HomeMy WebLinkAboutReso 67-2017 (17-649) ��x sA�� City of South San Francisco
c � P.O. Box 711 (City Hall,
°t ° 400 Grand Avenue)
;, _ South San Francisco, CA
o City Council
0411 °Rrti� Resolution: RES 67-2017
File Number: 17-649 Enactment Number: RES 67-2017
RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR THE CONFIDENTIAL, TEAMSTERS
LOCAL 856 UNIT DATED JULY 1, 2017 THROUGH JUNE 30, 2020.
WHEREAS, staff recommends approval of the Memorandum of Understanding (MOU), attached
herewith as Exhibit A, and the salary schedule, attached as Exhibit B, for the Confidential, Teamsters
Local 856 (Confidential)Unit,dated July 1, 2017 through June 30, 2020; and
WHEREAS, the MOU was prepared by the Human Resources Department,has been approved as to form
by the City Attorney, and incorporates the agreed upon terms and conditions of employment for the
Confidential Unit.
NOW,THEREFORE,BE IT RESOLVED by the City Council of the City of South San Francisco that the
City Council hereby approves the MOU for the Confidential Unit, dated July 1, 2017 through June 30,
2020, attached as Exhibit A.
BE IT FURTHER RESOLVED that the City Council hereby approves the salary schedule dated July 1,
2017 through June 30, 2020, attached as Exhibit B.
BE IT FURTHER RESOLVED that the City Council hereby authorizes the City Manager,or his designee,
to execute any necessary documents or take another action consistent to complete the intent of this
resolution.
At a meeting of the Special City Council on 6/27/2017,a motion was made by Mark Addiego,seconded by
Liza Normandy, that this Resolution be approved. The motion passed.
Yes: 5 Matsumoto, Normandy,Addiego, Gupta, and Garbarino
Attest by . 111112Lia
Gabriel Rodrigo;
City of South San Francisco Page 1
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, 2017 through June 30, 2020
City of South San Francisco
Confidental Unit, Teamsters Local 856
Memorandum of Understanding
July 1, 2017 through June 30, -2020
Table of Contents
Article Title Page
Preamble .................................................................................................................. 1
1. Recognition ............................................................................................................. 1
2. Union Security ......................................................................................................... 1
2.1 Agency Shop ................................................................................................. 1
2.1.1 New Employees .................................................................................. 1
2.1.2 Fee Increase ........................................................................................ 1
2.1.3 In-lieu Dues ........................................................................................ 1
2.1.4 Indemnify and Hold Harmless ............................................................ 2
2.1.5 Deductions .......................................................................................... 2
2.1.6 Dues Deduction Form ......................................................................... 2
2.1.7 Special Assessments ........................................................................... 2
2.2 Communication with Employees .................................................................. 2
2.3 Advance Notice ............................................................................................. 2
2.4 Copies of Memorandum of Understanding ................................................... 3
3. Salaries .................................................................................................................... 3
3.1 Definitions ..................................................................................................... 3
3.1.1 Base Pay ............................................................................................. 3
3.1.2 Enhanced Pay ..................................................................................... 3
3.2 Wage Rates .................................................................................................... 3
3.3 Equity Adjustment ........................................................................................ 3
3.3 Salary Schedule ............................................................................................. 3
3.4 Temporary Assignment to Higher-level Position ......................................... 3
3.5 Longevity Pay Plan ....................................................................................... 4
3.5.1 Fifteen Years of Service 4
3.5.2 Twenty Years of Service 4
3.6 Education Incentive Pay ................................................................................ 4
3.7 Bilingual Incentive Pay ................................................................................. 4
3.7.1 Classifications Eligible for Bilingual Incentive Pay 4
3.7.2 current Languages in Effect 4
3.7.3 Testing and Compensation 4
3.7.4 Translating 5
3.8 Payment of Compensation ............................................................................ 5
3.9 Standby Compensation .................................................................................. 5
3.10 Holiday Standby 5
4. Health and Welfare Plans ........................................................................................ 5
4.1 Medical Insurance ......................................................................................... 5
4.1.1 Available Medical Plans ..................................................................... 5
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page ii July 1, 2017 through June 30, 2020
Article Title Page
4.1.2 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............................................................................................ 7
4.3.1 Available Plan ..................................................................................... 7
4.3.2 Payment of Premium Costs ................................................................ 7
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 .......................................................................... 7
4.6.3 Payment of Premium Costs ................................................................ 7
4.6.4 Effective Date of Coverage ................................................................ 8
4.7 Retirement Plans ........................................................................................... 8
4.7.1 PERS Miscellaneous Retirement Formula ......................................... 8
4.7.1.1 2.7% at Age 55 Plan ........................................................... 8
4.7.1.2 2% at Age 60 Plan .............................................................. 8
4.7.1.3 2% at Age 62 Plan .............................................................. 8
4.7.2 Employee Contributions to Retirement System ................................. 8
4.7.3 IRS Tax Exemption ............................................................................ 8
4.7.4 Optional Provisions Added ................................................................. 9
4.7.4.1 Military Service Credit ....................................................... 9
4.7.4.2 Sick Leave Service Credit .................................................. 9
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page iii
Article Title Page
4.8 Section 457 Deferred Compensation Plan .................................................... 9
4.9 Section 125 Plan ............................................................................................ 9
4.9.1 Group Insurance Premium ................................................................ 9
4.9.2 Health Care Reimbursement ............................................................. 9
4.9.3 Dependent Care Reimbursement ....................................................... 9
4.10 Education Expense Reimbursement Program ............................................... 9
4.10.1 Qualifying for Education Expense Reimbursement Program ........... 9
4.10.1.1 Department Head Approval ............................................... 9
4.10.1.2 Reimbursement Request ..................................................... 9
4.10.2 City Manager Approval..................................................................... 10
4.11 Retired Employee Benefits ........................................................................... 10
4.11.1 Group Medical Insurance for Qualifying Retirees ........................... 10
4.11.2 Medical After Retirement Account (“MARA”) ................................ 10
4.11.3 Group Dental Insurance for Qualifying Retirees ............................. 10
4.11.4 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 ................................................................................................. 11
6.2.1 Approval for Overtime ....................................................................... 11
6.3 Compensatory Time Off................................................................................ 11
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
7.2 Deferral (Final Payout in 2013) .................................................................... 13
7.3 Maximum Vacation Accumulation ............................................................... 13
7.4 Scheduling ..................................................................................................... 13
7.5 Pay Upon Separation from City Service ....................................................... 13
8. Bereavement Leave ................................................................................................. 13
8.1 Bereavement Leave ....................................................................................... 13
8.2 Definition of Immediate Family for Bereavement Leave ............................. 13
9. Medical Appointment Leave ................................................................................... 14
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page iv July 1, 2017 through June 30, 2020
Article Title Page
9.1 Medical Appointment Leave ....................................................................... 14
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 Payment of Unused Accrued Sick Leave ...................................................... 14
10.5 Sick leave as Family Care Leave (Kin Care) 14
10.6 Definitions of Family Member for Kin Care 14
11. Industrial Injury or Illness Leave ............................................................................ 14
11.1 Injury Leave .................................................................................................. 14
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 ........................................................................ 16
12.4 Light-duty Program ....................................................................................... 16
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 ........................................................................................... 18
13.3.3 Leave Usage .................................................................................... 18
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 ................................................................................................................ 19
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page v
Article Title Page
17. Grievance Procedure ............................................................................................... 19
18. Meeting .................................................................................................................... 19
19. Administration of Memorandum of Understanding ................................................ 19
19.1 Full and Entire Agreement ............................................................................ 19
19.2 Administration of Program ........................................................................... 19
20. Signatures ................................................................................................................ 20
Appendix A Confidential Unit, Teamsters Local 856 Classifications .................... 20
Appendix B Salary Survey Methodology ............................................................... 20
City of South San Francisco
Confidential Employees’ Unit, Teamsters Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020
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, 2017 through June 30,2020.
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 Security
2.1 Agency Shop—All full-time regular employees covered by this agreement shall become
members of the Union, or in the alternative, shall pay to the Union an agency fee, in an
amount of money equal to the customary initiation fee and regularly monthly dues.
2.1.1 New Employees—Such obligation shall not commence until after the employee
has completed 31 days of employment.
2.1.2 Fee Increase—During the term of this agreement, the Union agrees to meet and
confer with the City prior to implementing any increase in the customary
initiation fee.
2.1.3 In-lieu Dues—Any employee who is a member of a bona-fide religion, body, or
sect, which has historically held conscientious objections to joining or financially
supporting a public employee organization, shall not be required to join or
financially support the Union. Those employees may, in lieu of dues, initiati on
fees, or agency fees, pay sums equal to such dues, initiation fees, or agency fees
to a non-religious, non-labor charitable fund exempt from taxation under Section
501(c)(3) of the Internal Revenue Code. Three charitable funds shall be mutually
agreed upon through the meet-and-confer process between the City and the
Union, if the need to designate such charitable fund arises.
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 2 July 1, 2017 through June 30, 2020
2.1.4 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. The City shall deliver revocations of membership to the
chapter president periodically.
2.1.5 Deductions—The City agrees to deduct on a regular basis the periodic
membership dues and agency fees from the paycheck of each employee who
voluntarily executes and delivers to the Union a valid dues checkoff authorization
form. Dues deduction shall be consistent with the pay schedule used by the City.
2.1.6 Dues Deduction Form—Effective with the approval of this agreement, the City
will accept a dues deduction authorization form, as designated by the Union, from
employees in this unit.
2.1.7 Special Assessments—The City shall not be required to collect any special
assessments or similar short-time change in rates. Initiation fees will not be
considered a special assessment.
2.1.8 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. This authorization shall not be
provided to any other registered or recognized employee group or organization.
2.1.9 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.
2.1.10 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 1-
calendar month from the date of hire.
2.1.11 Suspension of Dues, Fees During leave of Absence – An employee on unpaid
leave of absence for a period of 30 calendar days or more shall not be re quired to
pay Union dues, agency fees, or make charitable contributions during the period
of the employees leave.
2.2 Communication with Employees—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.
2.3 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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 3
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. Proper advance
notice shall consist of written notice to the designated business agent. If public safety,
public welfare, or an emergency arises that requires any of the above actions to be taken
by the City without notice to the Union, the City may take the action while concurrently
giving notice that affords the Union a reasonable time in which to meet with management
representatives.
2.4 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:
Year 1 (July 1, 2017-June 30, 2018) effective the first full pay period including
July 1, 2017, or the first full pay period following the adoption of the MOU by
Council: three percent (3%); whichever is later;
Year 2 (July 1, 2018-June 30, 2019) effective the first full pay period of July
2018: three percent (3%);
Year 3 (July 1, 2019-June 30, 2020) effective the first full pay period of July
2019: three percent (3%).
There will be no retroactive across-the-board base pay adjustments.
3.3 Salary Schedule—Confidential positions shall have 5 pay steps that will provide for a
differential of approximately 5% between steps. Employees may progress through the
salary schedule based on satisfactory performance according to the following timelines of
no less than 6 months each in steps A and B, and 12 months each in steps C and D.
3.4 Temporary Assignment to Higher-level Position—An employee assigned to the full scope
of the duties of a higher classification shall not be paid the salary of that higher
classification unless they serve in that capacity for 1-full day (8 hours) or more. An
employee so assigned, must meet the minimum qualifications for the position to which
assigned. An employee who meets these requirements and is assigned to perform the
duties of a classification at a higher pay rate shall receive additional compensation at the
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 4 July 1, 2017 through June 30, 2020
rate of pay for which the employee would qualify were the employee to be promoted to
that higher classification.
3.5 Longevity Pay Plan—Regular full-time employees hired prior to July 1, 2012 shall
receive longevity pay in accordance with the following schedule:
3.5.1 Fifteen Years of Service—After 15 full years of City service, 1.5% will be added
to the employee’s base hourly rate of pay.
3.5.2 Twenty Years of Service—After 20 full years of City service, in addition to above,
another 1.0% of pay will be added to the employee’s base hourly rate of pay.
Longevity pay is not available for employees hired on or after July 1, 2012.
3.6 Education Incentive Pay—An employee who has successfully completed probation and
who possesses a degree from an accredited college or university shall be eligible to
receive $500 per year for an Associate’s degree or $1,000 per year for a Bachelor’s
degree. Education incentive pay will be effective the pay period following Department
Head or designee approval following receipt of official transcripts. Education incentive
pay is paid on a biweekly basis.
3.7 Bilingual Incentive Pay—
3.7.1 Classifications Eligible for Bilingual Incentive Pay—Positions eligible for
bilingual incentive pay must be those that have regular contact with the public.
Those classifications that are eligible for bilingual incentive pay are identified
below and include any title changes that may occur during the life of this
agreement.
Administrative Assistant I
Administrative Assistant II
Assistant City Clerk
Data Business Systems Specialist
Deputy City Clerk
Executive Assistant to the City Manager
Human Resources Technician
Senior Administrative Assistant
3.7.2 Current Languages in Effect—To be eligible to participate in this program,
employees must speak a second language used by a significant segment of South
San Francisco population. For the duration of this agreement, the following
languages shall qualify for an employee to receive the Bilingual Incentive Pay
under this section.
Spanish
Tagalog
American Sign Language
Mandarin
Cantonese
3.7.3 Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures and demonstrating to the department head’s
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 5
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 payperiod after the employee has passed a qualifying
examination, as determined by the City, demonstrating proficiency in the
language.
3.7.4 Translating—Employees who have met the criteria and are compensated for
bilingual incentive pay must use those skills whenever the need arises.
Employees may be asked to assist an individual who is doing business with the
City at worksites other than their primary work location
3.8 Payment of Compensation—Each employee shall be compensated on a biweekly basis.
Payment will normally be made on the Thursday immediately following the conclusion
of a City payperiod. The payperiod consists of 14 calendar days and begins on a Friday
and ends on a Thursday, which is the last day of the payperiod. Employees who are in
continuous paid regular status for a partial payperiod shall receive prorated compensation
for the payperiod at the rate of 1/80 of the employee’s enhanced biweekly rate of pay for
each hour of the payperiod that the employee was on continuous paid regular status.
3.9 Standby Compensation—Compensation for standby shall be as follows and maintain a
“me too” provision in the event of a change to the Standby Compensation provision in the AFSCME
MOU:
7/1/2017 ––Employees Taking standby beginning 7/1/2017 shall receive $400 per
week for each week they are on standby.
Eligible positions for standby shall be as follows:
Senior Computer Services Technician
Computer Services Technician
3.10 Holiday Standby –––An employee taking standby, who is called to return to work on a
holiday (midnight to midnight of the actual holiday), shall receive a minimum of 4 hours of
compensation at 1.5 times the employee’s base hourly rate of pay.
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
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 6 July 1, 2017 through June 30, 2020
4.1.2 Payment of Premium Costs—The City shall pay the equivalent of the HMO
premium cost for eligible employees and their dependents to the insurance
provider for the plan selected by each employee.
4.1.2.1 Employee HMO Medical Premium Cost— Employee HMO Medical Premium
Cost––All employees on the City’s medical plans shall contribute an amount
equal to 10% of the HMO premium cost based on plan choice and category of
coverage (single, two, family).
4.1.2.2 Employee Non-HMO Medical Premium Cost—Employees who elect more
expensive plans shall pay any additional cost over the HMO rate of the
plan elected based on that plan’s 3-tiered rates (single, two or family).
4.1.3 Effective Date of Coverage—The effective date of health insurance shall be the
first of the month following the date of hire, provided the employee properly
submits a completed enrollment form within 31 days of the eligibility date.
Coverage shall terminate at 12:00 midnight on the last day of the month in which
the employee is on paid status prior to separation from employment with the City.
4.1.4 Change in Medical Plan Providers—Should the City determine that a change in
medical plan providers is warranted, it may establish a committee, comprised of
one union representative from each bargaining unit, to assist in assessing a change
in plan providers.
4.2 Dental Insurance—
4.2.1 Core Dental Plan—Eligible employees and their dependents shall be provided
dental insurance, subject to the terms and conditions of the City’s contract with
the provider.
4.2.2 Calendar Year Maximum—Effective 7/1/00, the calendar year maximum is
$1,500.
4.2.3 Orthodontia—The lifetime orthodontia coverage is $1,000 for eligible
dependents.
4.2.4 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
4.2.5 Effective Date of Coverage—Coverage is effective on the first day of the month
following completion of 6-full-months of employment with the City, provided the
employee properly submits a completed enrollment form within 31 days of the
eligibility date. Coverage shall terminate at 12:00 midnight on the last day of the
month in which the employee is on paid status prior to separation from
employment with the City.
4.2.6 Buy-up Dental Plan—Subject to the terms and conditions of the City’s contract
with the provider, employees may participate in an enhanced dental plan by
paying the additional coverage costs over the core dental plan.
4.3 Vision Insurance—
4.3.1 Available Plan—Eligible employees and their dependents shall be provided
vision insurance, subject to the terms and conditions of the City’s contract with
the provider.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 7
4.3.2 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
4.3.3 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate at 12:00 midnight on the last day
of the month in which the employee is on paid status prior to separation from
employment with the City.
4.4 Discretionary Benefit Option—Employees who can demonstrate to the City’s satisfaction
that they have medical coverage elsewhere, may elect to receive $550 per month in deferred
compensation monies in lieu of medical, dental, and vision benefits through the City. If an
employee exceeds the deferred compensation annual maximum contribution limit, any remaining
City contributions will be made to the employee’s Medical After Retirement Account (MARA).
4.4.1 Proof of Alternate Insurance—The employee must provide proof of alternate
medical insurance and will be held responsible for maintaining own medical
insurance benefits through the alternate source.
4.4.2 Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human
Resources Department. Employees may change the discretionary benefit option
once each year during the open enrollment period for medical plans, or at another
time during the year provided the employee has a qualifying event and submits
requisite paperwork within 30 days of the qualifying event
4.5 Life Insurance and Accidental Death and Dismemberment Insurance—
4.5.1 Term Life Value—Subject to the terms and conditions of the City’s contract with
the provider, the amount of Life Insurance benefit for employees is $50,000.
4.5.2 AD&D Value—Subject to the terms and conditions of the City’s contract with the
provider, the maximum amount of Accidental Death and Dismemberment
Insurance benefit available is $50,000.
4.5.3 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees to the insurance provider.
4.5.4 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate on the date the employee ceases
to be an employee of the City.
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
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 8 July 1, 2017 through June 30, 2020
determined by the insurance carrier, up to a maximum monthly amount, until
LTD benefits begin.
4.6.2 Long-term Disability—After a 90-day waiting period, an eligible employee may
receive 66.67% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount.
4.6.3 Payment of Premium Costs—The City shall pay the premium costs for medical,
dental, vision, and life insurance for eligible employees to the insurance
providers.
4.6.4 Effective Date of Coverage—Coverage is effective the first day of the calendar
month following the date of hire. Coverage ends on the date employment
terminates.
4.7 Retirement Plans—The benefit contract in effect between the City of South San
Francisco and the Public Employees’ Retirement System (PERS) on behalf of eligible
employees of this Unit shall be continued during the term of this agreement. Retirement
benefits shall be those established for miscellaneous employees by the Federal Social
Security Act providing Old Age and Survivor’s Insurance and the California Public
Employees’ Retirement System (CalPERS or PERS) Miscellaneous Employees.
4.7.1 PERS Miscellaneous Retirement Formula—
4.7.1.1 2.7% at age 55 Plan—Classic Members as defined by CalPERS who
were hired before April 24, 2010 will be provided a retirement benefit
formula of 2.7% at age 55 with one-year final compensation.
4.7.1.2 2% at Age 60 Plan—Classic Members as defined by CalPERS who were
hired on or after April 24, 2010 will be provided a retirement benefit
formula of 2% at age 60 with three-year final compensation.
4.7.1.3 2% at Age 62—New Members as defined by PEPRA who are hired on
or after January 1, 2013 will be provided a retirement benefit formula of
2% at age 62 with 3-year final compensation.
4.7.2 Employee Contributions to Retirement System—The rate prescribed by the Social
Security Act for employee contributions shall be deducted from the pay by the
City and forwarded to the system in accordance with the rules and regulations
governing such employee contributions. The PERS rate for employee
contributions shall be deducted from employees’ pay by the City and forwarded
to PERS in accordance with the rules and regulations governing such
contributions.
4.7.3 IRS Tax Exemption—The City has obtained a 414(h)(2) exemption from the
Internal Revenue Service, granting a deferral from federal withholding taxes of
that portion of the employee’s contribution to PERS. This exemption is for all
miscellaneous employees, who are now responsible for their individual PERS
contributions, and now receive the 414(h)(2) exemption.
4.7.4 Optional Provisions Added—Optional Public Agency Provisions under PERS
shall also be provided as follows:
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Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 9
4.7.4.1 Military Service Credit—An employee who has served in the military may
be eligible for Military Service Credit, as authorized by section 2090\30.3
of the Government Code.
4.7.4.2 Sick Leave Service Credit—Effective 4/11/2001, and as provided for in
the Public Employees Retirement Law.
4.8 Section 457 Deferred Compensation Plan—Employees are eligible, subject to the terms
and conditions thereof, to participate in the Deferred Compensation Plans available to
City employees.
4.9 Section 125 Plan—Subject to the terms and conditions of the City’s plan, each employee
may participate in the IRS-defined section 125 plan.
4.9.1 Group Insurance Premium Plan— Participants may pap premium contributions
for employee and dependent coverage under the City’s health care plans on a pre-
tax basis.
4.9.2 Health Care Reimbursement—Participants may set aside salary up to $2,500 per
calendar year on a pre-tax basis to be used to reimburse their out-of-pocket
eligible health care expenses..
4.9.3 Dependent Care Reimbursement— Participants may set aside $5,000 per calendar
year for reimbursement of out-of-pocket eligible dependent care expenses.
4.10 Education Expense Reimbursement Program—An employee who takes a course at an
accredited institution of learning shall be eligible to receive reimbursement of 50%, not
to exceed $2,000 per fiscal year, for the costs of tuition, fees, and course materials.
4.10.1 Qualifying for Education Expense Reimbursement Program—In order to qualify
for reimbursement, the employee must:
4.10.1.1 Department Head Approval—Prior to enrollment, receive the written
approval of the department head. The employee will submit a request,
along with a description of the course, which briefly describes how the
course may advance the employee’s career with the City and/or its
relevance to the employee’s job. The department head will make a
determination to accept or reject the request.
4.10.1.2 Reimbursement Request—Submit a request reimbursement to the City
Manager which includes the following
A copy of the department head’s written approval of the course
A copy of the employee’s grade for the course
Receipts for all expenses related to the course with a total amount
requested for reimbursement
4.10.2 City Manager Approval—The City Manager shall approve the employee’s
request for reimbursement provided that the employee has prepared the request in
compliance with this policy.
4.11 Retired Employee Benefits—
4.11.1 Group Medical Insurance for Qualifying Retirees—An employee who was hired
on or prior to April 24, 2010 may elect to continue his or her City sponsored
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 10 July 1, 2017 through June 30, 2020
medical insurance if the employee is enrolled in the City's group medical plan and
retires concurrently with CalPERS and the City. In order to be eligible for this
benefit, the employee must have five years of continuous City employment at the
time of his or her retirement. The monthly premium that the City will make for
retiree medical insurance pursuant to this provision equals the monthly monetary
contribution that the City makes for single retiree medical HMO coverage.
Retirees will be required to pay any additional costs in order to receive retiree
medical benefits. An eligible retiree may also elect to continue dependent
coverage provided that the retiree bears the full premium costs for any eligible
dependents. A retiree must continually receive a CalPERS retirement allowance
in order to remain eligible to receive retiree medical insurance contributions. Any
retiree that unretires from CalPERS and returns to active service with a CalPERS
covered agency will permanently forfeit their eligibility for retiree medical
benefits pursuant to this provision.
4.11.2 Medical After Retirement Account (“MARA”)—An employee who was hired after
April 24, 2010 will receive a City contribution of one and one-half percent (1.5%)
of such an employee’s base salary toward a Medical after Retirement Account
(e.g. VEBA or similar City-sponsored plan).
4.11.3 Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled in
the City's group dental plan and retires concurrently with CalPERS and the City.
In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree
bears the full premium costs for himself/herself and any eligible dependents and
will be completely responsible for these payments and for continuing dental
coverage.
4.11.4 Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled in
the City's group vision plan and retires concurrently with CalPERS and the City.
In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree
bears the full premium costs for himself/herself and any eligible dependents and
will be completely responsible for these payments and for continuing vision
coverage.
Article 5. Holidays
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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 11
Last Monday in May.................................................. Memorial Day
July 4 .......................................................................... Independence Day
First Monday in September ....................................... Labor Day
Second Monday in October ....................................... Columbus Day Observed
November 11 ............................................................. Veteran’s Day
Fourth Thursday in November .................................. Thanksgiving Day
Friday following Fourth Thursday in November ...... Day After Thanksgiving
December 25 .............................................................. Christmas Day
5.2 Half-day Holidays—In addition, the City observes the following half-day holidays:
December 24 .............................................................. Christmas Eve Day
December 31 .............................................................. New Year’s Eve Day
5.3 Holiday Pay—Employees shall be entitled to receive compensation for 8 hours of
holiday time for each full holiday and 4 hours of holiday time for each half-day holiday,
with holiday time considered as hours worked.
5.4 Holidays on a Weekend—When any of the aforementioned holidays fall on a Sunday, it
shall be observed on the following Monday; any holiday falling on a Saturday shall be
observed on the previous Friday. Half-day holidays shall be observed on the workday
immediately previous the day upon which Christmas Day and New Year’s Day are
observed.
5.5 Discretionary Holiday—Each full-time regular employee shall be eligible for eight hours
of paid discretionary holiday each calendar year, in addition to the holidays observed by
the City. Once accrued, this discretionary holiday should be used before vacation leave.
An employee who has not used this holiday by the end of the last payperiod of the
calendar year, shall forfeit the holiday for that year. No annual cash payouts will be
allowed.
Article 6. Overtime Pay and Compensatory Time Off
6.1 FLSA Work Period—The FLSA standard work period is a seven-day work week that
begins at 12:01 am Friday and ends at 12:00 midnight the following Thursday. Any
exceptions to this work period will be documented and maintained on a list shared
between the Human Resources Department and the Union. Nothing in this provision is
intended to affect the right of any employee to overtime pursuant to the terms of this
MOU.
6.2 Overtime Pay—Non-exempt employees who work in excess of the normal 40-hour
workweek will receive overtime pay at 1.5 times their enhanced hourly rate of pay for all
overtime hours worked.
6.2.1 Approval for Overtime—No employee shall work overtime without the express
prior approval of the employee’s department head or designee.
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Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 12 July 1, 2017 through June 30, 2020
6.3 Compensatory Time Off—With the department head’s or designee’s approval, employees
may receive compensatory time in lieu of overtime pay. If granted, compensatory time
shall be earned at the rate of 1.5 times each overtime hour worked.
6.3.1 Maximum Compensatory Time—Employees may accumulate at the rate of 1.5
times to an equivalent maximum of 70 hours in lieu of pay for such overtime.
Employees will be paid for the overtime hours that exceed the cap and cannot
accrue further compensatory time until they have reduced their accrued hours
below the 70 hour cap.
6.3.2 Payment of Compensatory Time—Payment of accrued compensatory time upon
termination of employment or transfer out of the department will be made at the
employee’s final regular rate of pay. The City reserves the right to pay out
accrued compensatory time at any time at the regular rate of pay earned by the
employee at the time the compensatory time is paid.
6.3.3 Use of Compensatory Time—Employees may use accrued compensatory time in
accordance with departmental policies.
6.3.4 Department Rules—Individual departments may establish rules regarding:
a. Notice required before use of compensatory time;
b. Length of time that compensatory time may remain on the books before it is
cashed out; and
c. Such other matters necessary to ensure that operations are not unduly
disrupted by use of compensatory time off.
Article 7. Vacation Leave
7.1 Vacation Leave—Regular full time employees shall accrue vacation as follows:
Length of Continuous Service Biweekly Accrual Rate
0 through completion of fourth year ................................................ 4.62 hours
Fifth through fourteenth year ........................................................... 6.16 hours
Fifteenth through twenty-fourth years ............................................. 7.69 hours
Twenty-fifth and succeeding years .................................................. 9.23 hours
7.2 Maximum Vacation Accumulation—An employee may accumulate up to two times the
annual accrual rate of vacation hours as unused vacation. Effective July 5, 2013, once an
employee has accumulated two times the annual accrual, no further vacation leave will
accrue until the pay period after the vacation balance has been reduced below the two -
year cap.
7.3 Scheduling—The times during the year at which an employee may take vacation shall be
determined by the department head with due regard for the wishes of the employee and
particular regard to the needs of the service.
7.4 Pay Upon Separation from City Service—Employees separating from the City Service
shall be paid at their current enhanced hourly salary rate for all unused accrued vacation
hours.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 13
7.5 Vacation Cash-Out—Employees shall be allowed to cash out up to 40 hours of unused
accrued vacation per calendar year with the following provisions:
Employees must have completed a minimum of one year of service.
Employees must maintain a minimum of 80 hours of accrued vacation hours in
their vacation bank.
Vacation hours may be cashed out twice annually in May and November.
7.6 Vacation Payout 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.
Article 8. Bereavement Leave
8.1 Bereavement Leave—Each employee may take leave without loss of pay upon the death
of, or for the funeral of, any member of his/her immediate family, as defined below, for
the period of 24 hours per occurrence within the State of California and up to a maximum
of 40 hours for a family member residing outside the State of California.
8.2 Definition of Immediate Family for Bereavement Leave—As used herein for bereavement
leave, immediate family is defined to be spouse, registered domestic partner with the
State of California, parent, brother, sister, grandparent, child, mother-in-law, father-in-
law, brother-in-law, sister-in-law, daughter-in-law, or son-in-law. In addition, the
department head may grant the above described leave in the event of the illness or
disability or funeral of someone other than those persons designated if, in the department
head’s opinion, there exists an extraordinarily close relationship between the employee
and such person.
Article 9. Medical Appointment Leave
9.1 Medical Appointment Leave—Each employee may be granted leave without loss of
salary or benefits for the purpose of going to appointments with medical doctors or
dentists in instances where the employee is reasonably unable to arrange for such
appointments to occur during non-work time.
9.2 Medical Appointment Leave Charged to Sick Leave—Medical appointment leave shall be
charged to sick leave as follows with the first 8 hours per calendar year not charged to
sick leave and any other absences relating to appointments charged to sick leave.
Article 10. Sick Leave
10.1 Determination—Every covered employee, who is temporarily and/or partially disabled
from performing the full scope of the usual and customary duties of his or her
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 14 July 1, 2017 through June 30, 2020
classification as the result of an injury or illness that is not industrially caused, shall be
eligible to receive sick leave without loss of salary or benefits within the limits set forth
below.
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 year will be subject to a review of sick leave usage.
10.4 Payment of Unused Accrued Sick Leave—Employees are eligible to receive payment for
unused accumulated sick leave. An employee shall be paid at the employee’s enhanced
hourly rate of pay for half of the accumulated sick leave hours. However no employee
shall receive payment of any accrued sick leave hours in excess of 1,200; the maximum
payable hours of 600. Employees are eligible to receive payment for unused
accumulated sick leave in the following circumstances:
Death; or.
Disability Retirement from CalPERS: or
Full service retirement provided that all the following conditions are met:
o 10 years of consecutive full-time City service;
o Simultaneous retirement from City service and receipt of a service
retirement from CalPERS.
10.5 Sick Leave as Family Care Leave (Kin Care)––Employees are permitted to use up
to half of their annual sick leave allotment, in any calendar year, for the purpose of
obtaining medical consultation, treatment or for caring for a sick family member.
10.6 Definitions of Family Member for Kin Care––A family member, as defined in
Labor Code 233, shall include a child, which for purposes of this article means a
biological, adopted, or foster child, stepchild, legal ward, or a child to whom the
employee stands in loco parentis: a biological, adoptive, or foster parent, stepparent, or
legal guardian of an employee or the employee’s spouse or registered domestic partner,
or a person who stood in loco parentis when the employee was a minor child, a spouse, a
registered domestic partner, a grandparent, a grandchild or a sibling
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
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 15
industrially caused and the injury or illness necessitates the employee’s absence from
work, shall be entitled to receive paid injury leave without loss of salary or benefits.
11.2 Injury Leave Amount—Employees shall be eligible to receive this paid injury leave for
all time the employee is normally scheduled to work but is unable to work during a
period of 90 calendar days following the date in which the injury or illness caused the
period of temporary and/or partial disability and necessitated the employee’s absence
from work. An employee receiving paid industrial injury or illness leave shall assign to
the City all workers’ compensation insurance proceeds received by the employee for all
of the time in which the employee also received paid leave from the City.
Article 12. Disability Leave
12.1 Application for Benefits—An employee who is non-industrially disabled from performing
the full scope of the usual and customary duties of the classification as the result of an
injury or illness and has utilized all accrued sick leave and paid leave for which the
employee is eligible, may file an application for short-term and/or long-term disability
benefits in accordance with the requirements of the City’s Short-term and Long-term
Disability insurance policy. The elimination period for the long-term disability plan is
20-calendar days. Employees will not be required to utilize sick leave in excess of this
elimination period in order to qualify for disability payment.
12.2 Insurance Premium Payment—The City will continue to pay insurance premiums on
behalf of a disabled employee and dependents, pursuant to the provisions for such
payments otherwise provided in this agreement until the actual date of separation from
city employment of the employee.
12.3 Separation from City Service—The City will not separate an employee until he/she has
been qualified for Long-term Disability benefits for a period of at least 90 days, except in
those instances where the City and the employee agree to an earlier separation.
12.4 Light-duty Program—The purpose of this light-duty program is to minimize the loss of
productive time, while at the same time reintroduce the employee to work to prevent
deterioration of skills, facilitate recovery, and reduce income loss. Light-duty
assignments will be structured so that an employee is not placed in a duty status that
would aggravate or cause a reoccurrence of injury or illness. Light-duty assignments will
not be made unless the employee receives medical clearance from the treating physician
to return for light duty. This program shall be coordinated with applicable workers
compensation benefits so that benefits are provided at the level not less than those
mandated by state law.
12.4.1 Coverage—This light-duty program will cover any employee who suffers a
temporary and partial disability due to an industrial or non-industrial injury or
illness.
12.4.2 Determination/Required Reports—
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Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 16 July 1, 2017 through June 30, 2020
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 a ll
industrial or non-industrial injuries or illnesses regardless of whether a
light-duty assignment has been made. Reports will be evaluated by the
department head for purposes of continuing or terminating a current light-
duty assignment or to determine when to commence a light-duty
assignment.
12.4.3 Light-duty Assignment, Definitions, and Restrictions—Light-duty assignments
shall only be provided to employees with temporary disabilities where it has been
medically determined that the employee will be able to return to the essential
functions of his/her current job with or without accommodation. In no event will
light duty assignments extend beyond reaching Maximum Medical Improvement,
and under no circumstances shall the light-duty assignment be considered to be a
permanent alternative position for purposes of reasonable accommodation under
the American with Disabilities Act. Light-duty assignments:
May consist of reduced work hours, limited work, or any combination thereof.
Will not adversely affect the employee’s normal wage rate.
Will be within the employee’s assigned department; or if no regular work is
available, the employee may be assigned work outside of the department
consistent with skill and ability.
When feasible will be during the employee’s normal shift and duty hours.
However, if it is determined that no useful work will be performed during the
normal shift or duty hours, the employee can be assigned light duty during the
normal office hours of 8:00 a.m. to 5:00 p.m., Monday through Friday
Will be developed based for specific light-duty assignments on a case-by-case
review of the medical restrictions, so as not to aggravate an injury or illness.
12.4.4 Holidays/Vacations During Light-duty Assignments—
12.4.4.1 Holidays Observed—Holidays during light-duty assignments shall be
observed in accordance this agreement.
12.4.4.2 Vacations—Employees assigned to light duty shall take their vacation as
normally scheduled. Vacations shall cover the same number of workdays
and calendar days as would have been if the employee had remained on
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 17
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.
13.3.2 Bonding—An employee who is no longer disabled from performing work due to
pregnancy, childbirth, or related medical conditions for reason of the birth of a
child and is medically released to return to work, shall be allowed to use
accumulated vacation, and/or an unpaid leave of absence upon the written request
of the employee.
13.3.3 Leave Usage—The employee must first use all eligible accumulated paid leave
before being granted unpaid leave.
13.4 Unpaid Leave of Absence—The City may grant an employee in a permanent position a
leave of absence without pay not to exceed 1 year. A request for the leave and the reason
therefore shall be submitted in writing and must be approved by the department head and
the City Manager.
13.5 Reinstatement Upon Return From Leave—Upon expiration of the approved leave, the
employee shall be reinstated to the former classification without loss of service credits or
benefits (subject to the terms of the contracts with the benefit providers) accrued prior to
said leave. However, during the period of the leave, the employee shall not accumulate
service credits, nor shall the City continue contributions toward group insurance or the
retirement plan.
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 18 July 1, 2017 through June 30, 2020
Article 14. Recreational Facilities and Classes
Employees shall be entitled to free admission to City recreation facilities and to free enrollment
in up to 5 recreational classes during a 12-month period (lab fees or ingredient fees not
included). Employees using City recreation facilities and enrolled in City recreational classes
shall engage in such activities on the employee’s non-work time. Employee admission to
recreation facilities and recreation classes shall be accomplished in conformance with the rules
and regulations established by the Parks and Recreation Department.
Article 15. Notary Public Certification
15.1 Certification Requirements for Employees Hired Prior to 7/1/00—Those Confidential
Unit members employed in a unit-covered classification as of 6/30/00 may choose not to
obtain notary public certification.
15.2 Certification Requirements for Employees Employee Hired After 6/30/00—Those
Confidential Unit members employed in a unit-covered classification after 6/30/00 may
be required to obtain notary public certification, as determined by their department head
or the Director of Human Resources.
Article 16. Discipline
The City shall take disciplinary action against a Confidential employee following the procedures
set forth in the City of South San Francisco Personnel Rules and Regulations.
Article 17. Grievance Procedure
Confidential employees are eligible to invoke the Grievance Procedures as noted in the City of
South San Francisco Personnel Rules and Regulations.
Article 18. Meeting
Prior to making any revisions to this Memorandum of Understanding, the City will meet with
members of the Confidential Employees’ Unit. The City agrees to grant a maximum of three
members of this bargaining unit’s negotiating team one hour release time prior to the negotiation
meeting with the City and one hour after the meeting for the purpose of discussing negotiations.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 19
Article 19. Administration of Memorandum of Understanding
19.1 Full and Entire Agreement—This Confidential Employees Memorandum of
Understanding sets forth the compensation program for members of the Unit and any
prior or existing understanding or agreements regarding these matters, whether formal or
informal, are hereby superseded or terminated in their entirety. In the event that the
provisions of this Memorandum of Understanding are found to be in conflict with a City
rule, regulation, or resolution, the provisions of this agreement shall prevail over such
conflicting rule, regulation, or resolution.
19.2 Administration of Program—The City Manager may establish such policies, rules, and
regulations as are deemed appropriate to the effective administration of the Program.
Members of the Confidential Employees Unit shall comply with all such policies, rules,
and regulations as may be established by the City Manager. The City Manager shall be
empowered to grant or to impose administrative leave without loss of pay or benefits for
members of the Confidential Employees Unit for any purpose deemed by the City
Manager to be appropriate to circumstances.
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 20 July 1, 2017 through June 30, 2020
Article 20. Signatures
Signed on this date: _________________________.
For the Union: For the City:
Linda Shipley, Chief Negotiator
LaTanya Bellow, Chief Negotiator
Eileen Deasy
Michele Clary
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2017 through June 30, 2020 Page 21
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
Assistant City Clerk
Computer Services Technician
Data Business Systems Specialist
Deputy City Clerk
Executive Assistant to the City Manager
Human Resources Technician
Senior Administrative Assistant
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 22 July 1, 2017 through June 30, 2020
Appendix B
Salary Survey Methodology
The salary survey methodology when used for determining compensation for the Confidential
Employees’ unit shall be as follows:
(a) Data regarding total compensation (i.e., base salary plus employer-paid benefits) will
be collected from the ten survey cities.
(b) Data regarding the cities’ total compensation will be ranked, from highest to lowest
total compensation.
(c) The cities with the highest and lowest total compensation as well as the City’s own
data, will be discarded before computing the average total compensation.
(d) The remaining cities’ total compensation will be calculated at the 60th percentile.
(e) The 60th percentile of total compensation will then be compared to the City’s total
compensation to get the percent difference in the City’s total compensation compared
to the remaining cities.
(f) The percent difference will then be used to adjust the City’s compensation, unless the
current City compensation is higher, in which case no change to the total
compensation will be made.
(g) The City will set the Confidential Unit employees’ total compensation package at the
60th percentile of the marketplace based on this computation.
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
First Floor City Hall
400 Grand Avenue P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
Web Site 650/877-8522 Tel
www.ssf.net 650/829-6699 Job Line
650/829-6698 Fax
JOB TITLE JOB CODE EFFECTIVE DATE UNIT PAY RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ADMINISTRATIVE ASSISTANT I O315 30-JUN-2017 CONFID Hourly Rate 27.84 29.23 30.69 32.24 33.85
ADMINISTRATIVE ASSISTANT I O315 30-JUN-2017 CONFID Bi-Weekly Rate 2227.20 2338.40 2455.20 2579.20 2708.00
ADMINISTRATIVE ASSISTANT I O315 30-JUN-2017 CONFID Monthly 4825.60 5066.53 5319.60 5588.27 5867.33
ADMINISTRATIVE ASSISTANT I O315 30-JUN-2017 CONFID
ADMINISTRATIVE ASSISTANT II O310 30-JUN-2017 CONFID Hourly Rate 29.33 30.79 32.33 33.95 35.66
ADMINISTRATIVE ASSISTANT II O310 30-JUN-2017 CONFID Bi-Weekly Rate 2346.40 2463.20 2586.40 2716.00 2852.80
ADMINISTRATIVE ASSISTANT II O310 30-JUN-2017 CONFID Monthly 5083.87 5336.93 5603.87 5884.67 6181.07
ADMINISTRATIVE ASSISTANT II O310 30-JUN-2017 CONFID
ADMINISTRATIVE ASSISTANT, SENIOR O340 30-JUN-2017 CONFID Hourly Rate 30.80 32.34 33.96 35.67 37.45
ADMINISTRATIVE ASSISTANT, SENIOR O340 30-JUN-2017 CONFID Bi-Weekly Rate 2464.00 2587.20 2716.80 2853.60 2996.00
ADMINISTRATIVE ASSISTANT, SENIOR O340 30-JUN-2017 CONFID Monthly 5338.67 5605.60 5886.40 6182.80 6491.33
ADMINISTRATIVE ASSISTANT, SENIOR O340 30-JUN-2017 CONFID
CITY CLERK RECORDS TECHNICIAN O415 30-JUN-2017 CONFID Hourly Rate 29.33 30.80 32.34 33.96 35.66
CITY CLERK RECORDS TECHNICIAN O415 30-JUN-2017 CONFID Bi-Weekly Rate 2346.40 2464.00 2587.20 2716.80 2852.80
CITY CLERK RECORDS TECHNICIAN O415 30-JUN-2017 CONFID Monthly 5083.87 5338.67 5605.60 5886.40 6181.07
CITY CLERK RECORDS TECHNICIAN O415 30-JUN-2017 CONFID
COMPUTER SERVICES TECHNICIAN O525 30-JUN-2017 CONFID Hourly Rate 37.38 39.24 41.21 43.27 45.42
COMPUTER SERVICES TECHNICIAN O525 30-JUN-2017 CONFID Bi-Weekly Rate 2990.40 3139.20 3296.80 3461.60 3633.60
COMPUTER SERVICES TECHNICIAN O525 30-JUN-2017 CONFID Monthly 6479.20 6801.60 7143.07 7500.13 7872.80
COMPUTER SERVICES TECHNICIAN O525 30-JUN-2017 CONFID
COMPUTER SERVICES TECHNICIAN, SENIOR O530 30-JUN-2017 CONFID Hourly Rate 39.24 41.21 43.26 45.42 47.70
COMPUTER SERVICES TECHNICIAN, SENIOR O530 30-JUN-2017 CONFID Bi-Weekly Rate 3139.20 3296.80 3460.80 3633.60 3816.00
COMPUTER SERVICES TECHNICIAN, SENIOR O530 30-JUN-2017 CONFID Monthly 6801.60 7143.07 7498.40 7872.80 8268.00
COMPUTER SERVICES TECHNICIAN, SENIOR O530 30-JUN-2017 CONFID
DATABASE BUSINESS SYSTEMS SPECIALIST O405 30-JUN-2017 CONFID Hourly Rate 29.33 30.79 32.33 33.95 35.66
DATABASE BUSINESS SYSTEMS SPECIALIST O405 30-JUN-2017 CONFID Bi-Weekly Rate 2346.40 2463.20 2586.40 2716.00 2852.80
DATABASE BUSINESS SYSTEMS SPECIALIST O405 30-JUN-2017 CONFID Monthly 5083.87 5336.93 5603.87 5884.67 6181.07
DATABASE BUSINESS SYSTEMS SPECIALIST O405 30-JUN-2017 CONFID
DEPUTY CITY CLERK O320 30-JUN-2017 CONFID Hourly Rate 32.27 33.89 35.59 37.36 39.22
DEPUTY CITY CLERK O320 30-JUN-2017 CONFID Bi-Weekly Rate 2581.60 2711.20 2847.20 2988.80 3137.60
DEPUTY CITY CLERK O320 30-JUN-2017 CONFID Monthly 5593.47 5874.27 6168.93 6475.73 6798.13
DEPUTY CITY CLERK O320 30-JUN-2017 CONFID
EXECUTIVE ASSISTANT TO THE CITY MANAGERO410 30-JUN-2017 CONFID Hourly Rate 36.05 37.85 39.74 41.74 43.83
EXECUTIVE ASSISTANT TO THE CITY MANAGERO410 30-JUN-2017 CONFID Bi-Weekly Rate 2884.00 3028.00 3179.20 3339.20 3506.40
EXECUTIVE ASSISTANT TO THE CITY MANAGERO410 30-JUN-2017 CONFID Monthly 6248.67 6560.67 6888.27 7234.93 7597.20
EXECUTIVE ASSISTANT TO THE CITY MANAGERO410 30-JUN-2017 CONFID
HUMAN RESOURCES TECHNICIAN O265 30-JUN-2017 CONFID Hourly Rate 29.33 30.79 32.33 33.95 35.66
HUMAN RESOURCES TECHNICIAN O265 30-JUN-2017 CONFID Bi-Weekly Rate 2346.40 2463.20 2586.40 2716.00 2852.80
HUMAN RESOURCES TECHNICIAN O265 30-JUN-2017 CONFID Monthly 5083.87 5336.93 5603.87 5884.67 6181.07