluding
however, those provisions of the City’s policies that expressly exclude the
provision from being grieved.
• A final disciplinary action consisting of a written reprimand, suspension, demotion,
termination, or reduction in pay against a non-probationary employee.
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). The Union shall not encourage frivolous or unwarranted grievances by its
members.
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
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 38 July 1, 2025 through June 30, 2027
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. A
grievance concerning final disciplinary action shall be filed at Step 4 (City Manager). The
City Manager’s decision on the appeal of a written reprimand shall be final and may not
be advanced to Step 5.
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 Step 1, the
employee or Union on behalf of the employee (“grievant”) shall submit a formal
written grievance to the employee’s second-line supervisor 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 representative designated as the Grievant’s
representative in the processing of the grievance
• Name of AFSCME Council 57 staff representative to be carbon copied on
written correspondence
Within twenty-five (25) calendar days of receipt of the written grievance, the
second-line supervisor or designee shall issue a written decision on the grievance,
carbon copy to the designated Union representative(s). Within this period, at the
discretion of the second-line supervisor or designee, the parties may meet prior to
the second-line supervisor or designee issuing a decision on the grievance. Such a
meeting is not required at this Step. 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.
20.3.3. Step 3: Department Head—An employee dissatisfied with the decision of the
second-line supervisor in Step 2 may have the Union 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 representative(s) within 30 calendar days from the date of receipt of the
written grievance unless the parties agree to extend the timing of the Department
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 39
Head’s response. Within this period, the Department Head or designee shall meet with
the grievant and Union representative(s) prior to issuing a decision on the grievance,
unless the grievant waives the meeting requirement.
20.3.4. Step 4: City Manager—An employee dissatisfied with the decision of the
department head in Step 3, may have the Union submit the written grievance 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 representative(s)
regarding the grievance in writing within 30 calendar days from the date of receipt of
the written grievance unless the parties agree to extend the timing of the City
Manager’s response. Within this period, the City Manager or designee shall meet with
the grievant and Union representative(s) prior to issuing a decision on the grievance,
unless the grievant waives the meeting requirement.
20.3.5. Step 5: Appeal to Binding Arbitration—The decision of the City Manager or
designee may be appealed by the Union to binding arbitration so long as all the
following steps are fully complied with.
20.3.5.1. Written Request—The Union must submit a written request for arbitration
to the Director of Human Resources which must be received no later than 15
calendar days following the date of the City Manager’s decision on the
grievance. If this written request is not received by the Director of Human
Resources within this time frame, the appeal will be waived.
20.3.5.2. Union Representation—The Union must sign the written request for
arbitration signifying that it intends to represent the employee(s) during all
arbitration proceedings arising from the request for arbitration.
20.3.5.3. Selection of an Arbitrator—An arbitrator will be selected by the Union and
the City by mutual agreement or by requesting a list of no less than five (5)
arbitrators from the California State Mediation and Conciliation Service
(CSMCS), each of whom is a current member of the National Academy of
Arbitrators, and who has at least five (5) years of experience handling
arbitrations for local public agencies. The parties may attempt to agree on an
arbitrator from any such list obtained. If the parties cannot agree on an
arbitrator, each party shall cross of one name on the list. The first party to cross
off a name shall be determined by a flip of a coin. The final name left on such
list shall be the arbitrator.
20.3.5.4. Payment of Costs— If the grievance concerns a suspension of five days or
less, the Union will pay the cost of the arbitrator’s fee in its entirety. Otherwise,
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.
20.3.5.5. Arbitrator Duty—The arbitrator will be empowered to hear evidence,
review exhibits, hear argument and make findings of fact and conclusions.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 40 July 1, 2025 through June 30, 2027
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.
20.3.5.6. 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. Discipline and Just Cause
21.1. Disciplinary Action–Disciplinary action consists of written reprimand, suspension,
demotion, reduction in pay, and termination.
21.2. Just Cause Grounds and Progressive Discipline—The City shall take disciplinary action
against a non-probationary AFSCME employee only for just cause, following the pre-
disciplinary procedures set forth in the City’s Personnel Rules and Regulations. The City
agrees to follow the principles of progressive discipline.
21.3. Representation—Employees who are subject to an investigatory interview into potential
misconduct that may lead to discipline shall be notified in writing that upon request the
employee shall be entitled to have a Union or other representative of their choice present.
21.4. Notice of Discipline—Disciplinary action shall be issued in writing to the employee,
stating the reason(s) for discipline, with a copy to the employee’s representative (if any).
Article 22. 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, 2025 through June 30, 2027 Page 41
Article 23. Agreement, Modification, or Waiver
23.1. 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.
23.2. 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.
23.3. 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 42 July 1, 2025 through June 30, 2027
Article 24. Signatures
Signed this ________ day of __________________, 2025
For the Union-AFSCME: For the City:
Anthony Walters, Staff Representative,
AFSCME District Council 57
Jesse Lad, Lead Negotiator
Josue Gonzalez, Lead Steward Leah Lockhart, Human Resources Director
Marisa Jordan
Darryel Mickens, Human Resources
Manager
Tristan Kent
Sharon Ranals, City Manager
Michael Alan Patrick
Richard Pence
Peter Shea
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 43
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
Communications Dispatcher, Lead 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
Natural Resource Specialist x
Office Specialist x x
Park Maintenance Worker x
Park Maintenance Worker, Lead x
Park Maintenance Worker, Senior x
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 44 July 1, 2025 through June 30, 2027
Title
Full-
time
Part-
time
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, 2025 through June 30, 2027 Page 45
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 x
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
Maintenance Craftsworker x
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 46 July 1, 2025 through June 30, 2027
Title
Bilingual
Pay Uniforms
Class
A CDL
Natural Resource Specialist X 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 x
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 47
Appendix C
Certification Pay
The following are the classifications for which Certification Pay is available under Section 4.9.
Certification Eligible Classifications
Number of
Certifications
Available at a
Time
International Code Council (ICC) –
Building Inspector, Electrical
Inspector, Plumbing Inspector,
Mechanical Inspector (Residential or
Commercial for the first 4), Plans
Examiner, Building Official (Senior
Building Inspector Only), 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
Senior Permit Technician (excluding
the Permit Technician Certification,
as it is required)
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);
NASSCO – PACP Certification
Public Works Inspector Unlimited
Certified Municipal Arborist through
International Society of Arboriculture
Certified Tree Worker Climber
Specialist (ISA)
Certified Tree Worker Aerial Lift
Specialist (ISA)
Tree Risk Assessment Qualification
(ISA)
Certified Tree Care Safety
Professional (TCIA)
Groundsperson
Tree Trimmer
Up to 2
employees
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 48 July 1, 2025 through June 30, 2027
Certification Eligible Classifications
Number of
Certifications
Available at a
Time
Master Gardener
Sports Turf Management
Certification
Groundsperson
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Tree Trimmer
Up to 2
employees
Certified Landscape Irrigation
Auditor
Irrigation Management Certification
Irrigation Designer Certification
Certified Irrigation Technician
Groundsperson
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Tree Trimmer
Up to 2
employees
QWEL Certification
Groundsperson
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Tree Trimmer
Up to 12
employees
Certified Backflow Tester through
American Water Works Association
Park Maintenance Worker
Senior Park Maintenance
WorkerLead Park Maintenance
Worker
Park Maintenance Craftsworker
Up to 5
employees
Certified Playground Safety Inspector
through National Recreation and Park
Association (NRPA) and California
Parks and Recreation Society (CPRS)
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Up to 5
employees
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
Groundsperson
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Tree Trimmer
Up to 7
employees
HVAC Service Technician through
Building Operator Certification
Lead Building Maintenance
Custodian
Building Maintenance Craftsworker
Up to 2
employees
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 49
Certification Eligible Classifications
Number of
Certifications
Available at a
Time
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
ASE Master Technician (Auto or
Medium/Heavy Truck)
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
Articulate Boome Crane with Winch
(ABW) CCO
Assistant Electrical Technician
Electrical Technician
Senior Electrical Technician
Lead Public Works Maintenance
Worker
Equipment Operator
Unlimited
Roadway Lighting Technician Levels
I & II (IMSA)
Assistant Electrical Technician
Electrical Technician
Senior Electrical Technician
Lead Electrical Technician
Up to 4
employees
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
CACEO-Certified Code Enforcement
Officer Code Enforcement Officer Unlimited
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 50 July 1, 2025 through June 30, 2027
NASSCO PACP Certified Employees—Any NASSCO PACP certified Public Works
Maintenance Worker, Senior Public Works Maintenance Worker, Lead Public Works
Maintenance Worker, 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
July 1, 2025 through June 30, 2027 Page 51
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 x x
Communications Dispatcher
Communications Dispatcher, Lead
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 x
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 52 July 1, 2025 through June 30, 2027
Title Tools
Safety
Shoes
Rx
Safety
Glasses
Reimburse
Class A or B
CDL
Natural Resources Specialist X
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
July 1, 2025 through June 30, 2027 Page 53
Appendix E
Market Equity and Internal Alignment Adjustments
Job Classification Increase
Building Maintenance Craftsworker 1%
Building Maintenance Custodian 1%
Building Maintenance Custodian – Lead 1%
Building Maintenance Custodian – Senior 1%
Code Enforcement Officer 1%
Communications Dispatcher 1.5%
Communications Dispatcher – Lead 1.5%
Communications Dispatcher – Supervising 1.5%
Engineering Technician 1%
Engineering Technician – Senior 1%
Maintenance Craftsworker 1%
Park Maintenance Worker 1%
Park Maintenance Worker – Lead 1%
Park Maintenance Worker – Senior 1%
Public Works Maintenance Worker 1%
Public Works Maintenance Worker – Lead 1%
Public Works Maintenance Worker – Senior 1%
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 54 July 1, 2025 through June 30, 2027
Appendix F
Salary Schedule
(New Salary Schedule to be added to final agreement)
JOB TITLE
JOB
CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2025 through June 30, 2027 Page 55
Appendix G
Labor Management Committee
This intent of this Article 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 HR personnel shall be invited to
attend as needed as determined by the Director of HR. The Union may invite up to three (3)
bargaining unit employees to the Committee meetings. The Union representative 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.)
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
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, 2025 through June 30, 2027
City of South San Francisco
Mid-management Unit
Memorandum of Agreement/Compensation Plan
July 1, 2025 through June 30, 2027
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 ................................................................................. 2
3.3.1 Payroll Deduction Procedures....................................................... 2
3.3.2 Suspension of Union Dues During Leave of Absence.................. 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 ................................................................................ 2
4.2 Wage Rates ............................................................................................. 3
4.2.1 Year 1 ............................................................................................ 3
4.2.2 Year 2 ............................................................................................ 3
4.2.3 No Retroactivity ............................................................................ 3
4.3 Market Increases .................................................................................... 3
4.4 Limited Wage Reopener ......................................................................... 4
4.5 Overtime Pay in Case of Emergency Declaration .................................. 4
4.6 Salary Schedule ...................................................................................... 4
4.7 Compaction ............................................................................................ 4
4.8 Payment of Compensation ..................................................................... 4
4.9 Continuous Employment ........................................................................ 4
4.10 Longevity Pay ........................................................................................ 4
4.10.1 Fifteen Years of Service ........................................................... 5
4.10.2 Twenty Years of Service........................................................... 5
4.11 Temporary Assignment to Higher-level Positions ................................. 5
4.12 Salary at Promotion ................................................................................ 5
4.13 Salary Survey ......................................................................................... 5
4.14 Uniforms ................................................................................................. 5
4.15 Standby Compensation ........................................................................... 5
4.15.1 Amount ..................................................................................... 5
4.15.2 Eligibility .................................................................................. 5
Page 2
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Article Title Page
4.16 Bilingual Incentive Pay .......................................................................... 5
4.16.1 Classifications Eligible for Bilingual Incentive Pay ................. 5
4.16.2 Newly Eligible Criteria ............................................................. 6
4.16.3 Current Languages in Effect ..................................................... 6
4.16.4 Testing and Compensation........................................................ 6
4.16.5 Translating ................................................................................ 6
5 Reimbursements and Allowances ...................................................................... 6
5.1 Education Expense Reimbursement Program ........................................ 6
5.1.1 Eligibility .................................................................................... 6
5.1.2 Education Expense Reimbursement Amount ............................. 6
5.1.3 Qualifying for Education Expense Reimbursement Program .... 7
5.1.3.1 Department Head Approval ................................................. 7
5.1.3.2 Reimbursement Request ....................................................... 7
5.1.3.3 City Manager Approval ........................................................ 7
5.2 Personal and Professional Development Expense Stipend .................... 7
6 Benefits .............................................................................................................. 7
6.1 Health Insurance Benefits ...................................................................... 7
6.2 Medical Insurance .................................................................................. 7
6.2.1 Medical Insurance Providers ...................................................... 7
6.2.2 Medical Insurance Plans ............................................................. 7
6.2.3 Payment of Premium Costs ........................................................ 8
6.2.3.1 Employee HMO Medical Premium Cost ............................. 8
6.2.3.2 Employee Non-HMO Medical Premium Cost ..................... 8
6.2.4 Effective Date of Coverage ........................................................ 8
6.3 Dental Insurance .................................................................................... 8
6.3.1 Core Dental Plan ........................................................................ 8
6.3.1.1 Calendar Year Maximum ..................................................... 8
6.3.1.2 Orthodontia ........................................................................... 8
6.3.2 Buy-up Dental Plan .................................................................... 8
6.3.3 Payment of Premium Costs ........................................................ 8
6.3.4 Effective Date of Coverage 8
6.4 Vision Insurance ..................................................................................... 8
6.4.1 Available Plan ............................................................................ 8
6.4.2 Payment of Premium Costs ........................................................ 8
6.4.3 Effective Date of Coverage ........................................................ 8
6.5 Discretionary Benefit Option ................................................................. 9
6.5.1 Proof of Alternate Insurance ...................................................... 9
6.5.2 Exercising the Option ................................................................. 9
6.6 Life Insurance and Accidental Death and Dismemberment Insurance .. 9
6.6.1 Term Life Value ......................................................................... 9
6.6.2 AD&D Value .............................................................................. 9
6.6.3 Payment of Premium Costs ........................................................ 9
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 3
Article Title Page
6.6.4 Effective Date of Coverage ........................................................ 9
6.6.5 Supplemental Life Insurance ...................................................... 9
6.7 Disability Insurance Program ................................................................. 9
6.7.1 Short-term Disability .................................................................. 9
6.7.2 Long-term Disability .................................................................. 10
6.7.3 Payment of Premium Costs ........................................................ 10
6.7.4 Effective Date of Coverage ........................................................ 10
6.8 Paid Family Leave .................................................................................. 10
6.9 Retirement Plans .................................................................................... 10
6.9.1 PERS Miscellaneous Retirement Formula ................................. 10
6.9.1.1 2.7% at Age 55 .................................................................. 10
6.9.1.2 2% at Age 60 ..................................................................... 10
6.9.1.3 2% at Age 62 ..................................................................... 10
6.9.2 Employee Contributions to Retirement System ......................... 10
6.9.3 IRS Tax Exemption .................................................................... 10
6.9.4 Optional Provisions Added ........................................................ 10
6.9.4.1 Military Service Credit ...................................................... 11
6.9.4.2 Sick Leave Service Credit ................................................. 11
6.10 Section 457 Deferred Compensation Plan ............................................. 11
6.11 Section 125 Plan ..................................................................................... 11
6.11.1 Health Care Reimbursement ...................................................... 11
6.11.2 Dependent Care Reimbursement ................................................ 11
6.11.3 Group Insurance Premium Plan ................................................. 11
6.12 Separation Benefits ................................................................................ 11
6.12.1 Payment of Unused Accrued Sick Leave ................................... 11
6.13 Retirement Health Savings Plan ............................................................. 11
6.12.1 Mandatory Employee Leave Contribution ................................. 11
6.12.2 Mandatory Employee Contribution ............................................ 11
6.14 Retired Employee Benefits ..................................................................... 11
6.14.1 Group Medical Insurance for Qualifying Retirees ..................... 11
6.14.1.1 City-provided Spouse Benefit ........................................... 12
6.14.1.2 Spouse-paid Benefit .......................................................... 12
6.14.1.3 Medical After Retirement Account (MARA) ................... 12
6.14.1.4 Group Dental Insurance for Qualifying Retirees .............. 12
6.14.1.5 Group Vision Insurance for Qualifying Retirees .............. 12
7 Holidays ............................................................................................................. 13
7.1 Holidays ................................................................................................. 13
7.2 Discretionary Holiday ............................................................................ 13
7.3 Observed Holidays ................................................................................. 13
7.3.1 Full-day Holidays ....................................................................... 13
7.3.2 Half-day Holidays ...................................................................... 13
7.3.3 Day of Holiday Observation ...................................................... 13
Page 4
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Article Title Page
7.4 Day of National Mourning or Celebration ............................................. 13
7.5 Monday through Friday Work Hours ..................................................... 13
8 Leaves ................................................................................................................ 14
8.1 Vacation .................................................................................................... 14
8.1.1 Vacation Accrual Rates .............................................................. 14
8.1.2 Vacation Accumulation .............................................................. 14
8.1.3 Vacation Cash-Out ..................................................................... 14
8.1.4 Vacation Leave Payout Upon Separation ................................... 14
8.2 Administrative Leave ................................................................................ 14
8.2.1 Administrative Leave Taken ...................................................... 14
8.2.2 Carryover of Administrative Leave ............................................ 14
8.2.3 Administrative Leave for New Employees ................................ 14
8.2.4 Supplemental Administrative Leave .......................................... 15
8.2.4.1 Qualifying for Supplemental Administrative Leave ......... 15
8.2.4.2 Employee Requests ........................................................... 15
8.2.4.3 Department Head Recommendation ................................. 15
8.2.4.4 City Manager Approval ..................................................... 15
8.2.4.5 Carrying Over Supplemental Leave .................................. 15
8.3 Sick Leave ................................................................................................. 15
8.3.1 Amount of Sick Leave ................................................................ 15
8.3.2 Maximum Paid Sick Leave Time ............................................... 15
8.3.3 Sick Leave Management Policy ................................................. 15
8.3.4 Protected Leave .......................................................................... 16
8.3.5 Medical Appointments ............................................................... 16
8.4 Medical Appointment Leave .................................................................. 16
8.4.1 Approval ..................................................................................... 16
8.4.2 Affidavit of Leave ...................................................................... 16
8.4.3 Leave Confirmation .................................................................... 16
8.4.4 Medical Appointment Leave Charges to Sick Leave ................. 16
8.5 Bereavement Leave ................................................................................... 16
8.5.1 Definition of Family Member for Bereavement Leave .............. 16
8.5.2 Leave Within California ............................................................. 17
8.5.3 Leave Outside California ........................................................... 17
8.6 Industrial Injury or Illness Leave ............................................................. 17
8.6.1 Industrial Injury or Illness Leave Amounts ................................ 17
8.6.2 Workers’ Compensation Disability Payments ........................... 17
8.7 Military Leave ........................................................................................ 17
8.8 Short- or Long-term Disability Leave .................................................... 17
8.8.1 Insurance Premiums ................................................................... 17
8.8.2 Extending Leave ......................................................................... 17
8.8.3 Separating Employee on Leave .................................................. 17
8.9 Reporting Leave Usage .......................................................................... 17
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 5
Article Title Page
8.10 Light-duty Program ................................................................................ 18
8.10.1 Coverage ..................................................................................... 18
8.10.2 Determination/Required Reports ................................................ 18
8.10.2.1 Assignments ...................................................................... 18
8.10.2.2 Medical Updates ................................................................ 18
8.10.2.3 Light-duty Assignment, Definitions, and Restrictions ...... 18
8.10.3 Holidays/Vacations During Light-duty Assignments ................ 19
8.10.3.1 Holidays Observed ............................................................ 19
8.10.3.2 Vacations ........................................................................... 19
8.10.4 Return to Full-duty Assignment................................................. 19
8.11 FMLA/CFRA/Pregnancy Disability Leave ............................................ 19
8.11.1 Extended Unpaid Parental Leave ............................................... 19
8.11.1.1 Leave Duration .................................................................. 19
8.11.1.2 Use of Leaves .................................................................... 20
8.11.1.3 Salary and Benefit Continuance ........................................ 20
8.11.1.4 Unexpected Return to Work .............................................. 20
9 Work Hours ....................................................................................................... 20
9.1 Eight-hour Schedule ............................................................................... 20
9.2 Alternate Workweek Schedule ............................................................... 20
9.3 Flexible Work Hours .............................................................................. 20
10 Recreational Facilities and Classes .................................................................... 20
10.1 Admission to Classes ............................................................................. 20
10.2 Use of Facilities ...................................................................................... 20
11 Grievance Procedure .......................................................................................... 20
11.1 Definition of Grievance .......................................................................... 20
11.2 General Conditions ................................................................................. 21
11.2.1 Extended Time Limits ................................................................ 21
11.2.2 Failure to Comply with Time Limits .......................................... 21
11.3 Grievance Steps ...................................................................................... 21
11.3.1 Step 1: Immediate Supervisor (Problem Solving) ...................... 21
11.3.2 Step 2: Second-Line Supervisor ................................................. 21
11.3.3 Step 3: Department Head ........................................................... 22
11.3.4 Step 4: City Manager .................................................................. 22
11.4 Binding Arbitration ................................................................................ 22
11.4.1 Written Request .......................................................................... 22
11.4.2 Union Representation ................................................................. 22
11.4.3 Selection of an Arbitrator ........................................................... 22
11.4.4 Payment of Costs ........................................................................ 22
11.4.5 Arbitrator Duty ........................................................................... 23
11.4.6 Arbitrator Decision ..................................................................... 23
12 Disciplinary Action ............................................................................................ 23
13 Appeal Procedure for Final Disciplinary Action ............................................... 23
Page 6
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Article Title Page
13.1 Submission of Appeal ............................................................................ 23
13.2 City Manager Review ............................................................................. 23
13.3 Arbitration .............................................................................................. 23
13.3.1 Selection of Arbitrator ................................................................ 23
13.3.2 Payment of Costs ........................................................................ 24
13.3.3 Arbitrator Duty ........................................................................... 24
13.3.4 Arbitrator Decision ..................................................................... 24
14 Non-Discrimination ........................................................................................... 24
14.1 Union Activity ........................................................................................ 24
14.2 Protected Status ...................................................................................... 24
15 Administration of Memorandum of Understanding .......................................... 25
15.1 Full and Entire Agreement ..................................................................... 25
15.2 Administering the Agreement ................................................................ 25
15.3 City Manager Powers ............................................................................. 25
16 Signatures .......................................................................................................... 26
Appendix A – Mid-management Classifications ............................................... 27
Memorandum of Agreement/Compensation Plan
between the
Mid-management Unit
and the
City of South San Francisco
July 1, 2022 through June 30, 2024
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, 20 25,
through June 30, 2027, 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 Francisco, 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, 2025 through June 30, 2027
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.
3.3.3. Teamsters D.R.I.V.E. The City agrees to deduct voluntary contributions to
Teamsters DRIVE (Democrat, Republican, Independent, Voter Education) from
the pay of those employees who request, in writing, on a form supplied by the Union
and submitted to the City, that such deductions be made. 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.
3.4. 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 a new hire 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 City shall also
notify the Union within 10 days of any promotion or transfer of an employee into the
Unit. Job descriptions and job announcements shall clearly indicate that the position(s)
advertised are represented by a Union and covered by a collective bargaining
agreement. The City shall provide the Union with the name, job classification, and date
of hire of each new employee appointed to a position covered by this memorandum.
Digital postings shall provide a link to the MOU on the City webpage.
3.4.1. Notice to applicants—Job descriptions and job announcements shall clearly
indicate that the position(s) advertised are represented by a Union and covered by a
collective bargaining agreement. Digital postings shall provide a link to the MOU on
the City webpage.
3.5. Bulletin Boards—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.
3.6. 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
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 3
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.
3.7. 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.
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:
4.2.1. Year 1—Effective the first full pay period following the adoption of the MOU by
Council*, bargaining unit member salaries shall be increased by four percent (4%).
*If tentative agreement is reached by June 30, and ratified by the Union by July 14,
the effective date shall be July 4, 2025, notwithstanding article 4.2.3.
4.2.2. Year 2—Effective the first full pay period of July 2026, bargaining unit member
salaries shall be increased by four percent (4%).
4.2.3. No Retroactivity—There will be no retroactive across-the-board base pay
adjustments.
4.3. Equity Adjustments—Members of the bargaining unit shall receive equity adjustments
in the amounts as follows effective the first full pay period following the adoption of
the MOU by Council:
Childcare Assistant Supervisor 1.5%
Assistant City Clerk
Pay Range Set Equal to
Management Analyst II
Deputy Finance Director
Pay Range Set Equal to
Deputy Economic &
Community
Development Director
Financial Analyst I 1.5%
Financial Analyst II 1.5%
Financial Analyst – Senior 1.5%
Maintenance Supervisor 1%
Page 4
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Recreation & Community Services Program
Coordinator 1.5%
Recreation Supervisor 1%
Equity adjustments will be added to across-the-board increases to arrive at the year one
salary increase. For example, the Recreation and Community Services Coordinator will
receive a 5.5% salary increase on the effective date specified in Article 4.2.1.
4.4. 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.
4.5. 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.
4.6. Compaction—All Mid-management classifications shall maintain a top step that is no
less than 5% above the top step of the highest paid subordinate classification, inclusive
of the subordinate classification’s certification, license, and education pay for which
the management classification is ineligible. Compaction-related salary adjustments
shall take effect two full pay periods after the subordinate classification’s pay
adjustment.
4.7. 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.
4.8. 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.
4.9. Longevity Pay—Regular employees shall receive longevity pay in accordance with the
following schedule:
4.9.1. Ten Years of Service—After 10 full years of full-time regular service (including
probationary periods), 1% will be added to the employee’s base hourly rate of pay.
4.9.2. Fifteen Years of Service—After 15-full years of full-time regular service (including
probationary periods), in addition to above, another 2.5% of pay will be added to
the employee’s base hourly rate of pay, for a total of 3.5% of pay.
4.10. 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 a period of fourteen (14)
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 5
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 14-day service and each day
so served thereafter. Compensation shall be paid at the first step of the higher-level
position, or at the step that results in a pay increase of at least 5%, whichever is greater.
4.10.1. Duration—Acting assignments will normally be six (6) months or less. In the event
that the assignment is anticipated to, or actually does extend beyond six months, City
will notify the Union regarding the circumstances requiring the extended assignment.
Where operationally feasible, assignments of six months or longer will be rotated
among similarly qualified employees.
4.10.2. Assignments—The City will make a good faith effort to assign acting assignments
among similarly qualified bargaining unit members within the same department or
work unit.
4.11. Salary at Promotion—Employees promoted to a higher classification shall be
appointed to the step that results in not less than the equivalent of a five percent (5%)
increase to the employee’s enhanced rate of pay as compared to the employee’s
enhanced rate of pay prior to promotion. “Enhanced rate of pay” is defined in A rticle
4.1.2. For employees promoting into the Unit from another unit, “Enhanced rate of pay”
is defined in the MOU for the employee’s position prior to promotion.
4.12. Compensation Survey— City shall conduct a total compensation study for benchmark
classifications within the bargaining and provide results to the union prior to the
commencement of negotiations no later than February 1, 2027. The comparative
analysis shall include benchmark cities of Alameda, Daly City, Hayward, Mountain
View, Palo Alto, Redwood City, San Bruno, San Leandro, and San Mateo. The City
and the Union may mutually agree to changes to the benchmark agencies prior to the
commencement of the study. The study will include results based on base salary, total
cash (base salary plus incentives and City-paid deferred compensation) and total
compensation (all salary and City-paid benefits). The City shall provide a list of
benchmark classifications to review by August 1, 2026. If the Union has any feedback
regarding the list of benchmark classifications, the Union shall provide it to the City no
later than September 1, 2026.
4.13. 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.
4.14. 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:
4.14.1. Amount—Employees assigned to standby shall receive $500 per week for each
week they are assigned to standby.
4.14.2. Eligibility—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.
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
4.15. 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.
4.15.1. 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
4.15.2. Classifications Subject to Eligibility Criteria—Any employee who is routinely and
consistently assigned to a position that requires communication skills other than
English may be eligible for bilingual pay. Determining whether an employee’s
assigned position requires communications skills other than English is at the sole
discretion of the Department Head, with final approval by the City Manager.
4.15.3. 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
4.15.4. 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.
4.15.5. 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 up to $2,000 per fiscal year
for the costs of tuition, fees, and course materials. If such costs exceed $2,000 per
fiscal year, the City shall reimburse the employee up to 50% of the additional cost
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 7
up to a total of $5,000. 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. Qualifying for Education Expense Reimbursement Program—In order to qualify
for reimbursement, the employee must:
5.1.3.1. 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.
5.1.3.2. 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.
5.1.3.3. 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 Agreement.
5.2. Professional Development Expense Stipend—In each fiscal year, all bargaining unit
employees shall receive $750 for professional development. The stipend is intended for
professional reference materials, outside training, extra coursework, and professional
organization membership. 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.
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:
Page 8
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
• 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—The calendar year maximum is $2,000.
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 the employee’s 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.
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
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 9
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 proof of alternate medical insurance as described below, 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). In the event the parties discover that contributions to the employee’s deferred
compensation account are not eligible under IRS rules, the parties will promptly meet
and confer to bring the plan into compliance.
6.5.1. Proof of Alternate Insurance—The employee must provide proof of alternate
minimum essential coverage for the employee and the employee’s tax family from
another source, other than coverage obtained through Covered California.
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.
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.
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
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. Paid Family Leave—Subject to the terms and conditions of the City’s contract with the
provider, employees shall be eligible for a paid family leave benefit to provide partial
wage replacement for up to eight (8) weeks for the purposes of caring for a seriously
ill family member, bonding with a newly born child, adopted child, or fostered child,
or to attend to a qualifying exigency related to covered active military duty of a family
member. The paid family leave benefit calculation shall be equivalent to that of the
California State EDD benefit as of September 1, 2022, which is 60% of base weekly
salary, as determined by the insurance carrier, up to a weekly maximum of $1,620 (or
a higher amount as set by the insurance carrier).
6.9. 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.
6.9.1. PERS Miscellaneous Retirement Formula—
6.9.1.1. 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.
6.9.1.2. 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.
6.9.1.3. 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.
6.9.2. 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.
6.9.3. 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.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 11
6.9.4. Optional Provisions Added—Optional Public Agency Provisions under PERS shall
also be provided as follows:
6.9.4.1. 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).
6.9.4.2. Sick Leave Service Credit—Effective 5/11/2001, and as provided for in the
Public Employees Retirement Law (PERL).
6.10. 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.
6.10.1 Auto-Enrollment—All new hires will be automatically enrolled in the deferred
compensation plan and will begin savings contributions in the pre-tax 457 plan after 30
days of employment, unless the employee makes an election not to participate, or to
contribute a different amount. New hires may waive or opt out of automatic enrollment
before the first payroll deduction by providing Human Resources with written notice of
their desire to not contribute to the plan. The default deferral percentage starts at 3% and
increases by 1% each year that an employee participates, up to a maximum of 6%.
6.11. 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.
6.11.1. Health Care Reimbursement—This program is available for out-of-pocket
unreimbursed health care expenses as allowed under the Plan. Participants may set
aside salary of up to the IRS statutory maximum per year on a pre-tax basis.
6.11.2. Dependent Care Reimbursement—This program is available for out-of-pocket
unreimbursed dependent care expenses as allowed under the Plan. Participants may
set aside salary of up to the IRS statutory maximum per year on a pre-tax basis.
6.11.3. Group Insurance Premium Plan—This program allows employees to pay their
portion of insurance premiums with pre-tax dollars.
6.12. 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.
6.12.1. 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 payable hours is 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.
Page 12
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
6.13. Medical After Retirement Account (MARA) Plan—Mid-management Unit employees may
participate in the Medical After Retirement Account (VEBA or similar vehicle, such as an
RHS plan) to the extent permitted under the existing MARA Plan policy.
6.13.1. Mandatory Employee Contribution—Employees hired after April 24, 2010, shall
contribute $50 each pay period.
6.14. Retired Employee Benefits—
6.14.1. 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 contribution that the City will make for
retiree medical insurance pursuant to this provision equals the monthly premium
for single retiree medical HMO coverage or single retiree group Medicare plan
coverage, if Medicare eligible. 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, or whose coverage is cancelled due to
non-payment of any additional premiums for a period of 180 days or more, will
permanently forfeit their eligibility for retiree medical benefits pursuant to this
provision.
6.14.1.1. 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.
6.14.1.2. 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 that 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.
6.14.1.3. 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 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).
6.14.1.4. 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 their retirement, and be eligible
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 13
for Group Medical Insurance as provided for in Article 6.14.1. The retiree bears
the full premium costs for theirself and any eligible dependents and will be
completely responsible for these payments and for continuing dental coverage.
6.14.1.5. 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 their retirement and be eligible for
Group Medical Insurance as provided for in Article 6.14.1. The retiree bears the
full premium costs for theirself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
Page 14
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
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
June 19th ............................................................... Juneteenth
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
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.
7.6. Holiday Eligibility—In order to be eligible for holiday pay, an employee must be in
paid status the last scheduled workday before and the first scheduled workday after the
holiday.
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, 2025 through June 30, 2027
Page 15
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
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 may be sold twice per year in May and 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.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 17
8.2.4. 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.
8.2.4.1. 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.
8.2.4.2. 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 30 th of
each year for the following fiscal year.
8.2.4.3. 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.
8.2.4.4. 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.
8.2.4.5. 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
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
year will be subject to a review of sick leave usage. Leave taken as protected sick
leave pursuant to Article 6.3.6 and leave taken concurrently with approved
FMLA/CFRA/PDL leave shall be excluded from the 56-hour total.
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:
• 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; or a “designated person” as defined by labor code 233
(only one person may be designated for any 12-month period); 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 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 Appointment 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 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
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 shall be granted up to five days of unpaid leave for
bereavement in accordance with State Law and City Administrative Instruction Section
VI. No. 40. Concurrently, an employee may take 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, parent, sibling, grandparent, parent in-
law, sibling in-law, and child in-law, or a person identified as the employee’s
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 19
“designated person” for the purpose of protected sick leave. 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. The employee may use vacation leave, sick leave,
and/or compensatory time to supplement their paid bereavement leave, so that the
employee can take up to five (5) full days of leave for the death or 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. If an employee’s daily work schedule is more
than 8 hours per day, the employee may use vacation leave, sick leave, and/or
compensatory time to supplement their paid bereavement leave, so that the
employee can take up to five (5) full days of leave for the death or funeral of a
family member within 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 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
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
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, Sick Leave as Family Care, 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 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
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
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.
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 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. FMLA/CFRA/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.
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
8.11.1. Extended Unpaid Parental Leave—In addition to above, unpaid leave without
benefits may be granted to an employee for 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.
8.11.1.1. 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.
8.11.1.2. 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.
8.11.1.3. 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.
8.11.1.4. 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.
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 six (6) recreational classes during a
12-month period (lab fees or ingredient fees are not included). Up to three (3) of the
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 23
six (6) classes may be utilized by an employee’s spouse, domestic partner, or dependent
child.
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.
10.3 Child Care Services—All bargaining unit employees shall be eligible for a 50% discount
for City childcare services for their dependent children. Enrollment is subject to
availability.
Article 11. Grievance Procedure
11.1. Definition of Grievance—A grievance is defined as any 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 decisions within management rights, such as:
• classifications of positions;
• recruitment, selection, appointment and examination processes;
• extensions of probationary periods;
• non-disciplinary transfers, reassignments, reorganization and reallocation
of positions;
• the content of performance evaluations;
• requiring employees to submit to fitness for duty evaluations; and
• layoffs (as opposed to the impacts of layoffs).
11.2. General Conditions—
11.2.1. Extended Time Limits—Any time limit set forth in this article may be extended by
mutual written agreement between the City and the Union.
11.2.2. 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.
11.3. 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.
11.3.1. 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.
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
11.3.2. 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
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.
Within 15 calendar days of receipt of the written grievance, the second-line
supervisor or 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.
11.3.3. Step 3: Department Head—An employee dissatisfied with the decision of the
second-line supervisor in Step 2 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.
11.3.4. Step 4: City Manager—If the employee is dissatisfied with the decision of the
department head in Step 3, the written grievance may be submitted by the Union
Steward 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, subject to the below appeal provision.
11.4. Binding Arbitration—The Union may appeal the City Manager or designee’s decision
on the grievance to binding arbitration so long as all the following steps are fully
complied with.
11.4.1. Written Request—The Union Steward must submit a written request for arbitration
with the Director of Human Resources which must be received no later than 15
calendar days following the City Manager or designee’s decision on the grievance.
If this written request is not received by the Director of Human Resources within
this time frame, the appeal will be waived.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 25
11.4.2. 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.
11.4.3. Selection of an Arbitrator—An arbitrator will be selected by the union and the City
by mutual agreement or by requesting a list of no less than 5 arbitrators from the
California State Mediation and Conciliation Service, each of whom must have 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, each party shall cross off 1 name on the list,
the first party to cross off a name to be determined by a flip of a coin. The final
name left on such list shall be the Arbitrator.
11.4.4. 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.
11.4.5. 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 arbitrator 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.
11.4.6. 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 12. Disciplinary Action
The City shall only take disciplinary action against a regular, non-probationary employee for just
cause following the procedures set forth in the City of South San Francisco Personnel Rules and
Regulations. Disciplinary action shall include but is not limited to written reprimand, suspension,
demotion, reduction in pay, and termination.
Article 13. Appeal Procedure for Final Disciplinary Action
Appeals of final discipline (in the form of suspensions, demotions, reductions in pay, and
terminations) are subject to the following procedures:
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
13.1. Submission of Appeal–An employee may appeal a disciplinary action by submitting a
written request with the Director of Human Resources within fifteen calendar days
from the date the notice of discipline was served on the employee.
13.2. City Manager Review—Within fifteen days from receiving the employee’s written
appeal, the City Manager or designee shall respond to the employee regarding the
disciplinary action in writing. Within this period at the City Manager’s discretion, an
informal hearing involving the employee may be conducted. For suspensions of five
days or less or other lesser disciplinary actions, the City Manager or designee’s review
is final.
13.3. Arbitration—For appeals of terminations, demotions, suspensions of more than five
days, or any other type of discipline that results in a loss of pay for more than five days,
if the City Manager or designee’s review did not resolve the appeal to the satisfaction
of the employee, the employee or Union, on the employee’s behalf, must inform the
Human Resources Director of the employee’s intent to proceed to arbitration in writing
within ten calendar days from the date of the City Manager’s response.
13.3.1. Selection of Arbitrator—An arbitrator shall be selected by mutual agreement or by
requesting a list of no less than 5 arbitrators from the California State Mediation
and Conciliation Service, each of whom must have 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,
each party shall cross off 1 name on the list, the first party to cross off a name to be
determined by a flip of a coin. The final name left on such list shall be the
Arbitrator.
13.3.2. Payment of Costs—If the Union is representing the employee in the disciplinary
appeal, 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.
13.3.3. 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.
13.3.4. 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.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 27
Article 14. Non-Discrimination
14.1. Union Activity—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.
14.2. Protected Status—The parties individually agree that they will not engage in any act
or practice or pursue any policy which is discriminatory against any employee on the
basis of race, color, religion, religious creed (including religious dress and grooming
practices), national origin, ancestry, citizenship, physical or mental disability, medical
condition (including cancer and genetic characteristics), genetic information, marital
status, sex (including pregnancy, childbirth, breastfeeding or related medical
conditions), gender, gender identity, gender expression, age (40 years and over), sexual
orientation, veteran and/or military status, protected medical leaves (requesting or
taking leave under the Family and Medical Leave Act or the California Family Ri ghts
Act), domestic violence victim status, political affiliation, and any other status or
characteristic protected by state or federal law.
Article 15. Administration of Memorandum of Understanding
15.1. Full and Entire Agreement—The Mid-management Unit’s Memorandum of
Understanding sets forth the full terms and conditions of employment for members of
the Unit and any prior or existing agreements regarding these matters, whether formal
or informal, are hereby superseded or terminated in their entirety. In the event that the
provisions of this MOU are found to be in conflict with a City rule, regulation,
resolution, or agreement, the provisions of this MOU shall prevail over such conflicting
rule regulation, resolution, or agreement.
15.2. Administering the Agreement—The City Manager through the Human Resources
Director shall administer the MOU 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.
15.3. 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.
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Article 16. Signature
In witness thereof, the parties hereto have executed this Memorandum of Understanding in the
City of South San Francisco on this _____ day of ____________, 2025.
For the Association: For the City:
Peter Finn, Principal Officer Teamsters 856
Jesse Lad, Chief Negotiator
Mark Leach, Business Agent
Leah Lockhart, Human Resources Director
Katie Donner
Sharon Ranals, City Manager
Zachary Kust
Brian Noce
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Page 29
Appendix A
Mid-management Classifications
Description Job Code
Accountant I M100
Accountant II M620
Accountant, Senior M625
Assistant City Clerk M830
Building Official, Assistant M215
Childcare Assistant Supervisor M800
City Building Official M210
City Planner M155
Deputy Economic and Community Development Director M145
Deputy Finance Director M845
Deputy Parks and Recreation Director M840
Deputy Public Works Director M820
Emergency Services Captain M780
Diversity, Equity and Inclusion Officer M540
Economic Development Specialist M170
Economic Development Manager M190
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
Housing Manager M195
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
Laboratory Supervisor M220
Library Director, Assistant M640
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2025 through June 30, 2027
Description Job Code
Library Program Manager M235
Literacy Program Manager M500
Maintenance Supervisor M255
Management Analyst I M570
Management Analyst II M560
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
Recreation & Community Services Program Coordinator M530
Recreation and Community Services Supervisor M295
The following former or inactive classifications have been in the Mid-Management Unit:
Business Manager
Community Development Coordinator
Economic Development Coordinator
Landscape Architect
Payroll Administrator
Public Works Administrator
Technical Services Supervisor
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
City Hall
400 Grand Avenue, First Floor 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
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, 2025 through June 30, 2027
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page ii July 1, 2025 through June 30, 2027
City of South San Francisco
Confidental Unit, Teamsters Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027
Table of Contents
Article Title Page
Preamble ................................................................................................................ 1
1. Recognition............................................................................................................ 1
2. Union Membership and Dues ................................................................................ 1
2.1 Notification of New Employees .................................................................. 1
2.2 Indemnify and Hold Harmless .................................................................... 1
2.3 Payroll Deductions ...................................................................................... 1
2.3.1 Payroll Deduction Procedures .......................................................... 2
2.3.2 Suspension of Union Dues During Leave of Absence ..................... 2
2.4 Communication With Employees ............................................................... 3
2.5 Advance Notice ........................................................................................... 2
2.6 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
3.2.1 Year 1 ................................................................................................ 3
3.2.2 Year 2 ................................................................................................ 3
3.2.3 No Retroactivity ................................................................................ 3
3.3 Market Increases ......................................................................................... 3
3.4 Compensation Survey ................................................................................. 3
3.5 Salary Schedule ........................................................................................... 3
3.6 Temporary Assignment to Higher-level Position ........................................ 3
3.7 Longevity Pay Plan ..................................................................................... 3
3.7.1 Fifteen Years of Service ................................................................... 3
3.7.2 Twenty Years of Service .................................................................. 4
3.8 Education Incentive Pay .............................................................................. 4
3.9 Bilingual Incentive Pay ............................................................................... 4
3.9.1 Classifications Eligible for Bilingual Incentive Pay ........................ 4
3.9.1.1 Prior Additional Eligibility Criteria ................................. 4
3.9.1.2 Eligibility Criteria Effective 2022 .................................... 4
3.9.2 Current Languages in Effect............................................................. 4
3.9.3 Testing and Compensation ............................................................... 5
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page iii
Article Title Page
3.9.4 Translating ........................................................................................ 5
3.10 Payment of Compensation .......................................................................... 5
3.11 Standby Compensation ................................................................................ 5
3.12 Holiday Standby ......................................................................................... 5
4. Health and Welfare Plans ...................................................................................... 5
4.1 Medical Insurance ....................................................................................... 5
4.1.1 Available Medical Plans ................................................................... 5
4.1.2 Payment of Premium Costs .............................................................. 6
4.1.2.1 Employee HMO Medical Premium Cost ......................... 6
4.1.2.2 Employee Non-HMO Medical Premium Cost ................. 6
4.1.3 Effective Date of Coverage .............................................................. 6
4.1.4 Change in Medical Plan Providers ................................................... 6
4.2 Dental Insurance .......................................................................................... 6
4.2.1 Core Dental Plan .............................................................................. 6
4.2.2 Calendar Year Maximum ................................................................. 6
4.2.3 Orthodontia ....................................................................................... 6
4.2.4 Payment of Premium Costs .............................................................. 6
4.2.5 Effective Date of Coverage .............................................................. 6
4.2.6 Buy-up Dental Plan .......................................................................... 6
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 .............................................................. 7
4.4 Discretionary Benefit Option ...................................................................... 7
4.4.1 Proof of Alternate Insurance ............................................................ 7
4.4.2 Exercising the Option ....................................................................... 7
4.5 Life Insurance and Accidental Death and Dismemberment Insurance ....... 7
4.5.1 Term Life Value ............................................................................... 7
4.5.2 AD&D Value .................................................................................... 7
4.5.3 Payment of Premium Costs .............................................................. 7
4.5.4 Effective Date of Coverage .............................................................. 7
4.5.5 Supplemental Life Insurance ............................................................ 7
4.6 Disability Insurance Program ...................................................................... 7
4.6.1 Short-term Disability ...................................................................... 7
4.6.2 Long-term Disability ....................................................................... 8
4.6.3 Payment of Premium Costs ............................................................. 8
4.6.4 Effective Date of Coverage ............................................................. 8
4.7 Paid Family Leave ....................................................................................... 8
4.8 Retirement Plans ......................................................................................... 8
4.8.1 PERS Miscellaneous Retirement Formula ....................................... 8
4.8.1.1 2.7% at Age 55 Plan ......................................................... 8
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page iv July 1, 2025 through June 30, 2027
Article Title Page
4.8.1.2 2% at Age 60 Plan ............................................................ 8
4.8.1.3 2% at Age 62 Plan ............................................................ 8
4.8.2 Employee Contributions to Retirement System ............................... 8
4.8.3 IRS Tax Exemption .......................................................................... 8
4.8.4 Optional Provisions Added .............................................................. 9
4.8.4.1 Military Service Credit ..................................................... 9
4.8.4.2 Sick Leave Service Credit ................................................ 9
4.9 Section 457 Deferred Compensation Plan .................................................. 9
4.10 Section 125 Plan .......................................................................................... 9
4.10.1 Group Insurance Premium .............................................................. 9
4.10.2 Health Care Reimbursement ........................................................... 9
4.10.3 Dependent Care Reimbursement ..................................................... 9
4.11 Education Expense Reimbursement Program ............................................. 9
4.11.1 Qualifying for Education Expense Reimbursement Program ......... 9
4.11.1.1 Department Head Approval ............................................. 9
4.11.1.2 Reimbursement Request ................................................... 9
4.11.2 City Manager Approval ................................................................... 10
4.12 Professional Development Expense Stipend ............................................... 10
4.13 Retired Employee Benefits .......................................................................... 10
4.13.1 Group Medical Insurance for Qualifying Retirees .......................... 10
4.13.2 Medical After Retirement Account (“MARA”) .............................. 10
4.13.3 Group Dental Insurance for Qualifying Retirees ............................ 10
4.13.4 Group Vision Insurance for Qualifying Retirees ............................ 10
5. Holidays ................................................................................................................. 11
5.1 Observed Holidays ...................................................................................... 11
5.2 Half-day Holidays ....................................................................................... 11
5.3 Holiday Pay ................................................................................................. 11
5.4 Holidays on a Weekend ............................................................................... 11
5.5 Discretionary Holiday ................................................................................. 11
6. Overtime Pay and Compensatory Time Off .......................................................... 11
6.1 FLSA Work Period ...................................................................................... 11
6.2 Overtime Pay ............................................................................................... 12
6.2.1 Approval for Overtime ..................................................................... 12
6.3 Compensatory Time Off .............................................................................. 12
6.3.1 Maximum Compensatory Time........................................................ 12
6.3.2 Payment of Compensatory Time ...................................................... 12
6.3.3 Use of Compensatory Time .............................................................. 12
6.3.4 Department Rules ............................................................................. 12
7. Vacation Leave ...................................................................................................... 12
7.1 Vacation Leave ............................................................................................ 12
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page v
Article Title Page
7.2 Maximum Vacation Accumulation ............................................................ 12
7.3 Scheduling ................................................................................................... 13
7.4 Pay Upon Separation from City Service .................................................... 13
7.5 Vacation Cash-Out ...................................................................................... 13
8. Bereavement Leave ............................................................................................... 13
8.1 Bereavement Leave ..................................................................................... 13
8.2 Definition of Immediate Family for Bereavement Leave ........................... 13
9. Medical Appointment Leave ................................................................................. 13
9.1 Medical Appointment Leave ..................................................................... 13
9.2 Medical Appointment Leave Charged to Sick Leave ................................ 14
10. Sick Leave ............................................................................................................. 14
10.1 Determination .............................................................................................. 14
10.2 Amount of Sick Leave ................................................................................. 14
10.3 Sick Leave Management Policy .................................................................. 14
10.4 Protected Leave ........................................................................................... 14
10.5 Medical Appointments ................................................................................ 14
10.6 Payment of Unused Accrued Sick Leave .................................................... 14
11. Industrial Injury or Illness Leave .......................................................................... 15
11.1 Injury Leave ................................................................................................ 15
11.2 Injury Leave Amount .................................................................................. 15
12. Disability Leave..................................................................................................... 15
12.1 Application for Benefits .............................................................................. 15
12.2 Insurance Premium Payment ....................................................................... 15
12.3 Separation from City Service ...................................................................... 15
12.4 Light-duty Program ..................................................................................... 15
12.4.1 Coverage ......................................................................................... 16
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 ........................................................................ 17
12.4.5 Return to Full Duty ......................................................................... 17
13. Other Leaves .......................................................................................................... 17
13.1 Military Leave ............................................................................................. 17
13.2 Jury Duty ..................................................................................................... 17
13.3 Pregnancy-related Disability and Bonding Leave ....................................... 17
13.3.1 Pregnancy-related Disability ........................................................... 17
13.3.2 Bonding ........................................................................................... 17
13.3.3 Leave Usage .................................................................................... 18
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page vi July 1, 2025 through June 30, 2027
Article Title Page
13.4 Unpaid Leave of Absence ........................................................................... 18
13.5 Reinstatement Upon Return from Leave ..................................................... 18
14. Recreational Facilities and Classes ....................................................................... 18
15. Notary Public Certification.................................................................................... 18
15.1 Certification Requirements for Employees Hired Prior to 7/1/00 ............... 18
15.2 Certification Requirements for Employees Hired After 6/30/00 ................ 18
16. Discipline ............................................................................................................... 18
16.1 Disciplinary Action ..................................................................................... 18
16.2 Appeal Procedure for Final Disciplinary Action ......................................... 19
16.2.1 Submission of Appeal ..................................................................... 19
16.2.2 City Manager Review ..................................................................... 19
16.2.3 Arbitration ....................................................................................... 19
16.2.3.1 Selection of Arbitrator .................................................... 19
16.2.3.2 Payment of Costs ............................................................ 19
16.2.3.3 Arbitrator Duty ............................................................... 20
16.2.3.4 Arbitrator Decision ......................................................... 20
17. Grievance Procedure ............................................................................................. 20
17.1 Definition of a Grievance ............................................................................ 20
17.1.1 Management Rights ........................................................................ 20
17.2 General Conditions ...................................................................................... 20
17.2.1 Extended Time Limits .................................................................... 20
17.2.2 Failure to Comply with Time Limits .............................................. 20
17.3 Grievance Steps ........................................................................................... 20
17.3.1 Step 1: Immediate Supervisor (Problem Solving) .......................... 21
17.3.2 Step 2: Second-line Supervisor ....................................................... 21
17.3.3 Step 3: Department Head ................................................................ 21
17.3.4 Step 4: City Manager ...................................................................... 21
17.4 Binding Arbitration ..................................................................................... 21
17.4.1 Written Request .............................................................................. 22
17.4.2 Union Representation ..................................................................... 22
17.4.3 Selection of Arbitrator .................................................................... 22
17.4.4 Payment of Costs ............................................................................ 22
17.4.5 Arbitrator Duty ............................................................................... 22
17.4.6 Arbitrator Decision ......................................................................... 22
18. Non-Discrimination ............................................................................................... 23
18.1 Union Activity ............................................................................................. 23
18.2 Protected Status ........................................................................................... 23
19. Meeting and Paid Release Time ............................................................................ 23
20. Administration of Memorandum of Understanding .............................................. 23
20.1 Full and Entire Agreement .......................................................................... 23
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page vii
Article Title Page
20.2 Administration of Agreement ...................................................................... 23
20. Signatures .............................................................................................................. 24
Appendix A Confidential Unit, Teamsters Local 856 Classifications .................. 25
City of South San Francisco
Confidential Employees’ Unit, Teamsters Local 856
Memorandum of Understanding
July 1, 2025 through June 30, TBD
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, 2025, through June 30,2027
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
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.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 2 July 1, 2025 through June 30, 2027
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.
2.3.3 Teamsters D.R.I.V.E. Voluntary Contributions-- The City agrees to deduct
voluntary contributions to Teamsters DRIVE (Democrat, Republican,
Independent, Voter Education) from the pay of those employees who request, in
writing, on a form supplied by the Union and submitted to the City, that such
deductions be made. 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.
2.3.4
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 a
new hire 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 City shall also notify the Union within 10 days of any promotion or
transfer of an employee into the Unit. The City shall provide the Union with the name, job
classification, and date of hire of each new employee appointed to a position covered by
this memorandum.
2.4.1 Notice to applicants—Job descriptions and job announcements shall clearly
indicate that the position(s) advertised are represented by a Union and covered
by a collective bargaining agreement. Digital postings shall provide a link to
the MOU on the City webpage.
2.5 Bulletin Boards--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.
2.6 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 of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 3
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 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 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:
3.2.1 Year 1—Effective, the first full pay period following the adoption of the MOU by
Council, bargaining unit member salaries shall be increased by four percent (4%).
Nothwithstanding article 3.2.3, City agrees to an effective date of the first full pay
period of July, 2025, if a tentative agreement is reached by June 30, 2025 and
ratified no later than July 14, 2025.
3.2.2 Year 2—Effective the first full pay period of July 2026, bargaining unit member
salaries shall be increased by percent (%).
3.2.3 No Retroactivity—There will be no retroactive across-the-board base pay
adjustments.
3.3 Equity Increases—Members of the bargaining unit shall receive equity adjustments in the
amounts as follows effective the first full pay period following the adoption of the MOU
by Council:
Admin Assistant,Senior .......................................................... 1%
Deputy City Clerk .................................................................. 1%
Equity adjustments will be added to across-the-board increases to arrive at the year one
salary increase. For example, the Senior Administrative Assistant will receive a 5.0%
salary increase effective the first full pay period after Council approval of this MOU.
Compensation Survey—The City agrees to The City shall conduct a total compensation
study for benchmark classifications within the bargaining and provide results to the union
prior to the commencement of negotiations no later than February 1, 2027.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 4 July 1, 2025 through June 30, 2027
The comparative analysis shall include benchmark cities of Alameda, Daly City,
Hayward, Mountain View, Palo Alto, Redwood City, San Bruno, San Leandro, and San
Mateo. The City and the Union may mutually agree to changes to the benchmark
agencies prior to the commencement of the study. The study will include results based
on base salary, total cash (base salary plus incentives and City-paid deferred
compensation) and total compensation (all salary and City-paid benefits).
The City shall provide a list of benchmark classifications to review by August 1, 2026. If
the Union has any feedback regarding the list of benchmark classifications, the Union
shall provide it to the City no later than September 1, 2026.
3.4 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 1 and 2, and 12 months each in steps 3 and 4.
3.5 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 salary of that higher
classification unless they serve in that capacity for 1-full day (8 hours) or more.
Compensation shall be paid at the first step of the higher-level position, or at the step that
results in a pay increase of at least 5%, whichever is greater.
3.5.1 Duration—Acting assignments will normally be six(6) months or less. In the
event that the assignment is anticipated to or actually does extend beyond six(6)
months, the City will notify the Union regarding the circumstances requiring
the extended assignment. Where operationally feasible, assignments of six (6)
months or longer will be rotated among similarly qualified bargaining unit
members.
3.5.2 Assignments—The City will make a good faith effort to assign acting
assignments equitably to similarly qualified bargaining unit members within the
same department or work unit.
3.6 Longevity Pay Plan—Regular full-time employees, shall receive longevity pay in
accordance with the following schedule:
3.6.1 Ten Years of Service—After 10 full years of City service, 1% will be added to the
employee’s base hourly rate of pay.
3.6.2 Fifteen Years of Service—After 15 full years of City service, in addition to above,
another 2.5% of pay will be added to the employee’s base hourly rate of pay for a
total of 3.5% of pay.
3.7 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
education incentive pay as follows:
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 5
3.7.1 Associate’s Degree—An employee who has completed probation and who has
obtained an Associate degree in any field shall be compensated at 1% above the
employee’s base hourly rate of pay.
3.7.2 Bachelor’s Degree—An employee who has completed probation and who has
obtained a Bachelor’s degree or higher in any field shall be compensated at 2%
above the employee’s base rate of pay.
3.7.3 Eligibility—Education pay shall only be granted where the degree obtained is
not included as a minimum qualification for the employee’s job classification.
3.7.4 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. To the extent permitted by law,
education incentive shall be reported to CalPERS as special compensation per
Title 2 California Code of Regulations, sections 571(a)(2) and 571.1(b)(2).
3.8 Bilingual Incentive Pay—
3.8.1 Classifications Eligible for Bilingual Incentive Pay—Positions eligible for
bilingual incentive pay must be those that have regular contact with the public.
3.8.1.1 Prior Additional Eligibility Criteria—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
• Deputy City Clerk
• Executive Assistant to the City Manager
• Human Resources Technician
• Senior Administrative Assistant
3.8.1.2 Additional positions eligible - —Any employee in a classification other than
those listed above who is routinely and consistently assigned to a position
that requires communication skills other than English may be eligible for
bilingual pay. Determining whether an employee’s assigned position
requires communications skills other than English is at the sole discretion
of the department head, with final approval by the City Manager.
3.8.2 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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 6 July 1, 2025 through June 30, 2027
• Cantonese
3.8.3 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.
3.8.4 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.
3.9 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.
3.10 Standby Compensation—Compensation for standby shall be as follows:
• Employees taking standby shall receive $400 per week for each week they are on
standby.
• Eligible positions for standby shall be as follows:
o Senior Computer Services Technician
o Computer Services Technician
3.11 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.
3.12 Call-back Compensation—Employees who, in the course of their employment are called
back to work outside of the employee’s normally scheduled work hours 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:
3.12.1 Worksite call-back—An employee required to return to the worksite outside of
the employee’s regularly scheduled hours shall receive a minimum of two (2)
hours of overtime pay.
3.12.2 Electronic Call-back—An employee required to work electronically (e.g., by
phone call or email) in excess of ten minutes outside of the employee’s regularly
scheduled hours shall receive scheduled hours shall receive a minimum of 30
minutes of overtime pay for each electronic call back. This provision shall not
apply to contacts made for the purposes of scheduling or for issues not requiring
work to be performed.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 7
3.12.3 Except for employees receiving standby pay as provided in Article 3.9, or in
emergency circumstances, employees shall not be required to be available for
call-back work outside of normal work hours.
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
provider elected based on coverage size (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.
4.2.1.1 Calendar Year Maximum—The calendar year maximum is $2,000.
4.2.1.2 Orthodontia—The lifetime orthodontia coverage is $1,000 for eligible
dependents.
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Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 8 July 1, 2025 through June 30, 2027
4.2.2 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.
4.2.3 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
4.2.4 Effective Date of Coverage—Coverage is effective on the first day of the month
following the employee’s 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.
4.3 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 proof of alternate medical insurance as described below, 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). In the event the parties discover
that contributions to the employee’s deferred compensation account are not eligible under
IRS rules, the parties will promptly meet and confer to bring the plan into compliance.
4.4.1 Proof of Alternate Insurance—The employee must provide proof of alternate
minimum essential coverage for the employee and the employee’s tax family from
another source, other than coverage obtained through Covered California.
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.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 9
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.
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 Paid Family Leave—Subject to the terms and conditions of the City’s contract with the provider,
a qualifying employee shall be eligible for paid family leave benefits to provide partial
wage replacement for up to eight (8) weeks for the purposes of caring for a seriously ill
family member, bonding with a newly born child, adopted child, or fostered child, or to
attend to a qualifying exigency related to covered active military duty of a family member.
The Paid Family Leave benefit calculation shall be equivalent to that of the California State
EDD benefit as of September 1, 2022, which is 60% of base weekly salary, as determined
by the insurance carrier, up to a weekly maximum of $1,620 (or a higher amount as set by
the insurance carrier).
4.8 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
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Memorandum of Understanding
Page 10 July 1, 2025 through June 30, 2027
providing Old Age and Survivor’s Insurance and the California Public Employees’
Retirement System (CalPERS or PERS) Miscellaneous Employees.
4.8.1 PERS Miscellaneous Retirement Formula—
4.8.1.1 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.
4.8.1.2 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.
4.8.1.3 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.
4.8.2 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 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.
4.8.3 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.
4.8.4 Optional Provisions Added—Optional Public Agency Provisions under PERS shall
also be provided as follows:
4.8.4.1 Military Service Credit—An employee who has served in the military may
be eligible for Military Service Credit, as authorized by Government Code
§20990.
4.8.4.2 Sick Leave Service Credit—Effective 4/11/2001, and as provided for in the
Public Employees Retirement Law.
4.9 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.
4.9.1 Auto-Enrollment—All new hires will be automatically enrolled in the deferred
compensation plan and will begin savings contributions in the pre-tax 457 plan
after 30 days of employment, unless the employee makes an election not to
participate, or to contribute a different amount. New hires may waive or opt out
of automatic enrollment before the first payroll deduction by providing Human
Resources with written notice of their desire to not contribute to the plan. The
default deferral percentage starts at 3% and gradually increases by 1% each year
that an employee participates, up to a maximum of 6%.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 11
4.10 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.
4.10.1 Group Insurance Premium Plan—Participants pay premium contributions for
employee and dependent coverage under the City’s health care plans on a pre-tax
basis, unless waived by the participant.
4.10.2 Health Care Reimbursement—Participants may set aside salary up to the IRS
statutory maximum per calendar year on a pre-tax basis to be used to reimburse
their out-of-pocket eligible health care expenses.
4.10.3 Dependent Care Reimbursement—Participants may set aside salary up to the IRS
statutory maximum per calendar year for reimbursement of out-of-pocket eligible
dependent care expenses.
4.11 Education Expense Reimbursement Program—An employee who takes a course at an
accredited institution of learning shall be eligible to receive reimbursement up to $2,000
per fiscal year for the costs of tuition, fees, and course materials. If such costs exceed
$2,000 per fiscal year, the City shall reimburse the employee up to 50% of the additional
cost up to a total of $5,000.
4.11.1 Qualifying for Education Expense Reimbursement Program—In order to qualify
for reimbursement, the employee must:
4.11.1.1 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.
4.11.1.2 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
4.11.2 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.
4.12 Professional Development Expense Stipend—In each fiscal year, all bargaining unit
employees shall receive a $500 stipend for professional development. The stipend shall be
used for professional reference materials, outside training, extra coursework, and
professional organization membership. Stipends shall be paid in 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.
4.13 Retired Employee Benefits—
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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 12 July 1, 2025 through June 30, 2027
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, or single retiree group
Medicare plan coverage,if Medicare eligible. 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, or whose coverage is
cancelled due to non-payment of any additional premiums for 180 days or more, will
permanently forfeit their eligibility for retiree medical benefits pursuant to this provision.
4.13.1 Medical After Retirement Account (“MARA”) Employer Contribution—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).
4.13.2 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, and be eligible for group
medical insurance pursuant to Article 4.13. 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.
4.13.3 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 and be eligible for group
medical insurance pursuant to Article 4.13. 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
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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 13
June 19 ................................................................... Juneteenth
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. In order to be eligible for holiday pay, an
employee must be on paid status the last scheduled workday before and the first scheduled
workday after the holiday.
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. The discretionary holiday accrues in the first pay period of each calendar year.
New hires will accrue the discretionary holiday upon their appointment as a regular
employee with 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.
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Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 14 July 1, 2025 through June 30, 2027
6.2.1 Approval for Overtime—No employee shall work overtime without the express
prior approval of the employee’s department head or designee.
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 eighty80 hours of compensatory time 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 80 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. Such policies may include but are not
limited to notice required before use of compensatory time, and 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 Annual Rate
0 through completion of fourth year.................... 4.62 hours 15 days
Fifth through fourteenth year .............................. 6.16 hours 20 days
Fifteenth through twenty-fourth years ................. 7.69 hours 25 days
Twenty-fifth and succeeding years ..................... 9.23 hours 30 days
7.2 Maximum Vacation Accumulation—An employee may accumulate up to two times the
annual accrual rate of vacation hours as unused vacation. 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.
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:
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 15
• 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 twice per year in May and November, as long
employees have submitted an irrevocable election form in the prior year.
Article 8. Bereavement Leave
8.1 Bereavement Leave—Each regular employee shall be granted up to five days of
bereavement leave in accordance with State Law and City Administrative Instruction
Section VI No. 40. Concurrently, an employee may take paid leave upon the death of, or
for the funeral of, a family member as defined below:
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, sibling, grandparent, child, grandchild, parent-in-law, sibling-in-law,
child-in-law, or a person identified as the employee’s “designated person” for the purpose
of protected sick leave.
8.3 Paid Bereavement Leave—
8.3.1. Leave Within California—Employees may be granted up to a maximum of 24 hours
of paid bereavement leave per occurrence for the death or funeral of a family member
within California. The employee may use vacation leave, sick leave, and/or compensatory
time to supplement their paid bereavement leave, so that the employee can take up to five
(5) full days of leave for the death or funeral of a family member within California.
8.3.2. Leave Outside California—Employees may be granted up to a maximum of 40
hours of paid bereavement leave per occurrence for the death or funeral of a family member
outside California. If an employee’s daily work schedule ids more than 8 hours per day,
the employee may use vacation leave, sick leave, and/or compensatory time to supplement
their paid bereavement leave, so that the employee can take up to five (5) full days of leave
for the death or funeral of a family member within California.
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
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Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 16 July 1, 2025 through June 30, 2027
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:
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. Leave taken as
protected sick leave pursuant to Article 10.4 and leave taken concurrently with approved
FMLA/CFRA/PDL Leave shall be excluded from the 56-hour total.
10.4 Protected Sick Leave—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, or a “designated person” as
defined by labor code 233 (only one person may be designated for any 12 month
period); 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 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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 17
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 is 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
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 entitl ed
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 Ci ty 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.
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Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 18 July 1, 2025 through June 30, 2027
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—
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.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 19
• 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
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.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 20 July 1, 2025 through June 30, 2027
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.
Article 14. Recreational Facilities and Classes
14.1 Admission to Classes--Employees shall be entitled to free admission to City recreation
facilities and to free enrollment in up to six (6) recreational classes during a 12-month
period (lab fees or ingredient fees not included). Up to three (3) of the six (6) classes may
be utilized by an employee’s spouse, domestic partner, or dependent child.
14.2 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 Parks and Recreation
Department.
14.3 Childcare Services—All bargaining unit employees shall be eligible for a 50% discount for
City Childcare services for their dependent children. Enrollment is subject to availability.
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.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 21
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 22 July 1, 2025 through June 30, 2027
Article 16. Discipline
16.1 Disciplinary Action—The City shall only take disciplinary action against a regular, non -
probationary employee for just cause following the procedures set forth in the City of South
San Francisco Personnel Rules and Regulations. Disciplinary action shall include but is not
limited to written reprimand, suspension, demotion, reduction in pay, and termination.
16.2 Appeal Procedure for Final Disciplinary Action—Appeals of final discipline (in the form
of suspensions, demotions, reductions in pay, and terminations) are subject to the following
procedures:
16.2.1 Submission of Appeal—An employee may appeal a disciplinary action by
submitting a written request with the Director of Human Resources within fifteen
calendar days from the date the notice of discipline was served on the employee.
16.2.2 City Manager Review—Within fifteen days from receiving the employee’s written
appeal, the City Manager or designee shall respond to the employee regarding the
disciplinary action in writing. Within this period at the City Manager’s discretion,
an informal hearing involving the employee may be conducted. For suspensions of
five days or less or other lesser disciplinary actions, the City Manager or designee’s
review is final.
16.2.3 Arbitration—For appeals of terminations, demotions, suspensions of more than
five days, or any other type of discipline that results in a loss of pay for more than
five days, if the City Manager or designee’s review did not resolve the appeal to
the satisfaction of the employee, the employee or Union, on the employee’s behalf,
must inform the Human Resources Director of the employee’s intent to proceed to
arbitration in writing within ten calendar days from the date of the City Manager’s
response.
16.2.3.1 Selection of Arbitrator—An arbitrator shall be selected by mutual
agreement or by requesting a list of no less than 5 arbitrators from the
California State Mediation and Conciliation Service, each of whom must
have 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, each party shall
cross off 1 name on the list, the first party to cross off a name to be
determined by a flip of a coin. The final name left on such list shall be the
Arbitrator.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 23
16.2.3.2 Payment of Costs—If the Union is representing the employee in the
disciplinary appeal, 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.
16.2.3.3 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.
16.2.3.4 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 17. Grievance Procedure
17.1 Definition of Grievance—A grievance is defined as any 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.
17.1.1 Management Rights—The grievance process does not cover decisions within
management rights, such as: (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).
17.2 General Conditions—
17.2.1 Extended Time Limits—Any time limit set forth in this article may be extended by
mutual written agreement between the City and the Union.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 24 July 1, 2025 through June 30, 2027
17.2.2 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.
17.3 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.
17.3.1 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.
17.3.2 Step 2: Second-line Supervisor—If the grievance is not resolved at Step 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
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.
Within 15 calendar days of receipt of the grievance, the second-line supervisor or
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.
17.3.3 Step 3: Department Head—An employee dissatisfied with the decision of the
second-line supervisor in Step 2 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.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 25
17.3.4 Step 4: City Manager—If the employee is dissatisfied with the decision of the
department head in Step 3, the written grievance may be submitted by the Union
Steward 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, subject to the below appeal provision.
17.4 Binding Arbitration—The Union may appeal the City Manager or designee’s decision on
the grievance to binding arbitration so long as all the following steps are fully complied
with.
17.4.1 Written Request—The Union Steward must submit a written request for arbitration
with the Director of Human Resources which must be received no later than 15
calendar days following the City Manager or designee’s decision on the grievance.
If this written request is not received by the Director of Human Resources within
this time frame, the appeal will be waived.
17.4.2 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.
17.4.3 Selection of an Arbitrator—An arbitrator will be selected by the union and the City
by mutual agreement or by requesting a list of no less than 5 arbitrators from the
California State Mediation and Conciliation Service, each of whom must have 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, each party shall cross off 1 name on the list,
the first party to cross off a name to be determined by a flip of a coin. The final
name left on such list shall be the Arbitrator.
17.4.4 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
17.4.5 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.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
Page 26 July 1, 2025 through June 30, 2027
17.4.6 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 18. Non-Discrimination
18.1 Union Activity—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.
18.2 Protected Status—The parties individually agree that they will not engage in any act or
practice or pursue any policy which is discriminatory against any employee on the basis of
race, color, religion, religious creed (including religious dress and grooming practices),
national origin, ancestry, citizenship, physical or mental disability, medical condition
(including cancer and genetic characteristics), genetic information, marital status, sex
(including pregnancy, childbirth, breastfeeding or related medical conditions), gender,
gender identity, gender expression, age (40 years and over), sexual orientation, veteran
and/or military status, protected medical leaves (requesting or taking leave under the
Family and Medical Leave Act or the California Family Rights Act), domestic violence
victim status, political affiliation, and any other status or characteristic protected by state
or federal law.
Article 19. Meeting and Paid Release Time
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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 27
meeting with the City and one hour after the meeting for the purpose of discussing negotiations.
Article 20. Administration of Memorandum of Understanding
20.1 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.
20.2 Administration of Agreement—The City Manager may establish such policies, rules, and
regulations as are deemed appropriate to the effective administration of the Agreement.
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
Page 28 July 1, 2025 through June 30, 2027
Article 21. Signatures
Signed on this date: _________________________, 2025.
For the Union: For the City:
Peter Finn, Principal Officer Teamsters 856 Jesse Lad, Chief Negotiator
Mark Leach, Chief Negotiator
Leah Lockhart, Human Resources Director
Kathy Borg Sharon Ranals, City Manager
Anita Palafox
Mary Ann Spediacci
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2025 through June 30, 2027 Page 29
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
Deputy City Clerk
Executive Assistant to the City Manager
Human Resources Technician
Payroll Specialist I
Payroll Specialist II
Senior Administrative Assistant
Senior Computer Services Technician
Former or inactive classifications that have been in the Confidential Unit include:
Data Business Systems Specialist
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
City Hall
400 Grand Avenue, First Floor 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
The City of South
San Francisco
Memorandum of Understanding
between the
South San Francisco Police Association
and the
City of South San Francisco
July 1, 2025 through June 30, 2027
Memorandum of Understanding
between the
South San Francisco Police Association
and the
City of South San Francisco
July 1, 2025 through June 30, 2027
Table of Contents
Article Title Page
Preamble .................................................................................................................... 1
Section 1 General Provisions ...................................................................................... 1
Article 1 Recognition ................................................................................................. 1
Article 2 Wages and Compensation ........................................................................... 1
2.1 Wages ................................................................................................. 1
2.1.1 Definitions ................................................................................. 1
2.1.1.1 Base Pay ........................................................................ 1
2.1.1.2 Enhanced Pay ................................................................ 1
2.1.2 Wage Rates................................................................................ 2
2.2 Step Advancement ............................................................................. 2
2.2.1 Time in Step .............................................................................. 2
2.2.2 Promotion .................................................................................. 2
2.3 Bilingual Pay ...................................................................................... 2
2.3.1 Eligible Classifications ............................................................ 2
2.3.2 Testing and Compensation ...................................................... 2
2.3.3 Translating ............................................................................... 3
2.3.4 Language Determination ......................................................... 3
2.3.5 Current Languages in Effect .................................................... 3
2.4 Longevity Pay .................................................................................... 3
2.4.1 Sworn ........................................................................................ 3
2.4.1.1 After 7 Years ................................................................. 3
2.4.1.2 After 15 Years ............................................................... 3
2.4.1.3 Lateral Transfers ........................................................... 3
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page ii July 1, 2025 through June 30, 2027
Article Title Page
2.4.2 Non-Sworn ................................................................................ 3
2.4.2.1 After 15 Years ............................................................... 3
2.4.2.2 After 20 Years ............................................................... 3
Article 3 Allowances and Reimbursements ............................................................... 4
3.1 Uniform Allowance ............................................................................ 4
3.1.1 Allowance Conditions ............................................................... 4
3.1.1.1 Allowance Distribution ................................................. 4
3.1.2 Allowance Amounts .................................................................. 4
3.1.2.1 Sworn ............................................................................ 4
3.1.2.2 PST and PP/PES Classifications ................................... 4
3.1.2.3 PRS and SPRS Classifications ...................................... 4
3.1.3 Uniform Allowance While on Unpaid Leave Status................. 4
3.2 Vests ................................................................................................... 4
3.2.1 Wearing Vests ........................................................................... 4
3.3 Education Expense Reimbursement Program .................................... 4
3.3.1 Qualifying for the Program ....................................................... 4
3.3.1.1 Police Captain Review and Police Chief Approval ...... 4
3.3.1.2 Reimbursement Request................................................ 5
Article 4 Overtime Pay .............................................................................................. 5
4.1 FLSA Work Period ............................................................................ 5
4.1.1 Sworn ........................................................................................ 5
4.1.2 Non-sworn ................................................................................. 5
4.2 Overtime Compensation..................................................................... 5
4.3 Reporting Partial Overtime ................................................................ 5
4.4 Training Overtime .............................................................................. 6
4.5 Overtime Pay for Court Appearances ................................................ 6
4.6 Call-back/in Compensation ................................................................ 6
4.6.1 Workday Call-back/in ............................................................... 6
4.6.2 Non-workday Call-back/in ........................................................ 6
4.7 Detective On-call Pay ........................................................................ 6
4.8 Compensatory Time Off .................................................................... 6
4.8.1 Maximum Compensatory Time Off .......................................... 6
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page iii
Article Title Page
4.8.2 Compensatory Time Cash-out................................................... 6
Article 5 Benefits ....................................................................................................... 7
5.1 Health Insurance Benefits .................................................................. 7
5.2 Medical Insurance .............................................................................. 7
5.2.1 Medical Insurance Plans ........................................................... 7
5.2.2 Payment of Premium Costs ....................................................... 7
5.2.2.1 Employee HMO Medical Plan Premium Cost .............. 7
5.2.2.2 Employee Non-HMO Medical Plan Premium Cost ...... 7
5.2.3 Effective Date of Coverage ....................................................... 7
5.2.4 Medical Plan Modifications ...................................................... 7
5.2.5 Federal- or State-mandated Medical Insurance Participation ... 7
5.3 Dental Insurance................................................................................. 8
5.3.1 Core Dental Plan ....................................................................... 8
5.3.1.1 Calendar Year Maximum .............................................. 8
5.3.1.2 Orthodontia ................................................................... 8
5.3.1.3 Payment of Premium Costs ........................................... 8
5.3.1.4 Effective Date of Coverage ........................................... 8
5.3.2 Buy-up Dental Plan ................................................................... 8
5.4 Vision Insurance................................................................................. 8
5.4.1 Available Plan ........................................................................... 8
5.4.2 Payment of Premium Costs ....................................................... 8
5.4.3 Effective Date of Coverage ....................................................... 8
5.5 Discretionary Benefit Option ............................................................. 8
5.5.1 Proof of Alternate Insurance ..................................................... 8
5.5.2 Exercising the Option ................................................................ 8
5.6 Hepatitis “B” Vaccination .................................................................. 9
5.7 Life/Accidental Death and Dismemberment Insurance ..................... 9
5.7.1 Sworn Personnel ....................................................................... 9
5.7.1.1 Term Life Value ............................................................ 9
5.7.1.2 AD&D Value ................................................................ 9
5.7.2 Civilian Personnel ..................................................................... 89
5.7.2.1 Term Life Value ............................................................ 9
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page iv July 1, 2025 through June 30, 2027
Article Title Page
5.7.2.2 AD&D Value ................................................................ 9
5.7.3 Payment of Premium Costs ....................................................... 9
5.7.4 Effective Date of Coverage ....................................................... 9
5.7.5 Supplemental Life Insurance..................................................... 9
5.8 Disability Insurance Program ............................................................. 9
5.8.1 Sworn Disability Insurance ....................................................... 9
5.8.1.1 Cost ............................................................................... 9
5.8.1.2 Eligibility ...................................................................... 9
5.8.2 Paid Parental Leave for Sworn Unit Members ......................... 10
5.8.3 Civilian Disability Insurance .................................................... 10
5.8.3.1 Short-term Disability ..................................................... 10
5.8.3.2 Long-term Disability ..................................................... 10
5.8.3.3 Paid Family Leave......................................................... 10
5.8.3.4 Payment of Premium Costs ........................................... 10
5.8.3.5 Eligibility ...................................................................... 10
5.8.3 Effective Date of Coverage ....................................................... 10
5.8.5 City Determination .................................................................... 10
5.8.5.1 Permanent and Stationary Status ................................... 10
5.8.5.2 Recovery Status ............................................................. 11
5.8.6 Permanent and Stationary Determination ................................. 11
5.8.7 Temporary Determination ......................................................... 11
5.8.8 Permanent and Stationary Determination During Leave of
Absence .....................................................................................
11
5.8.9 Accrued Vacation Payment ....................................................... 11
5.8.10 Insurance Premium Payment ................................................. 11
5.9 Section 125 Flexible Benefit Plan ...................................................... 11
5.9.1 Premium Contribution ............................................................... 11
5.9.2 Health Care Reimbursement Account ....................................... 11
5.9.3 Dependent Care Reimbursement Account ................................ 12
Article 6 Retirement Benefits .................................................................................... 12
6.1 Deferred Compensation Program ....................................................... 12
6.1.1 Auto-Enrollment ....................................................................... 12
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page v
Article Title Page
6.2 Retirement Plan .................................................................................. 12
6.2.1 Sworn Personnel Safety Retirement Formula ........................... 12
6.2.1.1 3% at Age 50 .............................................................. 12
6.2.1.2 3% at Age 55 .............................................................. 12
6.2.1.3 2.7% at Age 57 ........................................................... 12
6.2.1.4 1959 Survivor Benefit Level 3 ................................... 12
6.2.2 Civilian Personnel Miscellaneous Retirement Formula ............ 12
6.2.2.1 2.7% at Age 55 ........................................................... 12
6.2.2.2 2% at Age 60 .............................................................. 12
6.2.2.3 2% at Age 62 .............................................................. 12
6.2.3 Military Service Credit .............................................................. 13
6.2.4 Sick Leave Service Credit ......................................................... 13
6.2.5 Employee Contribution to Retirement System ......................... 13
6.2.6 Police Safety Classic Members PERS Cost-sharing
Contribution .............................................................................. 13
6.3 Unused Accrued Sick Leave .............................................................. 13
6.4 Retired Employee Health Benefits ..................................................... 13
6.4.1 Group Medical Insurance for Qualifying Retirees .................... 13
6.4.2 Medical After Retirement Account (MARA) Employer
Contribution for Employees Hired On or After April 24, 2010 14
6.4.3 Group Dental Insurance for Qualifying Retirees ...................... 14
6.4.4 Group Vision Insurance for Qualifying Retirees ...................... 14
6.4.5 Surviving Covered Dependents Benefit .................................... 14
6.4.6 Continued Retiree Health Eligibility ......................................... 14
6.5 Medical After Retirement Account (MARA) Plan ............................ 14
6.5.1 Mandatory Employee Contributions ......................................... 15
Article 7 Holidays ...................................................................................................... 15
7.1 Authorized Holidays .......................................................................... 15
7.1.1 Full-day Holidays ...................................................................... 15
7.1.2 Half-day Holidays ..................................................................... 15
7.2 Shift Holiday Pay ............................................................................... 15
7.3 Discretionary Holiday ........................................................................ 15
Article 8 Leaves ......................................................................................................... 16
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page vi July 1, 2025 through June 30, 2027
Article Title Page
8.1 Vacation ............................................................................................. 16
8.1.1 Vacation Leave Accrual ............................................................ 16
8.1.2 Lateral Transfers ....................................................................... 16
8.1.3 Vacation Buy-back .................................................................... 16
8.1.4 Maximum Accumulation .......................................................... 16
8.1.5 Vacation Compensation ............................................................ 17
8.2 Bereavement Leave ............................................................................ 17
8.2.1 Definition of Family Member for Bereavement Leave............. 17
8.2.2 Leave Within California ............................................................ 17
8.2.3 Leave Outside California .......................................................... 17
8.3 Sick Leave .......................................................................................... 17
8.3.1 Sick Leave Eligibility ................................................................ 17
8.3.2 Amount of Sick Leave .............................................................. 17
8.3.3 Lateral Transfers ....................................................................... 17
8.3.4 Advancing Sick Leave .............................................................. 17
8.3.5 Sick Leave Definition ............................................................... 17
8.3.6 Sick Leave Request ................................................................... 18
8.3.6.1 Approval of Sick Leave Request................................... 18
8.3.6.2 Notification ................................................................... 18
8.3.6.3 Verification of Injury or Illness..................................... 18
8.3.6.3.1 Usual Verification .......................................... 18
8.3.6.3.2 Doctor’s Verification ..................................... 18
8.3.7 Medical Appointment Leave ..................................................... 18
8.3.7.1 Medical Appointment Leave Charged to Sick Leave ... 18
8.3.8 Sick Leave Management Plan ................................................... 18
8.4 Protected Sick Leave .......................................................................... 19
8.4.1 Leave Amount ........................................................................... 19
8.4.2 Concurrent Use of Leave .......................................................... 19
8.4.3 Leave Accounting ..................................................................... 19
8.4.4 Notification Procedures ............................................................. 19
8.5 Light Duty Program ........................................................................... 19
8.5.1 Coverage ................................................................................... 19
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page vii
Article Title Page
8.5.1.1 Determination/Required Reports .................................. 19
8.5.1.1.1 Assignments ................................................... 19
8.5.1.1.2 Medical Updates............................................. 20
8.5.1.2 Light-duty Assignments, Definitions, and Restrictions 20
8.5.1.3 Holidays/Vacations During Light-duty Assignments ... 20
8.5.1.3.1 Holidays Observed ......................................... 20
8.5.1.3.2 Vacations ........................................................ 21
8.5.2 Return to Full Duty ................................................................... 21
8.6 Pregnancy Disability Leave ............................................................... 21
8.7 Family Medical Leave........................................................................ 21
Article 9 Recreational Facilities and Classes ............................................................. 21
9.1 Admission to Classes ......................................................................... 21
9.2 Use of Facilities.................................................................................. 21
Article 10 Layoff .......................................................................................................... 21
10.1 Layoff ................................................................................................. 21
10.2 Seniority ............................................................................................. 21
10.3 Order of Layoff .................................................................................. 22
10.4 Notice of Layoff ................................................................................. 22
10.5 Layoff Re-employment/Reinstatement List ....................................... 22
10.5.1 Classification Reinstatement List ........................................... 22
10.5.2 Like Classification Reinstatement Opportunities................... 22
10.5.3 Duration of Re-employment/Reinstatement Lists .................. 22
10.5.4 Probationary Returns .............................................................. 23
Article 11 Disciplinary Actions ................................................................................... 23
11.1 Action by City .................................................................................... 23
11.2 Chief of Police Action ........................................................................ 23
11.3 City Manager Approval...................................................................... 23
11.4 Notice of Disciplinary Action ............................................................ 23
11.4.1 Written Notice ........................................................................ 23
11.4.2 Notice Timelines ..................................................................... 23
11.5 Appeal Rights ..................................................................................... 24
Article 12 Grievance Procedure for Non-Disciplinary Matters ................................... 24
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page viii July 1, 2025 through June 30, 2027
Article Title Page
12.1 Definition of a Grievance ................................................................... 24
12.2 Stale Grievance .................................................................................. 24
12.3 Informal Discussion with Employee’s Supervisor ............................. 24
12.4 Formal Written Grievance to Captain ................................................ 24
12.5 Grievance to the Chief of Police ........................................................ 25
12.6 Review by the City Manager.............................................................. 25
12.7 Arbitration of Grievance .................................................................... 25
12.8 Duty of Arbitrator .............................................................................. 25
12.8.1 Arbitrator Decision................................................................. 25
12.8.2 Arbitrator Responsibility ........................................................ 25
12.9 Payment of Costs .............................................................................. 25
12.10 Effect of Failure of Timely Action ................................................... 25
Section 2 Provisions for Sworn Personnel .................................................................. 26
Article 13 Wages and Compensation for Sworn Personnel ......................................... 26
13.1 Placement ........................................................................................... 26
13.2 Incentives ........................................................................................... 26
13.2.1.Education Incentives ............................................................... 26
13.2.1.1 Associate’s Degree ..................................................... 26
13.2.1.2 Bachelor’s Degree ...................................................... 26
13.2.2 P.O.S.T. Certification Incentives ........................................... 26
13.2.2.1 Intermediate P.O.S.T. Certificate ............................... 26
13.2.2.2 Advanced P.O.S.T. Certificate ................................... 26
13.2.3 College Degree and Advanced P.O.S.T. Certificate .............. 26
13.2.4 Lateral Transfer Education/P.O.S.T. Certificate Incentive .... 26
13.2.5 Crisis Intervention Training (CIT) Premium ......................... 27
13.2.6 Eligibility and Written Notification ....................................... 27
13.3 Special Assignments .......................................................................... 27
13.3.1 Motorcycle ............................................................................. 27
13.3.2 Dog Handler ........................................................................... 27
13.3.3 Field Training Officer ............................................................ 27
13.3.4 School Liaison ........................................................................ 27
13.3.5 Discontinuing Special Assignments ....................................... 27
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page ix
Article Title Page
13.3.6 Detective Assignment Compensation .................................... 27
13.3.7 Special Assignment Compensation ........................................ 27
13.3.8 FTO Manager ......................................................................... 27
13.4 Shift Differential Pay ......................................................................... 28
Article 14 Arbitration Procedure for Disciplinary Matters-Sworn Personnel ............. 28
14.1 Appeal Rights ..................................................................................... 28
14.1.1 Level of Discipline ................................................................. 28
14.1.2 Written Request for Arbitration ............................................. 28
14.1.3 Selection of an Arbitrator ....................................................... 28
14.1.4 Payment of Costs ................................................................... 28
14.1.5 Arbitrator Duty ....................................................................... 29
14.1.6 Arbitration Decision ............................................................... 29
14.2 Appeal to the Chief of Police ............................................................. 29
14.2.1 Written Request to Chief of Police ........................................ 29
14.2.2 Hearing ................................................................................... 29
14.2.3 Representation ........................................................................ 29
14.2.4 Final Decision ........................................................................ 29
Section 3 Provisions for Civilian Personnel ............................................................... 30
Article 15 Wages and Compensation for Civilian Personnel ...................................... 30
15.1 Special Compensation ........................................................................ 30
15.1.1. Acting Supervisor Compensation .......................................... 30
15.1.2. Temporary Assignment to Higher-level Classification ......... 30
15.1.3. Training Duty Pay .................................................................. 30
15.2 Incentives ........................................................................................... 30
15.2.1. Education Incentive ............................................................... 30
15.2.1.1 Associate’s Degree ..................................................... 30
15.2.1.2 Bachelor’s Degree ...................................................... 30
15.2.2 Eligibility and Written Notification ....................................... 30
Article 16 Holidays for Civilian Personnel Exempt from Shift Holiday Pay .............. 31
16.1 Day of Holiday Observation .............................................................. 31
16.2 Day of National Mourning or Celebration ......................................... 31
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page x July 1, 2025 through June 30, 2027
Article Title Page
16.3 Holiday Compensation for Employees on Injury, Illness or
Protected Leave .................................................................................. 31
Article 17 Industrial Injury or Illness for Civilian Personnel ...................................... 31
17.1 Industrial Injury or Illness Leave ....................................................... 31
17.2 Coordination with Workers’ Compensation ...................................... 31
17.3 Modified Duty .................................................................................... 31
Article 18 Arbitration Procedure for Disciplinary Matters-Civilian Personnel ........... 31
18.1 Appeal Rights ..................................................................................... 31
18.1.1 Level of Discipline ................................................................. 32
18.1.2 Written Request for Arbitration ............................................. 32
18.1.3 Selection of an Arbitrator ....................................................... 32
18.1.4 Payment of Costs ................................................................... 32
18.1.5 Arbitrator Duty ....................................................................... 32
18.1.6 Arbitration Decision ............................................................... 32
Section 4 Agreement Modification and Waiver ......................................................... 33
Article 19 Employees Covered .................................................................................... 33
Article 20 Modification ................................................................................................ 33
Article 21 Agreement Modification and Waiver ......................................................... 33
21.1 Full and Entire Agreement ............................................................... 33
21.2 Written Modification Required ........................................................ 33
21.3 Waiver .............................................................................................. 33
Article 22 Disputes ...................................................................................................... 34
Article 23 Signatures .................................................................................................... 34
Appendix A Sworn and Civilian Classifications ............................................................. 35
Memorandum of Understanding
between the
South San Francisco Police Association
and the
City of South San Francisco
July 1, 2025 through June 30, 2027
Preamble
This Memorandum of Understanding is entered into by the City of South San Francisco, hereafter
designated as “City” and the South San Francisco Police Association, hereafter designated as
“Association”, as a mutual agreement of those wages, hours, and conditions of employment in
effect during the period July 1, 2025 through June 30, 2027, for those employees working in
classifications represented in Unit C. The City of South San Francisco recognizes the South San
Francisco Police Association as the employee organization that has been selected by the employees
in the sworn and civilian classifications.
Section 1 – General Provisions
Article 1. Recognition
Sworn and Civilian Police Unit C consists of all employees in classifications listed in Appendix
A, as well as, all employees in classifications as may be added to this Unit by the terms of this
Agreement.
Article 2. Wages and Compensation
2.1 Wages—
2.1.1 Definitions—
2.1.1.1 Base Pay—Base pay is the rate of compensation paid for a specified
classification of employment, excluding other payments.
2.1.1.2 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 Field Training Officer (FTO)
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 2 July 1, 2025 through June 30, 2027
assignment or civilian training duty pay. Each incentive pay will be computed
on base pay. The sum of the base pay plus each incentive is the enhanced pay.
2.1.2 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:
Year 1 (July 1, 2025-June 30, 2026), effective the first full pay period in July
2025, or the first full pay period following the adoption of the MOU by Council
whichever is later*: four percent (4%);
Year 2 (July 1, 2026-June 30, 2027), effective the first full pay period of July
2026: four percent (4%);
Equity Adjustments: Effective in the first full pay period of July, 2025 or in the
first full pay period following ratification and Council approval*, whichever is
later, bargaining unit members’ salaries shall be increased as follows:
Sworn 1.5%
Non-Sworn 1%
*The year one 4% across-the-board increase and 1.5% sworn/1% non-sworn equity
adjustment will be paid retroactive to July 4, 2025, provided that the verbal tentative
agreement reached prior to June 30, 2025, is subsequently ratified by the membership
and approved by Council. Otherwise, there will be no retroactive across-the-board base
pay or equity adjustments. Employees must be actively employed at the time an
increase is paid (not adopted).
2.2 Step Advancement—Employees shall meet the time criteria in paid continuous regular
service at each step of the salary schedule prior to advancing to the next salary step.
2.2.1 Time in Step—Such time for each step shall be as follows:
Step 2—After one year from date of hire
Step 3—After one additional year
Step 4—After one additional year
Step 5—After one additional year
2.2.2 Promotion—An employee who is promoted from one classification to a higher
classification within the Unit shall have his/her rate set at the first step of the new
classification or the step 5% higher than the rate earned by the employee prior to the
promotion, whichever is higher. Prior to advancing to the next step of the schedule, the
promoted employee will be required to complete the specified time in each step of the
new classification, commencing with the date of promotion.
2.3 Bilingual Pay—
2.3.1 Eligible Classifications—All classifications within this unit are eligible to
participate in the bilingual program.
2.3.2 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 identified in 2.3.5., shall be
compensated at a rate 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
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 3
language. Costs for the first two tests will be paid by the City; costs for subsequent tests
will be paid by the employee.
2.3.3 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.
2.3.4 Language Determination—The languages that are spoken in South San Francisco
that are subject to the bilingual incentive pay for purposes of this section will be
determined by reviewing the demographic data from the local school district and/or the
number of interactions that sworn officers have with people speaking languages other
than those identified below. The Chief of Police will determine the significant
interactions with people speaking other languages. The Chief of Police and the Union
will meet at the request of either party to determine the languages that qualify under
this section.
2.3.5 Current Languages in Effect—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
2.4 Longevity Pay—Pay for employees who have served the City will be granted as follows:
2.4.1 Sworn—
2.4.1.1 After 7 years—After completion of 7 years of service as a full-time regular
employee, an eligible employee shall be compensated an additional 2.5% of
base pay.
2.4.1.2 After 15 Years—After completion of 15 years of service as a full-time
regular employee, in addition to above, an eligible employee shall be
compensated an additional 1%, for a total of 3.5%, of base pay.
2.4.1.3 Lateral Transfers—Law enforcement officers who transferred directly from
another agency shall receive a 50% credit up to 7 years (50% of 14 years) for
years served at a comparable agency towards qualifying for longevity pay. A
comparable agency is any California P.O.S.T. accredited law enforcement
agency, or out-of-state equivalent with the officer’s completion of the
California P.O.S.T. Basic Course Waiver (BCW) process.
2.4.2 Non-Sworn—
2.4.2.1 After 15 Years—After completion of 15 years of service as a full-time
regular employee, an eligible employee shall be compensated an additional
1.5% of base pay.
2.4.2.2 After 20 Years—After completion of 20 years of service as a full-time
regular employee, in addition to above, an eligible employee shall be
compensated another 1%, for a total of 2.5%, of base pay.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 4 July 1, 2025 through June 30, 2027
Longevity pay will be paid retroactive to July 4, 2025, provided that the verbal tentative
agreement reached prior to June 30, 2025, is subsequently ratified by the membership and
approved by Council. Otherwise, there will be no retroactive across-the-board base pay
adjustments. Employees must be actively employed at the time an increase is paid (not
adopted).
Article 3. Allowances and Reimbursements
3.1 Uniform Allowance—Allowances and reimbursements shall be paid in accordance with
PERL (Public Employees’ Retirement Law) and the IRS tax code.
3.1.1 Allowance Conditions—Uniform allowance is subject to the following conditions:
3.1.1.1 Allowance Distribution—Uniform allowance distribution will be made in
26 equal increments per fiscal year through the payroll process. With the
allowance received, employees shall be responsible for procuring and
maintaining their uniforms and equipment as listed in the department’s current
General Order and Procedures Manual.
3.1.2 Allowance Amounts—Each employee may receive an amount per year for the
purchase of approved uniform items. The amount of the allowance provided shall be as
follows effective beginning with the first full pay period following Council approval of
this agreement:
3.1.2.1 Sworn—$1,300 per fiscal year.
3.1.2.2 PST and PP/ES Classifications—$1,100per fiscal year.
3.1.2.3 PRS and SPRS Classifications—$900 per fiscal year.
3.1.3. Uniform Allowance While on Unpaid Leave Status—An employee who is absent
from work and in an unpaid leave status for the full pay period shall not be eligible for
the uniform allowance during the pay period that the employee is in an unpaid leave
status.
3.2 Vests—Vests will be provided to all new employees at no cost to the employee. A
replacement program has been established for all employees who have vests and includes
how and when vests will be replaced, the types of vests to be replaced, and the mandatory
wearing of vests.
3.2.1 Wearing Vests—Each employee shall be required to have the approved vest on
his/her person or in the ready bag during each duty shift.
3.3 Education Expense Reimbursement Program—An employee who takes a job-related
course at an accredited institution of learning shall be eligible for 50% reimbursement of
the costs of tuition, fees and course materials up to $5,000 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.
3.3.1 Qualifying for the Program—In order to qualify for reimbursement, the employee
must:
3.3.1.1 Police Captain Review and Police Chief Approval—Prior to enrollment, the
employee must submit to the Captain for review the course description and a
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 5
brief explanation regarding why the employee believes the course to be job-
related. Prior to enrollment, the employee must receive written approval of the
department head.
3.3.1.2 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 Captain 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.
Article 4. Overtime Pay
4.1 FLSA Work Period—
4.1.1 Sworn—The FLSA work period for all eligible sworn employees, regardless of
rank, is twenty-eight (28) days in length with an FLSA overtime threshold of one
hundred and seventy one (171) hours actually worked, pursuant to 29 U.S.C. section
207(k).
4.1.2 Non-Sworn—The FLSA work period for all non-sworn employees is seven (7) days
in length with an FLSA overtime threshold of forty (40) hours actually worked, pursuant
to 29 U.S.C. section 207(a). Specific work periods for individuals or shifts 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.
4.2 Overtime Compensation—Authorized work performed by employees in excess of their
regularly scheduled hours of work shall constitute overtime except as otherwise provided.
Employees required to work in excess of their regularly scheduled hours of work shall be
compensated for each overtime hour worked at the rate of 1.5 times the employee’s regular
hourly rate of pay, as defined by the FLSA. In addition, time in paid status shall count
towards eligibility for overtime pay.
4.3 Reporting Partial Overtime Hours—Hours should be reported in tenths of hours; for
example, 7.5, 4.3, 8.1. To convert from minutes to tenths of an hour, the following table
will be used:
Minutes Tenths of an Hour
1 - 6 minutes = .1 hour
7 - 12 minutes = .2 hour
13 - 18 minutes = .3 hour
19 - 24 minutes = .4 hour
25 - 30 minutes = .5 hour
31 - 36 minutes = .6 hour
37 - 42 minutes = .7 hour
43 - 48 minutes = .8 hour
49 - 54 minutes = .9 hour
55 - 60 minutes =1.0 hour
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 6 July 1, 2025 through June 30, 2027
4.4 Training Overtime—Employees required to attend training sessions, in excess of their
scheduled hours of work, shall be compensated for each hour at 1.5 times the employee’s
regular hourly rate of pay, as defined by the FLSA.
4.5 Overtime Pay for Court Appearances—Employees who are required in the course and
scope of their official employment to appear in court or to testify over the telephone, other
than during their regular tour of duty or shift hours, shall receive overtime pay at the rate
of 1.5 times the employee’s regular hourly rate of pay, as defined by the FLSA. An
employee shall receive a minimum of 3 hours overtime pay for such court appearances that
occur on scheduled work dates (including voluntary overtime shift assignments) and a
minimum of 4 hours overtime pay for such court appearances that occur on non-scheduled
work dates. An employee shall receive a minimum of one hour overtime pay for DMV
telephone testimonies.
4.6 Call-back/in Compensation—Employees who in the course of their official employment
are called back to work, other than during their regular tour of duty or shift, shall receive
overtime pay at the rate of 1.5 times the employee’s enhanced hourly rate of pay.
4.6.1 Workday Call-back/in—An employee shall receive a minimum of 3 hours overtime
pay for call backs that occur on scheduled work dates (including voluntary overtime
shift assignments).
4.6.2 Non-workday Call-back/in—An employee shall receive a minimum of 4 hours
overtime pay for such call-backs that occur on non-scheduled work dates.
4.7 Detective On-call Pay—Any Detective designated as “on-call” by her/his supervisor shall
receive $300 per week for each week they are on “on-call”. Additionally, such bargaining
unit member placed “on-call” shall have use of a city vehicle for the duration of their “on-
call” assignment to ensure a prompt response to a call out.
4.8 Compensatory Time Off—With the supervisor’s approval, employees may receive cash
compensation or may accumulate compensatory time off (CTO) for each overtime hour
worked in accordance with departmental policies.
4.8.1 Maximum Compensatory Time Off—All compensated time off may be taken in
accordance with departmental policies. Accumulated compensatory time cannot exceed
100 hours. Employees at the maximum CTO accrual will be paid in cash for their
overtime hours until their CTO balance falls below the maximum accrual.
4.8.2 Compensatory Time Cash-out—Employees shall be permitted to receive the cash
up to their full accrued balance of compensatory time per calendar year in accordance
with the following process:
CTO 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.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 7
Time may be paid out twice annually in May and November as long as
employees have submitted an irrevocable election form in the prior
calendar year.
Article 5. Benefits
5.1 Health Insurance Benefits—Full-time regular employees shall be eligible to receive
insurance benefits currently provided by the City through its contracts with insurance
carriers or self-insurance programs.
5.2 Medical Insurance—
5.2.1 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.
5.2.2 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.
5.2.2.1 Employee HMO Medical Plan 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).
5.2.2.2 Employee Non-HMO Medical Plan Premium Cost—In addition, employees
enrolled in more expensive plans than the HMO plans pay the difference
between the HMO rate and the premium rate for their selected plan based on
the plan provider and coverage size (single, two, family).
5.2.3 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. Dependent coverage
shall terminate on the date prescribed by each health insurance carrier’s contract for
discontinuance of dependents no longer eligible for coverage.
5.2.4 Medical Plan Modifications—During the term of this agreement, the City shall
establish a committee, comprised of up to two union representatives from each
bargaining unit, to review options for changes in medical plans, plan administration, or
rate structures with the goal of lowering the total cost of health plan premiums.
5.2.5 Federal- or State-mandated Medical Insurance Participation—Should either state
or federal statutes mandate that the parties to this MOU participate in a national or state
health plan, health care benefits currently provided to employees covered by this MOU
will not be diminished nor will the employee’s cost for maintenance of these benefits
be increased beyond any provided in this MOU.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 8 July 1, 2025 through June 30, 2027
5.3 Dental Insurance—Subject to the terms and conditions of the City’s contract with its dental
insurance carrier, eligible employees shall be permitted to select dental insurance coverage
for themselves and their eligible dependents as follows:
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.
5.3.1.1 Calendar Year Maximum—The annual maximum benefit is $2,000.
5.3.1.2 Orthodontia—The lifetime orthodontia coverage is $1,000 for eligible
dependents.
5.3.1.3 Payment of Premium Costs—The City shall pay the premium costs for
eligible employees and their dependents to the insurance provider.
5.3.1.4 Effective Date of Coverage—Coverage is effective on the first day of the
month following 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.
5.3.2 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.
5.4 Vision Insurance—Subject to the terms of the City’s vision insurance plan, employees and
their dependents shall be provided vision insurance.
5.4.1 Available Plan—The plan provided by the City for members of the Unit shall afford
tinted eyeglass lenses.
5.4.2 Payment of Premium Costs—The City shall pay the premium costs for eligible
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, once each year, to have the City
pay $550 per month in lieu of medical, dental, and vision benefits 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). In the event the parties discover
that contributions to the employee’s deferred compensation account are not eligible under
IRS rules, the parties will promptly meet and confer to bring the plan into compliance.
5.5.1 Proof of Alternate Insurance—The employee must provide proof of alternate
minimum essential coverage for the employee and the employee’s tax family from
another source, other than coverage obtained through Covered California.
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 period for medical plans, or at another time during the year provided
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Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 9
the employee has a qualifying event and submits requisite paperwork within 30 days of
the qualifying event.
5.6 Hepatitis “B” Vaccination—The City’s medical plans provide for the Hepatitis “B”
vaccination and employees who desire such vaccination shall obtain the vaccination
through these plans. The City will provide at City expense, a Hepatitis “B” vaccination to
employees who are unable to obtain one under their medical plan (i.e., Discretionary
Benefit Option participants) through the City’s occupational health services provider.
5.7 Life/Accidental Death and Dismemberment Insurance
5.7.1 Sworn Personnel—
5.7.1.1 Term Life Value—Subject to the terms and conditions of the City’s contract
with the provider, the Term Life Insurance for employees will be provided in
the amount of $50,000.
5.7.1.2 AD&D Value—Subject to the terms and conditions of the City’s contract
with the provider, Accidental Death and Dismemberment Insurance for
employees will be provided in the amount of $50,000.
5.7.2 Civilian Personnel—
5.7.2.1 Term Life Value—Subject to the terms and conditions of the City’s contract
with the provider, the Term Life Insurance for employees will be provided in
the amount of $50,000.
5.7.2.2 AD&D Value—Subject to the terms and conditions of the City’s contract
with the provider, Accidental Death and Dismemberment Insurance for
employees will be provided in the amount of $50,000.
5.7.3 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees to the insurance provider.
5.7.4 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.
5.7.5 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.
5.8 Disability Insurance Program—
5.8.1 Sworn Disability Insurance—All sworn employees in this unit shall be required to
pay for and maintain Long-term Disability Insurance coverage, subject to the terms and
conditions of the South San Francisco Police Association’s contract with the California
Law Enforcement Association (CLEA). This contract provides for payment of up to
¾ths of the base salary of an employee who qualifies for such payment under provisions
of the Plan.
5.8.1.1 Cost—Since all sworn employees must pay for and maintain their long-
term disability insurance, the City will provide to the Police Association on
behalf of each sworn officer the long-term disability insurance costs.
5.8.1.2 Eligibility—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 who has utilized all accrued paid leave and sick leave that the
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 10 July 1, 2025 through June 30, 2027
employee is eligible up to the 60-calendar day of disability, may file an
application for Long-term Disability Insurance benefits in accordance with the
requirements of the South San Francisco Police Association’s Long-term
Disability Insurance Policy.
5.8.2 Paid Parental Leave (PPL) for Sworn Unit Members—Employees shall be eligible
for four weeks of paid leave for the birth, adoption or placement of a child/foster child
to be used in conjunction with FMLA/CFRA.
5.8.3 Civilian Disability Insurance—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.
5.8.3.1 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.
5.8.3.2 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.
5.8.3.3 Paid Family Leave (PFL)—Subject to the terms and conditions of the
City’s contract with the provider, qualifying employees may receive paid
family leave benefit to provide partial wage replacement for up to eight (8)
weeks for the purposes of caring for a seriously ill family member, bonding
with a newly born child, adopted child, or fostered child, or to attend to a
qualifying exigency related to covered active duty of a family member.
5.8.3.4 Payment of Premium Costs—The City shall pay the premium costs for
eligible employees to the insurance providers.
5.8.3.5 Eligibility—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 who has utilized all accrued paid leave and sick leave that the
employee is eligible up to the 20th calendar day of disability, may file an
application for Short-term or Long-term Disability Insurance benefits in
accordance with the requirements of the City’s Short- or Long-Term Disability
Insurance Policy.
5.8.4 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.
5.8.5 City Determination—Upon an employee qualifying for Long-term Disability
Insurance benefits, the City shall determine one of the following:
5.8.5.1 Permanent and Stationary Status—Whether the employee’s disability
from performing the full scope of the usual and customary duties of the
employee’s classification is permanent and stationary.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 11
5.8.5.2 Recovery Status—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 employee’s classification is such
that there exists a probability of complete recovery within a period of 365 days,
or a reasonable extension thereof.
5.8.6 Permanent and Stationary Determination—If the City determines that the
employee’s disability from performing the full scope of the usual and customary duties
of the employee’s classification is permanent and stationary, then the City may, in
accordance with applicable law, retire the employee or otherwise separate the employee
from the City’s service or from the employee’s classification.
5.8.7 Temporary Determination—If the City determines that the employee’s disability
in performing 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 may in accordance with applicable law, grant
the employee a leave of absence with or without pay for a period appropriate to the time
necessary to determine the employee’s ability to completely recover or the City may not
grant such leave and separate the employee from the City’s service.
5.8.8 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 in accordance with
applicable law, the City may retire the employee on a disability retirement or separate
the employee from the City’s service or from his/her classification at such time as the
employee’s condition becomes permanent and stationary.
5.8.9 Accrued Vacation Payment—Upon becoming eligible for Long-term 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.
5.8.10 Insurance Premium Payment—The City will continue to pay insurance premiums
on behalf of the disabled employee and eligible 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.
5.9 Section 125 Flexible Benefit Plan—Subject to the terms and conditions of the City's plan
and the governing laws relating to Flexible Benefit Plans, each employee may participate
in any or all of the plan's three (3) components. Section 125 benefits are available for
employees and their eligible dependents as defined by the U.S. Tax Code.
5.9.1 Premium Contribution—Participants pay premium contributions for employee
and/or dependent coverage under the City's health care coverage plan(s) on a pre-tax
basis, unless waived by the participant.
5.9.2 Health Care Reimbursement Account—Participants may set aside salary of up to
the IRS statutory maximum per year on a pre-tax basis to be used to reimburse their
qualified health care expenses not covered by health care coverage plans.
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 12 July 1, 2025 through June 30, 2027
5.9.3 Dependent Care Reimbursement Account—Participants may set aside salary of up
to the IRS statutory maximum per year on a pre-tax basis for reimbursement for the
purpose of covering qualified dependent (child, parent, etc.) care expenses.
Article 6. Retirement Benefits
6.1 Deferred Compensation Program—All regular employees are eligible to participate,
subject to the terms and conditions of the City of South San Francisco’s deferred
compensation plan.
6.1.1 Auto-Enrollment—All new hires will be automatically enrolled in the deferred
compensation plan and will begin savings contributions in the pre-tax 457 plan after 30
days of employment, unless the employee makes an election not to participate, or to
contribute a different amount. New hires may waive or opt out of automatic enrollment
before the first payroll deduction by providing Human Resources with written notice of
their desire to not contribute to the plan. The default deferral percentage starts at 3%
and gradually increases by 1% each year that an employee participates, up to a
maximum of 6%.
6.2 Retirement Plan—Retirement benefits for employees shall be those established by the
Public Employees’ Retirement System (PERS).
6.2.1 Sworn Personnel Safety Retirement Formula —
6.2.1.1 3% at Age 50—Classic Members as defined by CalPERS who were hired
before April 24, 2010 will be provided a retirement benefit formula of 3% at
age 50 with one-year final compensation.
6.2.1.2 3% at Age 55—Classic Members as defined by CalPERS who were hired
on or after April 24, 2010 will be provided a retirement benefit formula of 3%
at age 55 with 3-year final compensation.
6.2.1.3 2.7% at Age 57—New Members as defined by Public Employees’ Pension
Reform Act (PEPRA) who are hired on or after January 1, 2013 will be provided
a retirement benefit formula of 2.7% at age 57 with 3-year final compensation.
6.2.1.4 1959 Survivor Benefit Level 3—Benefit for PERS members not covered by
Social Security that provides a monthly allowance for survivors as provided by
Government Code 21573.
6.2.2 Civilian Personnel Miscellaneous Retirement Formula—
6.2.2.1 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.
6.2.2.2 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.
6.2.2.3 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 South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 13
6.2.3 Military Service Credit—Military Service Credit as public service as provided by
Government Code 21024.
6.2.4 Sick Leave Service Credit—Sick Leave Service Credit as set forth in Government
Code 20965.
6.2.5 Employee Contribution to Retirement System—All employees shall pay the
employee contribution to the Public Employees’ Retirement System. The employee
contribution for Classic members as designated by CalPERS is 9% for Classic Safety,
8% for Classic Miscellaneous hired before April 24, 2010, and 7% for Classic
Miscellaneous hired on or after April 24, 2010. New Members as designated by
CalPERS shall pay 50% of the total normal cost rate, in accordance with Government
Code 7522.30. Employee contributions will be tax-deferred under IRC Section
414(h)(2).
6.2.6 Police Safety Classic Members PERS Cost-Sharing Contribution—All Police
Safety Classic members shall pay, in addition to the current 9% employee contribution,
three percent (3%) of the employer’s PERS contribution, for a total employee
contribution of 12%. The contributions will be tax-deferred under IRC section 414(h).
Employee contributions will be credited to each member’s account as normal
contributions and will be refundable to members who separate from CalPERS covered
employment and elect to withdraw their contributions.
6.3 Unused Accrued Sick Leave—An employee may receive a sick leave payout for unused
accrued sick leave in the following circumstances:
Death; or
Disability Retirement from CalPERS; or
Full service retirement provided that all the following conditions are met:
10 years of consecutive full-time City service;
Simultaneous retirement from City service and receipt of a service
retirement from CalPERS.
Payment may be made for half of the accumulated unused sick leave hours up to a
maximum payable hours of 600 (50% of 1,200 hours). Payment is to be made at the
employee’s enhanced hourly rate.
6.4 Retired Employee Health Benefits—
6.4.1 Group Medical Insurance for Qualifying Retirees—An employee who was hired
by the City 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 a total of five (5) years of City service and at least one (1) year
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 or single retiree group Medicare plan coverage, if Medicare eligible.
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.
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 14 July 1, 2025 through June 30, 2027
6.4.2 Medical After Retirement Account (MARA) Employer Contribution for Employees
Hired On or After April 24, 2010—The City shall make a contribution equal to one and
one-half percent (1.5%) of an employee’s base salary toward a MARA (VEBA, or
similar vehicle such as RHS plan).
6.4.3 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 been hired by the City prior to
April 24, 2010, and have served a total of a total of five (5) years of City service and at
least one (1) year 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.
6.4.4 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 been hired by the City prior to
April 24, 2010, and have served a total of a total of five (5) years of City service and at
least one (1) year 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.
6.4.5 Surviving Covered Dependents Benefit—The City will allow the covered
dependents 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/retiree and covered dependents must be enrolled in
the health plan prior to death; 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.
6.4.6 Continued Retiree Health Eligibility—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, excluding active service with the City of
South San Francisco, or whose coverage is cancelled due to non-payment of any
additional premiums for 180 days or more, will permanently forfeit their eligibility for
retiree medical benefits pursuant to this provision. A retiree that un-retires from
CalPERS and returns to active service with the City of South San Francisco is eligible
to resume his/her retiree health benefits upon retiring again from the City after at least
one (1) year of continuous service. The City Manager may approve an exception to the
one (1) year of continuous service requirement in the event of an unforeseen
circumstance that prevents the employee from completing the year of service.
6.5 Medical After Retirement Account (MARA) Plan—Police Association member employees may
participate in the MARA Plan to the extent permitted under the existing MARA Plan
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 15
policy. The plan participation rules, are hereby structured through this agreement as
follows:
6.5.1 Mandatory Employee Contributions—All employees shall contribute 1% of base
pay each pay period effective pay period ending July 8, 2010.
Article 7. Holidays
7.1 Authorized Holidays—The City observes the following holidays.
7.1.1 Full-day Holidays—The City shall observe the following full-day 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
June 19 ..................................................................... Juneteenth
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
7.1.2 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
7.2 Shift Holiday Pay—All sworn personnel and civilian personnel except Police Property and
Evidence Specialists, are normally required to work on approved holidays because they
work in positions that requires scheduled staffing without regard to holidays and shall
receive five and on-half percent (5.5%) of compensation in lieu of service City holiday.
Such payments shall be allocated to each biweekly pay period. Reporting of Holiday in
Lieu Pay for retirement purposes shall conform to CalPERS regulations requiring reporting
of Holiday in Lieu Pay allocated to each biweekly pay period. Police Property and
Evidence Specialists shall receive 8 hours of holiday pay for a full-day holiday and 4 hours
of holiday pay for a half-day holiday. Holiday pay is compensated at the enhanced pay rate
and is paid in addition to hours worked, provided the employee is on paid status the work
day before and work day after the holiday.
7.3 Discretionary Holiday—Each regular employee shall be eligible for one 8-hour holiday
each calendar year in addition to the holidays observed by the City. The discretionary
holiday accrues in the first pay period of each calendar year. New hires will accrue the
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 16 July 1, 2025 through June 30, 2027
discretionary holiday upon their appointment as a regular employee with the City. 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 the
holiday that calendar year. There is no payout of discretionary holiday.
Article 8. Leaves
8.1 Vacation—
8.1.1 Vacation Leave Accrual—Employees shall be entitled to accrue paid vacation leave
hours as follows:
Accrual Rate Per Length of Service Biweekly Annually
1st through 4th year, inclusive 4.62 hours 120 hours
5th through 14th year, inclusive 6.16 hours 160 hours
15th through 24th year, inclusive 7.69 hours 200 hours
25th and succeeding years 9.23 hours 240 hours
8.1.2 Lateral Transfers—Law enforcement officers who transferred directly from a
comparable law enforcement agency may receive 40 hours of paid vacation leave upon
date of hire, at the Police Chief’s discretion.
8.1.3 Vacation Buy-back—Employees who have scheduled a minimum of 2 workweeks of
vacation during each calendar year shall be permitted to receive the cash value of up to
48 hours of unused but accrued vacation in accordance with the following provisions:
Employees must maintain a minimum of 80 hours of accrued vacation hours
in their 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
can 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 calendar
year.
8.1.4 Maximum Accumulation—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. The Police Chief with City
Manager approval shall have the ability to grant an exception to this provision for
bargaining unit members who reach their cap and are unable to use their vacation due
to exceptional circumstances to be defined by the Police Chief. In these situations, the
Police Chief with City Manager approval shall have the authority to grant the
bargaining unit member the right to cash out additional vacation or to allow the member
to temporarily exceed the vacation cap.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 17
8.1.5 Vacation Compensation—An employee who retires or separates from City
employment and who has unused accrued vacation time shall be compensated at the
employee’s enhanced hourly rate of pay for all unused accrued vacation.
8.2 Bereavement Leave—An employee shall be granted up to five days of unpaid bereavement
leave in accordance with State law and City Administrative Instruction Section VI. No. 40.
An employee may take paid leave upon the death or for the funeral of a family member as
defined below:
8.2.1 Definition of Family Member for Bereavement Leave—For the purpose of
bereavement leave, a family member is defined as a spouse, CA registered domestic
partner, child and child-in-law, parent and parent-in-law, sibling and sibling-in-law,
grandparent and grandparent-in-law, or a person the employee has identified as a
“designated person” for the purpose of protected sick leave.
8.2.2 Leave within California--Employees may be granted up to a maximum of 24 hours
of paid bereavement leave per occurrence for the death or for the funeral of a family
member residing within California. The employee may use vacation leave, sick leave,
and or compensatory time to supplement their paid bereavement leave, so that the
employee can take up to 5 full daily shifts of leave for the death or funeral of a family
member outside of California
8.2.3 Leave Outside California—Employees may be granted up to a maximum of 40 hours
of paid bereavement leave per occurrence for the death or for the funeral of a family
member residing outside of California. If an employee’s daily work schedule is more
than 8 hours per day, the employee may use vacation leave, sick leave, and or
compensatory time to supplement their paid bereavement leave, so that the employee
can take up to 5 full daily shifts of leave for the death or funeral of a family member
outside of California.
8.3 Sick Leave—
8.3.1 Sick Leave Eligibility—Every regular and probationary employee, except those
employees who work less than full-time, are eligible for sick leave benefits pursuant to
this section.
8.3.2 Amount of Sick Leave— Each employee will accrue 8 hours per month of sick leave.
Such leave may be accumulated without limit
8.3.3 Lateral Transfers—Law enforcement officers who transferred directly from a
comparable law enforcement agency may receive 40 hours of paid sick leave upon date
of hire, at the Police Chief’s discretion.
8.3.4 Advancing Sick Leave—Any employee who has an accrued available sick leave of
less than 96 hours can be advanced up to a maximum of 88 hours of sick leave after
exhaustion of all accrued sick leave.
8.3.5 Sick Leave Definition—Sick leave is paid leave from work due to an employee’s
illness or injury that necessitates their absence from employment or due to other reasons
provided by law. Sick leave is not a right or privilege to be used at the discretion of the
employee
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 18 July 1, 2025 through June 30, 2027
8.3.6 Sick Leave Request—An employee shall make a written request for paid sick leave
for each occurrence of sick leave on such forms and in accordance with such policies
and procedures established for sick leave requests by the Chief of Police.
8.3.6.1 Approval of Sick Leave Request—The Chief of Police shall review all sick
leave requests and, if approved, the request for paid sick leave shall be granted.
The Chief of Police shall not unreasonably withhold approval of sick leave
requests.
8.3.6.2 Notification—The employee must notify his/her immediate supervisor prior
to, or within 2 hours of, the commencement of the daily work period for which
sick leave is sought.
8.3.6.3 Verification of Injury or Illness—
8.3.6.3.1 Usual Verification—An employee requesting paid sick leave shall
provide reasonable verification of the illness or injury, usually in the form
of the employee’s personal statement of injury or illness.
8.3.6.3.2 Doctor’s Verification—The Chief of Police may require a
verification prepared and signed by a medical doctor, physician’s assistant
or nurse practitioner stating the employee is or was unable to perform his
or her regular job duties and confirming that the employee has fully
recovered and is able to perform the full scope of the normal and
customary duties of the classification. This verification shall be required
when an employee is absent due to illness or injury for a period of 39
hours or more. In addition, the Chief of Police may require a medical
verification any time the Chief has a reasonable basis to believe that the
leave has been abused by an individual employee. Such medical
verification requests shall not be unreasonably imposed.
8.3.7 Medical Appointment Leave—Employees shall receive leave with pay for
appointments with medical doctors and dentists. Such leave shall be authorized only
for the actual time necessary for the appointment. Employees shall be required to
submit a personal statement describing the nature and need of such visits. The City
reserves the right to confirm or verify and appointment for which such leave is
authorized.
8.3.7.1 Medical Appointment Leave Charged to Sick Leave—The first 8 hours per
year of medical appointment leave will not be charged to sick leave, all other
absences related to medical appointments shall be charged to sick leave.
8.3.8 Sick Leave Management Plan—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 use of sick leave, and reporting should conform to a general
City standard. Therefore, employees working 8-hour shifts, who exceed 56 hours or 7
occurrences, and employees working 10-hour shifts who exceed 70 hours or 7
occurrences of sick leave per year will be subject to a review of sick leave usage. Leave
taken as protected sick leave pursuant to Article 8.4. and leave taken concurrently with
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 19
approved FMLA/CFRA/PDL leave shall be excluded from the 56-hour or 70-hour
total, whichever is applicable.
8.4 Protected Sick Leave—Employees are permitted to use up to half of their annual sick leave
accrual, in any calendar year, for the following purposes:.
the diagnosis, care, or treatment of an existing health condition of, or preventive
care for the employee themselves;
the diagnosis, care or treatment of an existing health condition of, or preventive
care for an employee’s child (regardless of age or dependency status); parent;
parent-in-law; spouse; registered domestic partner; grandparent; grandchild;
sibling, or a “designated person” as defined by labor code 233 (only one person
may be designated for any 12-month period); or
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(ren).
8.4.1 Leave Amount—The combined total of hours taken as protected sick leave pursuant
to Labor Code section 233, shall not exceed one-half of the employee’s annual accrual
of sick leave.
8.4.2 Concurrent Use of Leave—Sick leave may run concurrently with FMLA, CFRA,
PDL, or other protected leave permitted under federal or state law.
8.4.3 Leave Accounting—The accounting for protected sick leave shall be on a payroll
calendar year basis, effective the pay period including January 1 st of each year.
8.4.4 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.
8.5 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 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 the treating physician to return for light-
duty work. If applicable, this program shall be coordinated with appropriate workers’
compensation benefits so that benefits are provided at the level not less than those
mandated by state law.
8.5.1 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.
8.5.1.1 Determination/Required Reports—
8.5.1.1.1 Assignments—Light-duty assignments may be made following
evaluation and determination by the Chief of Police. 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 operations. The evaluation and determination of light-duty
assignments will be based on the employee’s medical restrictions and
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 20 July 1, 2025 through June 30, 2027
upon agreement of the Chief of Police, the employee, and the affected
supervisor.
8.5.1.1.2 Medical Updates—After the initial report, updated medical reports
shall be submitted to the Chief of Police 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 Chief of Police for purposes of continuing or
terminating a current light-duty assignment or to determine when to
commence a light-duty assignment.
8.5.1.2 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 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 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 will be
performed 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, or to an alternate shift.
Will be developed based on available specific light-duty assignments on
a case-by-case review of the medical restrictions, so as not to aggravate
an injury or illness.
Will not be placed in light-duty assignments that, in the normal course of
events, will require that the employee provide direct field emergency
response.
8.5.1.3 Holidays/Vacations During Light Duty Assignments —
8.5.1.3.1 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.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 21
8.5.1.3.2 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 Chief of Police, provided the rescheduling does not result
in increased costs or lost time to the City for relief staff to cover the
rescheduled vacation.
8.5.2 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.
8.6 Pregnancy Disability Leave— 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.
8.7 Family Medical Leave—Employees may be granted leave up to the maximum period of
time permitted by law due to an employee’s serious health condition, to care for a family
member with a serious health condition, for the birth of a child or the placement of a child
with an employee in connection with adoption or foster care, and other reasons as permitted
under state and federal law. Leave shall be requested and granted in accordance with
Administrative Instruction Section VI No. 15.
Article 9. Recreational Facilities & Classes
9.1 Admission to Classes— 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).
9.2 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 Parks and Recreation
Department.
Article 10. Layoff
10.1 Layoff—Whenever, in the judgment of the City Council, it becomes necessary in the
interest of economy, because of lack of need for the position, or employment involved no
longer exists, the City Council may abolish any position or employment in the competitive
service and layoff, reassign, demote, or transfer an employee holding such position or
employment without filing written charges. The appointing authority may likewise layoff
an employee in the competitive service because of material change in duties or
organization, or because of shortage of work funds.
10.2 Seniority— Seniority, for the purpose of layoff, is defined as length of continuous full-
time employment within the service of the City, and does not include service in a
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 22 July 1, 2025 through June 30, 2027
provisional and temporary status. Seniority shall be retained, but shall not accrue during
any period of leave without pay, except as authorized by state or federal law.
10.3 Order of Layoff—When one or more employees working in the same class in a 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 probationary employees
in reverse order of seniority, then regular employees in reverse order of seniority. Should
2 or more employees have identical City service seniority, the order of layoff will be
determined by classification seniority. Whenever 2 or more employees have identical
classification seniority, the order of layoff shall be determined by an established
departmental seniority policy (badge numbers) or in the absence or dispute thereof, random
selections.
10.4 Notice of Layoff—Employees shall be sent written notice, including reasons therefore,
by Certified Registered Mail, Return Receipt Requested or be personally served a
minimum of 20-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 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. The provisions below, must be requested by the employee in
writing 15-working days prior to the effective date of layoff.
10.5 Layoff Re-employment/Reinstatement List—
10.5.1 Classification Reinstatement List—Probationary and regular 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.
10.5.2 Like Classification Reinstatement Opportunities—Employees who are laid off shall
have their names placed on a re-employment list of classifications that, in the opinion
of the Director of Human Resources, require basically the same qualifications, duties,
and responsibilities as those of the classification from which the layoff occurred, in
order of seniority. Vacant positions in such classifications shall be offered to the re-
employment list who qualify for such vacancies prior to an open or promotional
recruitment.
10.5.3 Duration of Re-employment/Reinstatement Lists—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 of reinstatement or re-employment within the same classification shall
cause the name to be dropped from the list. Individuals not responding to written
notification forwarded to their last given address by certified mail, return receipt
requested, of an opening within 10-working days from mailing shall have their names
removed from either the 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 the reinstatement or re-employment list
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 23
10.5.4 Probationary Returns— Probationary employees appointed from a reinstatement
or re-employment list must serve the remainder of their probationary period in order to
attain regular status.
Article 11. Disciplinary Action
11.1 Action by City—The City shall take disciplinary action against a regular employee for
misconduct including, but not limited to, chronic absenteeism; incompetence;
insubordination; failure to follow work rules; misstatement of fact on an application or
other personnel document; falsification of leave, unfitness for duty, and absence without
authorized leave. Disciplinary actions may take the form of suspension, pay reduction,
demotion, or discharge.
11.2 Chief of Police Action—All disciplinary action taken against an employee must receive
the prior approval of the appointing authority except under emergency circumstances that
dictate immediate suspension of the employee by the Chief of Police. In such cases, Chief
of Police shall immediately report the action taken to the appointing authority who shall
review the case and make a determination concerning the appropriateness of the suspension
and the further disciplinary action.
11.3 City Manager Approval—All actions resulting in salary reductions shall be subject to
review by the appointing authority and the Chief of Police within 30 days following the
effective date of the initial action and at regular intervals thereafter. Actions resulting in
demotions may be reviewed at the sole discretion of the appointing authority.
11.4 Notice of Disciplinary Action—The City shall provide the affected employee with written
notice prior to taking disciplinary action, except where circumstances dictate that the City
take immediate action to remove the employee from the workplace. In such cases, written
notice, as set forth below, shall be provided the employee within 2 working days from the
date of the action. In all cases, written notice of disciplinary action shall be served on the
employee personally or by certified registered mail, with a copy of the notice placed in the
employee’s personnel file.
11.4.1 Written Notice—The written notice shall contain the type of disciplinary action, the
effective date of the action, the reason or cause for the action, that the employee will
be provided copies of all materials upon which the action is based, and that the
employee has the right to respond, either orally or in writing, to the authority initially
imposing the discipline. As required by law, the department will provide copies of
materials relied upon in proposing the discipline at the time discipline is proposed.
11.4.2 Notice Timelines—Except for instances where disciplinary action must be imposed
immediately, the notice shall be provided to the employee no later than 10-working
days before the disciplinary action is to be effective. Where immediate disciplinary
action has been imposed, such action will not be final until the aforementioned notice
has been furnished to employee and the employee has been provided up to 10-working
days from receipt of the notice an opportunity to respond to the authority initially
imposing the discipline.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 24 July 1, 2025 through June 30, 2027
11.5 Appeal Rights—Once the proposed disciplinary action has been imposed, the affected
employee shall have the right to appeal. Appeals of discipline equivalent to a loss of 40
hours of compensation or less, not including a written reprimand, shall be filed directly at
the fourth step of the grievance procedure set forth in Rule 14 of the Personnel Rules and
Regulations. Appeals of discipline equivalent of a loss of more than 40 hours of
compensation shall be filed pursuant to the appropriate Arbitration Procedure for
Disciplinary Matters contained within this agreement.
Article 12. Grievance Procedure for Non-Disciplinary Matters
12.1 Definition of a Grievance—A grievance is an allegation by an employee or a group of
employees that the City has failed to provide a condition of employment that is established
by this Agreement, provided that the enjoyment or the condition of employment is not
made subject to the discretion of the Chief of Police or the City. This grievance procedure
shall not apply to discipline or other matters over which the Personnel Board has
jurisdiction pursuant to Title 3 of the Municipal Code, which matters will be handled as
provided in the Arbitration articles of this agreement. This grievance procedure for non-
disciplinary matters shall be the exclusive means of resolving grievances of employees
covered by this Agreement. Only the union or the union’s delegate may appeal a grievance
to arbitration under the procedure contained in this Agreement.
12.2 Stale Grievance—A grievance shall be void unless 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 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.
12.3 Informal Discussion with Employee’s Supervisor—Before proceeding to the formal
grievance procedure, an employee shall discuss the grievance with the immediate
supervisor in an attempt to work out a satisfactory solution. If the employee and immediate
supervisor cannot work out a satisfactory solution, the employee may then choose to
represent him/herself individually, or may request the assistance of an employee
representative, who has been officially authorized by the Union to write and formally
present the grievance
12.4 Formal Written Grievance to Captain—If the employee chooses to formally pursue the
grievance, s/he shall present the written grievance to the supervising Captain 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 this Memorandum of Understanding alleged to have been
violated by the City and shall specify date, times, persons, remedy requested, and other
facts necessary to a clear understanding of the matter being grieved. The Captain shall
respond in writing to the grievance within 15-calendar days after receipt of the written
grievance. If the grievance is not resolved at this level, the employee shall have 15-calendar
days from receipt of the Captain’s answer to file an appeal to the Chief of Police.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 25
12.5 Grievance to the Chief of Police—The Chief of Police or designee shall have 15-
calendar days after receipt of the grievance to review and answer the grievance in writing.
A meeting between the Chief of Police or designee and the grievant and the grievant’s
representative may be scheduled in order to facilitate resolution
12.6 Review by the City Manager—In the event that the grievance is not resolved by the
Chief of Police, the City Manager or designee shall have 15-calendar days after receipt of
the grievance to review and answer the grievance in writing. A meeting between the City
Manager or designee and the grievant and the grievant’s representative may be scheduled
in order to facilitate resolution.
12.7 Arbitration of Grievance—In the event that the grievance is not resolved by the meetings
specified above, the grievant has the right to request arbitration within 30 days of receipt
of the City Manager’s response in section 12.6 above. The arbitrator shall be selected by
mutual agreement between the City Manager or designee and the grievant or the grievant’s
representative. If the City Manager or designee and the grievant or the grievant’s
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 arbitrators who have
demonstrated experience in public sector arbitration. The parties shall then alternatively
strike names from the list until only one name remains, and the person shall serve as
arbitrator. Lot shall determine the first strike from the list.
12.8 Duty of Arbitrator—
12.8.1 Arbitrator Decision—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 by
the parties and thereafter to make written findings of fact and disposition of the
grievance, which shall be final and binding upon the parties. The decision of the
arbitrator shall be based solely on 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.
12.8.2 Arbitrator Responsibility—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, in any respect, to revise, modify or alter, any
provision contained in the Memorandum of Understanding.
12.9 Payment of Costs—Each party to a hearing before an arbitrator shall bear his/her own
expenses in connection therewith. Either party shall have the right to a reporter’s transcript
of the hearing provided that this cost is born by the requesting party. If the other party
elects to utilize a copy of the transcript, the entire costs shall be divided equally. All fees
and expenses of the arbitrator shall be borne half by the City and half by the grievant.
12.10 Effect of Failure of Timely Action—Failure of the Union 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. The parties have the right to extend timelines
by mutual agreement.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 26 July 1, 2025 through June 30, 2027
Section 2 – Provisions for Sworn Personnel
Article 13. Wages and Compensation for Sworn Personnel
13.1 Placement—New employees who have prior police training and/or experience may
be compensated at a higher step in the salary schedule for the classification as
recommended by the Chief of Police and approved by the City Manager. Such employees
shall be required to complete the specified training or time at their initial hire step prior to
advancing to the next step of the salary schedule.
13.2 Education/P.O.S.T. Certification Incentives—Only one of the below listed
incentives, either the Education Incentive or the P.O.S.T. Certificate Incentive, will be
received by an employee at any given time, with the exception of a college degree and
Advanced P.O.S.T. certificate as described in 13.2.3. below.
13.2.1 Education Incentives—
13.2.1.1 Associate’s Degree—An employee who has successfully completed
probation and who possesses an associate’s degree from an accredited
institution of learning shall be compensated at a rate 5% higher than the
employee’s base hourly rate of pay; or
13.2.1.2 Bachelor’s Degree—An employee who has successfully completed
probation and who possesses a bachelor’s degree from an accredited institution
of learning shall be compensated at a rate 7.5% higher than the employee’s base
hourly rate of pay.
13.2.2 P.O.S.T. Certification Incentive—
13.2.2.1 Intermediate P.O.S.T. Certificate—An employee who has successfully
completed probation and who possesses an Intermediate Police Officer’s
Standards and Training certificate shall be compensated at a rate 2.5% higher
than the employee’s base hourly rate of pay; or
13.2.2.2 Advanced P.O.S.T. Certificate—An employee who has successfully
completed probation and who possesses an Advanced Police Officer’s
Standards and Training certificate shall be compensated at a rate 5% higher than
the employee’s base hourly rate of pay
13.2.3 College Degree and Advanced P.O.S.T. Certificate—An employee who has a
college degree shall be compensated an additional 2.5% of the employee’s base hourly
rate of pay for an Advanced P.O.S.T. Certificate (i.e., Associate’s degree + Advanced
P.O.S.T. = 7.5%; Bachelor’s degree + Advanced P.O.S.T. = 10% ).
13.2.4 Lateral Transfer Education/P.O.S.T. Certificate Incentive—Law enforcement
officers who transferred directly from a comparable law enforcement agency shall be
eligible for Education/P.O.S.T. Certification incentive pay as described in this section
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 27
13.2 immediately upon hire, and need not wait until probation has been completed,
provided all other eligibility criteria have been meet.
13.2.5 Crisis Intervention Training (CIT) Premium—An employee who has successfully
completed a P.O.S.T. Crisis Intervention Training course (minimum 30 hours) shall be
compensated at a rate 2.5% higher than the employee’s base hourly rate of pay.
13.2.6 Eligibility and Written Notification—It is the employee’s responsibility to submit
written notification to the department’s Training Manager, upon the date of eligibility,
requesting the Education, P.O.S.T. Certification, and/or CIT incentive. The incentive
pay shall be effective in first full pay period following the employee’s submission of all
required documentation of eligibility to the Training Manager. The employee will not
be entitled to retroactive pay if the written notice of compliance has not been timely
received and approved.
13.3 Special Assignments—
13.3.1 Motorcycle—A Police Officer assigned to Motorcycle duty shall be compensated
at the rate 5% higher than the employee’s base hourly rate of pay. No more than 5
officers shall be assigned to Motorcycle duty.
13.3.2 Dog Handler—The City will pay a 5% premium to canine officers for the special
assignment of canine officer. The parties agree that any time spent off duty caring for
the dog will not constitute overtime under the MOU, but may be considered for FLSA
overtime purposes if the hours worked caring for the canine increases the number of
hours worked to more than 171 in a 28 day pay cycle. Any hours over 171 hours in a
28-day cycle which are attributable to dog care will be compensated at one and one-half
times the applicable minimum wage. In order to ensure proper canine care, the parties
have met and conferred and agree that the reasonable number of hours the officers spend
shall be no more than 3 overtime hours per 28 day pay cycle for dog care, which equates
to 1.5 overtime hours per pay period.
13.3.3 Field Training Officer—Personnel assigned to Field Training Officer (FTO) duty
shall be compensated at the rate 5% higher than the employee’s base hourly rate of pay.
13.3.4 School Liaison—A Police Officer assigned to School Liaison duty shall be
compensated at the rate 5% higher than the employee’s base hourly rate of pay.
13.3.5 Discontinuing Special Assignments —The rate adjustment provided above shall be
removed in the event a Police Officer discontinues working special-assignment duty.
The Officer’s rate shall be reestablished at that rate for which the Officer qualifies
pursuant to above. The reestablished rate shall become effective upon the date the
Officer discontinues working special-assignment duty.
13.3.6 Detective Assignment Compensation—All Police Officers assigned to the Criminal
Investigation Bureau shall receive an increase to their base hourly rate of pay of 5%.
13.3.7 Special Assignment Compensation—All Police Officers assigned to the
Neighborhood Response Team, Bicycle Patrol, or any Task Force shall receive an
increase to their base hourly rate of pay of 5%.
13.3.8 FTO Manager—The Sergeant assigned as the supervisor of the FTO program shall
receive an increase to their base hourly rate of pay of 2.5%.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 28 July 1, 2025 through June 30, 2027
13.4 Shift Differential Pay—Employees who work a shift that starts at 2:00 pm or later
and that ends at 9:00 pm or later (swing shift and graveyard shift) shall be paid 5% of their
base hourly rate for all hours worked, including any extension of their shift (i.e., holdover
for any reason). Shift differential shall be paid on any minimum staffing related overtime
for swing and/or graveyards shifts.
Article 14. Arbitration Procedure for Disciplinary Matters – Sworn Personnel
14.1 Appeal Rights—A regular, non-probationary sworn police officer subjected to
punitive action as defined in the Public Safety Officers Procedural Bill of Rights Act
(“POBR”) that results in suspension without pay, demotion, disciplinary transfer, or
termination may appeal the final decision of the appointing authority to binding arbitration
so long as all the following steps are fully complied with.
14.1.1 Level of Discipline—The discipline imposed consisted of a termination, demotion,
suspension of more than 40 hours, or any other type of discipline that results in a loss
of pay of more than 40 hours.
14.1.2 Written Request for Arbitration—The employee must submit a written request for
arbitration to the Chief of Police, 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 of discipline. If this written request is not received by the Police Chief and
the Director of Human Resources within this time frame, the appeal will be waived.
14.1.3 Selection of an Arbitrator—An arbitrator will be selected by the employee 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 and law enforcement 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 and law enforcement
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.
14.1.4 Payment of Costs—The employee 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. If neither party elects to obtain a court reporter and the arbitrator does not
require one, the proceedings will be memorialized by tape recording made and retained
by the City. The union may defer to the Legal Defense Fund or other entity employed
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 29
for the purpose of providing legal representation to bargaining unit members for
purposes of payment of any costs associated with the arbitration.
14.1.5 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.
14.1.6 Arbitration 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.
14.2 Appeal to the Chief—A regular, non-probationary sworn police officer subjected to
punitive action as defined in the Public Safety Officers Procedural Bill of Rights Act
(“POBR”) that results in adverse action other than suspension without pay, demotion,
disciplinary transfer, or termination may appeal the punitive action to the Police Chief so
long as all the following steps are fully complied with.
14.2.1 Written Request to Chief of Police—The employee must submit a written request
for a hearing to the Chief of Police, 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 the punitive action.
14.2.2 Hearing—At the hearing before the Chief of Police, or the person designated by
the Chief of Police to hear the matter, the Department will present evidence to the Chief
of Police or designee in support of the action, and the employee may present such
testimony, documentary evidence and argument as he or she chooses to present in
support of the employee’s position. The hearing may be, but is not required to be tape
recorded.
14.2.3 Representation—This hearing is not a formal judicial proceeding, and the parties
will not be permitted to confront and cross examine witnesses. The employee may be
represented by a union representative or counsel at the hearing.
14.2.4 Final Decision—Any decision made by the Chief of Police will be final and not
subject to further appeal by the employee or the union.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 30 July 1, 2025 through June 30, 2027
Section 3 – Provisions for Civilian Personnel
Article 15. Wages and Compensation for Civilian Personnel
15.1 Special Compensation—
15.1.1 Acting Supervisor Compensation—An employee in a classification below the level
of a first-line supervisor who is assigned to perform the duties of a first-line supervisor
or above shall receive added compensation for all time served in the acting capacity at
the rate of pay for which the employee would qualify, were the employee to be promoted
to the acting classification.
15.1.2 Temporary Assignment to Higher-level Classification—An employee in a first-line
supervisory or higher classification who is assigned to perform the duties of a higher
classification for a period of 30-calendar days or more shall receive added compensation
for all time so served at the rate of pay for which the employee would qualify, were the
employee promoted to the higher classification. An employee in a first-line supervisory
classification or higher classification who is assigned to perform the duties of a higher
classification for a period of time of less than 30-calendar days shall not receive any
additional compensation for any of the time spent in the performance of such duties.
15.1.3 Training Duty Pay—Personnel assigned to training duty shall be compensated at
the rate of 5% higher than the employee’s base hourly rate of pay. The department will
maintain a list of qualified personnel who may temporarily fill training duty, as needed;
and who will be compensated at the appropriate rate of pay when doing this assignment.
15.2 Incentives—
15.2.1 Education Incentive—An employee who has successfully completed the
probationary period and who has one of the following shall receive additional
compensation.
15.2.1.1 Associate’s Degree—An associate’s degree from an accredited institution
of learning or who has completed 60 accredited units in education, which are
work-related shall be compensated at a rate that is 2.5% higher than the
employee’s base hourly rate of pay.
15.2.1.2 Bachelor’s Degree—A bachelor’s degree from an accredited institution
of learning, shall be compensated at a rate that is 5% higher than the employee’s
base hourly rate of pay.
15.2.2 Eligibility and Written Notification—It is the employee’s responsibility to submit
written notification to the department’s Training Manager, upon the date of eligibility,
requesting the education incentive. The incentive pay shall be effective in first full pay
period following the employee’s submission of all required documentation of eligibility
to the Training Manager. The employee will not be entitled to retroactive pay if the
written notice has not been submitted, and received as in compliance, until after the date
of eligibility.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 31
Article 16. Holidays for Civilian Personnel Exempt from Shift Holiday Pay
16.1 Day of Holiday Observation—Holidays that 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.
16.2 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 that the Council proclaims such a holiday.
16.3 Holiday Compensation for Employees on Injury, Illness, or Protected 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 protected Leave shall submit such
verification or certification of illness or injury as is satisfactory to the Chief of Police prior
to receiving compensation for the holiday.
Article 17. Industrial Injury or Illness for Civilian Personnel
17.1 Industrial Injury or Illness Leave—An employee who is absent from work and 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, shall be entitled to receive paid
leave for all time the employee is normally scheduled to work during a period of 90-
calendar days from the commencement of the injury or illness necessitating absence from
work.
17.2 Coordination with Workers’ Compensation—An employee on industrial injury or
illness leave shall assign to the City all workers’ compensation insurance proceeds received
by the employee during the period the employee is getting full compensation from the City
for all absent work hours.
17.3 Modified Duty—If the employee’s treating physician releases the employee to work
with restrictions and those restrictions can be accommodated, the employee will need to
return to work If not, the employee will not be eligible for City-paid industrial injury or
illness leave.
Article 18. Arbitration Procedure for Disciplinary Matters – Civilian Personnel
18.1 Appeal Rights—A regular, non-probationary non-sworn member may appeal the final
disciplinary decision of the appointing authority to binding arbitration so long as all the
following steps are fully complied with.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 32 July 1, 2025 through June 30, 2027
18.1.1 Level of Discipline—The discipline imposed consisted of a termination, demotion,
suspension of more than 40 hours, or any other type of discipline that results in a loss
of pay of more than 40 hours.
18.1.2 Written Request for Arbitration—The employee must submit a written request for
arbitration to the Police Chief, 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 of discipline. If this written request is not received by the Police Chief and
the Director of Human Resources within this time frame, the appeal will be waived.
18.1.3 Selection of an Arbitrator—An arbitrator will be selected by the employee 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 and law enforcement 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 and law enforcement
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.
18.1.4 Payment of Costs—The employee 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. The union may defer to the Legal Defense Fund or other entity employed for
the purpose of providing legal representation to bargaining unit members for purposes
of payment of any costs associated with the arbitration.
18.1.5 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.
18.1.6 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.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 33
Section 4 – Agreement Modification & Waiver
Article 19. Employees Covered
The provisions of this agreement apply to all employees represented by Unit C in the City of
South San Francisco Police Association. A Unit member must be employed by the City in a
position covered by this Agreement at the time settlement is reached, or when a successor
Memorandum of Understanding is reached, and that Agreement is ratified, in order to be
eligible for any limited retroactivity in salary or benefit increases that the successor
Memorandum of Understanding may provide.
Article 20. Modification
This Memorandum of Understanding shall supersede all existing and prior Memoranda of
Understanding between the City and Unit and conflicting personnel rules, regulations,
resolutions and ordinances. This Agreement does not modify any provisions of the Personnel
Rules and Regulations of the City, except as expressly provided herein.
Article 21. Agreement Modification and Waiver
21.1 Full and Entire Agreement—This Memorandum of Understanding sets forth the
full and entire agreement of the parties regarding the matters set forth herein, and any other
prior or existing understanding and agreements over these matters between the parties,
whether formal or informal, are hereby superseded in their entirety. In the event that the
provisions of this Agreement 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.
21.2 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 hereto unless made and executed in writing by
all parties hereto and approved by the City Council
21.3 Waiver—The waiver of any breach, term or condition of this Agreement by either
party shall not constitute a precedent in the future enforcement of all its terms and
provisions.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 34 July 1, 2025 through June 30, 2027
Article 22. Disputes
Any dispute over an interpretation of this Agreement shall be processed in accordance with the
procedures set forth in the Grievance Procedure in this Agreement.
Article 23. Signatures
In witness thereof, the parties hereto have executed this Agreement in the City of South San
Francisco on this__________ day of _________________, 2025.
For the Association: For the City:
Peter Hoffmann, Chief Negotiator Christopher Boucher, Chief Negotiator
Sean Curmi Ken Chetcuti, Police Captain
Daniel Finnegan Mich Mercado, Human Resources Manager
Justin Sakurai Leah Lockhart, Human Resources Director
Lucas Tvrdik Sharon Ranals, City Manager
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2025 through June 30, 2027 Page 35
Appendix A
Sworn and Civilian Classifications
Sworn Classifications
Police Recruit
Police Officer
Police Corporal
Police Sergeant
Civilian Classifications
Police Property and Evidence Specialist
Police Records Specialist
Police Service Technician
Senior Police Records Specialist
Supervising Police Records Specialist
Police Media Technician
Crime Analyst
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
City Hall
400 Grand Avenue, 1st Floor P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
Web Site Phone
www.ssf.net 650/877-8522 Tel
650/829-6698 Fax
The City of South
San Francisco
Memorandum of Understanding
between the
International Association of Firefighters, Local 1507
and the
City of South San Francisco
July 1, 2025 through June 30, 2027
Memorandum of Understanding
between the
International Association of Firefighters, Local 1507
and the
City of South San Francisco
July 1, 2025 through June 30, 2027
Table of Contents
Article Title Page
1 Preamble ............................................................................................................... 1
2 Union Rights ........................................................................................................ 1
2.1 Recognition ................................................................................................. 1
2.2 Payroll Deduction ....................................................................................... 1
2.3 Authorized Representatives ........................................................................ 1
2.3.1 Access ................................................................................................ 1
2.3.2 Union Business Time ......................................................................... 2
2.3.3 Release Time ...................................................................................... 2
2.4 Use of City Facilities, Equipment, and Records ......................................... 2
2.4.1 Meeting Facilities ............................................................................... 2
2.4.1.1 Exceptions .............................................................................. 2
2.4.1.2 Denial and Prohibitions .......................................................... 2
2.4.2 Bulletin Boards .................................................................................. 2
2.4.3 Union Reading Files ........................................................................... 2
2.4.4 Use of Department Equipment, Supplies, and Services ..................... 2
2.4.5 Access to City Records ...................................................................... 2
2.4.6 Access to Personnel Files ................................................................... 3
2.5 Copies of Memorandum of Understanding ................................................ 3
3 Non-discrimination .............................................................................................. 3
4 Wages and Compensation .................................................................................... 3
4.1 Definitions ................................................................................................... 3
4.1.1 Base Pay ............................................................................................. 3
4.1.2 Enhanced Pay ..................................................................................... 3
4.2 Wages .......................................................................................................... 3
4.3 Payment of Compensation .......................................................................... 4
4.3.1 Continuous Paid Regular Service ...................................................... 4
4.4 Time-in-Step ............................................................................................... 4
5 Special Compensation .......................................................................................... 4
5.1 Temporary Upgrade Pay ............................................................................. 4
5.1.1 Temporary Fire Captain Compensation ............................................. 4
5.1.2 Temporary Battalion Chief Compensation ........................................ 4
5.1.3 Temporary Engineer Compensation .................................................. 5
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page ii July 1, 2025 through June 30, 2027
Article Title Page
5.2 Temporary Safety Inspector Assignment .................................................... 5
5.3 Emergency Medical Technician I Fire Service (EMT I FS) Instructor
Assignment Compensation ......................................................................... 5
5.4 Emergency Medical Technician (EMT) Certification ................................ 5
5.4.1 Mandatory EMT Certification ........................................................... 5
5.5 Paramedic Preceptor Compensation/FTO ................................................... 5
5.6 Technical Rescue Incentive Pay ................................................................. 5
5.7 SCBA Technician ....................................................................................... 5
5.8 PPE Program Manager ................................................................................ 5
5.9 Promotion to Captain .................................................................................. 5
5.10 Fire Apparatus Engineer Compensation ..................................................... 6
5.10.1 Promotion to Fire Apparatus Engineer ........................................... 6
5.10.1.1 Six-month Probationary Period .......................................... 6
5.10.1.2 Twelve-month Probationary Period .................................... 6
5.10.2 Fire Apparatus Engineer Seniority ................................................. 6
5.11 Longevity Pay ............................................................................................. 6
5.11.1 7 Years ............................................................................................ 6
5.11.2 15 Years .......................................................................................... 6
5.12 Education Incentive Pay .............................................................................. 6
5.12.1 Associate’s or Bachelor’s Degree ................................................... 6
5.12.2 Accredited Units ............................................................................. 6
5.13 Education Expense Reimbursement Program ............................................. 6
5.13.1 Qualifying for the Program ............................................................. 7
5.13.1.1 Deputy Chief Review and Fire Chief Approval .................. 7
5.13.1.2 Reimbursement Request ..................................................... 7
5.14 Bilingual Incentive Rate .............................................................................. 7
5.14.1 Testing and Compensation .............................................................. 7
5.14.2 Eligibility ........................................................................................ 7
5.14.3 Language Determination ................................................................. 7
5.14.4 Current Languages in Effect ........................................................... 7
5.15 Acting Fire Marshal Compensation ............................................................ 7
5.16 Special Compensation Reportability ........................................................... 7
6 Assignments and 40-hour Classifications ............................................................ 8
6.1 Assignment and Classifications .................................................................. 8
6.2 Emergency Medical Technician (EMT) Certification ................................ 8
6.3 Assignment Positions Shift Overtime ......................................................... 8
6.4 Flexible Work Schedules ............................................................................ 8
6.5 Qualified Fire Investigator Standby Pay ..................................................... 8
6.5.1 Assignment ......................................................................................... 8
6.5.2 Amount ............................................................................................... 8
6.5.3 Standby Employee Responsibility ..................................................... 8
6.5.4 Standby and Sick Leave ..................................................................... 8
6.5.5 Standby and Call-in Pay ..................................................................... 8
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page iii
Article Title Page
6.5.6 Standby Day ....................................................................................... 8
6.6 Qualified Fire Investigator Call-in Pay ....................................................... 8
6.6.1 Rate of Pay ......................................................................................... 8
6.6.2 Reporting Pay Minimum .................................................................... 9
6.8 Safety Inspection Overtime Minimum ........................................................ 9
7 Uniforms .............................................................................................................. 9
7.1 Uniform Allowance ..................................................................................... 9
7.1.1 Uniform Allowance Amount ............................................................. 9
7.1.2 Uniform Allowance Distribution ....................................................... 9
7.1.3 Uniform Allowance While on Unpaid Leave Status ......................... 9
7.2 Leather Helmet ............................................................................................ 9
8 Benefits ................................................................................................................ 9
8.1 Insurance Benefits ....................................................................................... 9
8.1.1 Medical Insurance .............................................................................. 9
8.1.1.1 Available Plans ...................................................................... 9
8.1.1.2 Payment of Premium Costs .................................................... 9
8.1.1.2.1 Employee HMO Medical Premium Cost ................ 10
8.1.1.2.2 Employee Non-HMO Medical Premium Cost ........ 10
8.1.1.3 Effective Dates of Coverage .................................................. 10
8.1.1.4 Medical Plan Advisory Committee ........................................ 10
8.1.2 Dental Insurance ................................................................................ 10
8.1.2.1 Effective Dates of Coverage .................................................. 10
8.1.2.2 Employees Hired Before October 27, 2012 ........................... 10
8.1.2.2.1 Enhanced Dental Plan ............................................. 10
8.1.2.3 Employees Hired On or After October 27, 2012 .................. 10
8.1.2.3.1 Core Dental Plan ..................................................... 10
8.1.2.3.2 Buy-up Dental Plan ................................................. 10
8.1.3 Vision Insurance ................................................................................ 10
8.1.3.1 Effective Dates of Coverage .................................................. 11
8.1.3.2 Plan ......................................................................................... 11
8.2 Discretionary Benefit Option ...................................................................... 11
8.2.1 Proof of Alternate Insurance .............................................................. 11
8.2.2 Exercising the Option ......................................................................... 11
8.3 Long-term Disability Insurance .................................................................. 11
8.3.1 City Notification ................................................................................ 11
8.3.2 Effective Date .................................................................................... 11
8.3.3 Plan Payment ...................................................................................... 11
8.4 Section 125 Plan .......................................................................................... 11
8.4.1 Premium Contribution Plan ............................................................... 11
8.4.2 Dependent Care Plan .......................................................................... 12
8.4.3 Unreimbursed Medical Expense Plan ................................................ 12
8.5 Deferred Compensation .............................................................................. 12
8.6 Retirement Benefits ..................................................................................... 12
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page iv July 1, 2025 through June 30, 2027
Article Title Page
8.6.1 Retirement Plan .................................................................................. 12
8.6.2 Retirement Formula ........................................................................... 12
8.6.2.1 3% at Age 50 ......................................................................... 12
8.6.2.2 3% at Age 55 ......................................................................... 12
8.6.2.3 2.7% at Age 57 ...................................................................... 12
8.6.3 Optional Provisions Added ................................................................ 12
8.6.3.1 The 1959 Survivor Allowance ............................................... 12
8.6.3.2 Half Continuance ................................................................... 12
8.6.3.3 Sick Leave Service Credit ...................................................... 12
8.6.3.4 Military Service Credit ........................................................... 12
8.6.3.5 Pre-Retirement Optional Settlement 2 Death Benefit ............ 12
8.6.4 City Contribution to Retirement System ............................................ 12
8.6.5 Employee Contribution to Retirement System .................................. 12
8.6.6 Fire Safety Classic Members PERS Cost-sharing Contribution ........ 13
8.7 Sick Leave at Separation ............................................................................. 13
8.7.1 Payment of Unused Accumulated Sick Leave Accrued .................... 13
8.7.2 Sick Leave Payout Cap ...................................................................... 13
8.7.3 PERS Service Credit .......................................................................... 13
8.8 Retired Employee Health Benefits .............................................................. 13
8.8.1 Group Medical Insurance for Qualifying Retirees ............................. 13
8.8.2 Medical After Retirement Account (MARA) .................................... 14
8.8.3 Group Dental Insurance for Qualifying Retirees ............................... 14
8.8.4 Group Vision Insurance for Qualifying Retirees ............................... 14
8.8.5 Surviving Spouse Coverage ............................................................... 14
8.9 Medical Insurance for Spouse after Employee or Retiree Death ................ 14
8.10 Medical After Retirement Account (MARA) Plan ..................................... 14
9 Work Schedules and Hours of Work ................................................................... 14
9.1 Normal Hours of Work ............................................................................... 14
9.1.1 On-duty Shift Defined ........................................................................ 15
9.1.2 Off-duty Shift Defined ....................................................................... 15
9.1.3 Tour-of-Duty Defined ........................................................................ 15
9.1.4 Shift Schedule Defined ...................................................................... 15
9.1.5 Rest Periods ........................................................................................ 15
9.1.6 Time for Reporting for On-duty Shifts .............................................. 15
9.1.7 Departure of Employees from On-duty Shifts ................................... 15
9.1.8 Shift Trades ........................................................................................ 15
9.2 FLSA Work Period ..................................................................................... 15
9.2.1 Fire Suppression ................................................................................. 15
9.2.2 Non-Fire Suppression Safety Inspectors ............................................ 15
9.3 FLSA Overtime Compensation ................................................................... 15
9.4 Overtime ...................................................................................................... 16
9.4.1 Overtime Defined ............................................................................... 16
9.4.2 Overtime Records .............................................................................. 16
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page v
Article Title Page
9.4.3 Minimum Overtime ............................................................................ 16
9.4.4 Overtime Compensation Rates ........................................................... 16
9.4.4.1 Compensation Rate ................................................................ 16
9.4.4.2 Hold-over ............................................................................... 16
9.4.4.3 Non-emergency Call-in .......................................................... 16
9.4.4.4 Emergency Call-in ................................................................. 16
9.4.4.5 Court Time Minimum ............................................................ 16
9.4.5 Fire 40 Compensatory Time .............................................................. 16
9.4.5.1 Taking Compensatory Time ................................................... 16
9.4.6 Fire 56 Compensatory Time in Lieu of Overtime Pay ....................... 16
9.4.6.1 Program Requirements ........................................................... 17
9.4.6.2 Comp Time Cash-out ............................................................. 17
9.4.6.3 Separation from Unit .............................................................. 17
9.4.7 Exclusion of Trade Time .................................................................... 17
9.4.8 Minimum Staffing .............................................................................. 17
10 Holidays ............................................................................................................... 17
10.1 Authorized Holidays ................................................................................... 17
10.1.1 Full-day Holidays ............................................................................ 17
10.1.2 Half-day Holidays ........................................................................... 18
10.1.3 Shift Holiday Pay for 56-hour Employees ...................................... 18
10.1.4 Observed Holidays for 40-hour Employees .................................... 18
10.1.5 Discretionary Holiday ..................................................................... 18
10.1.6 Holiday Compensation for Employees on Industrial Injury or
Illness Leave ................................................................................... 18
10.1.7 Holiday Compensation for Employees on Non-industrial Sick
Leave or Family Care Leave ........................................................... 18
10.1.8 Employees Not Eligible for Holiday Compensation ....................... 18
11 Paid Leaves .......................................................................................................... 19
11.1 Vacation ...................................................................................................... 19
11.1.1 Vacation Accrual Rates for 40-hour Employees ............................. 19
11.1.2 Vacation Accrual Rates for 56-hour Employees ............................. 19
11.1.3 Vacation Selection .......................................................................... 19
11.1.3.1 Shift Vacation .................................................................. 19
11.1.3.2 Vacation Staffing ............................................................. 19
11.1.3.3 Unscheduled Vacation Selection ..................................... 19
11.1.4 Vacation Cash Out .......................................................................... 19
11.1.5 Vacation Accumulation ................................................................... 20
11.1.6 Vacation Compensation Payout Upon Separation .......................... 20
11.2 Sick Leave/Non-industrial Injury Illness Leave ......................................... 20
11.2.1 Definition ........................................................................................ 2
11.2.2 Amount of Sick Leave .................................................................... 20
11.2.3 Sick Leave Request ......................................................................... 20
11.2.4 Approval of Sick Leave Request .................................................... 20
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page vi July 1, 2025 through June 30, 2027
Article Title Page
11.2.5 Verification of Illness or Injury ...................................................... 20
11.2.5.1 Usual Verification ............................................................ 20
11.2.5.2 Doctor or Nurse Practitioner’s Verification ..................... 21
11.2.6 Prohibition from Engaging in Outside Occupation ......................... 21
11.2.7 Sick Leave Management Plan ......................................................... 21
11.2.7.1 Sick Leave Threshold ....................................................... 21
11.2.7.1.1 Employees Scheduled 56-Hour Workweeks .. 21
11.2.7.1.2 Employees Scheduled 40-Hour Workweeks .. 21
11.2.7.2 Leave Monitoring ............................................................. 21
11.2.7.3 Protected Leaves .............................................................. 21
11.2.7.4 Review and Counseling ................................................... 21
11.2.7.5 Sick Leave Management Plan Requirements ................... 22
11.2.7.6 Plan Stipulations .............................................................. 22
11.2.7.6.1 Personal Notification ...................................... 22
11.2.7.6.2 Examination ................................................... 22
11.2.7.6.3 Affidavit ......................................................... 22
11.2.7.6.4 Other Conditions ............................................ 22
11.2.7.7 Disciplinary Process ......................................................... 22
11.2.7.8 Maximum Paid Sick Leave Usage ................................... 22
11.2.8 Protected Sick Leave ....................................................................... 22
11.2.8.1 Leave Amount .................................................................. 22
11.2.8.2 Concurrent Use of Leave ................................................. 22
11.2.8.3 Leave Accounting ............................................................ 22
11.2.8.4 Notification Procedures .................................................... 23
11.2.8.5 Leave Verification ............................................................ 23
11.3 Bereavement Leave ..................................................................................... 23
11.3.1 Definition of Family Member for Bereavement Leave .................. 23
11.3.2 Leave Within California .................................................................. 23
11.3.3 Leave Outside California ................................................................ 23
11.4 Medical Appointment Leave ....................................................................... 23
11.4.1 Medical Appointment Leave Charged to Sick Leave for 56-hour
Employees ....................................................................................... 23
11.4.2 Medical Appointment Leave Charged to Sick Leave for 40-hour
Employees ....................................................................................... 23
11.5 Industrial Injury or Illness Leave ................................................................ 24
11.5.1 Administration of Leave ................................................................. 24
11.5.2 Modified-duty Program ................................................................... 24
11.5.3 Prohibition from Engaging in Outside Occupation ......................... 24
11.6 Pregnancy Disability and Childcare Leave ................................................. 24
11.7 Paid Parental Leave ..................................................................................... 24
12 Leave Conversion ................................................................................................ 24
12.1 Leave Conversion Factors ........................................................................... 24
12.1.1 56-hour Schedule ............................................................................ 24
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page vii
Article Title Page
12.1.1.1 Sick Leave Conversion .................................................... 24
12.1.1.2 Vacation Leave Conversion ............................................. 24
12.1.2 40-hour Schedule ............................................................................ 24
12.1.2.1 Sick Leave Conversion .................................................... 25
12.1.2.2 Vacation Leave Conversion ............................................. 25
12.1.2.3 Vacation Buy-back ........................................................... 25
13 Long-term Disability Program ............................................................................. 25
13.1 Application for Benefits .............................................................................. 25
13.2 Elimination Period ...................................................................................... 25
13.3 City Determination ...................................................................................... 25
13.3.1 Permanent and Stationary Status ..................................................... 25
13.3.2 Temporary Disability Status ........................................................... 25
13.4 Permanent and Stationary Determination ................................................... 25
13.5 Temporary Disability Determination .......................................................... 25
13.6 Permanent and Stationary Determination During Leave of Absence ......... 25
13.7 Accrued Vacation Payment ......................................................................... 26
13.8 Insurance Premium Payment ...................................................................... 26
14 Modified-duty Program ........................................................................................ 26
14.1 Modified-duty Program ............................................................................... 26
14.2 Coverage ..................................................................................................... 26
14.2.1 Determination and Required Reports .............................................. 26
14.2.1.1 Assignments ..................................................................... 26
14.2.1.2 Evaluation and Determination ......................................... 26
14.2.1.3 Medical Reports ............................................................... 26
14.2.1.4 Review of Assignment ..................................................... 26
14.3 Modified-duty Assignments, Definitions, and Restrictions ........................ 26
14.3.1 Assignments................................................................................... 26
14.3.2 Impact to Employee ....................................................................... 27
14.3.3 Fire Department Assignments ....................................................... 27
14.3.4 Normal Business Hour Assignments ............................................. 27
14.3.5 Case-by-Case Review .................................................................... 27
14.3.6 Field Emergency Responses .......................................................... 27
14.3.7 Reevaluations................................................................................. 27
14.3.8 Uniforms ........................................................................................ 27
14.3.9 Holidays ......................................................................................... 27
14.3.10 Vacation Scheduling ...................................................................... 27
14.4 Return-to-Full-duty Status .......................................................................... 27
15 Layoff and Demotion Policy ................................................................................ 27
15.1 Reduction in Force ...................................................................................... 27
15.2 Displaced Employees .................................................................................. 28
15.3 Seniority ...................................................................................................... 28
16 Residence Requirements ...................................................................................... 28
16.1 California Residency Requirement ............................................................. 28
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page viii July 1, 2025 through June 30, 2027
Article Title Page
16.2 Residency Stipend ....................................................................................... 28
17 Emergencies ......................................................................................................... 28
18 Discipline Provision ............................................................................................. 28
19 Grievance Procedure ............................................................................................ 29
19.1 Definition of a Grievance ............................................................................ 29
19.2 Stale Grievance ........................................................................................... 29
19.3 Grievance Steps ........................................................................................... 29
19.3.1 Step 1: Informal Discussion with Employee’s Supervisor ............ 29
19.3.2 Step 2: Formal Written Grievance to Employee’s Battalion Chief 29
19.3.3 Step 3: Waiver of Battalion Chief Review .................................... 29
19.3.4 Step 4: Grievance to Fire Chief ..................................................... 30
19.3.5 Step 5: Arbitration of Grievance ................................................... 30
19.3.6 Step 6: Informal Review by the City Manager .............................. 30
19.3.7 Step 7: Arbitration of a Grievance ................................................. 30
19.3.7.1 Selection of Arbitrator ..................................................... 30
19.3.7.2 Arbitrator Review ............................................................ 30
19.3.7.3 Duty of the Arbitrator ...................................................... 30
19.3.7.4 Payment of Costs ............................................................. 30
19.4 Effect of Failure of Timely Action ............................................................ 31
19.5 Non-Union Representation ........................................................................ 31
20 Agreement, Modification, and Waiver ................................................................ 31
20.1 Full and Entire Agreement .......................................................................... 31
20.2 Written Modification Required ................................................................... 31
20.3 Waiver ......................................................................................................... 31
20.4 Term of Agreement ..................................................................................... 31
21 Signatures ............................................................................................................. 32
APPENDIX ..........................................................................................................
A. Classifications ..................................................................................................... 33
B. Salary Schedule ................................................................................................... 34
C. Union Time Bank ................................................................................................ 35
D. Side Letter Agreement ........................................................................................ 35
Memorandum of Understanding
between the
International Association of Firefighters, Local 1507
and the
City of South San Francisco
July 1, 2025 through June 30, 2027
1. Preamble
This Memorandum of Understanding is entered into by the City of South San Francisco,
designated “City” and the International Association of Firefighters (IAFF), Local 1507,
AFL-CIO, designated “Union” as a mutual agreement of the wages, hours, and conditions
of employment in effect during the period of July 1, 2025 through June 30, 2027, for those
full-time regular employees working in classifications in the represented unit referred to
in this agreement.
2. Union Rights
2.1. Recognition—The City of South San Francisco recognizes the International Association
of Firefighters, Local 1507, AFL-CIO 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. Payroll Deduction—The City shall withhold Union dues and other lawfully permitted
deductions from employees’ salary and remit such withholdings to the Union, provided
the Union certifies in writing to the City that the Union has and will maintain each
employees’ authorization for such deductions.
2.3. Authorized Representatives—The Union shall provide and maintain with the Fire Chief a
list of the current officials of the Union, as well as the names of any other persons who are
authorized to officially represent the Union in its dealings with the City. No more than
eight (8) authorized representatives of the Union shall be City employees.
2.3.1. 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. Prior to entering the employee’s work location, the authorized
representative shall provide reasonable notice to the employee’s immediate
supervisor and shall attempt to arrange contact times, coinciding with an employee’s
lunch period or after 1700 hours and prior to 0800 hours. An employee’s immediate
supervisor shall have the right to make arrangements for a contact location and/or
contact time that is the least disruptive to departmental operations and the employee’s
work assignments.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 2 July 1, 2025 through June 30, 2027
2.3.2. Union Business Time—An authorized representative of the Union who is a City
employee shall perform Union responsibilities on off-duty time, except that such
responsibilities may be performed during on-duty time when the activity does not
interfere with departmental operations as determined by the Fire Chief or designee.
2.3.3. Release Time—The Fire Chief or designee may grant reasonable release time
without loss of time or pay to a Union authorized representative if, in the
representative’s absence, the needs of the department can be reasonably met and no
added costs are incurred by the department as the result of granting the release time
to the Union representative.
2.4. Use of City Facilities, Equipment and Records —
2.4.1. Meeting Facilities—City and/or department facilities will be made available to the
Union for the purpose of meeting with represented employees, provided that a Union
officer makes a written request to the Fire Chief or designee generally 2-calendar days
in advance of the meeting.
2.4.1.1. Exceptions—Exceptions to this 2-day notification requirement are in cases
of an emergency, in which case the request can be made verbally if followed in
writing. In addition, the 2-day limit will not be required in cases of unforeseen
circumstances.
2.4.1.2. Denial and Prohibitions—Use of City and/or department facilities will only
be denied in case of a conflict where prior usage was scheduled for the facility.
Except during the lunch period, meetings of Union representatives and
represented employees shall not be permitted during 0800 hours through 1700
hours except as approved by the Chief in advance.
2.4.2. Bulletin Boards—The City will furnish adequate space for bulletin boards to be
placed at reasonable locations for the exclusive use of the Union. The Union agrees
to post nothing of a discreditory nature about the City or its employees or that may be
offensive to members of the general public and other visitors to the fire stations. The
Union shall be responsible for maintaining bulletin boards exclusively used by the
Union in an orderly condition and shall promptly remove outdated materials.
2.4.3. Union Reading Files—The Union shall be allowed to maintain a Union reading file
at each represented employee work location. The Union reading file shall be used for
the purpose of distributing material and information, such as recent developments in
employee grievances and other controversial issues that are not suitable for posting
on bulletin boards accessible to the general public and visitors to the fire stations.
2.4.4. Use of Department Equipment, Supplies, and Services—The department shall
allow the Union to locate Union file cabinets at any Fire Station provided it is in a
location that is least disruptive to day-to-day operations as determined by the Fire
Chief or designee. The Union may use a desk at any Fire Station provided that the
department’s needs do not preclude the use of the desk. The Union may be allowed
to use the department’s copy machines, telephones, computer equipment, and supplies
provided that the Union reimburses the department for the cost of such use.
2.4.5. Access to City Records—The Union shall have reasonable access to all public
records of the City, as required by law. Access to departmental records, except
individual personnel records, shall be granted at the sole discretion of the City
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 3
employee responsible for the maintenance of such records. Nothing contained herein
shall compel any employee to allow a Union representative access to any files or
records. Union representatives may be granted access to non-confidential
departmental records, provided that the Union gives the City employee responsible
for such records a prior request stating the nature of the information desired, the
purpose for which the information will be used, and the time the representative desires
access to the records.
2.4.6. Access to Personnel Files—The Union may review a union employee’s
confidential personnel file, only if the employee signs a written consent form granting
the Union access to the file.
2.5. Copies of Memorandum of Understanding—The City shall post the current MOU,
including appendices and side letters, on the City’s Web site.
3. Non-discrimination
This agreement affords that no person shall in any way be favored or discriminated against
to the extent prohibited by law because of age, sex, sexual orientation, race, religion, ethnic
or national origin, physical and mental disability, political or religious opinions,
affiliations, to the extent to which a person chooses to engage or not engage in Union
activities, or any other basis protected by law.
4. Wages and 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, 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. Wages—All members of the bargaining unit shall receive across-the-board base pay
adjustments in the amounts and with the effective dates as follows:
Year 1 (July 1, 2025-June 30, 2026): effective July 4, 2025, or the first full pay
period following the adoption of the MOU by Council, four percent (4%)*;
Year 2 (July 1, 2026-June 30, 2027): effective the first full pay period of July 2026,
Four percent (4%);
Equity adjustments: All members of the bargaining unit shall receive a one percent
(1%) equity adjustment effective July 4, 2025*, or the first full pay period following
ratification and approval of this Agreement.
*The year one 4% across-the-board increase and 1% equity adjustment will be paid
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 4 July 1, 2025 through June 30, 2027
retroactive to July 4, 2025, provided that a tentative agreement is reached prior to June
30, 2025, and subsequently ratified by the membership and approved by Council.
Otherwise, there will be no retroactive across-the-board base pay adjustments.
4.3. Payment of Compensation—Each 56-hour employee shall be compensated on a biweekly
basis with a level pay plan of 112 hours (average 56-hour week). Each 40-hour employee
shall be compensated biweekly based on a 40-hour workweek Payment will normally be
made on the Thursday immediately following the conclusion of a City pay period. A City
pay period consists of 14-calendar days and begins on a Friday, which is the first day of a
pay period and ends on a Thursday, which is the last day of a pay period.
4.3.1. Continuous Paid Regular Service—An employee who is on continuous paid regular
service with the City in a classification covered by this agreement shall be in the unit.
Continuous paid regular service excludes all unpaid leaves of absence of an employee
and excludes all time an employee is not in a full-time regular employment status with
the City.
4.4. Time-in-Step—Each employee shall complete the following time at each step of the salary
schedule applicable to the employee’s classification prior to advancing to the next step in
the salary schedule.
Schedule Step Criteria
Entry .................. From date of hire to the completion of basic Firefighter academy.
1......................... After completion of academy to completion of probation.
2......................... After completing another full year
3......................... After completing another full year
4......................... After completing another full year
5......................... After completing another full year
5. Special Comensation
5.1. Temporary Upgrade Pay
5.1.1. Temporary Fire Captain Compensation—Employees in a classification below the
level of Fire Captain, who are assigned to perform the duties of a Fire Captain for a
period of one full hour or more, shall receive added compensation for all time served.
This compensation shall be at the hourly rate of pay the employee would otherwise
qualify were the employee promoted to the classification, which is Step 4 of the Fire
Captain salary schedule. An employee in a classification below the level of Fire
Captain who is assigned to perform those duties for a period of time less than one full
hour shall not receive additional compensation for any of the time spent in performing
such duties.
5.1.2. Temporary Battalion Chief Compensation—Employees in the classification of Fire
Captain who are assigned to perform the duties of a Battalion Chief for a period of
one full hour or more shall receive added compensation for all time served. This
compensation shall be for all time served at the rate of 5% above the employee’s base
hourly rate of pay or at the hourly rate of pay for which the employee would qualify,
were the employee promoted to the classification of Battalion Chief, whichever is
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 5
greater. An employee in the classification of Fire Captain who is assigned to perform
the duties of Battalion Chief for a period of less than one full hour shall not receive
additional compensation for any of the time spent in performing such duties.
5.1.3. Temporary Engineer Compensation—Employees in the classification of
Firefighter or Paramedic/Firefighter who are assigned to engineer duties for a period
of one full hour or more shall receive added compensation. This compensation shall
be for all time served at the rate of 5% above the employee’s base hourly rate of pay
An employee who is assigned to perform the duties of Engineer for a period of less
than one-full hour shall not receive additional compensation for any of the time spent
in performing such duties.
5.2. Temporary Safety Inspector Assignment—Employees in the classification of Firefighter,
Paramedic/Firefighter, or Fire Apparatus Engineer who are assigned to temporary Safety
Inspector duties shall receive an additional 5% compensation above the employee’s base
hourly rate of pay, including incentives.
5.3. Emergency Medical Technician I Fire Service (EMT I FS) Instructor Assignment
Compensation—Employees in the classification of Paramedic/Firefighter who are
assigned to perform the duties of an EMT I FS Instructor shall receive an additional 5%
compensation above the employee’s base hourly rate of pay, including incentives.
5.4. Emergency Medical Technician (EMT) Certification—Employees who maintain an
Emergency Medical Technician certification will receive 2.5% above their base hourly
rate of pay for which the employee otherwise qualifies. Such certification is mandatory
for each employee hired after 6/30/2001.
5.4.1. Mandatory EMT Certification—All employees hired into fire suppression positions
after 6/30/01 must maintain EMT certification. The City will continue to provide
training and remedial training to maintain recertification. Effective 7/1/2016, EMT
Certification pay was added to base compensation of Fire Apparatus Engineers. Fire
Apparatus Engineers and Paramedic Firefighters are not eligible for special
compensation under this article.
5.5. Paramedic Preceptor Compensation/FTO—Employees in the position of Paramedic/
Firefighter who meet the minimum State of California requirements for field preceptor
(California Code of Regulations, Title 22, Section 100149e) shall receive monetary
compensation for each hour served as a Paramedic Field Preceptor or FTO. The amount
of compensation shall be equal to 5% of the employee’s base hourly rate of pay.
5.6. Technical Rescue Incentive Pay—All members that are qualified and maintain training
according to department standards as defined by the Fire Chief shall receive two percent
(2%) of base salary. Members of the department must complete the required classes to
qualify as an expert in Technical Rescue. Technical Rescue will not be included in Total
Compensation until a simple majority of survey agencies offer a similar benefit.
5.7. SCBA Technician—SCBA certified employees assigned by the Chief as SCBA
Technicians shall receive two percent (2%) of base salary while assigned.
5.8. PPE Program Manager—Employees assigned by the Chief as PPE Program Managers
shall receive two percent (2%) of base salary while assigned.
5.9. Promotion to Captain—Employees promoted to Fire Captain shall be placed at Step 4 of
the established Fire Captain salary schedule.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 6 July 1, 2025 through June 30, 2027
5.10. Fire Apparatus Engineer Compensation—Effective 7/1/2016, the base pay for Fire
Apparatus Engineer shall be equal to the base pay for Paramedic Firefighter.
5.10.1. Promotion to Fire Apparatus Engineer—The selection process for the
classification of Fire Apparatus Engineer will be based on seniority and having
completed driver’s training qualifying them to serve as a Fire Apparatus Engineer.
Those employees who promoted to Fire Apparatus Engineer on or after 2/1/2002 shall
serve the following probationary periods.
5.10.1.1. Six-month Probationary Period—Employees with an original Personnel
Action Form processed for Acting Engineer of 3 or more years from the date of
regular appointment to Fire Apparatus Engineer shall serve a probationary
period of 6 months.
5.10.1.2. Twelve-month Probationary Period—Employees with an original
Personnel Action Form processed for Acting Engineer of less than 3 years from
the date of regular appointment to Fire Apparatus Engineer shall serve a
probationary period of 12 months.
5.10.2. Fire Apparatus Engineer Seniority—Seniority shall be based by time in the Fire
Department and not the promotional date per Policy and Procedures Manual, except
that this may be changed as needed for operational requirements in the sole discretion
of the Fire Chief through revision to the Policy and Procedures Manual. The City will
meet and consult with the IAFF before implementing any change but may implement
the change without necessarily reaching agreement.
5.11. Longevity Pay—
5.11.1. 7 Years—An employee who has completed 7 years of full-time regular
employment, is eligible and shall be compensated for Longevity Pay rate of an
additional 2.5% above the employee’s base hourly rate of pay.
5.11.2. 15 Years—After completion of 15 years of employment, the employee shall be
compensated an additional 1% above the employee’s base hourly rate of pay for a
total of 3.5% of Longevity Pay.
Longevity Pay at this new schedule shall be paid retroactive to July 4, 2025, provided that
a tentative agreement is reached prior to June 30, 2025, is subsequently ratified by the
membership within 2 weeks of signing, and is approved by Council. Otherwise, Longevity
Pay at the new schedule shall become effective the first full pay period after adoption of
this agreement by Council.
5.12. Education Incentive Pay—An employee may receive only one of the below listed
incentives at any time.
5.12.1. Associate’s or Bachelor’s Degree—The City shall pay 5% of base pay for an
Associate’s degree or 7.5% of base pay for a Bachelor’s degree upon submission of
official transcripts or diploma to the Fire Chief or his or her designee. The incentive
pay will be effective the pay period following Fire Chief or designee approval.
5.12.2. Accredited Units—The City will continue the 5% Accredited Unit incentive pay
pursuant to 5.11.1.1.3. Education Incentive Rate in the 2012-2014 MOU for
employees who had previously qualified under those terms.
5.13. Education Expense Reimbursement Program—An employee who takes a job-related
course at an accredited institution of learning shall be eligible for reimbursement of 50%
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 7
of the costs of tuition, fees and course materials up to $5,000 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.
5.13.1. Qualifying for the Program—In order to qualify for reimbursement, the employee
must:
5.13.1.1. Deputy Chief Review and Fire Chief Approval—Prior to enrollment, the
employee must submit to the Deputy Chief for review the course description and
a brief explanation regarding why the employee believes the course to be job-
related. Prior to enrollment, the employee must receive written approval of the
Fire Chief.
5.13.1.2. Reimbursement Request—Provided that the Fire Chief finds that the
course is job-related and approves the employee’s request, the employee shall
submit a request for reimbursement to the Deputy Chief 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.
5.14. Bilingual Incentive Rate—
5.14.1. Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures, and demonstrated 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.
5.14.2. Eligibility—To be eligible to participate in this program, employees must speak a
second language used by a segment of South San Francisco population, and must
routinely and consistently be required to communicate in the second language. 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.
5.14.3. Language Determination—Languages that are spoken in South San Francisco shall
be determined by reviewing the demographic data from the local school district.
5.14.4. Current Languages in Effect—The following languages shall qualify for an
employee to receive the bilingual incentive pay.
Spanish
Tagalog
Cantonese
Mandarin
American Sign Language
5.15. Acting Fire Marshal Compensation––Employees in the classification of Safety
Inspector II or Deputy Fire Marshal who, if assigned, by the Fire Chief to Acting Fire
Marshal for more than 4 hours shall receive added compensation for all time served. This
compensation shall be at the rate of 5% above the employee’s base hourly rate of pay or
at step 1 of the Fire Marshal base salary schedule, whichever is greater.
5.16. Special Compensation Reportability—The parties acknowledge that the California
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 8 July 1, 2025 through June 30, 2027
Public Employees Retirement System (CalPERS) determines whether compensation is
PERSable and that the parties are bound by the laws and rules governing CalPERS
regarding such determination.
6. Assignments and 40-hour Classifications
6.1. Assignments and Classifications—Some positions in the unit will be either a special
assignment or a permanent position with a 40-hour workweek schedule as identified in
Appendix A.
6.2. Emergency Medical Technician (EMT) Certification—Fire Prevention employees who
maintain an Emergency Medical Technician certification will receive 2.5% above their
base hourly rate of pay for which the employee otherwise qualifies.
6.3. Assignment Positions Shift Overtime—Shift overtime will be paid at the 56-hour rate for
the classification the employee was in prior to being assigned Safety Inspector II duties.
6.4. Flexible Work Schedules—Upon approval of the Fire Chief, an employee in a 40-hour
position may work a flexible work schedule that provides for a starting time or ending
time other than the normal workday provided that the schedule does not exceed 80 hours
in a pay period.
6.5. Qualified Fire Investigator Standby Pay—Employees who are designated by the Fire
Chief as qualified fire investigators may be eligible for standby pay as follows.
6.5.1. Assignment—Eligible employees must be assigned by the Fire Chief or designee
to standby status.
6.5.2. Amount—Standby pay is one hour of straight time base pay for each workday on-
call for after-hours coverage; and/or two hours of straight time base pay for each day
on-call during weekends and on City-observed holidays.
6.5.3. Standby Employee Responsibility—Employees are not working but must be
conveniently available to their supervisors by phone or pager, be in a fit condition to
report to work, and able to report to work within a reasonable period of time.
6.5.4. Standby and Sick Leave—Since it is presumed that the employee would be unable
to report to work when ill, an employee shall not receive standby pay at the same time
they are receiving sick pay.
6.5.5. Standby and Call-in Pay—An employee should not receive payment for hours
worked and on-call pay for the same hours. Once an employee reports to work, on-
call pay stops.
6.5.6. Standby Day—On weekdays, a standby day shall be considered the period between
the end of the employee’s regularly scheduled shift and the beginning of a new
workday or standby shift the following morning. On weekends and holidays, a
standby day shall be considered a 24-hour period for what would be the employee’s
regularly scheduled start time on a scheduled workday and ending 24 hours later.
6.6. Qualified Fire Investigator Call-in Pay—
6.6.1. Rate of Pay—An employee on standby status who responds to an authorized call to
work will be paid at their overtime rate of pay. Overtime compensation shall
commence at the time the employee reports for duty and shall conclude at the time
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 9
the employee is released from duty or upon the commencement of the employee’s
next regularly scheduled on-duty shift, whichever occurs first.
6.6.2. Reporting Pay Minimum—For each call-in, the employee will be paid for a
minimum of 2 hours or the actual time worked, whichever is greater. If the employee
is called in for a short period, goes home, then is called back to work again within the
original 2-hour period, the employee will not receive a second 2 hours of pay for
reporting in.
6.7. Safety Inspection Overtime Minimum—Any Fire Inspector required to perform an
inspection(s) outside of the employee’s normal work hours shall be paid a minimum of 2
hours of overtime pay.
7. Uniforms
7.1. Uniform Allowance—Uniform allowance is subject to the following conditions:
7.1.1. Uniform Allowance Amount—Uniform allowance is $1,100 per fiscal year.
7.1.2. Uniform Allowance Distribution—Uniform allowance will be made in twenty-six
(26) equal increments per year. With the allowance received, employees shall be
responsible for procuring and maintaining their uniforms and equipment as listed in
the department’s procedures manual.
7.1.3. Uniform Allowance While on Unpaid Leave Status—An employee who is absent
from work and in an unpaid leave status for the full pay period shall not be eligible
for the uniform allowance during that pay period.
7.2. Leather Helmet—After the completion of probation and upon the employee’s request, the
City will purchase for the employee a leather helmet (less the cost of the department issue
helmet). The employee’s cost of the leather helmet will be reimbursed to the City in two
equal payments over a 2-year period. The leather helmet becomes the property of the
employee.
8. Benefits
8.1. Insurance Benefits—Employees shall be eligible to receive benefits as follows:
8.1.1. Medical Insurance—
8.1.1.1. Available Plans—Subject to the terms and conditions of the City’s
contracts with medical insurance carriers, employees shall be permitted to select
medical insurance coverage for themselves and their eligible dependents from
one of the following plans:
Kaiser Permanente
Blue Shield of California
8.1.1.2. Payment of Premium Costs—The City shall pay the premium costs for
eligible employees and their dependents to the insurance provider for the plan
selected by each employee, in accordance with the terms and conditions
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 10 July 1, 2025 through June 30, 2027
prescribed by the contract with the carrier.
8.1.1.2.1. Employee HMO Medical Premium Cost —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).
8.1.1.2.2. Employee Non-HMO Medical Premium Cost —In addition to the
HMO premium share, employees enrolled in plans that are more expensive
than the HMO plans pay the difference between the HMO rate and the
premium rate for their selected plan based on plan provider and tier (single,
two, family).
8.1.1.3. Effective Dates of Coverage—The effective date of coverage for medical
insurance shall be the first day of the month following the month of employee
and dependent enrollment. Coverage shall terminate on the last day of the month
in which an employee separates from employment. Dependent coverage shall
terminate on the date prescribed by each provider’s contract for discontinuance
of no-longer-eligible dependents.
8.1.1.4. Medical Plan Advisory Committee—During the term of this agreement,
the City shall establish a committee, comprised of up to two union
representatives from each bargaining unit, to review options for changes in
medical plans, plan administration, or rate structures with the goal of lowering
the total cost of health plan premiums.
8.1.2. Dental Insurance—Subject to the terms and conditions of the City’s dental plan for
the Firefighters Association, employees and dependents shall be provided dental
insurance as follows:
8.1.2.1. Effective Dates of Coverage—Coverage shall become effective on the
first day of the month following date of hire with the City. Coverage shall
terminate on the last day of the month an employee separates from City
employment.
8.1.2.2. Employees Hired Before October 27, 2012—
8.1.2.2.1. Enhanced Dental Plan—The City shall pay the premium costs of the
enhanced dental plan for employees hired before October 27, 2012. The
enhanced dental plan provides a $3,000 calendar year maximum per
member and a $4,000 lifetime orthodontia benefit for each eligible
dependent child.
8.1.2.3. Employees Hired On or After October 27, 2012—
8.1.2.3.1. Core Dental Plan—The City shall pay the premium costs of the core
dental plan for employees hired on or after October 27, 2012. The core
dental plan provides a $2,000 calendar year maximum per member and a
$1,000 lifetime orthodontia benefit for each eligible dependent child.
8.1.2.3.2. Buy-up Dental Plan—Employees hired on or after October 27, 2012
may participate in the enhanced dental plan by paying the additional
premium costs over the core dental plan.
8.1.3. Vision Insurance—Subject to the terms and conditions of the City’s vision plan,
employees and dependents shall be provided vision insurance, with no premium costs
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 11
to employees.
8.1.3.1. Effective Dates of Coverage—Coverage shall become effective on the
first day of the month following enrollment and shall terminate on the last day
of the month an employee separates from City employment.
8.1.3.2. Plan—The vision plan is Vision Service Plan B with a $10.00 copay.
8.2. Discretionary Benefit Option—Employee who can demonstrate to the City’s satisfaction
that they have medical coverage elsewhere, may elect, once each year, to have the City
pay $550 per month in lieu of medical, dental, and vision benefits 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).
8.2.1. Proof of Alternate Insurance—An employee must provide proof of alternate
minimum essential coverage for the employee and the employee’s tax family from
another source, other than coverage obtained through Covered California.
8.2.2. 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 can demonstrate to the City’s satisfaction a bona-fide
need.
8.3. Long-term Disability Insurance—All bargaining unit members shall pay for and maintain
long-term disability insurance coverage with the California Association of Professional
Firefighters or any other approved carrier, subject to the terms and conditions of the City
of South San Francisco Firefighter Association’s contract with this provider. This long-
term disability insurance plan provides up to 77% of the enhanced salary of an employee
who qualifies for such payments.
8.3.1. City Notification—The Association agrees that the long-term disability benefit
provider will inform the City when an employee begins receiving long-term disability
insurance benefits and when the benefits end.
8.3.2. Effective Date—Long-term disability coverage becomes effective the first day of
the month following enrollment and terminates on the day an employee separates
from City employment.
8.3.3. Plan Payment—The City shall provide an amount equivalent to the plan’s costs,
but no more than $35.00 per month per unit member to pay and maintain their long-
term disability insurance. This amount will be given to the Firefighters’ Association
on behalf of each bargaining unit member for the long-term disability coverage, with
that amount included on each employee’s W-2 tax statements.
8.4. Section 125 Plan—Subject to the terms and conditions of the IRS and related regulations,
employees may participate in the City’s Section 125 Plan, which consists of a Dependent
Care Program and an Unreimbursed Medical Program. The City’s Third-Party
Administrator oversees the Section 125 Plan and has the final authority on Plan
requirements.
8.4.1. Premium Contribution Plan—Participants pay premium contributions for
employee and/or dependent coverage under the City's health care coverage plan(s) on
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 12 July 1, 2025 through June 30, 2027
a pre-tax basis, unless waived by the participant.
8.4.2. Dependent Care Plan—Participants may pay dependent care costs on a pre-tax
basis, up to $5,000 per year, for the fees of a licensed child-care provider.
8.4.3. Unreimbursed Medical Expense Plan—Participants may pay for approved medical
costs on a pre-tax basis that are not paid by the employee’s health care provider, up
to the IRS annual maximum.
8.5. Deferred Compensation—Employees are eligible to participate in the Deferred
Compensation Plans available to the City, subject to the terms and conditions of each plan
and the IRS.
8.6. Retirement Benefits—
8.6.1. Retirement Plan—Retirement benefits for sworn public safety employees shall be
those established by the Public Employees’ Retirement System (PERS) for Local
Safety members. Retirement benefits for Paramedic Firefighter Recruits shall be those
established for PERS Local Miscellaneous members.
8.6.2. Retirement Formula for Sworn Public Safety Employees—
8.6.2.1. 3% at age 50—Classic Members as defined by the Public Employees’
Pension Reform Act (PEPRA), who are hired before April 24, 2010, are
provided a retirement benefit formula of 3% at age 50 with one-year final
compensation.
8.6.2.2. 3% at age 55—Classic Members as defined by PEPRA, who are hired on
or after April 24, 2010, will be provided a retirement benefit formula of 3% at
age 55 with 3-year final compensation.
8.6.2.3. 2.7% at age 57—New Members as defined by PEPRA, will be provided
a retirement benefit formula of 2.7% at age 57 with 3-year final compensation.
8.6.3. Optional Provisions Added—Optional Public Agency Provisions under the
retirement system shall also be provided as follows:
8.6.3.1. The 1959 Survivor Allowance—As set forth in the Public Employees’
Retirement Law providing for third-tier benefits.
8.6.3.2. Half Continuance—As authorized in the contract between City and PERS
as provided by the Public Employees Retirement Law.
8.6.3.3. Sick Leave Service Credit—As provided by the Public Employees
Retirement Law.
8.6.3.4. Military Service Credit—Military Service Credit as public service as
provided by the Public Employees Retirement Law.
8.6.3.5. Pre-retirement Optional Settlement 2 Death Benefit—Effective
1/17/2003, and as provided for in the Public Employees Retirement Law.
8.6.4. City Contribution to Retirement System—The City shall pay the rate prescribed by
the Public Employees’ Retirement System for employer contributions in accordance
with the rules and regulations governing such contributions.
8.6.5. Employee Contribution to Retirement System—Employees will pay the employee
portion to the Public Employees’ Retirement System in accordance with the rules and
regulations governing such contributions.
Employees at 3% at age 50 and 3% at age 55 contribute 9% of pay.
Employees at 2.7% at age 57 contribute one-half of the normal cost.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 13
The employee contribution for Classic members as designated by CalPERS is
9% for Classic Safety and 8% for Classic Miscellaneous.
New Members as designated by CalPERS shall pay 50% of the total normal
cost rate, in accordance with Government Code 7522.30, not to exceed 12%.
Employee contributions will be tax-deferred under IRC Section 414(h)(2).
8.6.6. Fire Safety Classic Members PERS cost-sharing contribution—All Fire Safety
Classic members shall pay in addition to the current 9% employee contribution, 3%
of the employer rate, for a total employee commitment of 12%. The contributions will
be tax-deferred under IRC section 414(h)(2). Employee contributions will be credited
to each member’s account as normal contributions and will be refundable to members
who separate from CalPERS covered employment and elect to withdraw their
contributions.
8.7. Sick Leave at Separation—
8.7.1. Payment of Unused Accumulated Sick Leave Accrued —Upon death, full service
retirement, or disability retirement, an employee may elect to be paid for half of the
accrued and unused sick leave at the time of the qualifying event. Payment of unused
sick leave hours shall be made at the employee’s enhanced hourly rate of pay. Such
right to payment is deemed a property right and shall not be taken from the employee
without mutually agreed-upon compensation.
8.7.2. Sick Leave Payout Cap—The maximum payout of sick leave hours is 840 (50% of
1,680) for 56-hour employees or 600 (50% of 1,200) for 40-hour employees.
8.7.3. PERS Service Credit—In addition to receiving a cash payoff for accumulated sick
leave upon retirement as described above, an employee may apply all remaining sick
leave hours as credit towards retirement through the Public Employees’ Retirement
System. The employee may also, upon death, full-service retirement, or a disability
retirement, elect to not receive any cash payment and instead apply all of the accrued
sick leave towards Sick Leave Service Credit for a PERS retirement.
8.8. Retired Employee Health Benefits—
8.8.1. Group Medical Insurance for Qualifying Retirees—An employee who was hired
prior to April 24, 2010 (the date of adoption of an alternate retiree medical plan for
all City bargaining units similar to the plan described in Section 8.8.2.), 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 of their selected plan
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, or whose coverage is cancelled due to non-payment
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 14 July 1, 2025 through June 30, 2027
of any additional premiums for 180 days or more will permanently forfeit their
eligibility for retiree medical benefits pursuant to this provision.
8.8.2. Medical After Retirement Account (MARA)—An employee who was hired on or
after April 24, 2010 (the adoption of an alternate retiree medical plan for all City
bargaining units), will not be eligible to participate in the Retiree Medical Insurance
program described in 8.8.1. Instead, City shall make a contribution equal to 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).
8.8.3. 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.
8.8.4. 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.
8.8.5. Surviving Spouse Coverage—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/retiree must be enrolled in the health plan prior to death; 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
8.9. Medical Insurance for Spouse after Employee or Retiree Death—A retired employee’s
spouse shall be provided with 2 months of medical insurance coverage at the City’s
expense upon a retiree’s death. The City shall provide up to one year of City-paid medical
coverage to the spouse of an active employee who dies.
8.10. Medical After Retirement Account (MARA) Plan—IAFF Local 1507 member
employees may participate in the MARA Plan to the extent permitted under the existing
MARA Plan policy.
9. Work Schedules and Hours of Work
9.1. Normal Hours of Work—Employees shall work a normal schedule that includes shifts
arranged into tours of duty within a specified schedule, resulting in an average of 56 hours
of on-duty time per week over a period of a year. The schedule defines the normal work
schedule and hours of work for employees and is not a guarantee of hours or shifts of
work.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 15
9.1.1. On-duty Shift Defined—An on-duty shift shall be 24-consecutive hours of time
worked beginning at 0800 hours on a calendar day and ending at 0800 hours the
following calendar day. An on-duty shift is signified by the symbol “X”.
9.1.2. Off-duty Shift Defined—An off-duty shift shall be 24-consecutive hours of time off
beginning at 0800 hours of a calendar day and ending at 0800 hours the following
calendar day. An off-duty shift is signified by the symbol “O”.
9.1.3. Tour-of-Duty Defined—A Tour-of-Duty is a sequence of on-duty and off-duty
shifts patterned as defined in 9.1.4.
9.1.4. Shift Schedule Defined—A shift schedule shall be a series of tours of duty, with 3
different shift schedules. The 2/4 Work Schedule has workweeks and tours of duty.
There are 3 different work shifts in a 24-day cycle as follows:
A Shift XXOOOOXXOOOOXXOOOOXXOOOO
B Shift OOOOXXOOOOXXOOOOXXOOOOXX
C Shift OOXXOOOOXXOOOOXXOOOOXXOO
9.1.5. Rest Periods—During normal on-duty shifts, one rest period shall be permitted
between 0800 hours and 1200 hours and one between 1300 hours and 1700 hours,
provided that such rest periods do not interfere with effective operations.
9.1.6. Time for Reporting for On-duty Shifts—Employees must report for work for their
scheduled on-duty shift no later than 0800 hours.
9.1.7. Departure of Employees from On-duty Shifts—Employees shall not depart from
their on-duty shift and station until properly relieved. Exceptions may be made with
approval from the on-duty Battalion Chief for family emergency or sudden onset of
injury or illness.
9.1.8. Shift Trades—Allow for 1 quad-, 4 double- and unlimited single shift trades per
Policy and Procedures Manual, except that this may be changed as needed for
operational requirements in the sole discretion of the Fire Chief through revision to
the Policy and Procedures Manual. The City will meet and consult with the IAFF
before implementing any change but may implement the change without necessarily
reaching agreement.
Trades made to cover for Department approved training or education where backfill
and overtime cannot be provided shall not count against the shift trade caps.
Shift trade caps may be modified during the term of the contract by mutual
agreement between the Fire Chief and the union.
9.2. FLSA Work Period—The parties have agreed to a 7K exemption under the Fair Labor
Standards Act (FLSA), pursuant to 29 U.S.C. section 207(k), and each employee is
assigned to a work period for FLSA purposes as follows:
9.2.1. Fire Suppression—The work period is 24 days in length and begins at 0800 and
ends 24 consecutive days later.
9.2.2. Non-Fire Suppression Safety Inspectors—The standard work period is a 7
consecutive-day work period that begins at 12:01 am Friday and ends at 12 midnight
the following Thursday.
9.3. FLSA Overtime Compensation—Notwithstanding the contractual overtime benefits set
forth in this MOU, the FLSA overtime threshold applicable to fire suppression employees
is 182 hours actually worked in the 24-day work period.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 16 July 1, 2025 through June 30, 2027
9.4. Overtime—
9.4.1. Overtime Defined—Overtime is ordered and authorized work in excess of an
employee’s normal work schedule. The City will credit all paid leave as hours worked
for the purposes of overtime.
9.4.2. Overtime Records—Records of overtime worked shall be maintained in accordance
with procedures established by the Fire Chief.
9.4.3. Minimum Overtime—Except in instances when an employee is unable to depart
from an on-duty shift and station because the employee has not been properly
relieved, 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.
9.4.4. Overtime Compensation Rates—
9.4.4.1. Compensation Rate—Employees shall be compensated for all overtime
hours worked at the rate of 1.5 times the employee’s enhanced hourly rate of
pay.
9.4.4.2. Hold-over—Overtime compensation for an employee held over past the end
of an on-duty shift shall conclude immediately upon the employee being
properly relieved or upon the commencement of the employee’s next regularly
scheduled on-duty shift, whichever occurs first.
9.4.4.3. Non-emergency Call-in—Overtime compensation shall commence at the
time the employee reports for duty and shall conclude at the time the employee
is released from duty or upon the commencement of the employee’s next
regularly scheduled on-duty shift, whichever occurs first. Overtime for the
purpose of minimum staffing will be considered as non-emergency.
9.4.4.4. Emergency Call-in—Employees who respond to an emergency call-in that
is not immediately preceding or following the employee’s own regularly
scheduled on-duty shift shall receive a minimum of 4-hours compensation for
the response.
9.4.4.5. Court Time Minimum—Employees who are required, as part of their duty,
to report to court for purposes directly related to their job, shall be compensated
a minimum of 4 hours for the response.
9.4.5. Fire 40 Compensatory Time—An employee in a 40-hour position may, at the
employee’s option or the City’s option, receive pay for overtime hours worked or may
accumulate compensatory time as allowed by law up to a maximum of 100 hours in
lieu of pay for said overtime.
9.4.5.1. Taking Compensatory Time—The overtime hours worked may be taken as
compensatory time off provided anyone wishing to exercise this option must
give at least 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 functioning of the division.
9.4.6. Fire 56 Compensatory Time in Lieu of Overtime Pay—An employee in a 56-hour
position may, at the employee’s option or the City’s option, receive pay for overtime
hours worked or may accumulate compensatory time at a rate of 1.5 times the number
of hours worked up to a maximum of 96 hours. Accrued and unused comp time may
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 17
be taken in lieu of vacation hours, whenever vacation is taken.
9.4.6.1. Program Requirements—The City may terminate this program during the
term of this contract if it fails to meet the following criteria:
Scheduling software successfully manages comp time use;
There is no significant adverse impact on minimum staffing or
employees’ ability to take vacation or sick leave.
9.4.6.2. Comp Time Cash-out—Employees shall be permitted to receive a cash value
of up to the accrued hours of compensatory time per calendar year. Comp time
cash-out is subject to the following:
Comp time 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.
Time may be paid out twice annually in May and November, as long as,
employees have submitted an irrevocable election form in the prior calendar
year.
9.4.6.3. Separation from Unit—If an employee separates from the City or
promotes/transfers out of the unit, any accrued comp time shall be paid out at
that time.
9.4.7. Exclusion of Trade Time—Department permission for an employee to trade on-
duty shift time with another employee shall not be construed as an approved alteration
of an employee’s normal work schedule or hours of work. Nor shall such department-
permitted trades of on-duty shift time between employees be construed as ordered and
authorized work in excess of an employee’s normal work schedule and hours of work
for the purposes of establishing eligibility for overtime compensation of any kind.
9.4.8. Minimum Staffing—Minimum staffing level at 20 personnel at all time except that
minimum staffing may be changed as needed for operational requirements in the sole
discretion of the Fire Chief through revision to the Policy and Procedures Manual.
The City will meet and consult with the IAFF before implementing any change, but
may implement the change without necessarily reaching agreement.
10. Holidays
10.1. Authorized Holidays—The City observes the following holidays:
10.1.1. Full-day Holidays—
January 1st New Year’s Day
Third Monday in January Martin Luther King Birthday
Third Monday in February Washington’s Birthday Observed
Last Monday in May Memorial Day Observed
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 18 July 1, 2025 through June 30, 2027
June 19th Juneteenth
July 4th Independence Day
First Monday in September Labor Day
Second Monday in October Indigenous Peoples Day
November 11th Veterans’ Day
Fourth Thursday in November Thanksgiving Day
Fourth Friday in November Day following Thanksgiving
December 25th Christmas Day
10.1.2. Half-day Holidays—
December 24th Christmas Eve Day
December 31st New Year’s Eve Day
10.1.3. Shift Holiday Pay for 56-hour Employees—56-hour employees shall receive five
and one-half percent (5.5%) of compensation in lieu of observing City holidays. Such
payments shall be allocated to each biweekly pay period. Reporting of Holiday in
Lieu Pay for retirement purposes shall conform to CalPERS regulations requiring
reporting of Holiday in Lieu Pay allocated to each biweekly pay period.
10.1.4. Observed Holidays for 40-hour Employees—There are thirteen holidays per year,
which will be considered paid time off. Employees in paid status the entire day before,
as well as the entire day after a holiday is observed by the City, shall be entitled to
receive holiday pay. Holiday time shall be considered as hours worked. When a City-
observed holiday falls on the employee’s regularly scheduled day off, the employee
may either receive holiday pay or may request to take an alternate day off in the same
pay period as the holiday.
10.1.5. Discretionary Holiday—56-hour employees shall be eligible for 12 hours of
discretionary holiday and 40-hour employees shall be eligible for 8 hours of
discretionary holiday each calendar year. The discretionary holiday accrues in the first
pay period of each calendar year. New hires will accrue the discretionary holiday
upon their appointment as a regular employee with the City. Once accrued, this
discretionary holiday should be used before vacation leave. An employee who has not
used the discretionary holiday by the end of the last full pay period in each calendar
year shall forfeit this benefit that calendar year.
10.1.6. Holiday Compensation for Employees on Industrial Injury or Illness Leave—An
employee receiving compensation pursuant to the provisions of Section 4850 of the
Labor Code shall receive the same holiday compensation as the employee would have
received had the employee worked a normal on-duty shift time.
10.1.7. Holiday Compensation for 40-hour Employees on Non-industrial Sick Leave or
Family Care Leave—Unless the employee actually worked the holiday, an employee
who is scheduled to work on the day immediately preceding an actual holiday, on the
actual day of a holiday, and/or on the day immediately following an actual holiday
and who does not report for duty as scheduled due to personal injury or illness or due
to a family care leave absence may be required to submit verification or certification
as is satisfactory to the Fire Chief or designee prior to receiving compensation for the
holiday.
10.1.8. Employees Not Eligible for Holiday Compensation —A new 40-hour employee who
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 19
is not on full-time regular paid status for the entire pay period in which a holiday
occurs shall not be eligible for holiday compensation during that pay period. An
employee receiving long-term disability benefits shall not be eligible for holiday
compensation.
11. Paid Leaves
11.1. Vacation—Employees shall earn and be granted vacation leave.
11.1.1. Vacation Accrual Rates for 40-hour Employees—This leave will accrue based on
the 40-hour workweek rate as follows:
Accrual Rate Biweekly Annual
1st through 4th year ................ 4.62 hours 120 hours
5th through 14th year .............. 6.16 hours 160 hours
15th through 24th year ............ 7.69 hours 200 hours
25th and succeeding years ..... 9.23 hours 240 hours
11.1.2. Vacation Accrual Rates for 56-hour Employees—Employees shall accrue vacation
hours in accordance with the following schedule:
Accrual Rate Biweekly Annual
1st to 4th years ........................ 5.54 hours 144 hours
5th to 10th years...................... 8.31 hours 216 hours
11th to 14th years.................... 11.08 hours 288 hours
15th to 24th years.................... 13.85 hours 360 hours
25th and succeeding years ..... 16.62 hours 432 hours
11.1.3. Vacation Selection—
11.1.3.1. Shift Vacation—Each employee shall select vacation in not less than 24-
hour periods or multiple consecutive 24-hour periods by order of seniority
within the department. Such selections are to be made within each shift schedule.
After all employees have had the opportunity to select vacation time, those
employees who have scheduled at least 144 hours of vacation during the
calendar year will be allowed an additional two picks of 12-hour vacation
periods each.
11.1.3.2. Vacation Staffing—No more than 2 IAFF unit employees per shift may
be on vacation on any working day. However, 4 employees may be off on
vacation per shift if the fire suppression staffing is above 20, or if it does not
cause overtime, provided the employee requesting vacation calls before 7:45
a.m. to verify the staffing level.
11.1.3.3. Unscheduled Vacation Selection—Within the constraints of above,
unscheduled vacation may be requested on a first-come basis up to one shift
before the vacation would start. Ties are broken by seniority.
11.1.4. Vacation Cash Out—56-hour employees shall be permitted to cash out up to 96
hours of unused but accrued vacation during each calendar year. Forty-hour
employees shall be permitted to cash out up to forty (40) hours of vacation during
each calendar year. Vacation cash-out is subject to the following:
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 20 July 1, 2025 through June 30, 2027
Employees must have scheduled at least 80 hours of vacation during the calendar
year in which vacation is cashed out.
Employees must maintain a minimum of 80 hours of accrued vacation in their
vacation bank at time of payout.
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.
Time may be paid out twice annually in May and November, as long as, employees
have submitted an irrevocable election form in the prior calendar year.
11.1.5. 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. The Fire Chief
with City Manager approval shall have the ability to grant an exception to this
provision for bargaining unit members who reach their cap and are unable to use their
vacation due to exceptional circumstances to be defined by the Fire Chief. In these
situations, the Fire Chief with City Manager approval shall have the authority to grant
the bargaining unit member the right to cash out additional vacation or to allow the
member to temporarily exceed the vacation cap.
11.1.6. Vacation Compensation Payout Upon Separation—An employee who retires or
separates from City employment and who has accrued unused vacation time on record
shall be compensated at the employee’s enhanced hourly rate of pay for all
accumulated hours.
11.2. Sick Leave/Non-industrial Injury Illness Leave—
11.2.1. Definition—An employee who is temporarily and/or partially disabled from
performing the full scope of the usual and customary duties of the classification as
the result of an injury or illness, or other reasons as permitted by law, shall be eligible
to receive sick leave without loss of salary or benefits within the limits set forth below.
11.2.2. Amount of Sick Leave—56-hour employees will accrue 12 hours of sick leave per
month of employment, which may be accumulated without limit. 40-hour employees
accrue 8 hours of sick leave per month of employment, which may be accumulated
without limit.
11.2.3. Sick Leave Request—Employees shall complete and submit a request for paid sick
leave for each occurrence of sick leave in accordance with the policies and procedures
established by the Fire Chief.
11.2.4. Approval of Sick Leave Request—The Fire Chief or designee shall review all sick
leave requests and, if approved, the request shall be granted. The Fire Chief or
designee shall not unreasonably withhold approval of an employee’s sick leave
request.
11.2.5. Verification of Injury or Illness—
11.2.5.1. Usual Verification—An employee requesting paid sick leave shall
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 21
provide reasonable verification of the illness or injury, usually in the form of the
employee’s personal affidavit of injury or illness.
11.2.5.2. Doctor or Nurse Practitioner’s Verification—The Fire Chief or designee
may require a verification prepared and signed by a medical doctor, physician’s
assistant, or nurse practitioner, stating that the employee was unable to perform
his or her regular duties and that the employee is able to perform the full scope
of the normal and customary duties of the classification. This verification shall
be required when an employee is absent due to illness or injury for a period of
3-consecutive shifts. In addition, the Fire Chief may require a medical
verification any time there is a reasonable basis to believe that an individual
employee has abused the leave. Such medical verification requests shall not be
unreasonably imposed.
11.2.6. Prohibition from Engaging in Outside Occupation—An employee who is absent
from duty as the result of a non-industrial injury or illness and on paid sick leave shall
not perform duties in any occupation outside of the City service. This requirement is
intended to ensure that an absent employee is doing all that is necessary to facilitate
complete and swift recovery from the injury or illness causing temporary and/or
partial disability and absence from work.
11.2.7. Sick Leave Management Plan—The purpose of the sick leave management plan is
to provide a formal structure to correct excessive sick leave usage. Generally, the sick
leave management plan will become operative when an employee fails to respond to
the supervisor’s review and counseling. If circumstances are present that warrant
immediate action, the supervisor, with the approval of the Fire Chief or designee, may
place an employee on a sick leave management plan in conjunction with the review
and counseling of the employee concerning leave usage.
11.2.7.1. Sick Leave Threshold—
11.2.7.1.1. Employees Scheduled 56-hour Workweeks—Employees working
24-hour shifts, who exceed 144 hours or exceed 4 occurrences of sick leave
per calendar year will be subject to a review of sick leave usage.
11.2.7.1.2. Employees Scheduled 40-hour Workweeks—Employees working
40-hour workweeks, who exceed 56 hours or 7 occurrences of sick leave
per calendar year will be subject to a review of sick leave usage.
11.2.7.2. Leave Monitoring—The Fire Chief or designee will monitor sick leave
monthly. Any pattern detected, which meets the threshold defined above, will
be subject to review.
11.2.7.3. Protected Leaves—Leaves covered by FMLA/CFRA/PDL and Protected
Sick Leave pursuant to Article 11.2.8. shall be excluded from sick leave
management review and shall not be subject to requirements under a sick leave
management plan.
11.2.7.4. Review and Counseling—An employee whose use of sick leave falls
within the criteria outlined above shall meet with the immediate supervisor to
discuss the reasons and/or causes of the leave usage. If it is determined that there
are not mitigating circumstances affecting the use of sick leave, the supervisor
will counsel the employee on the proper use of such leave. Corrective action, if
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 22 July 1, 2025 through June 30, 2027
warranted, will be discussed with the employee.
11.2.7.5. Sick Leave Management Plan Requirements—When a sick leave
management plan is imposed, it will include a series of requirements that an
employee must adhere to during the 12-month period the plan is in effect.
Adherence to the requirements should serve to discourage excessive sick leave
use.
11.2.7.6. Plan Stipulations—The sick leave management plan stipulates that an
employee submit to the following when sick leave is used.
11.2.7.6.1. Personal Notification—Personally notify the on-duty shift battalion
chief of the illness/absence by telephone.
11.2.7.6.2. Examination—Have an examination by a medical doctor or nurse
practitioner on the day of the reported illness.
11.2.7.6.3. Affidavit—Obtain a note from a medical doctor or nurse practitioner
in medical terminology that indicates the extent the employee is precluded
from performing the job. A generalized medical return-to-work release
signed by a health care practitioner will not suffice in meeting this
requirement.
11.2.7.6.4. Other Conditions—Identify any other condition that the supervisor
deems appropriate for the specific circumstances to further discourage
unwarranted use of sick leave.
11.2.7.7. Disciplinary Process—Failure to adhere to the sick leave management
plan prescribed by an employee’s supervisor will result in disciplinary action.
11.2.7.8. Maximum Paid Sick Leave Usage—An employee who has insufficient
sick leave hours on record to cover absences from the job shall use accrued
vacation prior to receiving authorization for a medical leave of absence without
pay.
11.2.8. Protected Sick Leave—Employees are permitted to use up to half of their annual
sick leave accrual, in any calendar year, for the following purposes:
the diagnosis, care, or treatment of an existing health condition of, or preventive
care for the employee themselves;
the diagnosis, care or treatment of an existing health condition of, or preventive
care for an employee’s child (regardless of age or dependency status); parent;
parent-in-law; spouse; registered domestic partner; grandparent; grandchild;
sibling; or a “designated person” as defined by labor code 233 (only one person
may be designated for any 12-month period); or
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(ren).
11.2.8.1. Leave Amount—One-half of the employee’s annual accrual of sick leave is
protected and may be used for any of the purposes identified above.
11.2.8.2. Concurrent Use of Leave—This leave may run concurrently with FMLA,
CFRA, PDL or other protected leave permitted under federal or state law.
11.2.8.3. Leave Accounting—The accounting for protected sick leave shall be on a
payroll calendar year basis, effective the pay period including January 1 st of each
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 23
year.
11.2.8.4. Notification Procedures—An employee using protected sick leave is
required to designate such leave, including the qualifying reason for such leave,
for the absence on the appropriate City form.
11.2.8.5. Leave Verification—For protected sick leave taken due to the illness of the
employee or the employee’s family member/designated person, that consists of
three or more shifts,, employees shall be required to submit a licensed health
care provider’s medical certification, verifying the actual injury or illness of the
employee, or the need for the employee to care for the employee’s family
member/designated person due to illness or injury.. Such medical verification
shall not be unreasonably imposed.
11.3. Bereavement Leave—An employee shall be granted up to five (5) days of unpaid leave
in accordance with State Law and City Administrative Instruction Section VI. No. 40.
Concurrently, an employee may take paid leave of absence without loss of salary or
benefits upon the death or for the funeral of a family member as defined below.
11.3.1. Definition of Family Member for Bereavement Leave—This leave may be granted
for any of the following persons: spouse, domestic partner registered with the State
of California, child, child-in-law, parent, parent-in-law, step-parent, sibling, sibling-
in-law, step-sibling, grandparent and grandchild. Bereavement leave may be taken for
a person identified as the employee’s “designated person” for the purpose of protected
sick leave.
11.3.2. Leave Within California—56-hour employees may be granted up to a maximum of
48 on-duty hours of paid leave per occurrence for the death or to attend the funeral of
a family member within California. 40-hour employees may be granted up to 24 hours
of paid leave.
11.3.3. Leave Outside California—56-hour employees may be granted up to a maximum
of 72 on-duty hours of paid leave per occurrence for the death or to attend the funeral
of a family member outside of California. 40-hour employees may be granted up to
40 hours of paid leave.
11.4. Medical Appointment Leave—Employees shall receive leave with pay for
appointments with medical doctors and dentists in instances where the employee can
demonstrate that the appointment could not have been reasonably scheduled to occur on
an off-duty day. An employee requesting such paid leave shall receive approval of the Fire
Chief or designee prior to taking the leave. Such leave shall be authorized only for the
actual time necessary for the appointment and a reasonable travel time to and from the
appointment. Employees shall be required to submit a personal statement describing the
nature and need of such visits. The City reserves the right to confirm or verify any
appointment for which such leave is authorized.
11.4.1. Medical Appointment Leave Charged to Sick Leave for 56-hour Employees —The
first 11.2 hours per year of medical appointment leave will not be charged to sick
leave, all other absences related to medical appointments shall be charged to sick
leave.
11.4.2. Medical Appointment Leave Charged to Sick Leave for 40-hour Employees —The
first 8 hours per year of medical appointment leave will not be charged to sick leave,
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 24 July 1, 2025 through June 30, 2027
all other absences related to medical appointments shall be charged to sick leave.
11.5. Industrial Injury or Illness Leave—An employee who is temporarily and/or partially
disabled from performing the full scope of the usual and customary duties of the
classification as a result of an injury or illness, which has been determined to be
industrially caused shall be granted Industrial Injury or Illness Leave without loss of salary
or benefits.
11.5.1. Administration of Leave—The requirements and the amount of Industrial Injury or
Illness Leave granted an employee are prescribed in Labor Code Section 4850 and its
related sections in effect at the time of the industrial illness or injury.
11.5.2. Modified-duty Program—The department has a modified-duty program described
in another section of this agreement.
11.5.3. Prohibition from Engaging in Outside Occupation—An employee who is absent
from duty as a result of an industrial injury or illness and receiving Industrial Injury
or Illness Leave shall not perform duties in any occupation outside of the City service.
This requirement is intended to ensure that the employee is doing all that is necessary
to facilitate complete and swift recovery from the injury or illness that caused the
absence from duty and temporary and/or partial disability.
11.6. Pregnancy Disability and Childcare Leave—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 or
the placement of a child with an employee in connection with adoption. These leaves may
run concurrently with Pregnancy Disability, Family Medical Leave Act, or California
Family Rights Act leaves.
11.7. Paid Parental Leave—Employees shall be eligible for up to four calendar weeks of
paid leave for the birth, adoption or placement of a child/foster child to be used in
conjunction with FMLA/PDL/CFRA.
12. Leave Conversion
12.1. Leave Conversion Factors—Employees who change workweek schedules shall be
entitled to the following conversions. An employee working 56-hour schedule changing
to a 40-hour schedule will have accrued hours converted to a 40-hour equivalent
workweek. Employees working a 40-hour schedule changing to a 56-hour schedule will
have accrued hours converted to a 56-hour equivalent workweek. The following
conversion factors apply for each leave type:
12.1.1. 56-hour Schedule—A 56-hour schedule changed to a 40-hour workweek schedule
will have leaves converted in the following manner.
12.1.1.1. Sick Leave Conversion—Accrued sick leave hours will be converted by
multiplying by a factor of .7142857.
12.1.1.2. Vacation Leave Conversion—Accrued vacation hours will be converted
by multiplying by a factor of .555.
12.1.2. 40-hour Schedule—A 40-hour schedule changed to a 56-hour workweek schedule
will have leaves converted in the following manner.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 25
12.1.2.1. Sick Leave Conversion—Accrued sick leave hours will be converted by
multiplying by a factor of 1.4.
12.1.2.2. Vacation Leave Conversion—Accrued vacation hours will be converted
by multiplying by a factor of 1.8.
13. Long-term Disability Program
13.1. 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 paid leave and sick leave for which the employee is eligible
up to the 30th calendar day of disability, may file an application for long-term disability
insurance benefits in accordance with the requirements of the long-term disability
insurance plan.
13.2. Elimination Period—The elimination period for the long-term disability plan is 30
days. Employees will not be required to utilize sick leave in excess of this elimination
period in order to qualify for disability payment.
13.3. City Determination—If an employee has a long-term disability, the City shall
determine from medical documentation whether the employee is permanent and stationary
or whether the employee is temporarily disabled:
13.3.1. Permanent and Stationary Status—An employee is considered permanent and
stationary is he/she is incapacitated from performing the full scope of the usual and
customary duties of the classification.
13.3.2. Temporary Disability Status—An employee is considered temporarily disabled if
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.
13.4. Permanent and Stationary Determination—If the City determines from medical
documentation that the employee with or without accommodation is permanent and
stationary, the City may retire the employee or otherwise separate the employee from the
classification and/or from City service.
13.5. Temporary Disability Determination—If the City determines that the employee is
temporarily disabled from performing the full scope of the usual and customary duties of
the classification and that there exists a probability of complete recovery within a period
of 365 days, or a reasonable extension thereof, then the City may grant the employee a
leave of absence without pay for a period appropriate to the time necessary to determine
the employee’s ability to completely recover, or the City may not grant such leave and
separate the employee from the classification and/or from City service in accordance with
applicable law.
13.6. 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, and the employee is precluded from
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 26 July 1, 2025 through June 30, 2027
performing the duties of the classification with or without accommodation from, then the
City may retire the employee on a disability retirement or otherwise separate the employee
from the classification and/or City service at the time the employee’s condition becomes
permanent and stationary in accordance with applicable law.
13.7. Accrued Vacation Payment—Upon becoming eligible for long-term disability benefits
and 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.
13.8. Insurance Premium Payment—The City will continue to pay the insurance premiums
on behalf of a disabled employee and dependents if the employee has elected these
benefits, pursuant to the provisions for such payments otherwise provided in this
agreement, until the date of the employee’s separation from City service.
14. Modified-duty Program
14.1. Modified Duty Program—The purpose of the modified-duty program is to prevent
deterioration of skills, facilitate recovery, and eliminate a potential for income loss. It
minimizes the loss of productive time while at the same time reintroducing the employee
to work. Modified duty assignments will be structured so employees are not placed in a
duty status that would aggravate an injury or illness.
14.2. Coverage—Employees who suffer a temporary or partial disability due to an industrial
or non-industrial injury or illness will be covered by this modified duty program.
14.2.1. Determination and Required Reports—
14.2.1.1. Assignments—Modified duty assignments may be made following
evaluation and determination by the Fire Chief or designee. The determination
will be based on available medical information, and in consultation with the
employee or the employee’s immediate supervisor. Determinations will also be
based on the needs of the City and the impact of modified duty on departmental
operations.
14.2.1.2. Evaluation and Determination—The evaluation and determination of
modified duty assignments may be initiated by the Fire Chief or designee, at the
request of the employee’s immediate supervisor, or at the request of the
employee.
14.2.1.3. Medical Reports—Once the initial medical report is received by the
department, updated medical reports shall be submitted to the Fire Chief or
designee at two-week or 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 assignment has been made.
14.2.1.4. Review of Assignment—Reports will be evaluated by the Fire Chief or
designee for purposes of commencing, continuing, or terminating a modified
duty assignment.
14.3. Modified-duty Assignments, Definitions, and Restrictions —
14.3.1. Assignments—Modified duty assignments may consist of reduced work hours,
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 27
limited work, or any combination thereof.
14.3.2. Impact to Employee—Modified duty assignments will not adversely affect the
employee’s normal enhanced biweekly gross wages or retirement benefits.
14.3.3. Fire Department Assignments—Modified duty assignments will be within the
employee’s assigned department and will involve work that is within the employee’s
work limitations.
14.3.4. Normal Business Hour Assignments—The employee may be assigned modified-
duty work during normal office hours of 8:00 a.m. to 5:00 p.m., Monday through
Friday. If the employee has to attend a medical appointment pertaining to their work-
related injury while assigned to a modified duty shift, and that appointment conflicts
with their modified duty shift, the employee may take up to four hours off without
loss of pay each full pay period so that the employee may attend the related
appointment. Nothing in this section should be interpreted to prevent that employee
from using accrued leave to attend said appointments in excess of the four hour per
pay period limitation.
14.3.5. Case-by-Case Review—Specific modified-duty assignments will be developed
based on a case-by-case review of the medical restrictions, so as not to aggravate an
injury or illness.
14.3.6. Field Emergency Responses—Employees will not be placed in modified duty
assignments that, in the normal course of events, will require a direct field emergency
response.
14.3.7. Reevaluations—The employee shall be allowed to leave the modified duty
assignment due to any discomfort from or aggravation to the injury or illness, which
necessitated the employee going on modified duty status. Absences of 2 or more
occurrences during a modified duty assignment shall require an appointment and
evaluation with the treating physician.
14.3.8. Uniforms—Employees shall not be required to wear a uniform while on modified
duty assignments.
14.3.9. Holidays—Employees in a 40-hour per week modified duty status shall receive the
same holiday compensation as if still working in a 56-hour workweek assignment.
14.3.10. Vacation Scheduling—Employees assigned to modified duty work shall take their
vacation as normally scheduled. Vacations shall cover the same number of duty and
calendar days as would have been if the employee had remained on full duty.
14.4. Return-to-Full-duty Status—Employees will be returned to full duty as soon as
possible following medical certification that the employee is able to resume the essential
functions of the classification with or without accommodation.
15. Layoff and Demotion Policy
15.1. Reduction in Force—In the event of a reorganization or reduction in force, the
employee with the least service in the affected classification shall be demoted first. The
demoted employee shall be reassigned to a lower-related classification or assignment held
by an employee with less department seniority.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 28 July 1, 2025 through June 30, 2027
15.2. Displaced Employees—If the demoted employee will displace another employee with
less department seniority, and is not deemed capable by the City to work in that
classification or assignment, the demoted employee shall be laid off. The employee with
the least City service shall be laid-off first and so on until no further layoffs are needed.
This layoff and demotion practice shall continue through the ranks until the lowest
classification is reached and no further layoffs are needed.
15.3. Seniority—When layoffs are to occur, seniority is determined by years of service with
the City, not Fire Department years of service.
16. Residency
16.1. California Residency Requirement—Employees must reside within California. An
employee whose primary residence is outside of California as of July 1, 2025, who has
purchased a primary residence outside of California or who has an accepted purchase offer
for their primary residence outside of California prior to July 1, 2025, is excluded from
the California residency requirement.
16.2. Residency Stipend—Employees whose primary residence is within San Mateo
County, City and County of San Francisco, or Santa Clara County, shall receive a monthly
stipend of $500 per month. Residency Stiped shall be paid retroactive to July 4, 2025,
provided that a tentative agreement is reached prior to June 30, 2025, is subsequently
ratified by the membership within 2 weeks of signing, and is approved by Council.
Otherwise, Residency Stipend shall be paid beginning the first full pay period after
adoption of this agreement by Council.
17. Emergencies
Nothing contained in this agreement shall limit the authority of the department and the City
to make necessary changes during emergencies. The department and/or the City shall notify
the Union of such changes as soon as possible. Emergency assignments of employees shall
not exceed beyond the period of the crisis. An emergency is defined as an unforeseen
circumstance requiring immediate implementation of the change.
18. Discipline Provision
Employees covered by this agreement shall have the right to appeal the following kinds of
discipline, which shall only be imposed for just and proper cause, using the grievance
procedure contained in this agreement, for termination, demotion from one classification
to another classification, in-grade pay reduction, suspension without pay, written
reprimand, and involuntary removal from a special assignment where the removal results
in a loss in pay or transfer for punitive purposes. An employee who appeals a disciplinary
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 29
action must state in writing, initiating the appeal using the grievance procedure contained
in this agreement. Notwithstanding a request from an employee using the grievance
procedure contained in this agreement that his/her disciplinary appeal be heard by an
arbitrator, an appeal of a disciplinary action shall not be advanced to binding arbitration
unless the Union’s President notifies the City’s Human Resources Director in writing
within 30 days after receipt of the City Manager’s decision by the employee that the Union
requests that the appeal be advanced to arbitration.
19. Grievance Procedure
This grievance procedure shall be applied in resolving grievances filed by employees
covered by this agreement.
19.1. Definition of a Grievance—A grievance is defined as an allegation by an employee or
a group of employees that the City has failed to provide a condition of employment,
established by this agreement, provided that the condition of employment is not a matter
within the discretion of the Fire Chief or the City.
19.2. Stale Grievance—A grievance shall be void unless 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 the
45-calendar day period, plus such reasonable discovery period.
19.3. Grievance Steps—The general steps in the grievance procedures are as follows:
19.3.1. Step 1: Informal Discussion with Employee’s Supervisor—Before proceeding to
the formal grievance procedure, an employee shall discuss the grievance with
immediate supervisor in private and attempt to work out a satisfactory solution. If the
employee and immediate supervisor cannot work out a satisfactory solution, the
employee may then choose to represent him/herself individually. Or the employee
may request the assistance of an employee representative of choice, who has been
officially authorized by the Union, pursuant to this agreement, to put in writing and
formally present the grievance.
19.3.2. Step 2: Formal Written Grievance to Employee’s Battalion Chief—If the employee
chooses to formally pursue the grievance, it shall be presented in writing to the
Battalion Chief 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 this
agreement 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. Within 15-calendar days of receipt of the written grievance, the Battalion
Chief shall respond to the grievance with an answer in writing. If the grievance is not
resolved at this level, the employee shall have 15-calendar days from receipt of the
Battalion Chief’s answer in which to file an appeal to the Fire Chief.
19.3.3. Step 3: Waiver of Battalion Chief Review—If the grievance is not resolved after the
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 30 July 1, 2025 through June 30, 2027
informal discussion with the employee’s immediate supervisor, the grievant and the
Battalion Chief may, by mutual agreement, waive review of the grievance by the
Battalion Chief and proceed to present the grievance to the Fire Chief or designee.
19.3.4. Step 4: Grievance to Fire Chief—The Fire Chief or designee shall have 15-calendar
days after receipt of the grievance to review and answer it in writing. A meeting
between the Fire Chief or designee and the grievant and designated representative is
required at this level unless waived by mutual agreement.
19.3.5. Step 5: Arbitration of Grievance—In the event that the grievance is not resolved by
the Fire Chief or designee, the grievant may, within 30-calendar days after receipt of
the Fire Chief’s decision, request that the grievance be heard by an arbitrator.
19.3.6. Step 6: Informal Review by the City Manager—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 the 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.
19.3.7. Step 7: Arbitration of Grievance—
19.3.7.1. 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 the arbitrator.
19.3.7.2. Arbitrator Review—The provisions for arbitration are not intended and
shall not be construed to empower the arbitrator to change any condition of
employment, specifically covered by this agreement or to revise, modify, or
alter, in any respect, any provision contained in the agreement.
19.3.7.3. Duty of the 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 by the parties and to thereafter make written findings of fact
and disposition of the grievance, which shall be final and binding upon the
parties. The decision of the arbitrator shall be based solely on the interpretation
of the appropriate provisions of the agreement applicable to the grievance.
19.3.7.4. Payment of Costs—If the grievance concerns a written reprimand, the
Union will pay the cost of the arbitrator’s fee in its entirety. Otherwise, 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.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 31
19.4. Effect of Failure of Timely Action—Failure of the 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.
19.5. Non-Union Representation—In the event that an employee chooses to represent
him/herself, or arranges for a representative independent of the Union, the Fire Chief and
the City shall make no disposition of a grievance that is inconsistent with the terms and
conditions of this agreement. In the event an employee shall elect a hearing independently
under this Article, the Union shall have the right to be a full and equal party to such
proceedings for the purpose of protecting the interests of its members under the terms of
the agreement.
20. Agreement, Modification, and Waiver
20.1. Full and Entire Agreement—This agreement sets forth the full and entire agreement of
the parties regarding the matters set forth herein, and any other prior or existing
Understanding and 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 agreement are found to be in conflict with a City rule, regulation, or
resolution, the provision of this agreement shall prevail over such conflicting rule,
regulation, or resolution.
20.2. 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 and
approved by the City Council.
20.3. Waiver—The waiver of any breach, term, or condition of this agreement by either party
shall not constitute a precedent in the future enforcement of all its terms and provisions.
20.4. Term of Agreement—The term of this agreement is from July 1, 2022 through June 30,
2025.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 32 July 1, 2025 through June 30, 2027
21. Signatures
Except as amended herein and hereby, all terms and conditions of the agreement between
the City of South San Francisco and the International Association of Firefighters, Local
1507, as set forth originally in the Memorandum of Understanding for the period of July
1, 2025 through June 30, 2027 shall remain in full force and effect for the contract term
set forth herein.
Signed this ______ day of ________, 2025:
Jon Crawford, Chief Negotiator Christopher Boucher, Chief Negotiator
Dietrich Gale Leah Lockhart, Human Resources Director
Ryan Biberston Mich Mercado, Human Resources Manager
Larry Rosales Devin Flannery, Deputy Fire Chief
Jeff Cochran
Nelson Aranda
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 33
Appendix A
Classifications
The current classifications in this unit are the following:
Paramedic Firefighter Recruit
Paramedic/Firefighter
Fire Apparatus Engineer
Fire Captain
Safety Inspector I (40-hour schedule)
Safety Inspector II (40-hour schedule)
Senior Safety Inspector III (40-hour schedule)
Deputy Fire Marshal
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 34 July 1, 2025 through June 30, 2027
Appendix B
Salary Schedule
Effective July 4, 2025
JOB TITLE JOB
CODE
EFFECTIVE
DATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Fire Apparatus Engineer B120 7/4/2025 $46.98 $49.33 $51.80 $54.39 $57.11
Fire Apparatus Engineer
(40 Hours) B121 7/4/2025 $65.77 $69.06 $72.51 $76.14 $79.95
Fire Captain (40 Hours) B101 7/4/2025 $73.53 $77.21 $81.07 $85.12 $89.38
Fire Captain (56 Hours) B100 7/4/2025 $52.51 $55.14 $57.90 $60.80 $63.84
Fire Marshal - Deputy B205 7/4/2025 $76.90 $80.74 $84.78 $89.02 $93.47
Paramedic Firefighter B130 7/4/2025 $46.98 $49.33 $51.80 $54.39 $57.11
Paramedic Firefighter
Recruit (40 Hours) B135 7/4/2025 $62.64
Safety Inspector I B200 7/4/2025 $63.58 $66.76 $70.10 $73.60 $77.28
Safety Inspector II B195 7/4/2025 $69.91 $73.41 $77.08 $80.93 $84.98
Safety Inspector III B190 7/4/2025 $75.19 $78.95 $82.90 $87.04 $91.39
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2025 through June 30, 2027 Page 35
Appendix C
Union Time Bank
The City and the Union agree that a Union Time Bank will be established during the term of this
Agreement. The conditions for use of the bank will be established by mutual agreement, with the
parties making all reasonable efforts to have the Time Bank established and available for use no
later than December 31, 2012. It is understood that the use of the Time Bank cannot result in
financial cost to the City or have an adverse impact on staffing.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 36 July 1, 2025 through June 30, 2027
Appendix D
Side Letter Agreement
Between the City of South San Francisco and the IAFF Local 1507
The following list of issues are on-going in nature and will take more time to resolve. Therefore,
the parties agree to the following with respect to completing these processes:
1. Personnel Rules and Regulations: The City is in the process of updating the Personnel
Rules & Regulations/Personnel Board Rules and this process will extend beyond this
bargaining process. The City reserves the right to make changes to these rules and
processes during the term of this Agreement subject to meeting all meet and confer
obligations related to any changes.
2. Catastrophic Leave: The City is in the process of developing a catastrophic leave program.
The City agrees to satisfy all meet and confer obligations related to this program prior to
the implementation of the program. The City agrees to hold the first meeting with the IAFF
no later than 90 days from the date of adoption of the successor MOU.
3. Mental Health Initiatives: For the term of this 2025–2027 MOU, the City and IAFF will
meet to discuss mental health initiatives to support the Department and its First
Responders.
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
City Hall
400 Grand Avenue, 1st Floor P. O. Box 711
South San Francisco, CA 94080 South San Francisco, CA 94083
Web Site 650/877-8522 Tel
www.ssf.net 650/829-6699 Job Line
650/829-6698 Fax
Executive Management,
City Manager, and City Clerk Only
City of South San Francisco | Salary Schedule
Effective 7/4/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type MINIMUM CONTROL
POINT MAXIMUM
Assistant City Manager N100 7/4/2025 EXEC Hourly 134.18$ 147.60$ 162.36$
Bi-Weekly 10,734.40$ 11,808.00$ 12,988.80$
Monthly 23,257.87$ 25,584.00$ 28,142.40$
Assistant to the City Manager N180 7/4/2025 EXEC Hourly 80.30$ 88.33$ 97.16$
Bi-Weekly 6,424.00$ 7,066.40$ 7,772.80$
Monthly 13,918.67$ 15,310.53$ 16,841.07$
City Clerk E100 7/4/2025 ELECT Hourly 126.68$
Bi-Weekly 9,744.80$
Monthly 21,113.73$
City Manager N115 7/4/2025 CM Hourly 180.25$
Bi-Weekly 14,420.00$
Monthly 31,243.33$
Communications Director N190 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Deputy City Manager N120 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Director of Capital Projects N195 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Director of Economic & Community Development N140 7/4/2025 EXEC Hourly 117.53$ 129.28$ 142.21$
Bi-Weekly 9,402.40$ 10,342.40$ 11,376.80$
Monthly 20,371.87$ 22,408.53$ 24,649.73$
Director of Finance N145 7/4/2025 EXEC Hourly 119.61$ 131.57$ 144.73$
Bi-Weekly 9,568.80$ 10,525.60$ 11,578.40$
Monthly 20,732.40$ 22,805.47$ 25,086.53$
Fire Chief N150 7/4/2025 EXEC Hourly 137.16$ 150.88$ 165.97$
Bi-Weekly 10,972.80$ 12,070.40$ 13,277.60$
Monthly 23,774.40$ 26,152.53$ 28,768.13$
Page 1 of 1
Executive Management,
City Manager, and City Clerk Only
City of South San Francisco | Salary Schedule
Effective 7/4/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type MINIMUM CONTROL
POINT MAXIMUM
Director of Human Resources N130 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Director of Information Technology N165 7/4/2025 EXEC Hourly 118.48$ 130.33$ 143.36$
Bi-Weekly 9,478.40$ 10,426.40$ 11,468.80$
Monthly 20,536.53$ 22,590.53$ 24,849.07$
Library Director N110 7/4/2025 EXEC Hourly 115.71$ 127.28$ 140.01$
Bi-Weekly 9,256.80$ 10,182.40$ 11,200.80$
Monthly 20,056.40$ 22,061.87$ 24,268.40$
Director of Parks and Recreation N175 7/4/2025 EXEC Hourly 120.39$ 132.43$ 145.67$
Bi-Weekly 9,631.20$ 10,594.40$ 11,653.60$
Monthly 20,867.60$ 22,954.53$ 25,249.47$
Chief of Police N155 7/4/2025 EXEC Hourly 140.76$ 154.84$ 170.32$
Bi-Weekly 11,260.80$ 12,387.20$ 13,625.60$
Monthly 24,398.40$ 26,838.93$ 29,522.13$
Director of Public Works N160 7/4/2025 EXEC Hourly 124.45$ 136.89$ 150.58$
Bi-Weekly 9,956.00$ 10,951.20$ 12,046.40$
Monthly 21,571.33$ 23,727.60$ 26,100.53$
Page 1 of 1
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Accountant - Senior M625 7/4/2025 MID MGMT Hourly 57.30$ 60.17$ 63.18$ 66.34$ 69.66$
Accountant - Senior M625 7/5/2024 MID MGMT Bi-Weekly 4,584.00$ 4,813.60$ 5,054.40$ 5,307.20$ 5,572.80$
Accountant - Senior M625 7/5/2024 MID MGMT Monthly 9,932.00$ 10,429.47$ 10,951.20$ 11,498.93$ 12,074.40$
Accountant I M100 7/4/2025 MID MGMT Hourly 47.40$ 49.77$ 52.26$ 54.87$ 57.61$
Accountant I M100 7/5/2024 MID MGMT Bi-Weekly 3,792.00$ 3,981.60$ 4,180.80$ 4,389.60$ 4,608.80$
Accountant I M100 7/5/2024 MID MGMT Monthly 8,216.00$ 8,626.80$ 9,058.40$ 9,510.80$ 9,985.73$
Accountant II M620 7/4/2025 MID MGMT Hourly 52.10$ 54.71$ 57.45$ 60.32$ 63.34$
Accountant II M620 7/5/2024 MID MGMT Bi-Weekly 4,168.00$ 4,376.80$ 4,596.00$ 4,825.60$ 5,067.20$
Accountant II M620 7/5/2024 MID MGMT Monthly 9,030.67$ 9,483.07$ 9,958.00$ 10,455.47$ 10,978.93$
Accounting Assistant I A480 7/4/2025 AFSCME Hourly 31.77$ 33.36$ 35.03$ 36.78$ 38.62$
Accounting Assistant I A480 7/5/2024 AFSCME Bi-Weekly 2,541.60$ 2,668.80$ 2,802.40$ 2,942.40$ 3,089.60$
Accounting Assistant I A480 7/5/2024 AFSCME Monthly 5,506.80$ 5,782.40$ 6,071.87$ 6,375.20$ 6,694.13$
Accounting Assistant II A225 7/4/2025 AFSCME Hourly 34.91$ 36.66$ 38.49$ 40.41$ 42.43$
Accounting Assistant II A225 7/5/2024 AFSCME Bi-Weekly 2,792.80$ 2,932.80$ 3,079.20$ 3,232.80$ 3,394.40$
Accounting Assistant II A225 7/5/2024 AFSCME Monthly 6,051.07$ 6,354.40$ 6,671.60$ 7,004.40$ 7,354.53$
Administrative Assistant - Senior O340 7/4/2025 CONFID Hourly 43.34$ 45.51$ 47.79$ 50.18$ 52.69$
Administrative Assistant - Senior O340 7/5/2024 CONFID Bi-Weekly 3,467.20$ 3,640.80$ 3,823.20$ 4,014.40$ 4,215.20$
Administrative Assistant - Senior O340 7/5/2024 CONFID Monthly 7,512.27$ 7,888.40$ 8,283.60$ 8,697.87$ 9,132.93$
Administrative Assistant I O315 7/4/2025 CONFID Hourly 38.80$ 40.74$ 42.78$ 44.92$ 47.17$
Administrative Assistant I O315 7/5/2024 CONFID Bi-Weekly 3,104.00$ 3,259.20$ 3,422.40$ 3,593.60$ 3,773.60$
Administrative Assistant I O315 7/5/2024 CONFID Monthly 6,725.33$ 7,061.60$ 7,415.20$ 7,786.13$ 8,176.13$
Administrative Assistant II O310 7/4/2025 CONFID Hourly 40.86$ 42.90$ 45.05$ 47.30$ 49.67$
Administrative Assistant II O310 7/5/2024 CONFID Bi-Weekly 3,268.80$ 3,432.00$ 3,604.00$ 3,784.00$ 3,973.60$
Administrative Assistant II O310 7/5/2024 CONFID Monthly 7,082.40$ 7,436.00$ 7,808.67$ 8,198.67$ 8,609.47$
Accounting Supervisor M630 7/4/2025 MID MGMT Hourly 63.17$ 66.33$ 69.65$ 73.13$ 76.79$
Accounting Supervisor M630 7/5/2024 MID MGMT Bi-Weekly 5,053.60$ 5,306.40$ 5,572.00$ 5,850.40$ 6,143.20$
Accounting Supervisor M630 7/5/2024 MID MGMT Monthly 10,949.47$ 11,497.20$ 12,072.67$ 12,675.87$ 13,310.27$
Accounting Technician A230 7/4/2025 AFSCME Hourly 39.50$ 41.48$ 43.55$ 45.73$ 48.02$
Accounting Technician A230 7/5/2024 AFSCME Bi-Weekly 3,160.00$ 3,318.40$ 3,484.00$ 3,658.40$ 3,841.60$
Accounting Technician A230 7/5/2024 AFSCME Monthly 6,846.67$ 7,189.87$ 7,548.67$ 7,926.53$ 8,323.47$
Applications Analyst M810 7/4/2025 MID MGMT Hourly 62.31$ 65.43$ 68.70$ 72.14$ 75.75$
Applications Analyst M795 7/5/2024 MID MGMT Bi-Weekly 4,984.80$ 5,234.40$ 5,496.00$ 5,771.20$ 6,060.00$
Applications Analyst M795 7/5/2024 MID MGMT Monthly 10,800.40$ 11,341.20$ 11,908.00$ 12,504.27$ 13,130.00$
Building Inspector A135 7/4/2025 AFSCME Hourly 52.66$ 55.29$ 58.05$ 60.95$ 64.00$
Building Inspector A135 7/5/2024 AFSCME Bi-Weekly 4,212.80$ 4,423.20$ 4,644.00$ 4,876.00$ 5,120.00$
Building Inspector A135 7/5/2024 AFSCME Monthly 9,127.73$ 9,583.60$ 10,062.00$ 10,564.67$ 11,093.33$
Building Inspector - Senior A400 7/4/2025 AFSCME Hourly 59.42$ 62.39$ 65.51$ 68.79$ 72.23$
Building Inspector - Senior A400 7/5/2024 AFSCME Bi-Weekly 4,753.60$ 4,991.20$ 5,240.80$ 5,503.20$ 5,778.40$
Building Inspector - Senior A400 7/5/2024 AFSCME Monthly 10,299.47$ 10,814.27$ 11,355.07$ 11,923.60$ 12,519.87$
Building Maintenance Craftsworker A465 7/4/2025 AFSCME Hourly 42.44$ 44.56$ 46.79$ 49.13$ 51.59$
Building Maintenance Craftsworker A465 7/5/2024 AFSCME Bi-Weekly 3,395.20$ 3,564.80$ 3,743.20$ 3,930.40$ 4,127.20$
Building Maintenance Craftsworker A465 7/5/2024 AFSCME Monthly 7,356.27$ 7,723.73$ 8,110.27$ 8,515.87$ 8,942.27$
Building Maintenance Custodian A140 7/4/2025 AFSCME Hourly 31.15$ 32.71$ 34.35$ 36.07$ 37.87$
Building Maintenance Custodian A140 7/5/2024 AFSCME Bi-Weekly 2,492.00$ 2,616.80$ 2,748.00$ 2,885.60$ 3,029.60$
Building Maintenance Custodian A140 7/5/2024 AFSCME Monthly 5,399.33$ 5,669.73$ 5,954.00$ 6,252.13$ 6,564.13$
Building Maintenance Custodian - Lead A190 7/4/2025 AFSCME Hourly 39.46$ 41.43$ 43.50$ 45.67$ 47.95$
Building Maintenance Custodian - Lead A190 7/5/2024 AFSCME Bi-Weekly 3,156.80$ 3,314.40$ 3,480.00$ 3,653.60$ 3,836.00$
Building Maintenance Custodian - Lead A190 7/5/2024 AFSCME Monthly 6,839.73$ 7,181.20$ 7,540.00$ 7,916.13$ 8,311.33$
Building Maintenance Custodian - Senior A320 7/4/2025 AFSCME Hourly 34.31$ 36.03$ 37.83$ 39.72$ 41.71$
Building Maintenance Custodian - Senior A320 7/5/2024 AFSCME Bi-Weekly 2,744.80$ 2,882.40$ 3,026.40$ 3,177.60$ 3,336.80$
Building Maintenance Custodian - Senior A320 7/5/2024 AFSCME Monthly 5,947.07$ 6,245.20$ 6,557.20$ 6,884.80$ 7,229.73$
Building Official - Assistant M215 7/4/2025 MID MGMT Hourly 70.72$ 74.26$ 77.97$ 81.87$ 85.96$
Building Official - Assistant M215 7/5/2024 MID MGMT Bi-Weekly 5,657.60$ 5,940.80$ 6,237.60$ 6,549.60$ 6,876.80$
Building Official - Assistant M215 7/5/2024 MID MGMT Monthly 12,258.13$ 12,871.73$ 13,514.80$ 14,190.80$ 14,899.73$
Building Plan Reviewer A690 7/4/2025 AFSCME Hourly 56.99$ 59.84$ 62.83$ 65.97$ 69.27$
Page 1 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Building Plan Reviewer A690 7/5/2024 AFSCME Bi-Weekly 4,559.20$ 4,787.20$ 5,026.40$ 5,277.60$ 5,541.60$
Building Plan Reviewer A690 7/5/2024 AFSCME Monthly 9,878.27$ 10,372.27$ 10,890.53$ 11,434.80$ 12,006.80$
Childcare Assistant Supervisor M800 7/4/2025 MID MGMT Hourly 42.81$ 44.95$ 47.20$ 49.56$ 52.04$
Childcare Assistant Supervisor M800 7/5/2024 MID MGMT Bi-Weekly 3,424.80$ 3,596.00$ 3,776.00$ 3,964.80$ 4,163.20$
Childcare Assistant Supervisor M800 7/5/2024 MID MGMT Monthly 7,420.40$ 7,791.33$ 8,181.33$ 8,590.40$ 9,020.27$
City Building Official M210 7/4/2025 MID MGMT Hourly 82.38$ 86.50$ 90.83$ 95.37$ 100.14$
City Building Official M210 7/5/2024 MID MGMT Bi-Weekly 6,590.40$ 6,920.00$ 7,266.40$ 7,629.60$ 8,011.20$
City Building Official M210 7/5/2024 MID MGMT Monthly 14,279.20$ 14,993.33$ 15,743.87$ 16,530.80$ 17,357.60$
City Clerk - Assistant M830 7/4/2025 MID MGMT Hourly 58.69$ 61.62$ 64.70$ 67.94$ 71.34$
City Clerk - Assistant M830 7/5/2024 MID MGMT Bi-Weekly 4,695.20$ 4,929.60$ 5,176.00$ 5,435.20$ 5,707.20$
City Clerk - Assistant M830 7/5/2024 MID MGMT Monthly 10,172.93$ 10,680.80$ 11,214.67$ 11,776.27$ 12,365.60$
City Clerk Records Technician O415 7/4/2025 CONFID Hourly 40.86$ 42.90$ 45.05$ 47.30$ 49.67$
City Clerk Records Technician O415 7/5/2024 CONFID Bi-Weekly 3,268.80$ 3,432.00$ 3,604.00$ 3,784.00$ 3,973.60$
City Clerk Records Technician O415 7/5/2024 CONFID Monthly 7,082.40$ 7,436.00$ 7,808.67$ 8,198.67$ 8,609.47$
City Councilmember E110 12/11/2024 ELECT Hourly 129.23$
City Councilmember E110 12/11/2024 Bi-Weekly 646.15$
City Councilmember E110 12/11/2024 Monthly 1,399.99$
City Planner M155 7/4/2025 MID MGMT Hourly 80.02$ 84.02$ 88.22$ 92.63$ 97.26$
City Planner M155 7/5/2024 MID MGMT Bi-Weekly 6,401.60$ 6,721.60$ 7,057.60$ 7,410.40$ 7,780.80$
City Planner M155 7/5/2024 MID MGMT Monthly 13,870.13$ 14,563.47$ 15,291.47$ 16,055.87$ 16,858.40$
Code Enforcement Officer A145 7/4/2025 AFSCME Hourly 47.04$ 49.39$ 51.86$ 54.45$ 57.17$
Code Enforcement Officer A145 7/5/2024 AFSCME Bi-Weekly 3,763.20$ 3,951.20$ 4,148.80$ 4,356.00$ 4,573.60$
Code Enforcement Officer A145 7/5/2024 AFSCME Monthly 8,153.60$ 8,560.93$ 8,989.07$ 9,438.00$ 9,909.47$
Communications Dispatcher A150 7/4/2025 AFSCME Hourly 46.26$ 48.57$ 51.00$ 53.55$ 56.23$
Communications Dispatcher A150 7/5/2024 AFSCME Bi-Weekly 3,700.80$ 3,885.60$ 4,080.00$ 4,284.00$ 4,498.40$
Communications Dispatcher A150 7/5/2024 AFSCME Monthly 8,018.40$ 8,418.80$ 8,840.00$ 9,282.00$ 9,746.53$
Communications Dispatcher - Lead A155 7/4/2025 AFSCME Hourly 49.50$ 51.98$ 54.58$ 57.31$ 60.18$
Communications Manager M310 7/5/2024 AFSCME Bi-Weekly 3,960.00$ 4,158.40$ 4,366.40$ 4,584.80$ 4,814.40$
Communications Manager M310 7/5/2024 AFSCME Monthly 8,580.00$ 9,009.87$ 9,460.53$ 9,933.73$ 10,431.20$
Communications Dispatcher - Supervising A365 7/4/2025 AFSCME Hourly 54.58$ 57.31$ 60.18$ 63.19$ 66.35$
Communications Dispatcher - Supervising A365 7/5/2024 AFSCME Bi-Weekly 4,366.40$ 4,584.80$ 4,814.40$ 5,055.20$ 5,308.00$
Communications Dispatcher - Supervising A365 7/5/2024 AFSCME Monthly 9,460.53$ 9,933.73$ 10,431.20$ 10,952.93$ 11,500.67$
Communications Manager M310 7/4/2025 MID MGMT Hourly 70.87$ 74.41$ 78.13$ 82.04$ 86.14$
Communications Manager M310 7/5/2024 MID MGMT Bi-Weekly 5,669.60$ 5,952.80$ 6,250.40$ 6,563.20$ 6,891.20$
Communications Manager M310 7/5/2024 MID MGMT Monthly 12,284.13$ 12,897.73$ 13,542.53$ 14,220.27$ 14,930.93$
Computer Services Technician O525 7/4/2025 CONFID Hourly 49.67$ 52.15$ 54.76$ 57.50$ 60.37$
Computer Services Technician O525 7/5/2024 CONFID Bi-Weekly 3,973.60$ 4,172.00$ 4,380.80$ 4,600.00$ 4,829.60$
Computer Services Technician O525 7/5/2024 CONFID Monthly 8,609.47$ 9,039.33$ 9,491.73$ 9,966.67$ 10,464.13$
Computer Services Technician - Senior O530 7/4/2025 CONFID Hourly 52.15$ 54.76$ 57.50$ 60.38$ 63.40$
Computer Services Technician - Senior O530 7/5/2024 CONFID Bi-Weekly 4,172.00$ 4,380.80$ 4,600.00$ 4,830.40$ 5,072.00$
Computer Services Technician - Senior O530 7/5/2024 CONFID Monthly 9,039.33$ 9,491.73$ 9,966.67$ 10,465.87$ 10,989.33$
Crime Analyst C210 7/4/2025 PO NONWORN Hourly 54.33$ 57.05$ 59.90$ 62.89$ 66.03$
Crime Analyst C210 7/5/2024 PO NONWORN Bi-Weekly 4,346.40$ 4,564.00$ 4,792.00$ 5,031.20$ 5,282.40$
Crime Analyst C210 7/5/2024 PO NONWORN Monthly 9,417.20$ 9,888.67$ 10,382.67$ 10,900.93$ 11,445.20$
Cultural Arts Specialist A650 7/4/2025 AFSCME Hourly 42.17$ 44.28$ 46.49$ 48.81$ 51.25$
Cultural Arts Specialist A650 7/5/2024 AFSCME Bi-Weekly 3,373.60$ 3,542.40$ 3,719.20$ 3,904.80$ 4,100.00$
Cultural Arts Specialist A650 7/5/2024 AFSCME Monthly 7,309.47$ 7,675.20$ 8,058.27$ 8,460.40$ 8,883.33$
Deputy City Clerk O320 7/4/2025 CONFID Hourly 45.41$ 47.68$ 50.06$ 52.56$ 55.19$
Deputy City Clerk O320 7/5/2024 CONFID Bi-Weekly 3,632.80$ 3,814.40$ 4,004.80$ 4,204.80$ 4,415.20$
Deputy City Clerk O320 7/5/2024 CONFID Monthly 7,871.07$ 8,264.53$ 8,677.07$ 9,110.40$ 9,566.27$
Deputy Economic Community Development Director M145 7/4/2025 MID MGMT Hourly 89.10$ 93.55$ 98.23$ 103.14$ 108.30$
Deputy Economic Community Development Director M145 7/5/2024 MID MGMT Bi-Weekly 7,128.00$ 7,484.00$ 7,858.40$ 8,251.20$ 8,664.00$
Deputy Economic Community Development Director M145 7/5/2024 MID MGMT Monthly 15,444.00$ 16,215.33$ 17,026.53$ 17,877.60$ 18,772.00$
Deputy Finance Director M845 7/4/2025 MID MGMT Hourly 89.10$ 93.55$ 98.23$ 103.14$ 108.30$
Deputy Finance Director M845 7/5/2024 MID MGMT Bi-Weekly 7,128.00$ 7,484.00$ 7,858.40$ 8,251.20$ 8,664.00$
Page 2 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Deputy Finance Director M845 7/5/2024 MID MGMT Monthly 15,444.00$ 16,215.33$ 17,026.53$ 17,877.60$ 18,772.00$
Diversity, Equity and Inclusion Officer M540 7/4/2025 MID MGMT Hourly 57.58$ 60.46$ 63.48$ 66.65$ 69.98$
Diversity, Equity and Inclusion Officer M540 7/5/2024 MID MGMT Bi-Weekly 4,606.40$ 4,836.80$ 5,078.40$ 5,332.00$ 5,598.40$
Diversity, Equity and Inclusion Officer M540 7/5/2024 MID MGMT Monthly 9,980.53$ 10,479.73$ 11,003.20$ 11,552.67$ 12,129.87$
Economic Development Manager M190 7/4/2025 MID MGMT Hourly 80.02$ 84.02$ 88.22$ 92.63$ 97.26$
Economic Development Manager M190 7/5/2024 MID MGMT Bi-Weekly 6,401.60$ 6,721.60$ 7,057.60$ 7,410.40$ 7,780.80$
Economic Development Manager M190 7/5/2024 MID MGMT Monthly 13,870.13$ 14,563.47$ 15,291.47$ 16,055.87$ 16,858.40$
Economic Development Specialist M170 7/4/2025 MID MGMT Hourly 57.58$ 60.46$ 63.48$ 66.65$ 69.98$
Economic Development Specialist M170 7/5/2024 MID MGMT Bi-Weekly 4,606.40$ 4,836.80$ 5,078.40$ 5,332.00$ 5,598.40$
Economic Development Specialist M170 7/5/2024 MID MGMT Monthly 9,980.53$ 10,479.73$ 11,003.20$ 11,552.67$ 12,129.87$
Electrical Maintenance Supervisor M835 7/4/2025 MID MGMT Hourly 67.51$ 70.89$ 74.43$ 78.15$ 82.06$
Electrical Maintenance Supervisor M835 7/5/2024 MID MGMT Bi-Weekly 5,400.80$ 5,671.20$ 5,954.40$ 6,252.00$ 6,564.80$
Electrical Maintenance Supervisor M835 7/5/2024 MID MGMT Monthly 11,701.73$ 12,287.60$ 12,901.20$ 13,546.00$ 14,223.73$
Electrical Technician A160 7/4/2025 AFSCME Hourly 48.91$ 51.36$ 53.93$ 56.63$ 59.46$
Electrical Technician A160 7/5/2024 AFSCME Bi-Weekly 3,912.80$ 4,108.80$ 4,314.40$ 4,530.40$ 4,756.80$
Electrical Technician A160 7/5/2024 AFSCME Monthly 8,477.73$ 8,902.40$ 9,347.87$ 9,815.87$ 10,306.40$
Electrical Technician - Assistant A120 7/4/2025 AFSCME Hourly 36.10$ 37.90$ 39.80$ 41.79$ 43.88$
Electrical Technician - Assistant A120 7/5/2024 AFSCME Bi-Weekly 2,888.00$ 3,032.00$ 3,184.00$ 3,343.20$ 3,510.40$
Electrical Technician - Assistant A120 7/5/2024 AFSCME Monthly 6,257.33$ 6,569.33$ 6,898.67$ 7,243.60$ 7,605.87$
Electrical Technician - Lead A335 7/4/2025 AFSCME Hourly 60.35$ 63.37$ 66.54$ 69.87$ 73.36$
Electrical Technician - Lead A335 7/5/2024 AFSCME Bi-Weekly 4,828.00$ 5,069.60$ 5,323.20$ 5,589.60$ 5,868.80$
Electrical Technician - Lead A335 7/5/2024 AFSCME Monthly 10,460.67$ 10,984.13$ 11,533.60$ 12,110.80$ 12,715.73$
Electrical Technician - Senior A500 7/4/2025 AFSCME Hourly 53.66$ 56.34$ 59.16$ 62.12$ 65.23$
Electrical Technician - Senior A500 7/5/2024 AFSCME Bi-Weekly 4,292.80$ 4,507.20$ 4,732.80$ 4,969.60$ 5,218.40$
Electrical Technician - Senior A500 7/5/2024 AFSCME Monthly 9,301.07$ 9,765.60$ 10,254.40$ 10,767.47$ 11,306.53$
Emergency Services Manager M780 7/4/2025 MID MGMT Hourly 72.83$ 76.47$ 80.29$ 84.30$ 88.52$
Emergency Services Manager M780 7/5/2024 MID MGMT Bi-Weekly 5,826.40$ 6,117.60$ 6,423.20$ 6,744.00$ 7,081.60$
Emergency Services Manager M780 7/5/2024 MID MGMT Monthly 12,623.87$ 13,254.80$ 13,916.93$ 14,612.00$ 15,343.47$
EMS Battalion Chief M420 7/5/2024 PSM FIRE 80 Hourly 95.10$ 99.85$ 104.84$ 110.08$ 115.58$
EMS Battalion Chief M420 7/5/2024 PSM FIRE 80 Bi-Weekly 7,608.00$ 7,988.00$ 8,387.20$ 8,806.40$ 9,246.40$
EMS Battalion Chief M420 7/5/2024 PSM FIRE 80 Monthly 16,484.00$ 17,307.33$ 18,172.27$ 19,080.53$ 20,033.87$
Engineer - Associate M115 7/4/2025 MID MGMT Hourly 64.52$ 67.75$ 71.14$ 74.70$ 78.43$
Engineer - Associate M115 7/5/2024 MID MGMT Bi-Weekly 5,161.60$ 5,420.00$ 5,691.20$ 5,976.00$ 6,274.40$
Engineer - Associate M115 7/5/2024 MID MGMT Monthly 11,183.47$ 11,743.33$ 12,330.93$ 12,948.00$ 13,594.53$
Engineer - Principal M760 7/4/2025 MID MGMT Hourly 84.08$ 88.28$ 92.69$ 97.32$ 102.19$
Engineer - Principal M760 7/5/2024 MID MGMT Bi-Weekly 6,726.40$ 7,062.40$ 7,415.20$ 7,785.60$ 8,175.20$
Engineer - Principal M760 7/5/2024 MID MGMT Monthly 14,573.87$ 15,301.87$ 16,066.27$ 16,868.80$ 17,712.93$
Engineer- Senior M340 7/4/2025 MID MGMT Hourly 76.79$ 80.63$ 84.66$ 88.89$ 93.33$
Engineer- Senior M340 7/5/2024 MID MGMT Bi-Weekly 6,143.20$ 6,450.40$ 6,772.80$ 7,111.20$ 7,466.40$
Engineer- Senior M340 7/5/2024 MID MGMT Monthly 13,310.27$ 13,975.87$ 14,674.40$ 15,407.60$ 16,177.20$
Engineering Technician A167 7/4/2025 AFSCME Hourly 42.75$ 44.89$ 47.13$ 49.49$ 51.96$
Engineering Technician A167 7/5/2024 AFSCME Bi-Weekly 3,420.00$ 3,591.20$ 3,770.40$ 3,959.20$ 4,156.80$
Engineering Technician A167 7/5/2024 AFSCME Monthly 7,410.00$ 7,780.93$ 8,169.20$ 8,578.27$ 9,006.40$
Engineering Technician - Senior A168 7/4/2025 AFSCME Hourly 47.04$ 49.39$ 51.86$ 54.45$ 57.17$
Engineering Technician - Senior A168 7/5/2024 AFSCME Bi-Weekly 3,763.20$ 3,951.20$ 4,148.80$ 4,356.00$ 4,573.60$
Engineering Technician - Senior A168 7/5/2024 AFSCME Monthly 8,153.60$ 8,560.93$ 8,989.07$ 9,438.00$ 9,909.47$
Environmental Compliance Inspector - Senior D160 7/4/2025 WQCP OP ENG Hourly 58.43$ 61.35$ 64.42$ 67.64$ 71.02$
Environmental Compliance Inspector - Senior D160 7/5/2024 WQCP OP ENG Bi-Weekly 4,674.40$ 4,908.00$ 5,153.60$ 5,411.20$ 5,681.60$
Environmental Compliance Inspector - Senior D160 7/5/2024 WQCP OP ENG Monthly 10,127.87$ 10,634.00$ 11,166.13$ 11,724.27$ 12,310.13$
Environmental Compliance Inspector I D210 7/4/2025 WQCP OP ENG Hourly 47.09$ 49.44$ 51.91$ 54.51$ 57.24$
Environmental Compliance Inspector I D210 7/5/2024 WQCP OP ENG Bi-Weekly 3,767.20$ 3,955.20$ 4,152.80$ 4,360.80$ 4,579.20$
Environmental Compliance Inspector I D210 7/5/2024 WQCP OP ENG Monthly 8,162.27$ 8,569.60$ 8,997.73$ 9,448.40$ 9,921.60$
Environmental Compliance Inspector II D155 7/4/2025 WQCP OP ENG Hourly 51.79$ 54.38$ 57.10$ 59.95$ 62.95$
Environmental Compliance Inspector II D155 7/5/2024 WQCP OP ENG Bi-Weekly 4,143.20$ 4,350.40$ 4,568.00$ 4,796.00$ 5,036.00$
Environmental Compliance Inspector II D155 7/5/2024 WQCP OP ENG Monthly 8,976.93$ 9,425.87$ 9,897.33$ 10,391.33$ 10,911.33$
Page 3 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Environmental Compliance Supervisor M450 7/4/2025 MID MGMT Hourly 80.64$ 84.67$ 88.90$ 93.35$ 98.02$
Environmental Compliance Supervisor M450 7/5/2024 MID MGMT Bi-Weekly 6,451.20$ 6,773.60$ 7,112.00$ 7,468.00$ 7,841.60$
Environmental Compliance Supervisor M450 7/5/2024 MID MGMT Monthly 13,977.60$ 14,676.13$ 15,409.33$ 16,180.67$ 16,990.13$
Equipment Mechanic A170 7/4/2025 AFSCME Hourly 43.21$ 45.37$ 47.64$ 50.02$ 52.52$
Equipment Mechanic A170 7/5/2024 AFSCME Bi-Weekly 3,456.80$ 3,629.60$ 3,811.20$ 4,001.60$ 4,201.60$
Equipment Mechanic A170 7/5/2024 AFSCME Monthly 7,489.73$ 7,864.13$ 8,257.60$ 8,670.13$ 9,103.47$
Equipment Mechanic - Lead A345 7/4/2025 AFSCME Hourly 46.78$ 49.12$ 51.58$ 54.16$ 56.87$
Equipment Mechanic - Lead A345 7/5/2024 AFSCME Bi-Weekly 3,742.40$ 3,929.60$ 4,126.40$ 4,332.80$ 4,549.60$
Equipment Mechanic - Lead A345 7/5/2024 AFSCME Monthly 8,108.53$ 8,514.13$ 8,940.53$ 9,387.73$ 9,857.47$
Equipment Operator A175 7/4/2025 AFSCME Hourly 41.80$ 43.89$ 46.08$ 48.38$ 50.80$
Equipment Operator A175 7/5/2024 AFSCME Bi-Weekly 3,344.00$ 3,511.20$ 3,686.40$ 3,870.40$ 4,064.00$
Equipment Operator A175 7/5/2024 AFSCME Monthly 7,245.33$ 7,607.60$ 7,987.20$ 8,385.87$ 8,805.33$
Executive Assistant To The City Manager O410 7/4/2025 CONFID Hourly 50.23$ 52.74$ 55.38$ 58.15$ 61.06$
Executive Assistant To The City Manager O410 7/5/2024 CONFID Bi-Weekly 4,018.40$ 4,219.20$ 4,430.40$ 4,652.00$ 4,884.80$
Executive Assistant To The City Manager O410 7/5/2024 CONFID Monthly 8,706.53$ 9,141.60$ 9,599.20$ 10,079.33$ 10,583.73$
Financial Analyst - Senior M615 7/4/2025 MID MGMT Hourly 60.93$ 63.98$ 67.18$ 70.54$ 74.07$
Financial Analyst - Senior M615 7/5/2024 MID MGMT Bi-Weekly 4,874.40$ 5,118.40$ 5,374.40$ 5,643.20$ 5,925.60$
Financial Analyst - Senior M615 7/5/2024 MID MGMT Monthly 10,561.20$ 11,089.87$ 11,644.53$ 12,226.93$ 12,838.80$
Financial Analyst I M600 7/4/2025 MID MGMT Hourly 50.39$ 52.91$ 55.56$ 58.34$ 61.26$
Financial Analyst I M600 7/5/2024 MID MGMT Bi-Weekly 4,031.20$ 4,232.80$ 4,444.80$ 4,667.20$ 4,900.80$
Financial Analyst I M600 7/5/2024 MID MGMT Monthly 8,734.27$ 9,171.07$ 9,630.40$ 10,112.27$ 10,618.40$
Financial Analyst II M610 7/4/2025 MID MGMT Hourly 55.42$ 58.19$ 61.10$ 64.15$ 67.36$
Financial Analyst II M610 7/5/2024 MID MGMT Bi-Weekly 4,433.60$ 4,655.20$ 4,888.00$ 5,132.00$ 5,388.80$
Financial Analyst II M610 7/5/2024 MID MGMT Monthly 9,606.13$ 10,086.27$ 10,590.67$ 11,119.33$ 11,675.73$
Financial Services Manager M770 7/4/2025 MID MGMT Hourly 73.69$ 77.37$ 81.24$ 85.30$ 89.56$
Financial Services Manager M770 7/5/2024 MID MGMT Bi-Weekly 5,895.20$ 6,189.60$ 6,499.20$ 6,824.00$ 7,164.80$
Financial Services Manager M770 7/5/2024 MID MGMT Monthly 12,772.93$ 13,410.80$ 14,081.60$ 14,785.33$ 15,523.73$
Fire Apparatus Engineer (56 Hours)B120 7/4/2025 IAFF Hourly 46.98$ 49.33$ 51.80$ 54.39$ 57.11$
Fire Apparatus Engineer (56 Hours)B120 7/5/2024 IAFF Bi-Weekly 5,261.76$ 5,524.96$ 5,801.60$ 6,091.68$ 6,396.32$
Fire Apparatus Engineer (56 Hours)B120 7/5/2024 IAFF Monthly 11,400.48$ 11,970.75$ 12,570.13$ 13,198.64$ 13,858.69$
Fire Apparatus Engineer (40 Hours)B121 7/4/2025 IAFF Hourly 65.77$ 69.06$ 72.51$ 76.14$ 79.95$
Fire Apparatus Engineer (40 Hours)B121 7/5/2024 IAFF Bi-Weekly 5,261.60$ 5,524.80$ 5,800.80$ 6,091.20$ 6,396.00$
Fire Apparatus Engineer (40 Hours)B121 7/5/2024 IAFF Monthly 11,400.13$ 11,970.40$ 12,568.40$ 13,197.60$ 13,858.00$
Fire Battalion Chief (40 Hours)M205 7/5/2024 PSM FIRE 80 Hourly 95.10$ 99.85$ 104.84$ 110.08$ 115.58$
Fire Battalion Chief (40 Hours)M205 7/5/2024 PSM FIRE 80 Bi-Weekly 7,608.00$ 7,988.00$ 8,387.20$ 8,806.40$ 9,246.40$
Fire Battalion Chief (40 Hours)M205 7/5/2024 PSM FIRE 80 Monthly 16,484.00$ 17,307.33$ 18,172.27$ 19,080.53$ 20,033.87$
Fire Battalion Chief (56 Hours)M390 7/5/2024 PSM FIRE 112 Hourly 67.92$ 71.32$ 74.89$ 78.63$ 82.56$
Fire Battalion Chief (56 Hours)M390 7/5/2024 PSM FIRE 112 Bi-Weekly 7,607.04$ 7,987.84$ 8,387.68$ 8,806.56$ 9,246.72$
Fire Battalion Chief (56 Hours)M390 7/5/2024 PSM FIRE 112 Monthly 16,481.92$ 17,306.99$ 18,173.31$ 19,080.88$ 20,034.56$
Fire Captain (40 Hours)B101 7/4/2025 IAFF Hourly 73.53$ 77.21$ 81.07$ 85.12$ 89.38$
Fire Captain (40 Hours)B101 7/5/2024 IAFF Bi-Weekly 5,882.40$ 6,176.80$ 6,485.60$ 6,809.60$ 7,150.40$
Fire Captain (40 Hours)B101 7/5/2024 IAFF Monthly 12,745.20$ 13,383.07$ 14,052.13$ 14,754.13$ 15,492.53$
Fire Captain (56 Hours)B100 7/4/2025 IAFF Hourly 52.51$ 55.14$ 57.90$ 60.80$ 63.84$
Fire Captain (56 Hours)B100 7/5/2024 IAFF Bi-Weekly 5,881.12$ 6,175.68$ 6,484.80$ 6,809.60$ 7,150.08$
Fire Captain (56 Hours)B100 7/5/2024 IAFF Monthly 12,742.43$ 13,380.64$ 14,050.40$ 14,754.13$ 15,491.84$
Fire Chief - Deputy M110 7/5/2024 PSM FIRE 80 Hourly 110.66$ 116.19$ 122.00$ 128.10$ 134.51$
Fire Chief - Deputy M110 7/5/2024 PSM FIRE 80 Bi-Weekly 8,852.80$ 9,295.20$ 9,760.00$ 10,248.00$ 10,760.80$
Fire Chief - Deputy M110 7/5/2024 PSM FIRE 80 Monthly 19,181.07$ 20,139.60$ 21,146.67$ 22,204.00$ 23,315.07$
Fire Marshal M410 7/5/2024 PSM FIRE 80 Hourly 95.10$ 99.85$ 104.84$ 110.08$ 115.58$
Fire Marshal M410 7/5/2024 PSM FIRE 80 Bi-Weekly 7,608.00$ 7,988.00$ 8,387.20$ 8,806.40$ 9,246.40$
Fire Marshal M410 7/5/2024 PSM FIRE 80 Monthly 16,484.00$ 17,307.33$ 18,172.27$ 19,080.53$ 20,033.87$
Fire Marshal - Deputy B205 7/4/2025 IAFF Hourly 76.90$ 80.74$ 84.78$ 89.02$ 93.47$
Fire Marshal - Deputy B205 7/5/2024 IAFF Bi-Weekly 6,152.00$ 6,459.20$ 6,782.40$ 7,121.60$ 7,477.60$
Fire Marshal - Deputy B205 7/5/2024 IAFF Monthly 13,329.33$ 13,994.93$ 14,695.20$ 15,430.13$ 16,201.47$
Groundsperson A505 7/4/2025 AFSCME Hourly 39.90$ 41.90$ 43.99$ 46.19$ 48.50$
Page 4 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Groundsperson A505 7/5/2024 AFSCME Bi-Weekly 3,192.00$ 3,352.00$ 3,519.20$ 3,695.20$ 3,880.00$
Groundsperson A505 7/5/2024 AFSCME Monthly 6,916.00$ 7,262.67$ 7,624.93$ 8,006.27$ 8,406.67$
Housing Manager M195 7/4/2025 MID MGMT Hourly 80.02$ 84.02$ 88.22$ 92.63$ 97.26$
Housing Manager M195 7/5/2024 MID MGMT Bi-Weekly 6,401.60$ 6,721.60$ 7,057.60$ 7,410.40$ 7,780.80$
Housing Manager M195 7/5/2024 MID MGMT Monthly 13,870.13$ 14,563.47$ 15,291.47$ 16,055.87$ 16,858.40$
Human Resources Analyst - Senior M271 7/4/2025 MID MGMT Hourly 58.29$ 61.20$ 64.26$ 67.47$ 70.84$
Human Resources Analyst - Senior M271 7/5/2024 MID MGMT Bi-Weekly 4,663.20$ 4,896.00$ 5,140.80$ 5,397.60$ 5,667.20$
Human Resources Analyst - Senior M271 7/5/2024 MID MGMT Monthly 10,103.60$ 10,608.00$ 11,138.40$ 11,694.80$ 12,278.93$
Human Resources Analyst I M700 7/4/2025 MID MGMT Hourly 48.18$ 50.59$ 53.12$ 55.78$ 58.57$
Human Resources Analyst I M700 7/5/2024 MID MGMT Bi-Weekly 3,854.40$ 4,047.20$ 4,249.60$ 4,462.40$ 4,685.60$
Human Resources Analyst I M700 7/5/2024 MID MGMT Monthly 8,351.20$ 8,768.93$ 9,207.47$ 9,668.53$ 10,152.13$
Human Resources Analyst II M270 7/4/2025 MID MGMT Hourly 52.95$ 55.60$ 58.38$ 61.30$ 64.37$
Human Resources Analyst II M270 7/5/2024 MID MGMT Bi-Weekly 4,236.00$ 4,448.00$ 4,670.40$ 4,904.00$ 5,149.60$
Human Resources Analyst II M270 7/5/2024 MID MGMT Monthly 9,178.00$ 9,637.33$ 10,119.20$ 10,625.33$ 11,157.47$
Human Resources Manager M775 7/4/2025 MID MGMT Hourly 77.40$ 81.27$ 85.33$ 89.60$ 94.08$
Human Resources Manager M775 7/5/2024 MID MGMT Bi-Weekly 6,192.00$ 6,501.60$ 6,826.40$ 7,168.00$ 7,526.40$
Human Resources Manager M775 7/5/2024 MID MGMT Monthly 13,416.00$ 14,086.80$ 14,790.53$ 15,530.67$ 16,307.20$
Human Resources Technician O265 7/4/2025 CONFID Hourly 40.09$ 42.09$ 44.19$ 46.40$ 48.72$
Human Resources Technician O265 7/5/2024 CONFID Bi-Weekly 3,207.20$ 3,367.20$ 3,535.20$ 3,712.00$ 3,897.60$
Human Resources Technician O265 7/5/2024 CONFID Monthly 6,948.93$ 7,295.60$ 7,659.60$ 8,042.67$ 8,444.80$
Information Systems Administrator M650 7/4/2025 MID MGMT Hourly 68.02$ 71.42$ 74.99$ 78.74$ 82.68$
Information Systems Administrator M650 7/5/2024 MID MGMT Bi-Weekly 5,441.60$ 5,713.60$ 5,999.20$ 6,299.20$ 6,614.40$
Information Systems Administrator M650 7/5/2024 MID MGMT Monthly 11,790.13$ 12,379.47$ 12,998.27$ 13,648.27$ 14,331.20$
Information Systems Administrator - Senior M790 7/4/2025 MID MGMT Hourly 71.42$ 74.99$ 78.74$ 82.68$ 86.81$
Information Systems Administrator - Senior M790 7/5/2024 MID MGMT Bi-Weekly 5,713.60$ 5,999.20$ 6,299.20$ 6,614.40$ 6,944.80$
Information Systems Administrator - Senior M790 7/5/2024 MID MGMT Monthly 12,379.47$ 12,998.27$ 13,648.27$ 14,331.20$ 15,047.07$
Information Technology Manager M805 7/4/2025 MID MGMT Hourly 75.14$ 78.90$ 82.85$ 86.99$ 91.34$
Information Technology Manager M805 7/5/2024 MID MGMT Bi-Weekly 6,011.20$ 6,312.00$ 6,628.00$ 6,959.20$ 7,307.20$
Information Technology Manager M805 7/5/2024 MID MGMT Monthly 13,024.27$ 13,676.00$ 14,360.67$ 15,078.27$ 15,832.27$
Laboratory Chemist D120 7/4/2025 WQCP OP ENG Hourly 54.08$ 56.78$ 59.62$ 62.60$ 65.73$
Laboratory Chemist D120 7/5/2024 WQCP OP ENG Bi-Weekly 4,326.40$ 4,542.40$ 4,769.60$ 5,008.00$ 5,258.40$
Laboratory Chemist D120 7/5/2024 WQCP OP ENG Monthly 9,373.87$ 9,841.87$ 10,334.13$ 10,850.67$ 11,393.20$
Laboratory Chemist - Senior D170 7/4/2025 WQCP OP ENG Hourly 62.49$ 65.61$ 68.89$ 72.33$ 75.95$
Laboratory Chemist - Senior D170 7/5/2024 WQCP OP ENG Bi-Weekly 4,999.20$ 5,248.80$ 5,511.20$ 5,786.40$ 6,076.00$
Laboratory Chemist - Senior D170 7/5/2024 WQCP OP ENG Monthly 10,831.60$ 11,372.40$ 11,940.93$ 12,537.20$ 13,164.67$
Laboratory Supervisor M220 7/4/2025 MID MGMT Hourly 71.53$ 75.11$ 78.87$ 82.81$ 86.95$
Laboratory Supervisor M220 7/5/2024 MID MGMT Bi-Weekly 5,722.40$ 6,008.80$ 6,309.60$ 6,624.80$ 6,956.00$
Laboratory Supervisor M220 7/5/2024 MID MGMT Monthly 12,398.53$ 13,019.07$ 13,670.80$ 14,353.73$ 15,071.33$
Librarian I A210 7/4/2025 AFSCME Hourly 40.62$ 42.65$ 44.78$ 47.02$ 49.37$
Librarian I A210 7/5/2024 AFSCME Bi-Weekly 3,249.60$ 3,412.00$ 3,582.40$ 3,761.60$ 3,949.60$
Librarian I A210 7/5/2024 AFSCME Monthly 7,040.80$ 7,392.67$ 7,761.87$ 8,150.13$ 8,557.47$
Librarian II A240 7/4/2025 AFSCME Hourly 44.70$ 46.93$ 49.28$ 51.74$ 54.33$
Librarian II A240 7/5/2024 AFSCME Bi-Weekly 3,576.00$ 3,754.40$ 3,942.40$ 4,139.20$ 4,346.40$
Librarian II A240 7/5/2024 AFSCME Monthly 7,748.00$ 8,134.53$ 8,541.87$ 8,968.27$ 9,417.20$
Library Assistant I A220 7/4/2025 AFSCME Hourly 30.72$ 32.26$ 33.87$ 35.56$ 37.34$
Library Assistant I A220 7/5/2024 AFSCME Bi-Weekly 2,457.60$ 2,580.80$ 2,709.60$ 2,844.80$ 2,987.20$
Library Assistant I A220 7/5/2024 AFSCME Monthly 5,324.80$ 5,591.73$ 5,870.80$ 6,163.73$ 6,472.27$
Library Assistant II A215 7/4/2025 AFSCME Hourly 33.94$ 35.64$ 37.42$ 39.29$ 41.25$
Library Assistant II A215 7/5/2024 AFSCME Bi-Weekly 2,715.20$ 2,851.20$ 2,993.60$ 3,143.20$ 3,300.00$
Library Assistant II A215 7/5/2024 AFSCME Monthly 5,882.93$ 6,177.60$ 6,486.13$ 6,810.27$ 7,150.00$
Library Director - Assistant M640 7/4/2025 MID MGMT Hourly 76.69$ 80.52$ 84.55$ 88.78$ 93.22$
Library Director - Assistant M640 7/5/2024 MID MGMT Bi-Weekly 6,135.20$ 6,441.60$ 6,764.00$ 7,102.40$ 7,457.60$
Library Director - Assistant M640 7/5/2024 MID MGMT Monthly 13,292.93$ 13,956.80$ 14,655.33$ 15,388.53$ 16,158.13$
Library Program Manager I M230 7/4/2025 MID MGMT Hourly 55.16$ 57.92$ 60.82$ 63.86$ 67.05$
Library Program Manager I M230 7/5/2024 MID MGMT Bi-Weekly 4,412.80$ 4,633.60$ 4,865.60$ 5,108.80$ 5,364.00$
Page 5 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Library Program Manager I M230 7/5/2024 MID MGMT Monthly 9,561.07$ 10,039.47$ 10,542.13$ 11,069.07$ 11,622.00$
Library Program Manager II M235 7/4/2025 MID MGMT Hourly 60.81$ 63.85$ 67.04$ 70.39$ 73.91$
Library Program Manager I M235 7/5/2024 MID MGMT Bi-Weekly 4,864.80$ 5,108.00$ 5,363.20$ 5,631.20$ 5,912.80$
Library Program Manager I M235 7/5/2024 MID MGMT Monthly 10,540.40$ 11,067.33$ 11,620.27$ 12,200.93$ 12,811.07$
Library Specialist - Supervising A670 7/4/2025 AFSCME Hourly 40.17$ 42.18$ 44.29$ 46.50$ 48.82$
Library Specialist - Supervising A670 7/5/2024 AFSCME Bi-Weekly 3,213.60$ 3,374.40$ 3,543.20$ 3,720.00$ 3,905.60$
Library Specialist - Supervising A670 7/5/2024 AFSCME Monthly 6,962.80$ 7,311.20$ 7,676.93$ 8,060.00$ 8,462.13$
Literacy Program Manager M500 7/4/2025 MID MGMT Hourly 60.81$ 63.85$ 67.04$ 70.39$ 73.91$
Literacy Program Manager M500 7/5/2024 MID MGMT Bi-Weekly 4,864.80$ 5,108.00$ 5,363.20$ 5,631.20$ 5,912.80$
Literacy Program Manager M500 7/5/2024 MID MGMT Monthly 10,540.40$ 11,067.33$ 11,620.27$ 12,200.93$ 12,811.07$
Literacy Services Coordinator A445 7/4/2025 AFSCME Hourly 43.78$ 45.97$ 48.27$ 50.68$ 53.21$
Literacy Services Coordinator A445 7/5/2024 AFSCME Bi-Weekly 3,502.40$ 3,677.60$ 3,861.60$ 4,054.40$ 4,256.80$
Literacy Services Coordinator A445 7/5/2024 AFSCME Monthly 7,588.53$ 7,968.13$ 8,366.80$ 8,784.53$ 9,223.07$
Maintenance Craftsworker A280 7/4/2025 AFSCME Hourly 42.44$ 44.56$ 46.79$ 49.13$ 51.59$
Maintenance Craftsworker A280 7/5/2024 AFSCME Bi-Weekly 3,395.20$ 3,564.80$ 3,743.20$ 3,930.40$ 4,127.20$
Maintenance Craftsworker A280 7/5/2024 AFSCME Monthly 7,356.27$ 7,723.73$ 8,110.27$ 8,515.87$ 8,942.27$
Maintenance Supervisor M255 7/4/2025 MID MGMT Hourly 56.28$ 59.09$ 62.04$ 65.14$ 68.40$
Maintenance Supervisor M255 7/5/2024 MID MGMT Bi-Weekly 4,502.40$ 4,727.20$ 4,963.20$ 5,211.20$ 5,472.00$
Maintenance Supervisor M255 7/5/2024 MID MGMT Monthly 9,755.20$ 10,242.27$ 10,753.60$ 11,290.93$ 11,856.00$
Management Analyst I M570 7/4/2025 MID MGMT Hourly 53.39$ 56.06$ 58.86$ 61.80$ 64.89$
Management Analyst I M570 7/5/2024 MID MGMT Bi-Weekly 4,271.20$ 4,484.80$ 4,708.80$ 4,944.00$ 5,191.20$
Management Analyst I M570 7/5/2024 MID MGMT Monthly 9,254.27$ 9,717.07$ 10,202.40$ 10,712.00$ 11,247.60$
Management Analyst II M560 7/4/2025 MID MGMT Hourly 58.69$ 61.62$ 64.70$ 67.94$ 71.34$
Management Analyst II M560 7/5/2024 MID MGMT Bi-Weekly 4,695.20$ 4,929.60$ 5,176.00$ 5,435.20$ 5,707.20$
Management Analyst II M560 7/5/2024 MID MGMT Monthly 10,172.93$ 10,680.80$ 11,214.67$ 11,776.27$ 12,365.60$
Natural Resources Specialist A285 7/4/2025 AFSCME Hourly 42.17$ 44.28$ 46.49$ 48.81$ 51.25$
Natural Resources Specialist A285 9/11/2024 AFSCME Bi-Weekly 3,373.60$ 3,542.40$ 3,719.20$ 3,904.80$ 4,100.00$
Natural Resources Specialist A285 9/11/2024 AFSCME Monthly 7,309.47$ 7,675.20$ 8,058.27$ 8,460.40$ 8,883.33$
Office Specialist A295 7/4/2025 AFSCME Hourly 32.91$ 34.56$ 36.29$ 38.10$ 40.00$
Office Specialist A295 7/5/2024 AFSCME Bi-Weekly 2,632.80$ 2,764.80$ 2,903.20$ 3,048.00$ 3,200.00$
Office Specialist A295 7/5/2024 AFSCME Monthly 5,704.40$ 5,990.40$ 6,290.27$ 6,604.00$ 6,933.33$
Paramedic Firefighter (56 Hours)B130 7/4/2025 IAFF Hourly 46.98$ 49.33$ 51.80$ 54.39$ 57.11$
Paramedic Firefighter (56 Hours)B130 7/5/2024 IAFF Bi-Weekly 5,261.76$ 5,524.96$ 5,801.60$ 6,091.68$ 6,396.32$
Paramedic Firefighter (56 Hours)B130 7/5/2024 IAFF Monthly 11,400.48$ 11,970.75$ 12,570.13$ 13,198.64$ 13,858.69$
Paramedic Firefighter Recruit (40 Hours)B135 7/4/2025 IAFF Hourly 62.64$ -$ -$ -$ -$
Paramedic Firefighter Recruit (40 Hours)B135 7/5/2024 IAFF Bi-Weekly 5,011.20$ -$ -$ -$ -$
Paramedic Firefighter Recruit (40 Hours)B135 7/5/2024 IAFF Monthly 10,857.60$ -$ -$ -$ -$
Park Maintenance Worker A250 7/4/2025 AFSCME Hourly 35.88$ 37.67$ 39.55$ 41.53$ 43.61$
Park Maintenance Worker A250 7/5/2024 AFSCME Bi-Weekly 2,870.40$ 3,013.60$ 3,164.00$ 3,322.40$ 3,488.80$
Park Maintenance Worker A250 7/5/2024 AFSCME Monthly 6,219.20$ 6,529.47$ 6,855.33$ 7,198.53$ 7,559.07$
Park Maintenance Worker - Lead A195 7/4/2025 AFSCME Hourly 42.70$ 44.83$ 47.07$ 49.42$ 51.89$
Park Maintenance Worker - Lead A195 7/5/2024 AFSCME Bi-Weekly 3,416.00$ 3,586.40$ 3,765.60$ 3,953.60$ 4,151.20$
Park Maintenance Worker - Lead A195 7/5/2024 AFSCME Monthly 7,401.33$ 7,770.53$ 8,158.80$ 8,566.13$ 8,994.27$
Park Maintenance Worker - Senior A350 7/4/2025 AFSCME Hourly 38.45$ 40.37$ 42.39$ 44.51$ 46.74$
Park Maintenance Worker - Senior A350 7/5/2024 AFSCME Bi-Weekly 3,076.00$ 3,229.60$ 3,391.20$ 3,560.80$ 3,739.20$
Park Maintenance Worker - Senior A350 7/5/2024 AFSCME Monthly 6,664.67$ 6,997.47$ 7,347.60$ 7,715.07$ 8,101.60$
Parking System Technician A245 7/4/2025 AFSCME Hourly 42.29$ 44.40$ 46.62$ 48.95$ 51.40$
Parking System Technician A245 7/5/2024 AFSCME Bi-Weekly 3,383.20$ 3,552.00$ 3,729.60$ 3,916.00$ 4,112.00$
Parking System Technician A245 7/5/2024 AFSCME Monthly 7,330.27$ 7,696.00$ 8,080.80$ 8,484.67$ 8,909.33$
Parks and Recreation Deputy Director M840 7/4/2025 MID MGMT Hourly 86.89$ 91.23$ 95.79$ 100.58$ 105.61$
Parks and Recreation Deputy Director M840 7/5/2024 MID MGMT Bi-Weekly 6,951.20$ 7,298.40$ 7,663.20$ 8,046.40$ 8,448.80$
Parks and Recreation Deputy Director M840 7/5/2024 MID MGMT Monthly 15,060.93$ 15,813.20$ 16,603.60$ 17,433.87$ 18,305.73$
Payroll Specialist I O275 7/4/2025 CONFID Hourly 39.50$ 41.48$ 43.55$ 45.73$ 48.02$
Payroll Specialist I O275 7/5/2024 CONFID Bi-Weekly 3,160.00$ 3,318.40$ 3,484.00$ 3,658.40$ 3,841.60$
Payroll Specialist I O275 7/5/2024 CONFID Monthly 6,846.67$ 7,189.87$ 7,548.67$ 7,926.53$ 8,323.47$
Page 6 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Payroll Specialist II O270 7/4/2025 CONFID Hourly 43.56$ 45.74$ 48.03$ 50.43$ 52.95$
Payroll Specialist II O270 7/5/2024 CONFID Bi-Weekly 3,484.80$ 3,659.20$ 3,842.40$ 4,034.40$ 4,236.00$
Payroll Specialist II O270 7/5/2024 CONFID Monthly 7,550.40$ 7,928.27$ 8,325.20$ 8,741.20$ 9,178.00$
Permit Technician A460 7/4/2025 AFSCME Hourly 45.89$ 48.18$ 50.59$ 53.12$ 55.78$
Permit Technician A460 7/5/2024 AFSCME Bi-Weekly 3,671.20$ 3,854.40$ 4,047.20$ 4,249.60$ 4,462.40$
Permit Technician A460 7/5/2024 AFSCME Monthly 7,954.27$ 8,351.20$ 8,768.93$ 9,207.47$ 9,668.53$
Permit Technician - Senior A700 7/4/2025 AFSCME Hourly 49.36$ 51.83$ 54.42$ 57.14$ 60.00$
Permit Technician - Senior A700 7/5/2024 AFSCME Bi-Weekly 3,948.80$ 4,146.40$ 4,353.60$ 4,571.20$ 4,800.00$
Permit Technician - Senior A700 7/5/2024 AFSCME Monthly 8,555.73$ 8,983.87$ 9,432.80$ 9,904.27$ 10,400.00$
Planner - Associate M125 7/4/2025 MID MGMT Hourly 51.90$ 54.50$ 57.22$ 60.08$ 63.08$
Planner - Associate M125 7/5/2024 MID MGMT Bi-Weekly 4,152.00$ 4,360.00$ 4,577.60$ 4,806.40$ 5,046.40$
Planner - Associate M125 7/5/2024 MID MGMT Monthly 8,996.00$ 9,446.67$ 9,918.13$ 10,413.87$ 10,933.87$
Planner - Principal M590 7/4/2025 MID MGMT Hourly 69.05$ 72.50$ 76.13$ 79.94$ 83.94$
Planner - Principal M590 7/5/2024 MID MGMT Bi-Weekly 5,524.00$ 5,800.00$ 6,090.40$ 6,395.20$ 6,715.20$
Planner - Principal M590 7/5/2024 MID MGMT Monthly 11,968.67$ 12,566.67$ 13,195.87$ 13,856.27$ 14,549.60$
Planner - Senior M335 7/4/2025 MID MGMT Hourly 64.29$ 67.50$ 70.88$ 74.42$ 78.14$
Planner - Senior M335 7/5/2024 MID MGMT Bi-Weekly 5,143.20$ 5,400.00$ 5,670.40$ 5,953.60$ 6,251.20$
Planner - Senior M335 7/5/2024 MID MGMT Monthly 11,143.60$ 11,700.00$ 12,285.87$ 12,899.47$ 13,544.27$
Planning Technician A462 7/4/2025 AFSCME Hourly 45.87$ 48.16$ 50.57$ 53.10$ 55.76$
Planning Technician A462 7/5/2024 AFSCME Bi-Weekly 3,669.60$ 3,852.80$ 4,045.60$ 4,248.00$ 4,460.80$
Planning Technician A462 7/5/2024 AFSCME Monthly 7,950.80$ 8,347.73$ 8,765.47$ 9,204.00$ 9,665.07$
Plant Electrician I D105 7/4/2025 WQCP OP ENG Hourly 46.48$ 48.80$ 51.24$ 53.80$ 56.49$
Plant Electrician I D105 7/5/2024 WQCP OP ENG Bi-Weekly 3,718.40$ 3,904.00$ 4,099.20$ 4,304.00$ 4,519.20$
Plant Electrician I D105 7/5/2024 WQCP OP ENG Monthly 8,056.53$ 8,458.67$ 8,881.60$ 9,325.33$ 9,791.60$
Plant Electrician II D140 7/4/2025 WQCP OP ENG Hourly 51.11$ 53.67$ 56.35$ 59.17$ 62.13$
Plant Electrician II D140 7/5/2024 WQCP OP ENG Bi-Weekly 4,088.80$ 4,293.60$ 4,508.00$ 4,733.60$ 4,970.40$
Plant Electrician II D140 7/5/2024 WQCP OP ENG Monthly 8,859.07$ 9,302.80$ 9,767.33$ 10,256.13$ 10,769.20$
Plant Maintenance Supervisor M745 7/4/2025 MID MGMT Hourly 66.77$ 70.11$ 73.62$ 77.30$ 81.16$
Plant Maintenance Supervisor M745 7/5/2024 MID MGMT Bi-Weekly 5,341.60$ 5,608.80$ 5,889.60$ 6,184.00$ 6,492.80$
Plant Maintenance Supervisor M745 7/5/2024 MID MGMT Monthly 11,573.47$ 12,152.40$ 12,760.80$ 13,398.67$ 14,067.73$
Plant Mechanic - Apprentice D220 7/4/2025 WQCP OP ENG Hourly 34.92$ 37.60$ 40.29$ 42.98$ 45.66$ 48.35$ 51.03$ 56.09$
Plant Mechanic - Apprentice D220 7/5/2024 WQCP OP ENG Bi-Weekly 2,793.60$ 3,008.00$ 3,223.20$ 3,438.40$ 3,652.80$ 3,868.00$ 4,082.40$ 4,487.20$
Plant Mechanic - Apprentice D220 7/5/2024 WQCP OP ENG Monthly 6,052.80$ 6,517.33$ 6,983.60$ 7,449.87$ 7,914.40$ 8,380.67$ 8,845.20$ 9,722.27$
Plant Mechanic I D130 7/4/2025 WQCP OP ENG Hourly 41.92$ 44.02$ 46.22$ 48.53$ 50.96$
Plant Mechanic I D130 7/5/2024 WQCP OP ENG Bi-Weekly 3,353.60$ 3,521.60$ 3,697.60$ 3,882.40$ 4,076.80$
Plant Mechanic I D130 7/5/2024 WQCP OP ENG Monthly 7,266.13$ 7,630.13$ 8,011.47$ 8,411.87$ 8,833.07$
Plant Mechanic II D135 7/4/2025 WQCP OP ENG Hourly 46.15$ 48.46$ 50.88$ 53.42$ 56.09$
Plant Mechanic II D135 7/5/2024 WQCP OP ENG Bi-Weekly 3,692.00$ 3,876.80$ 4,070.40$ 4,273.60$ 4,487.20$
Plant Mechanic II D135 7/5/2024 WQCP OP ENG Monthly 7,999.33$ 8,399.73$ 8,819.20$ 9,259.47$ 9,722.27$
Plant Mechanic- Lead D180 7/4/2025 WQCP OP ENG Hourly 52.00$ 54.60$ 57.33$ 60.20$ 63.21$
Plant Mechanic- Lead D180 7/5/2024 WQCP OP ENG Bi-Weekly 4,160.00$ 4,368.00$ 4,586.40$ 4,816.00$ 5,056.80$
Plant Mechanic- Lead D180 7/5/2024 WQCP OP ENG Monthly 9,013.33$ 9,464.00$ 9,937.20$ 10,434.67$ 10,956.40$
Plant Operator - Apprentice D100 7/4/2025 WQCP OP ENG Hourly 34.92$ 37.60$ 40.29$ 42.98$ 45.66$ 48.35$ 51.03$ 53.72$
Plant Operator - Apprentice D100 7/5/2024 WQCP OP ENG Bi-Weekly 2,793.60$ 3,008.00$ 3,223.20$ 3,438.40$ 3,652.80$ 3,868.00$ 4,082.40$ 4,297.60$
Plant Operator - Apprentice D100 7/5/2024 WQCP OP ENG Monthly 6,052.80$ 6,517.33$ 6,983.60$ 7,449.87$ 7,914.40$ 8,380.67$ 8,845.20$ 9,311.47$
Plant Operator I D145 7/4/2025 WQCP OP ENG Hourly 40.17$ 42.18$ 44.29$ 46.50$ 48.82$
Plant Operator I D145 7/5/2024 WQCP OP ENG Bi-Weekly 3,213.60$ 3,374.40$ 3,543.20$ 3,720.00$ 3,905.60$
Plant Operator I D145 7/5/2024 WQCP OP ENG Monthly 6,962.80$ 7,311.20$ 7,676.93$ 8,060.00$ 8,462.13$
Plant Operator II D150 7/4/2025 WQCP OP ENG Hourly 44.19$ 46.40$ 48.72$ 51.16$ 53.72$
Plant Operator II D150 7/5/2024 WQCP OP ENG Bi-Weekly 3,535.20$ 3,712.00$ 3,897.60$ 4,092.80$ 4,297.60$
Plant Operator II D150 7/5/2024 WQCP OP ENG Monthly 7,659.60$ 8,042.67$ 8,444.80$ 8,867.73$ 9,311.47$
Plant Operator III D200 7/4/2025 WQCP OP ENG Hourly 46.38$ 48.70$ 51.14$ 53.70$ 56.39$
Plant Operator III D200 7/5/2024 WQCP OP ENG Bi-Weekly 3,710.40$ 3,896.00$ 4,091.20$ 4,296.00$ 4,511.20$
Plant Operator III D200 7/5/2024 WQCP OP ENG Monthly 8,039.20$ 8,441.33$ 8,864.27$ 9,308.00$ 9,774.27$
Plant Operator- Lead D190 7/4/2025 WQCP OP ENG Hourly 51.05$ 53.60$ 56.28$ 59.09$ 62.04$
Page 7 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Plant Operator- Lead D190 7/5/2024 WQCP OP ENG Bi-Weekly 4,084.00$ 4,288.00$ 4,502.40$ 4,727.20$ 4,963.20$
Plant Operator- Lead D190 7/5/2024 WQCP OP ENG Monthly 8,848.67$ 9,290.67$ 9,755.20$ 10,242.27$ 10,753.60$
Plant Superintendent M355 7/4/2025 MID MGMT Hourly 88.98$ 93.43$ 98.10$ 103.00$ 108.15$
Plant Superintendent M355 7/5/2024 MID MGMT Bi-Weekly 7,118.40$ 7,474.40$ 7,848.00$ 8,240.00$ 8,652.00$
Plant Superintendent M355 7/5/2024 MID MGMT Monthly 15,423.20$ 16,194.53$ 17,004.00$ 17,853.33$ 18,746.00$
Plant Superintendent - Assistant M465 7/4/2025 MID MGMT Hourly 84.67$ 88.90$ 93.35$ 98.02$ 102.92$
Plant Superintendent - Assistant M465 7/5/2024 MID MGMT Bi-Weekly 6,773.60$ 7,112.00$ 7,468.00$ 7,841.60$ 8,233.60$
Plant Superintendent - Assistant M465 7/5/2024 MID MGMT Monthly 14,676.13$ 15,409.33$ 16,180.67$ 16,990.13$ 17,839.47$
Plant Utility Worker D125 7/4/2025 WQCP OP ENG Hourly 36.76$ 38.60$ 40.53$ 42.56$ 44.69$
Plant Utility Worker D125 7/5/2024 WQCP OP ENG Bi-Weekly 2,940.80$ 3,088.00$ 3,242.40$ 3,404.80$ 3,575.20$
Plant Utility Worker D125 7/5/2024 WQCP OP ENG Monthly 6,371.73$ 6,690.67$ 7,025.20$ 7,377.07$ 7,746.27$
Police Captain M280 7/5/2024 PSM POLICE Hourly 109.06$ 114.51$ 120.24$ 126.25$ 132.56$
Police Captain M280 7/5/2024 PSM POLICE Bi-Weekly 8,724.80$ 9,160.80$ 9,619.20$ 10,100.00$ 10,604.80$
Police Captain M280 7/5/2024 PSM POLICE Monthly 18,903.73$ 19,848.40$ 20,841.60$ 21,883.33$ 22,977.07$
Police Chief - Deputy M765 7/5/2024 PSM POLICE Hourly 115.60$ 121.38$ 127.45$ 133.82$ 140.51$
Police Chief - Deputy M765 7/5/2024 PSM POLICE Bi-Weekly 9,248.00$ 9,710.40$ 10,196.00$ 10,705.60$ 11,240.80$
Police Chief - Deputy M765 7/5/2024 PSM POLICE Monthly 20,037.33$ 21,039.20$ 22,091.33$ 23,195.47$ 24,355.07$
Police Communications & Records Manager M285 7/4/2025 MID MGMT Hourly 72.79$ 76.43$ 80.25$ 84.26$ 88.47$
Police Communications & Records Manager M285 7/5/2024 MID MGMT Bi-Weekly 5,823.20$ 6,114.40$ 6,420.00$ 6,740.80$ 7,077.60$
Police Communications & Records Manager M285 7/5/2024 MID MGMT Monthly 12,616.93$ 13,247.87$ 13,910.00$ 14,605.07$ 15,334.80$
Police Corporal C100 7/4/2025 PO SWORN Hourly 75.70$ 77.59$ 79.53$ 81.52$ -$
Police Corporal C100 7/5/2024 PO SWORN Bi-Weekly 6,056.00$ 6,207.20$ 6,362.40$ 6,521.60$ -$
Police Corporal C100 7/5/2024 PO SWORN Monthly 13,121.33$ 13,448.93$ 13,785.20$ 14,130.13$ -$
Police Lieutenant M275 7/5/2024 PSM POLICE Hourly 92.19$ 96.80$ 101.64$ 106.72$ 112.06$
Police Lieutenant M275 7/5/2024 PSM POLICE Bi-Weekly 7,375.20$ 7,744.00$ 8,131.20$ 8,537.60$ 8,964.80$
Police Lieutenant M275 7/5/2024 PSM POLICE Monthly 15,979.60$ 16,778.67$ 17,617.60$ 18,498.13$ 19,423.73$
Police Media Technician C220 7/4/2025 PO NONWORN Hourly 38.44$ 40.36$ 42.38$ 44.50$ 46.73$
Police Media Technician C220 7/5/2024 PO NONWORN Bi-Weekly 3,075.20$ 3,228.80$ 3,390.40$ 3,560.00$ 3,738.40$
Police Media Technician C220 7/5/2024 PO NONWORN Monthly 6,662.93$ 6,995.73$ 7,345.87$ 7,713.33$ 8,099.87$
Police Officer C115 7/4/2025 PO SWORN Hourly 56.52$ 60.48$ 64.71$ 69.24$ 74.09$
Police Officer C115 7/5/2024 PO SWORN Bi-Weekly 4,521.60$ 4,838.40$ 5,176.80$ 5,539.20$ 5,927.20$
Police Officer C115 7/5/2024 PO SWORN Monthly 9,796.80$ 10,483.20$ 11,216.40$ 12,001.60$ 12,842.27$
Police Property / Evidence Specialist C110 7/4/2025 PO NONWORN Hourly 37.50$ 39.38$ 41.35$ 43.42$ 45.59$
Police Property / Evidence Specialist C110 7/5/2024 PO NONWORN Bi-Weekly 3,000.00$ 3,150.40$ 3,308.00$ 3,473.60$ 3,647.20$
Police Property / Evidence Specialist C110 7/5/2024 PO NONWORN Monthly 6,500.00$ 6,825.87$ 7,167.33$ 7,526.13$ 7,902.27$
Police Records Specialist C105 7/4/2025 PO NONWORN Hourly 34.67$ 36.40$ 38.22$ 40.13$ 42.14$
Police Records Specialist C105 7/5/2024 PO NONWORN Bi-Weekly 2,773.60$ 2,912.00$ 3,057.60$ 3,210.40$ 3,371.20$
Police Records Specialist C105 7/5/2024 PO NONWORN Monthly 6,009.47$ 6,309.33$ 6,624.80$ 6,955.87$ 7,304.27$
Police Records Specialist - Senior C180 7/4/2025 PO NONWORN Hourly 36.51$ 38.34$ 40.26$ 42.27$ 44.38$
Police Records Specialist - Senior C180 7/5/2024 PO NONWORN Bi-Weekly 2,920.80$ 3,067.20$ 3,220.80$ 3,381.60$ 3,550.40$
Police Records Specialist - Senior C180 7/5/2024 PO NONWORN Monthly 6,328.40$ 6,645.60$ 6,978.40$ 7,326.80$ 7,692.53$
Police Records Specialist - Supervising C200 7/4/2025 PO NONWORN Hourly 39.87$ 41.86$ 43.95$ 46.15$ 48.46$
Police Records Specialist - Supervising C200 7/5/2024 PO NONWORN Bi-Weekly 3,189.60$ 3,348.80$ 3,516.00$ 3,692.00$ 3,876.80$
Police Records Specialist - Supervising C200 7/5/2024 PO NONWORN Monthly 6,910.80$ 7,255.73$ 7,618.00$ 7,999.33$ 8,399.73$
Police Recruit C190 7/4/2025 PO NONWORN Hourly 55.42$ -$ -$ -$ -$
Police Recruit C190 7/5/2024 PO NONWORN Bi-Weekly 4,433.60$ -$ -$ -$ -$
Police Recruit C190 7/5/2024 PO NONWORN Monthly 9,606.13$ -$ -$ -$ -$
Police Sergeant C165 7/4/2025 PO SWORN Hourly 81.22$ 83.25$ 85.33$ 87.46$ 89.65$
Police Sergeant C165 7/5/2024 PO SWORN Bi-Weekly 6,497.60$ 6,660.00$ 6,826.40$ 6,996.80$ 7,172.00$
Police Sergeant C165 7/5/2024 PO SWORN Monthly 14,078.13$ 14,430.00$ 14,790.53$ 15,159.73$ 15,539.33$
Police Service Technician C125 7/4/2025 PO NONWORN Hourly 35.68$ 37.46$ 39.33$ 41.30$ 43.37$
Police Service Technician C125 7/5/2024 PO NONWORN Bi-Weekly 2,854.40$ 2,996.80$ 3,146.40$ 3,304.00$ 3,469.60$
Police Service Technician C125 7/5/2024 PO NONWORN Monthly 6,184.53$ 6,493.07$ 6,817.20$ 7,158.67$ 7,517.47$
Preschool Teacher I A495 7/4/2025 AFSCME Hourly 28.17$ 29.58$ 31.06$ 32.61$ 34.24$
Preschool Teacher I A495 7/5/2024 AFSCME Bi-Weekly 2,253.60$ 2,366.40$ 2,484.80$ 2,608.80$ 2,739.20$
Page 8 of 9
Regular Full-Time Employees City of South San Francisco | Salary Schedule
Effective 07/04/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Preschool Teacher I A495 7/5/2024 AFSCME Monthly 4,882.80$ 5,127.20$ 5,383.73$ 5,652.40$ 5,934.93$
Preschool Teacher II A680 7/4/2025 AFSCME Hourly 30.98$ 32.53$ 34.16$ 35.87$ 37.66$
Preschool Teacher II A680 7/5/2024 AFSCME Bi-Weekly 2,478.40$ 2,602.40$ 2,732.80$ 2,869.60$ 3,012.80$
Preschool Teacher II A680 7/5/2024 AFSCME Monthly 5,369.87$ 5,638.53$ 5,921.07$ 6,217.47$ 6,527.73$
Program Manager M750 7/4/2025 MID MGMT Hourly 70.87$ 74.41$ 78.13$ 82.04$ 86.14$
Program Manager M750 7/5/2024 MID MGMT Bi-Weekly 5,669.60$ 5,952.80$ 6,250.40$ 6,563.20$ 6,891.20$
Program Manager M750 7/5/2024 MID MGMT Monthly 12,284.13$ 12,897.73$ 13,542.53$ 14,220.27$ 14,930.93$
Public Works Deputy Director M820 7/4/2025 MID MGMT Hourly 93.34$ 98.01$ 102.91$ 108.06$ 113.46$
Public Works Deputy Director M820 7/5/2024 MID MGMT Bi-Weekly 7,467.20$ 7,840.80$ 8,232.80$ 8,644.80$ 9,076.80$
Public Works Deputy Director M820 7/5/2024 MID MGMT Monthly 16,178.93$ 16,988.40$ 17,837.73$ 18,730.40$ 19,666.40$
Public Works Inspector A310 7/4/2025 AFSCME Hourly 51.92$ 54.52$ 57.25$ 60.11$ 63.12$
Public Works Inspector A310 7/5/2024 AFSCME Bi-Weekly 4,153.60$ 4,361.60$ 4,580.00$ 4,808.80$ 5,049.60$
Public Works Inspector A310 7/5/2024 AFSCME Monthly 8,999.47$ 9,450.13$ 9,923.33$ 10,419.07$ 10,940.80$
Public Works Maintenance Worker A275 7/4/2025 AFSCME Hourly 35.88$ 37.67$ 39.55$ 41.53$ 43.61$
Public Works Maintenance Worker A275 7/5/2024 AFSCME Bi-Weekly 2,870.40$ 3,013.60$ 3,164.00$ 3,322.40$ 3,488.80$
Public Works Maintenance Worker A275 7/5/2024 AFSCME Monthly 6,219.20$ 6,529.47$ 6,855.33$ 7,198.53$ 7,559.07$
Public Works Maintenance Worker - Lead A200 7/4/2025 AFSCME Hourly 42.70$ 44.83$ 47.07$ 49.42$ 51.89$
Public Works Maintenance Worker - Lead A200 7/5/2024 AFSCME Bi-Weekly 3,416.00$ 3,586.40$ 3,765.60$ 3,953.60$ 4,151.20$
Public Works Maintenance Worker - Lead A200 7/5/2024 AFSCME Monthly 7,401.33$ 7,770.53$ 8,158.80$ 8,566.13$ 8,994.27$
Public Works Maintenance Worker - Senior A360 7/4/2025 AFSCME Hourly 38.45$ 40.37$ 42.39$ 44.51$ 46.74$
Public Works Maintenance Worker - Senior A360 7/5/2024 AFSCME Bi-Weekly 3,076.00$ 3,229.60$ 3,391.20$ 3,560.80$ 3,739.20$
Public Works Maintenance Worker - Senior A360 7/5/2024 AFSCME Monthly 6,664.67$ 6,997.47$ 7,347.60$ 7,715.07$ 8,101.60$
Recreation & Community Services Program Coord M530 7/4/2025 MID MGMT Hourly 39.59$ 41.57$ 43.65$ 45.83$ 48.12$
Recreation & Community Services Program Coord M530 7/5/2024 MID MGMT Bi-Weekly 3,167.20$ 3,325.60$ 3,492.00$ 3,666.40$ 3,849.60$
Recreation & Community Services Program Coord M530 7/5/2024 MID MGMT Monthly 6,862.27$ 7,205.47$ 7,566.00$ 7,943.87$ 8,340.80$
Recreation & Community Services Supervisor M295 7/4/2025 MID MGMT Hourly 56.28$ 59.09$ 62.04$ 65.14$ 68.40$
Recreation & Community Services Supervisor M295 7/5/2024 MID MGMT Bi-Weekly 4,502.40$ 4,727.20$ 4,963.20$ 5,211.20$ 5,472.00$
Recreation & Community Services Supervisor M295 7/5/2024 MID MGMT Monthly 9,755.20$ 10,242.27$ 10,753.60$ 11,290.93$ 11,856.00$
Recreation Leader II A610 7/4/2025 AFSCME Hourly 21.27$ 22.33$ 23.45$ 24.62$ 25.85$
Recreation Leader II A610 7/5/2024 AFSCME Bi-Weekly 1,701.60$ 1,786.40$ 1,876.00$ 1,969.60$ 2,068.00$
Recreation Leader II A610 7/5/2024 AFSCME Monthly 3,686.80$ 3,870.53$ 4,064.67$ 4,267.47$ 4,480.67$
Recreation Leader III A620 7/4/2025 AFSCME Hourly 23.08$ 24.23$ 25.44$ 26.71$ 28.05$
Recreation Leader III A620 7/5/2024 AFSCME Bi-Weekly 1,846.40$ 1,938.40$ 2,035.20$ 2,136.80$ 2,244.00$
Recreation Leader III A620 7/5/2024 AFSCME Monthly 4,000.53$ 4,199.87$ 4,409.60$ 4,629.73$ 4,862.00$
Recreation Leader IV A515 7/4/2025 AFSCME Hourly 25.60$ 26.88$ 28.22$ 29.63$ 31.11$
Recreation Leader IV A515 7/5/2024 AFSCME Bi-Weekly 2,048.00$ 2,150.40$ 2,257.60$ 2,370.40$ 2,488.80$
Recreation Leader IV A515 7/5/2024 AFSCME Monthly 4,437.33$ 4,659.20$ 4,891.47$ 5,135.87$ 5,392.40$
Safety Inspector I B200 7/4/2025 IAFF Hourly 63.58$ 66.76$ 70.10$ 73.60$ 77.28$
Safety Inspector I B200 7/5/2024 IAFF Bi-Weekly 5,086.40$ 5,340.80$ 5,608.00$ 5,888.00$ 6,182.40$
Safety Inspector I B200 7/5/2024 IAFF Monthly 11,020.53$ 11,571.73$ 12,150.67$ 12,757.33$ 13,395.20$
Safety Inspector II B195 7/4/2025 IAFF Hourly 69.91$ 73.41$ 77.08$ 80.93$ 84.98$
Safety Inspector II B195 7/5/2024 IAFF Bi-Weekly 5,592.80$ 5,872.80$ 6,166.40$ 6,474.40$ 6,798.40$
Safety Inspector II B195 7/5/2024 IAFF Monthly 12,117.73$ 12,724.40$ 13,360.53$ 14,027.87$ 14,729.87$
Safety Inspector III B190 7/4/2025 IAFF Hourly 75.19$ 78.95$ 82.90$ 87.04$ 91.39$
Safety Inspector III B190 7/5/2024 IAFF Bi-Weekly 6,015.20$ 6,316.00$ 6,632.00$ 6,963.20$ 7,311.20$
Safety Inspector III B190 7/5/2024 IAFF Monthly 13,032.93$ 13,684.67$ 14,369.33$ 15,086.93$ 15,840.93$
Sweeper Operator A370 7/4/2025 AFSCME Hourly 41.37$ 43.44$ 45.61$ 47.89$ 50.28$
Sweeper Operator A370 7/5/2024 AFSCME Bi-Weekly 3,309.60$ 3,475.20$ 3,648.80$ 3,831.20$ 4,022.40$
Sweeper Operator A370 7/5/2024 AFSCME Monthly 7,170.80$ 7,529.60$ 7,905.73$ 8,300.93$ 8,715.20$
Tree Trimmer A375 7/4/2025 AFSCME Hourly 42.60$ 44.73$ 46.97$ 49.32$ 51.79$
Tree Trimmer A375 7/5/2024 AFSCME Bi-Weekly 3,408.00$ 3,578.40$ 3,757.60$ 3,945.60$ 4,143.20$
Tree Trimmer A375 7/5/2024 AFSCME Monthly 7,384.00$ 7,753.20$ 8,141.47$ 8,548.80$ 8,976.93$
Van Driver A510 7/4/2025 AFSCME Hourly 20.76$ 21.80$ 22.89$ 24.03$ 25.23$
Van Driver A510 7/5/2024 AFSCME Bi-Weekly 1,660.80$ 1,744.00$ 1,831.20$ 1,922.40$ 2,018.40$
Van Driver A510 7/5/2024 AFSCME Monthly 3,598.40$ 3,778.67$ 3,967.60$ 4,165.20$ 4,373.20$
Page 9 of 9
Hourly Employees Only City of South San Francisco | Salary Schedule
Effective 8/15/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Accounting Assistant II - Hourly X100 8/15/2025 HOURLY Hourly 34.91$ 36.66$ 38.49$ 40.41$ 42.43$
Administrative Assistant I - Hourly X110 8/15/2025 HOURLY Hourly 38.80$ 40.74$ 42.78$ 44.92$ 47.17$
Administrative Assistant II - Hourly X130 8/15/2025 HOURLY Hourly 40.86$ 42.90$ 45.05$ 47.30$ 49.67$
Building Inspector - Hourly X595 8/15/2025 HOURLY Hourly 52.66$ 55.29$ 58.05$ 60.95$ 64.00$
Building Maintenance Custodian - Hourly X185 8/15/2025 HOURLY Hourly 31.15$ 32.71$ 34.35$ 36.07$ 37.87$
Communications Dispatcher - Hourly X445 8/15/2025 HOURLY Hourly 53.27$ -$ -$ -$ -$
Consultant - Hourly X570 1/1/2025 HOURLY Hourly 17.70$ -$ -$ -$ 139.05$
Cultural Arts Specialist - Hourly X650 8/15/2025 HOURLY Hourly 42.17$ 44.28$ 46.49$ 48.81$ 51.25$
Emergency Medical Technician - Hourly X281 8/15/2025 HOURLY Hourly 22.22$ 23.33$ 24.50$ 25.73$ 27.02$
Environmental Compliance Inspector - Hourly X465 8/15/2025 HOURLY Hourly 47.09$ 49.44$ 51.91$ 54.51$ 57.24$
Equipment Mechanic - Hourly X510 8/15/2025 HOURLY Hourly 43.21$ 45.37$ 47.64$ 50.02$ 52.52$
Fire Courier - Hourly X540 8/15/2025 HOURLY Hourly 24.10$ 25.30$ 26.57$ 27.90$ 29.29$
Human Resources Clerk - Hourly X310 8/15/2025 HOURLY Hourly 36.50$ 38.33$ 40.25$ 42.26$ 44.37$
Human Resources Technician - Hourly X265 8/15/2025 HOURLY Hourly 40.09$ 42.09$ 44.19$ 46.40$ 48.72$
Intern - Hourly X115 1/1/2025 HOURLY Hourly 17.70$ -$ -$ -$ 40.00$
Laboratory Chemist - Hourly X545 8/15/2025 HOURLY Hourly 54.08$ 56.78$ 59.62$ 62.60$ 65.73$
Librarian I - Hourly X210 8/15/2025 HOURLY Hourly 40.62$ 42.65$ 44.78$ 47.02$ 49.37$
Librarian II - Hourly X670 8/15/2025 HOURLY Hourly 44.70$ 46.93$ 49.28$ 51.74$ 54.33$
Library Assistant I - Hourly X220 8/15/2025 HOURLY Hourly 30.72$ 32.26$ 33.87$ 35.56$ 37.34$
Library Assistant II - Hourly X225 8/15/2025 HOURLY Hourly 33.94$ 35.64$ 37.42$ 39.29$ 41.25$
Library Clerk - Hourly X235 8/15/2025 HOURLY Hourly 21.76$ 22.85$ 23.99$ 25.19$ 26.45$
Library Page - Hourly X250 8/15/2025 HOURLY Hourly 18.64$ 19.57$ 20.55$ 21.58$ 22.66$
Literacy Services Assistant Coordinator - Hourly X655 8/15/2025 HOURLY Hourly 33.15$ 34.81$ 36.55$ 38.38$ 40.30$
Literacy Services Assistant I - Hourly X665 8/15/2025 HOURLY Hourly 30.00$ 31.50$ 33.08$ 34.73$ 36.47$
Miscellaneous Hourly X280 1/1/2025 HOURLY Hourly 17.70$ -$ -$ -$ 87.55$
Office Assistant - Hourly X440 8/15/2025 HOURLY Hourly 29.11$ 30.57$ 32.10$ 33.71$ 35.40$
Office Specialist - Hourly X415 8/15/2025 HOURLY Hourly 32.91$ 34.56$ 36.29$ 38.10$ 40.00$
Park Maintenance Worker - Hourly X300 8/15/2025 HOURLY Hourly 35.88$ 37.67$ 39.55$ 41.53$ 43.61$
Planner- Associate - Hourly X125 8/15/2025 HOURLY Hourly 51.90$ 54.50$ 57.22$ 60.08$ 63.08$
Planner- Senior - Hourly X335 8/15/2025 HOURLY Hourly 64.29$ 67.50$ 70.88$ 74.42$ 78.14$
Plant Electrician I - Hourly X500 8/15/2025 HOURLY Hourly 46.48$ 48.80$ 51.24$ 53.80$ 56.49$
Plant Mechanic - Hourly X355 8/15/2025 HOURLY Hourly 41.92$ 44.02$ 46.22$ 48.53$ 50.96$
Plant Mechanic- Assistant - Hourly X135 8/15/2025 HOURLY Hourly 36.50$ 38.33$ 40.25$ 42.26$ 44.37$
Plant Operator I - Contract Ft X145 8/15/2025 HOURLY Hourly 40.17$ 42.18$ 44.29$ 46.50$ 48.82$
Plant Operator I - Hourly X140 8/15/2025 HOURLY Hourly 40.17$ 42.18$ 44.29$ 46.50$ 48.82$
Plant Operator II - Hourly X530 8/15/2025 HOURLY Hourly 44.19$ 46.40$ 48.72$ 51.16$ 53.72$
Plant Utility Worker - Hourly X490 8/15/2025 HOURLY Hourly 36.76$ 38.60$ 40.53$ 42.56$ 44.69$
Police Court Liaison - Hourly X193 8/15/2025 HOURLY Hourly 32.93$ 34.58$ 36.31$ 38.13$ 40.04$
Police Property/Evidence Assistant - Hourly X190 8/15/2025 HOURLY Hourly 31.09$ 32.64$ 34.27$ 35.98$ 37.78$
Police Records Specialist - Hourly X191 8/15/2025 HOURLY Hourly 34.67$ 36.40$ 38.22$ 40.13$ 42.14$
Police Reserve Officer - Hourly X325 8/15/2025 HOURLY Hourly 51.15$ -$ -$ -$ -$
Police Service Technician - Hourly X192 8/15/2025 HOURLY Hourly 35.68$ 37.46$ 39.33$ 41.30$ 43.37$
Preschool Teacher I - Hourly X690 8/15/2025 HOURLY Hourly 28.17$ 29.58$ 31.06$ 32.61$ 34.24$
Preschool Teacher II - Hourly X680 8/15/2025 HOURLY Hourly 30.98$ 32.53$ 34.16$ 35.87$ 37.66$
Promotores X120 8/15/2025 HOURLY Hourly 32.31$ 33.93$ 35.63$ 37.41$ 39.28$
Public Works Maintenance Worker - Hourly X345 8/15/2025 HOURLY Hourly 35.88$ 37.67$ 39.55$ 41.53$ 43.61$
Recreation & Community Services Prog Coor - Hourly X700 8/15/2025 HOURLY Hourly 39.59$ 41.57$ 43.65$ 45.83$ 48.12$
Recreation Instructor - Hourly X350 8/15/2025 HOURLY Hourly 17.70$ -$ -$ -$ 41.60$
Recreation Leader I - Hourly X360 8/15/2025 HOURLY Hourly 18.64$ 19.57$ 20.55$ 21.58$ 22.66$
Recreation Leader II - Hourly X365 8/15/2025 HOURLY Hourly 21.27$ 22.33$ 23.45$ 24.62$ 25.85$
Recreation Leader III - Hourly X370 8/15/2025 HOURLY Hourly 23.08$ 24.23$ 25.44$ 26.71$ 28.05$
Recreation Leader IV - Hourly X375 8/15/2025 HOURLY Hourly 25.60$ 26.88$ 28.22$ 29.63$ 31.11$
Safety Inspector I - Hourly X181 8/15/2025 HOURLY Hourly 63.58$ 66.76$ 70.10$ 73.60$ 77.28$
Safety Inspector Trainee – Hourly X182 8/15/2025 HOURLY Hourly 33.39$ 35.06$ 36.81$ 38.65$ 40.58$
Van Driver - Hourly X555 8/15/2025 HOURLY Hourly 20.76$ 21.80$ 22.89$ 24.03$ 25.23$
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