HomeMy WebLinkAboutReso 75-2017 (17-651)City of South San Francisco P.O. Box 711 (City Hall,
400 Grand Avenue)
South San Francisco, CA
City Council
Resolution: RES 75 -2017
File Number: 17 -651 Enactment Number: RES 75 -2017
RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR THE MID - MANAGEMENT, 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 Mid- management, Teamsters
Local 856 (Mid- management) 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
Mid - management 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 Mid - management 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 City Council on 6/28/2017, a motion was made by Richard Garbarino, seconded by
Liza Normandy, that this Resolution be approved. The motion passed.
Yes: 5 Vice Mayor Normandy, Councilmember Garbarino, Councilmember
Matsumoto, Mayor Gupta, and CouncilmemberAddiego
Attest by '� , (
Gabrie
City of South San Francisco Page 1
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, 2017 through June 30, 2020
City of South San Francisco
Mid-management Unit
Memorandum of Agreement/Compensation Plan
July 1, 2017 through June 30, 2020
Table of Contents
Article Title Page
1 Preamble .............................................................................................................. 1
2 Recognition .......................................................................................................... 1
3 Union Security ..................................................................................................... 1
3.1 Agency Shop ............................................................................................... 1
3.1.1 New Employees .............................................................................. 1
3.1.2 Fee Increase ..................................................................................... 1
3.1.3 In-lieu Dues ..................................................................................... 1
3.1.4 Indemnify and Hold Harmless ........................................................ 2
3.1.5 Payroll Deductions Procedures ....................................................... 2
3.1.6 Dues Deduction Form ..................................................................... 2
3.1.7 Special Assessments ....................................................................... 2
3.1.8 Suspension of dues, Fees or In Lieu Payments during Leave of
Absence
3.2 Communication with Employees ................................................................ 2
3.3 Advance Notice ........................................................................................... 2
3.4 Copies of Memorandum of Understanding ................................................ 2
4 Compensation ...................................................................................................... 3
4.1 Definitions .................................................................................................. 3
4.1.1 Base Pay .......................................................................................... 3
4.1.2 Enhanced Pay .................................................................................. 3
4.2 Wage Rates ................................................................................................. 3
4.3 Salary Schedule ........................................................................................... 3
4.4 Payment of Compensation .......................................................................... 3
4.5 Continuous Employement ........................................................................... 3
4.6 Longevity Pay ............................................................................................. 4
4.6.1 Fifteen Years of Service 4
4.6.2 Twenty Years of Service 4
4.7 Temporary Assignment to Higher Level Positions ..................................... 4
4.8 Salary Survey .............................................................................................. 4
4.9 Benchmarked Classifications ..................................................................... 4
4.10 Uniforms ..................................................................................................... 4
4.11 Standby Compensation ............................................................................... 4
4.11.1 Employees assigned standby 4
4.11.2 Eligible positions for standby 4
4.12 Bilingual Incentive Pay 4
4.12.1 Classification Eligible for Bilingual Incentive pay 5
4.12.2 Current Languages in Effect 5
Page 2
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
Article Title Page
4.12.3 Testing and Compensation 5
4.12.4 Translating 5
5 Reimbursements .................................................................................................. 5
5.1 Education Expense Reimbursement Program ............................................. 5
5.1.1 Eligibility ........................................................................................ 5
5.1.2 Education Expense Reimbursement Amount ................................. 5
5.1.3 Personal and Professional Development Expense
Reimbursement ...............................................................................
6
5.1.4 Qualifying for Education Expense Reimbursement Program ......... 6
5.1.4.1 Department Head Approval ................................................ 6
5.1.4.2 Reimbursement Request ..................................................... 6
5.1.4.3 City Manager Approval ...................................................... 6
6 Benefits ................................................................................................................ 6
6.1 Health Insurance Benefits ........................................................................... 6
6.2 Medical Insurance ....................................................................................... 6
6.2.1 Medical Insurance Providers ........................................................... 6
6.2.2 Medical Insurance Plans ................................................................. 6
6.2.3 Payment of Premium Costs ............................................................. 7
6.2.3.1 Employee HMO Medical Premium Cost ............................ 7
6.2.3.2 Employee Non-HMO Medical Premium Cost .................... 7
6.2.4 Effective Date of Coverage ............................................................. 7
6.3 Dental Insurance ........................................................................................ 7
6.3.1 Core Dental Plan ............................................................................ 7
6.3.1.1 Calendar year maximum 7
6.3.1.2 Orthodontia 7
6.3.2 Buy-up Dental Plan ......................................................................... 7
6.3.3.Payment of Premium Costs ............................................................ 7
6.3.4 Effective Date of Coverage 7
6.4 Vision Insurance ......................................................................................... 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 ...................................................................... 8
6.5.1 Proof of Alternate Insurance ........................................................... 8
6.5.2 Exercising the Option ..................................................................... 8
6.6 Life Insurance and Accidental Death and Dismemberment Insurance ....... 8
6.6.1 Term Life Value .............................................................................. 8
6.6.2 AD&D Value .................................................................................. 8
6.6.3 Payment of Premium Costs ............................................................. 8
6.6.4 Effective Date of Coverage ............................................................. 8
6.6.5 Supplemental Life Insurance........................................................... 8
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 3
Article Title Page
6.7 Disability Insurance Program ...................................................................... 9
6.7.1 Short-term Disability ...................................................................... 9
6.7.2 Long-term Disability ....................................................................... 9
6.7.3 Payment of Premium Costs ............................................................. 9
6.7.4 Effective Date of Coverage ............................................................. 9
6.8 Retirement Plans ......................................................................................... 9
6.8.1. PERS Miscellaneous Retirement Formula..................................... 9
6.8.1.1 2.7% at Age 55 ...................................................................... 9
6.8.1.2 2% at Age 60 .......................................................................... 9
6.8.1.3 2% at Age 62 .......................................................................... 9
6.8.2 Employee Contributions to Retirement System ............................ 9
6.8.3 IRS Tax Exemption ....................................................................... 10
6.8.4 Optional Provisions Added ........................................................... 10
6.8.4.1 Military Service Credit........................................................ 10
6.8.4.1 Sick Leave Service Credit ................................................... 10
6.9 Section 457 Deferred Compensation Plan .................................................. 10
6.10 Section 125 Plan ......................................................................................... 10
6.10.1 Health Care Reimbursement ........................................................ 10
6.10.2 Dependent Care Reimbursement ................................................. 10
6.10.3 Group Insurance Premium Plan ................................................... 10
6.11 Separation Benefits ..................................................................................... 10
6.11.1 Payment of Unused Accrued Sick Leave ..................................... 10
6.12 Retirement Health Savings Plan ................................................................. 11
6.12.1 Mandatory Employee Leave Contribution ................................... 11
6.12.2 Direct Employee Contribution ..................................................... 11
6.13 Retired Employee Benefits ......................................................................... 11
6.13.1 Group Medical Insurance for Qualifying Retirees ....................... 11
6.13.1.1 City-provided Spouse Benefit ........................................... 11
6.13.1.2 Spouse-paid Benefit .......................................................... 11
6.13.2 Medical After Retirement Account (MARA) .............................. 11
6.13.3 Group Dental Insurance for Qualifying Retirees ......................... 12
6.13.4 Group Vision Insurance for Qualifying Retirees ......................... 12
7 Holidays ............................................................................................................... 12
7.1 Holidays ...................................................................................................... 12
7.2 Discretionary Holidays ................................................................................ 12
7.3 Observed Holidays ...................................................................................... 12
7.3.1 Full-day Holidays ............................................................................ 12
7.3.2 Half-day Holidays ........................................................................... 12
7.3.3 Day of Holiday Observation ........................................................... 13
7.4 Day of National Mourning or Celebration .................................................. 13
7.5 Monday through Friday Work Hours .......................................................... 13
Page 4
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
Article Title Page
8 Leaves .................................................................................................................. 13
8.1 Vacation ...................................................................................................... 13
8.1.1 Vacation Accrual Rates ................................................................... 13
8.1.2 Vacation Accumulation .................................................................. 13
8.1.3 Vacation Cash-Out ......................................................................... 13
8.1.4 Vacation Leave Payout Upon Separation ....................................... 13
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
8.2.3.1 Supplemental Administrative Leave ................................... 14
8.2.3.2 Qualifying for Supplemental Administrative Leave ........... 14
8.2.3.3 City Manager Approval ...................................................... 14
8.2.3.4 Carrying Over Supplemental Leave .................................... 14
8.3 Sick Leave ................................................................................................... 14
8.3.1 Amount of Sick Leave .................................................................... 14
8.3.2 Maximum Paid Sick Leave Time ................................................... 14
8.3.3 Sick Leave Management Policy ...................................................... 15
8.4 Medical Appointments Leave ..................................................................... 15
8.4.1 Approval ......................................................................................... 15
8.4.2 Affidavit of Leave ........................................................................... 15
8.4.3 Leave of Confirmation .................................................................... 15
8.4.4 Medical Appointment Leave Charges to Sick Leave ...................... 15
8.5 Sick Leave as Family Care Leave (“Kin Care”) ......................................... 15
8.5.1 Definition of Family Member ......................................................... 15
8.5.2 Amount of Sick Leave as Family Care Leave Available ................ 15
8.6 Bereavement Leave ..................................................................................... 15
8.6.1 Definition of Family Member for Bereavement Leave ................... 15
8.6.2 Leave Within California ................................................................. 16
8.6.3 Leave Outside California ................................................................ 16
8.7 Industrial Injury or Illness Leave ................................................................ 16
8.7.1 Industrial Injury or Illness Leave Amounts ..................................... 16
8.7.2 Workers’ Compensation Disability Payments ................................ 16
8.8 Military Leave ............................................................................................. 16
8.9 Short- or Long-term Disability Leave ......................................................... 16
8.9.1 Insurance Premiums ........................................................................ 16
8.9.2 Extending Leave ............................................................................. 16
8.9.3 Separating Employee on Leave ....................................................... 17
8.10 Reporting Leave Usage ............................................................................... 17
8.11 Light-duty Program ..................................................................................... 17
8.11.1 Coverage ...................................................................................... 17
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 5
Article Title Page
8.11.2 Determination/Required Reports ................................................. 17
8.11.2.1 Assignments ..................................................................... 17
8.11.2.2 Medical Updates .............................................................. 17
8.11.2.3 Light-duty Assignment, Definitions, and Restrictions ..... 18
8.11.3 Holidays/Vacations During Light-duty Assignments .................. 18
8.11.3.1 Holidays Observed ........................................................... 18
8.11.3.2 Vacations.......................................................................... 18
8.11.4 Return to Full-duty Assignment ................................................... 18
8.12 Pregnancy Disability Leave ........................................................................ 18
8.12.1 Maternity Leave ........................................................................... 19
8.12.2 Medical Certification ................................................................... 19
8.12.3 Leave Without Pay for Childbearing Preparation ........................ 19
8.12.3.1 Leave Duration ................................................................. 19
8.12.3.2 Use of Leaves ................................................................... 19
8.12.3.3 Salary and Benefit Continuance ....................................... 19
8.12.3.4 Unexpected Return to Work ............................................ 19
8.12.4 Leave Without Pay for Child Rearing .......................................... 19
8.12.4.1 Requesting Leave ............................................................. 19
8.12.4.2 Leave Duration ................................................................. 20
8.12.4.3 Child-rearing Leave for Other than Newborn Children ... 20
8.12.4.4 Use of Leaves ................................................................... 20
8.12.4.5 Salary and Benefit Continuance ....................................... 20
8.12.4.6 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 ............................................................................................ 21
12 Disciplinary Action .............................................................................................. 21
13 Annual Meeting ................................................................................................... 21
14 Administration of Memorandum of Agreement/Compensation Program ........... 21
14.1 Full and Entire Agreement .......................................................................... 21
14.2 Administering the Agreement ..................................................................... 21
14.3 City Manager Powers .................................................................................. 21
15 Signatures ............................................................................................................ 22
Appendix A – Mid-management Classifications ................................................. 23
Side Letter –Bilingual Pilot Program 25
Memorandum of Agreement/Compensation Plan
between the
Mid-management Unit
and the
City of South San Francisco
July 1, 2017 through June 30, 2020
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, 2017 through June
30, 2020, 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 Security
3.1 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.
3.1.1 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 one calendar month from the date of hire. .
3.1.2 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.
3.1.3 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, initiation fees, or agency fees, pay sums equal to such
dues, initiation fees, or agency fees to a non-religious, non-labor charitable
Page 2
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
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
3.1.4 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.
3.1.5 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..
3.1.6 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.
3.1.7 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.
3.1.8 Suspension of Dues, Fees, or In Lieu Payments 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, agency fees, or make
charitable contributions during the period of the employee’s leave.
3.2 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.
3.3 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 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.
3.4 Copies of Memorandum of Understanding—The City shall post the MOU on the
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 3
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:
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, whichever is later: three percent (3%);
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.
4.2.1 Overtime Pay in Case of Emergency Declaration––In the event a state of
emergency is called for the City by the City Council, County of San Mateo,
State of California, or Federal Government, employees will be paid at the
rate of time and one-half for the hours worked in excess of 40 hours a week
on activities related to disaster management and recovery that are
reimbursable by state or federal funding. Employees will be similarly
compensated when rendering aid to other agencies in an emergency
declaration situation where overtime is reimbursable by the requesting
agency. Overtime shall be paid within a reasonable time to allow
processing and shall not be withheld until settlement of claims for
reimbursement.
4.3 Salary Schedule—Mid-management positions shall have 5 pay steps, providing for
a differential of 5 percent between steps. Individuals may progress through the
salary schedule based on satisfactory performance of 6 months in Steps 1 and 2 and
12 months in Steps 3 and 4.
4.4 Payment of Compensation—Each employee shall be compensated on a biweekly
basis. Payment will normally be made on the Thursday immediately following the
conclusion of a City payperiod. Each City payperiod consists of 14-calendar days
and begins on a Friday, the first day of the payperiod, and ends on a Thursday, the
last day of the payperiod.
Page 4
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
4.5 Continuous Employment—Employees who are on continuous paid regular service
for a partial payperiod shall receive pro-rated compensation for the payperiod at the
rate of 1/80th of the employee’s biweekly salary rate for each hour that the
employee was on continuous paid regular service.
4.6 Longevity Pay—Regular employees hired prior to July 1, 2012 shall receive
longevity pay in accordance with the following schedule:
4.6.1 Fifteen Years of Service—After 15-full years of full-time regular service
(including probationary periods), 1.5% will be added to the employee’s
base hourly rate of pay.
4.6.2 Twenty Years of Service—After 20-full years of full-time regular service
(including probationary periods), in addition to above, another 1.0% of pay
will be added to the employee’s base hourly rate of pay.
Longevity pay is not available for employees hired on or after July 1, 2012.
4.7 Temporary Assignment to Higher-level Positions—An employee assigned to the
full scope of the duties of a higher-level classification shall not be paid the salary
of that classification unless the employee serves in that capacity for 30-calendar
days or more. In that event, the employee shall receive the pay of the higher-level
classification commencing with the first day of said 30-day service.
4.8 Salary Survey—In the event of a salary survey, the base rate of pay for all
employees shall be increased, if and to the extent required, to keep employees at
the 60th percentile in total compensation of the previously agreed upon survey
agencies, using the City’s standard methodology which ranks the cities on total
compensation.
4.9 Benchmarked Classifications—In the event of a salary survey, the benchmarked
classifications will be reviewed to determine continued applicability for
compensation surveys.
4.10 Uniforms— Excluding PEPRA employees, as defined by CalPERS, the monetary
value for the purchase of uniforms and the maintenance through the City-
contracted uniform company is reportable to CalPERS as special compensation.
This excludes items that are for personal health and safety such as protective
garments and safety shoes.
4.11 Standby Compensation– Compensation for standby shall be as follows and
maintains a “me too” provision in the event of a change to the Standby
Compensation provision in the AFSCME MOU:
4.11.1 Employees assigned to standby beginning 7/1/2017 shall receive $400 per
week for each week they are assigned to standby.
4.11.2 Eligible positions for standby shall be as follows: Information Technology
Manager Information Systems Administrator Senior Systems Administrator
Additional positions may be added, when necessary to the operation of the
City, and with approval by the Human Resources Director and the City
Manager.
4.12 Bilingual Incentive Pay — Bilingual skills shall be necessary to the operation of
the City, as determined by the department head and confirmed by an appropriate
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 5
certification process established by the City.
4.12.1 Classifications Eligible for Bilingual Incentive Pay—Positions eligible for
bilingual incentive pay are:
Literacy Program Manager (when assigned to Community Learning
Center)
Recreation and Community Services Coordinator (when assigned to
Los Cerritos and Martin Elementary Schools)
Childcare Assistant Supervisor
4.12.2 Current Languages in Effect—To be eligible to participate in this program,
employees must speak a second language used by a significant segment of
South San Francisco population. For the duration of this agreement, the
following languages shall qualify for an employee to receive the Bilingual
Incentive Pay under this section:
Spanish
Tagalog
American Sign Language
4.12.3 Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures and demonstrating to the department
head’s satisfaction, proficiency in speaking a second language, shall be
compensated at a rate 2.5% higher than the employee’s base hourly rate of
pay. Such compensation shall commence the next pay period after the
employee has passed a qualifying examination, as determined by the City,
demonstrating proficiency in the language.
4.12.4 Translating—Employees who have met the criteria and are compensated
for bilingual incentive pay must use those skills whenever the need arises.
Employees may be asked to assist an individual who is doing business with
the City at worksites other than their primary work location
Article 5. Reimbursements
5.1 Education Expense Reimbursement Program—
5.1.1 Eligibility—An employee who takes a job-related course at an accredited
institution of learning shall be eligible for reimbursement of the costs as
indicated below.
5.1.2 Education Expense Reimbursement Amount—In order to further the
development of the workforce, the reimbursement amount shall be 50%,
not to exceed $2000, per fiscal year for the costs of tuition, fees, and course
materials. The employee will be eligible for this reimbursement upon the
successful completion of the course and upon the employee having
achieved a grade of “Pass” or “C” or better. Reimbursement is limited to
courses that are job-related or may advance the employee’s career with the
City.
Page 6
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
5.1.3 Personal and Professional Development Expense Reimbursement—In each
fiscal year, all bargaining unit employees shall be eligible to receive $750
for personal and professional development. The reimbursement shall be
used for professional reference materials, outside training, extra
coursework, personal electronic equipment, when utilized for work-related
purposes, health and wellness, and professional organization membership.
This reimbursable allowance shall be paid in accordance with PERL
(Public Employees’ Retirement Law) and the IRS tax code. Employees
shall provide receipts to their Department Head for approval. Employees
who have submitted their intent to separate from the City shall not be
eligible for any remaining reimbursements during that fiscal year.
5.1.4 Qualifying for Education Expense Reimbursement Program—In order to
qualify for reimbursement, the employee must:
5.1.4.1 Department Head Approval—Prior to enrollment, receive the
written approval of the department head or designee. The employee
will submit a request, along with a description of the course that briefly
describes how the course may advance the employee’s career with the
City and/or its relevance to the employee’s job. The department head or
designee will make a determination to accept or reject the request.
5.1.4.2 Reimbursement Request—A request for reimbursement must be
submitted to the City Manager that includes a copy of the department
head or designee’s written approval of the course, a copy of the
employee’s course grade, the receipts for all course expenses, and the
total amount requested for reimbursement.
5.1.4.3 City Manager Approval—The City Manager shall approve the
employee’s request for reimbursement provided that the employee has
prepared the request in compliance with this Agreement.
Article 6. Benefits
6.1 Health Insurance Benefits—Regular employees shall be eligible to receive
insurance benefits currently provided by the City through its contracts with insurance
carriers or self-insurance programs.
6.2 Medical Insurance—
6.2.1 Medical Insurance Providers—Should the City determine that
there ought to be an amendment in medical plan providers, such as
adding, deleting, or changing providers, the City will undertake this
conversion, making every effort to maintain the same level of service to
participants without costing the City additional funds for medical plan
premiums.
6.2.2 Medical Insurance Plans—Subject to the terms and conditions of
the City’s contracts with medical insurance carriers, eligible employees
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 7
shall be permitted to select medical insurance coverage for themselves
and their eligible dependents from one of the following providers:
Kaiser Permanente
Blue Shield of California
6.2.3 Payment of Premiums Costs—The City shall pay the premium cost
for eligible employees and their dependents to the insurance provider for
the plan selected by each employee.
6.2.3.1 Employee HMO Medical Premium Cost—.All employees
on the City’s medical plans shall contribute an amount
equal to 10.0% of the HMO premium cost based on plan
choice and category of coverage (single, two, family).
6.2.3.2 Employee Non-HMO Medical Premium Cost—
Employees enrolled in more expensive plans pay the
difference between the HMO rate and the other premium
rate, based on coverage size (single, two, family).
6.2.4 Effective Date of Coverage—The effective date of medical
insurance shall be the first of the month following the date of hire,
provided the employee properly submits a completed enrollment form
within 31 days of the eligibility date. Coverage shall terminate at 12:00
midnight on the last day of the month in which the employee is on paid
status prior to separation from employment with the City. Dependent
coverage shall terminate on the date prescribed by each medical
insurance carrier’s contract for discontinuance of dependents no longer
eligible for coverage.
6.3 Dental Insurance
6.3.1 Core Dental Plan—Employees and their dependents shall be
provided dental insurance, subject to the terms and conditions of the
City’s contract with the provider.
6.3.1.1 Calendar Year Maximum—Effective 11/1/2000, the calendar
year maximum is $1,500.
6.3.1.2 Orthodontia—The lifetime maximum for orthodontia coverage
is $1,000 for eligible participants.
6.3.2 Buy-Up Dental Plan—Subject to the terms and conditions of the
City’s contract with the provider, employees may participate in an
enhanced dental plan by paying the additional coverage costs over the
core dental plan.
6.3.3 Payment of Premium Costs—The City shall pay the premium costs
for eligible employees and their dependents to the insurance provider.
6.3.4 Effective Date of Coverage—Coverage is effective on the first day
of the month following completion of 6-full-months of employment with
the City, provided the employee properly submits a completed
enrollment form within 31 days of the eligibility date. Coverage shall
terminate at 12:00 midnight on the last day of the month in which the
Page 8
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
employee is on paid status prior to separation from employment with the
City.
6.4 Vision Insurance—
6.4.1 Available Plan—Employees and their dependents shall be
provided vision insurance, subject to the terms and conditions of the City’s
contract with the provider. The provided plan is Vision Service Plan with tints.
6.4.2 Payment of Premium Costs—The City shall pay the premium costs
for eligible employees and their dependents to the insurance provider.
6.4.3 Effective Date of Coverage—Coverage is effective on the first day
of the month following date of hire. Coverage shall terminate at 12:00 midnight
on the last day of the month in which the employee is on paid status prior to
separation from employment with the City.
6.5 Discretionary Benefit Option— Employees who can demonstrate to the City’s
satisfaction that they have medical coverage elsewhere, may elect to have the City pay
$550 per month in lieu of medical, dental, and vision benefits contributed into the
employee’s deferred compensation account. If an employee exceeds the deferred
compensation annual maximum contribution limit, any remaining City contributions
will be made to the employee’s Medical After Retirement Account (MARA).
6.5.1 Proof of Alternate Insurance—The employee must provide proof
of alternate medical insurance and will be held responsible for maintaining
own medical insurance benefits through the alternate source.
6.5.2 Exercising the Option—Employees wishing to exercise this option
may do so by submitting a completed Discretionary Benefit Option form
to the Human Resources Department. Employees may rejoin the City’s
health plans once each year during the open enrollment period for medical
plans, or at another time during the year provided the employee has a
qualifying event and submits requisite paperwork within 30 days of the
qualifying event.
6.6 Life Insurance and Accidental Death and Dismemberment Insurance—
6.6.1 Term Life Value—Subject to the terms and conditions of the City’s
contract with the provider, the Term Life Insurance for employees has a
face value of $50,000.
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.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 9
6.7 Disability Insurance Program—Subject to the terms and conditions of the City’s
contract with the provider, employees shall be provided Short-term Disability (STD)
and Long-term Disability (LTD) insurance. If an eligible and covered employee
becomes disabled while insured, the provider will pay benefits according to the terms
of the group policy after receipt of satisfactory proof of loss.
6.7.1 Short-term Disability—After a 20-calendar day waiting period, an
eligible employee may receive 66.67% of pre-disability earnings, reduced
by any deductible income as determined by the insurance carrier, up to a
maximum monthly amount, until LTD benefits begins.
6.7.2 Long-term Disability—After a 90-calendar day waiting period, an
eligible employee may receive 66.67% of pre-disability earnings, reduced
by any deductible income as determined by the insurance carrier, up to a
maximum monthly amount.
6.7.3 Payment of Premium Costs—The City shall pay the premium costs
for medical, dental, vision, and life insurance for eligible employees to the
insurance providers.
6.7.4 Effective Date of Coverage—Coverage is effective the first day of
the calendar month following the date of hire. Coverage ends on the date
employment terminates.
6.8 Retirement Plans—The benefit contract in effect between the City and the Public
Employees’ Retirement System (PERS) on behalf of eligible employees of this Unit
shall be continued during the term of this Agreement.
6.8.1 PERS Miscellaneous Retirement Formula—
6.8.1.1 2.7% at Age 55—Classic Members as defined by CalPERS
who were hired before April 24, 2010 will be provided a retirement
benefit formula of 2.7% at age 55 with one-year final
compensation.
6.8.1.2 2% at Age 60—Classic Members as defined by CalPERS
who were hired on or after April 24, 2010 will be provided a
retirement benefit formula of 2% at age 60 with 3-year final
compensation.
6.8.1.3 2% at Age 62—New Members as defined by PEPRA who
are hired on or after January 1, 2013 will be provided a retirement
benefit formula of 2% at age 62 with 3-year final compensation.
6.8.2 Employee Contributions to Retirement System—The rate
prescribed by the Social Security Act for employee contributions shall be
deducted from the employee’s pay by the City. The rate prescribed by
Public Employees’ Retirement Law shall be deducted from the employee’s
pay by the City and forwarded to PERS in accordance with the rules and
regulations governing such employee contributions. This amount is 8% of
PERSable income for miscellaneous employees as prescribed by PERS for
employees in the 2.7% at age 55 plan For miscellaneous employees in the
Page 10
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
2% at age 60 plan and in the 2% at age 62 plan, the amount may vary in
accordance with the rules and regulations governing such contributions.
6.8.3 IRS Tax Exemption—The City has an exemption from the Internal
Revenue Service, granting a deferral from federal withholding taxes of that
portion of the employee’s contribution to PERS. This exemption is for all
miscellaneous employees, who receive the exemption.
6.8.4 Optional Provisions Added—Optional Public Agency Provisions
under PERS shall also be provided as follows:
6.8.4.1 Military Service Credit—An employee who has served in
the military may be eligible for Military Service Credit, as
authorized by the applicable Public Employees Retirement Law
(PERL).
6.8.4.2 Sick Leave Service Credit—Effective 5/11/2001, and as
provided for in the Public Employees Retirement Law.
6.9 Section 457 Deferred Compensation Plan—Employees are eligible, subject to the
terms and conditions thereof, to participate in the Deferred Compensation Plans
available to City employees.
6.10 Section 125 Plan—Based on the terms and conditions of the City’s plan, each
employee may participate in the IRS-defined section 125 plan.
6.10.1 Health Care Reimbursement—This program is available for out-
of-pocket unreimbursed health care expenses as allowed under the
Plan. The annual plan maximum is $3,000 ($2,500 effective
1/1/2013).
6.10.2 Dependent Care Reimbursement—This program is available for
out-of-pocket unreimbursed dependent care expenses as allowed under
the Plan. The maximum allowed amount is determined by the IRS
(currently, $5,000 per calendar year per household; $2,500 for married
participants who file separate returns).
6.10.3 Group Insurance Premium Plan—This program allows employees
to pay their portion of insurance premiums with pre-tax dollars.
6.11 Separation Benefits—Payment of separation benefits may be deferred from the
time of separation to the first payperiod in the calendar year immediately following the
date of separation, at the employee’s option.
6.11.1 Payment of Unused Accrued Sick Leave—Employees are eligible
to receive payment for unused accumulated sick leave. An employee shall be paid
at the employee’s enhanced hourly rate of pay for half of the accumulated
sick leave hours. However, no employee shall receive payment of any accrued
sick leave hours in excess of 1,200; the maximum payable hours of 600. This
accrual shall include the amount credited, if any, on 1/1/1986, for the period when
the 90-day sick leave plan was in effect. Employees are eligible to receive
payment for unused accumulated sick leave if they meet one of the following c
onditions:
Upon death.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 11
After 10 years of service, reaching age 50, and separation from City
employment in good standing.
6.12 Retirement Health Savings (RHS) Plan—Mid-management Unit employees may
participate in the RHS Plan to the extent permitted under the existing RHS Plan policy.
6.12.1 Mandatory Employee Leave Contribution—All employees with
less than 35 years of full-time regular City service at the time of retirement and
hired before January 1, 1990 shall contribute 100% of their unused accrued sick
leave and unused accrued vacation leave paid out upon retirement into the RHS
plan.
6.12.1 Direct Employee Contribution—Employees hired after April 24,
2010 shall contribute $50 each pay period.
6.13 Retired Employee Benefits—
6.13.1 Group Medical Insurance for Qualifying Retirees—An employee who was hired
prior to the adoption of an alternate retiree medical plan for all City bargaining
units similar to the plan described in Section 5.13.2. may elect to continue his or
her City sponsored medical insurance if the employee is enrolled in the City's
group medical plan and retires concurrently with CalPERS and the City. In order
to be eligible for this benefit, the employee must have five years of continuous
City employment at the time of his or her retirement. The monthly premium that
the City will make for retiree medical insurance pursuant to this provision equals
the monthly monetary contribution that the City makes for single retiree
medical HMO coverage. Retirees will be required to pay any additional costs in
order to receive retiree medical benefits. An eligible retiree may also elect to
continue dependent coverage provided that the retiree bears the full premium costs
for any eligible dependents. A retiree must continually receive a CalPERS
retirement allowance in order to remain eligible to receive retiree medical
insurance contributions. Any retiree that un-retires from CalPERS and returns to
active service with a CalPERS covered agency will permanently forfeit their
eligibility for retiree medical benefits pursuant to this provision.
6.13.1.1 City-provided Spouse Benefit—The City will provide up to 2 months of
City-paid medical coverage to the spouse of a retired employee upon the
retiree’s death.
6.13.1.2 Spouse-paid Benefit—The City will allow the spouse of a deceased
employee/retiree to purchase medical insurance from a City-provided
medical plan at the City’s premium rate provided all of the following
conditions are met: the employee must be enrolled in the medical plan
prior to retirement; there is no cost to the City; the provider does not
require a City contribution; and the City is held harmless if the coverage
is discontinued
6.13.2 Medical After Retirement Account (MARA)—An employee who was hired after
the adoption of an alternate retiree medical plan by all City bargaining units will
not be eligible to participate in the Retiree Medical Insurance program described
in 5.13.1. Instead, the City shall contribute the equivalent of one and one-half
Page 12
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
percent (1.5%) of such an employee’s base salary toward a medical after
retirement account (VEBA, or similar vehicle such as RHS plan).
6.13.3 Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled
in the City's group dental plan and retires concurrently with CalPERS and the
City. In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing dental coverage.
6.14.4 Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled
in the City's group vision plan and retires concurrently with CalPERS and the
City. In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
Article 7. Holidays
7.1 Holidays—All regular employees are eligible for City-provided holidays.
7.2 Discretionary Holiday—Each regular employee shall be eligible for one 8-hour holiday in
addition to the holidays observed by the City. The discretionary holiday accrues in the
first pay period of each calendar year. Once accrued, this discretionary holiday should be
used before vacation leave. An employee who has not used the discretionary holiday
before the last full payperiod of the calendar year shall forfeit this benefit that calendar
year. No cash payouts will be allowed.
7.3 Observed Holidays—
7.3.1 Full-day Holidays—The City shall observe the following full-day holidays.
January 1st .................................................................. New Year’s Day
Third Monday in January .......................................... Martin Luther King, Jr. Day
Third Monday in February ........................................ President’s Day
Last Monday in May ................................................. Memorial Day
July 4th ....................................................................... Independence Day
First Monday in September ....................................... Labor Day
Second Monday in October ....................................... Columbus Day Observed
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.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 13
7.3.3 Day of Holiday Observation—Holidays falling on a Sunday shall be observed on
the following Monday. Holidays falling on a Saturday shall be observed on the
previous Friday. Half-day holidays shall be observed on the workday immediately
previous to the day before Christmas Day and the day before New Year’s Day are
observed.
7.4 Day of National Mourning or Celebration—In addition, the City may observe any other
day of national mourning or celebration, provided that it has been proclaimed by the City
Council and provided that the council directs the closure of City offices for public
service. Any such holiday shall be granted only to those employees who are regularly
scheduled to work on the day in which the Council proclaims such a holiday.
7.5 Monday through Friday Work Hours—Employees not assigned to continuous operations
shall be entitled to receive compensation for 8 hours of holiday time for each full-day
holiday and 4 hours of holiday time for each half-day holiday, with the holiday time
considered as hours worked.
Article 8. Leaves
8.1 Vacation—All regular employees shall be eligible to earn and be granted vacation leave.
8.1.1 Vacation Accrual Rates—Each employee shall accrue vacation hours in
accordance with the following accrual rate schedule.
Length of Service Payperiod 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.
Time may be sold twice annually in May and November.
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.
December 24th .......................................................... Christmas Eve Day
December 31st .......................................................... New Year’s Eve Day
Page 14
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
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 payperiod of employment remaining in the fiscal year during the
year the employee was hired.
8.2.3.1 Supplemental Administrative Leave—Employees in this Unit are also
eligible to receive up to an additional 40 hours of administrative leave
per fiscal year. It is recognized that not all members of this Unit will
satisfy the eligibility criteria and only those satisfying the criteria may
receive the additional hours.
8.2.3.2. Qualifying for Supplemental Administrative Leave—In general, to
qualify for supplemental administrative leave, an employee must be
required to work additional hours substantially in excess of the
customary workweek. The determination as to whether an employee is
“required to work” additional hours may be made by the department
head. In making this determination, the department head is expected to
distinguish between that which is typical for someone in this Unit versus
that which is extraordinary. Illustrative of the factors to be considered
are the extent to which an individual attends evening meetings and
whether attendance is a recurring obligation, and whether the employee
regularly performs City-related duties beyond usual work hours in
response to direction from the department head.
8.2.3.3 City Manager Approval—Once a department head has identified
supplemental hours for an employee, a recommendation will be
submitted to the City Manager for approval.
8.2.3.4 Carrying Over Supplemental Leave—Supplemental administrative leave
earned but not used may not be carried forward from one fiscal year to
the next, nor may unused hours be converted to compensation.
8.3 Sick Leave—An employee who is temporarily and/or partially disabled from performing
the full scope of the usual and customary duties of the position as the result of an inju ry
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.
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
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 15
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 or 7 occurrences of sick
leave per year will be subject to a review of sick leave usage.
8.4 Medical Appointments Leave—A full-time regular employee may be granted leave
without loss of salary or benefits for the purpose of going to appointments with healthcare
practitioners or dentists in instances where the employee can demonstrate that the
appointment could not have been reasonably scheduled to occur at a non-work time of the
the employee. Medical appointment leave will be charged on a calendar-year basis.
8.4.1 Approval – An employee requesting such paid leave shall receive department head
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 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
8.5.1 Definition 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.
8.5.2 Amount of Sick Leave as Family Care Leave Available—The combined total of
hours taken for family care purposes pursuant to Labor Code section 233,
including any leave used from the Paid Family Care Leave provision of this
Agreement, if eligible, shall not exceed half of the employee’s annual allotment of
sick leave.
8.6 Bereavement Leave—An employee may be granted paid leave of absence upon the death
or for the funeral of a family member as defined below.
8.6.1 Definition of Family Member for Bereavement Leave—For the purpose of
Page 16
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
bereavement leave, a family member is defined as a spouse, domestic partner
registered with the State of California, child, father, mother, brother, sister,
grandfather, grandmother, father-in-law, mother-in-law, brother-in-law, sister-in-
law, daughter-in-law, and son-in-law. In addition, the department head may grant
bereavement leave to an employee upon the death or for the funeral of some other
person, if in the opinion of the department head, there existed an extraordinarily
close familial relationship between the employee and such other person.
8.6.2 Leave Within California—Employees may be granted up to a maximum of 24
hours of bereavement leave per occurrence for the death or for the funeral of a
family member within California.
8.6.3 Leave Outside California—Employees may be granted up to a maximum of 40
hours of bereavement leave per occurrence for the death or for the funeral of a
family member outside of California.
8.7 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.
8.7.1 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.
8.7.2 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.
8.8 Military Leave—This leave shall be granted in accordance with the provisions of
applicable state and federal law.
8.9 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.
8.9.1 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.
8.9.2 Extending Leave—If the City grants an employee a leave of absence without pay
for any period and the employee is unable to resume work prior to or at the
expiration of such leave, the City may subsequently grant additional leave or
separate the employee from City service. An employee who has been granted a
leave of absence without pay may request and receive payment for any unused
vacation leave accrued but not used by the employee.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 17
8.9.3 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.
8.10 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.
8.11 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.
8.11.1 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.
8.11.2 Determination/Required Reports—
8.11.2.1 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.
8.11.2.2 Medical Updates—Updated medical reports shall be submitted to the
department head at 2-week intervals, or at other agreed-upon intervals,
for as long as the employee is off work. Reports will be required for all
industrial or non-industrial injuries or illnesses regardless of whether a
light-duty assignment has been made. Reports will be evaluated by the
department head for purposes of continuing or terminating a current
light-duty assignment or to determine when to commence a light-duty
Page 18
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
assignment.
8.11.2.3 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.
8.11.3 Holidays/Vacations During Light-duty Assignments—
8.11.3.1 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.
8.11.3.2 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.
8.11.4 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.
8.12 Pregnancy Disability Leave—
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 19
8.12.1 Maternity Leave—The City shall provide employees who have disabilities caused
by or related to pregnancy, miscarriage, childbirth, and recovery, a pregnancy
disability leave as provided by state law. Employees are entitled to use
accumulated sick leave, then vacation, and other discretionary leave during this
period of disability.
8.12.2 Medical Certification—The employee shall provide the City with medical
certification of the pregnancy disability, including the anticipated length of
absence and the anticipated return-to-work date.
8.12.3 Leave Without Pay for Childbearing Preparation—In addition to above, leave
without pay or other benefits may be granted to an employee for the childbearing
preparation. 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.
8.12.3.1 Leave Duration—The duration of such leave shall be no more than 9
months.
8.12.3.2 Use of Leaves—Except as provided by law, the employee is not entitled
to the use of any accrued sick leave while on childbearing preparation
leave.
8.12.3.3 Salary and Benefit Continuance—As provided by law, there shall not be
an employment consequence for childbearing preparation leave. Except
as otherwise provided by law, no employee shall be entitled to
compensation, a step increase, nor shall the time taken on a childbearing
preparation leave count as credit for seniority.
8.12.3.4 Unexpected Return to Work—In the event an employee chooses to return
to work from such leave sooner than expected, the employee may
request to return to work. The employee shall notify the department
head as soon as practicable of the requested return-to-work date. If there
is a vacancy for which the employee is qualified, the department head
will make the assignment as soon as possible. See the City’s
Administrative Instruction on FMLA.
8.12.4 Leave Without Pay for Child Rearing—Leave without pay shall be granted to an
employee who applies for such leave prior to going on pregnancy disability leave,
for the adoption of a newborn baby, or in the event of the employee’s spouse’s
death during childbirth, or for care of any child. In all other cases, leave without
pay may be granted to an employee for child rearing.
8.12.4.1 Requesting Leave—The employee shall request such leave as soon as
practicable, which shall normally be 30 days prior to the date in 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.
Page 20
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
8.12.4.2 Leave Duration—The duration of child-rearing leave for an employee
with a natural or adopted newborn child shall be no more than the
remainder of the current fiscal year and may be extended for the
following fiscal year. The extension of such leave may be granted, but
shall not exceed an additional 12 months.
8.12.4.3 Child-rearing Leaves for Other than Newborn Children—A child-
rearing leave may be granted, in accordance with this section, for an
employee with any child, other than for a newborn or newly adopted
child.
8.12.4.4 Use of Leaves—Other than what is provided by law, the employee is not
entitled to the use of any accrued sick leave or other paid leave while on
leave for child rearing.
8.12.4.5 Salary and Benefit Continuance—As provided by law and City policy,
there shall not be an employment consequence for child-rearing leave.
Except as otherwise provided by law, no employee shall be entitled to
compensation, a step increase, nor shall the time taken on a child-rearing
leave count as credit for seniority.
8.12.4.6 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 12 recreational classes during a 12-
month period (lab fees or ingredient fees are not included).
10.2 Use of Facilities—Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities only during the employee’s non-work
time. Employee admission to recreation facilities and recreation classes shall be
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 21
accomplished in conformance with the rules and regulations established by the Parks,
Recreation, and Maintenance Services Department.
Article 11. Grievance Procedure
Regular employees are eligible to invoke the grievance procedures set forth in the City of South
San Francisco’s Personnel Rules and Regulations.
Article 12. Disciplinary Action
The City shall take disciplinary action against a regular, non-probationary employee following
the procedures set forth in the City of South San Francisco Personnel Rules and Regulations.
Article 13. Annual Meeting
On a yearly basis, or more or less frequently if needed, and prior to making any revisions to this
Compensation Program, the City will meet with members of the Mid-management Employee
Unit.
Article 14. Administration of Memorandum of Agreement/Compensation Program
14.1 Full and Entire Agreement—The Mid-management Unit’s Memorandum of
Agreement/Compensation Program sets forth the full and entire compensation program
for members of the Unit and any prior or existing agreements regarding these matters,
whether formal or informal, are hereby superceded or terminated in their entirety. In the
event that the provisions of this Agreement/Compensation Program are found to be in
conflict with a City rule, regulation, resolution, or agreement, the provisions of this
Agreement shall prevail over such conflicting rule regulation, resolution, or agreement.
14.2 Administering the Agreement—The City Manager through the Personnel Officer shall
administer the Agreement/Compensation Program and may establish such policies, rules,
and regulations as deemed appropriate to the effective administration of the program.
Employees shall comply with such policies, rules, resolutions, and regulations as
established by the City Manager.
14.3 City Manager Powers—The City Manager shall be empowered to grant or to impose
administrative leave without loss of pay or benefits for members of the Mid-management
Employee Unit for any purpose deemed by the City Manager to be appropriate to the
circumstances.
Page 22
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
Article 15. Signatures
In witness thereof, the parties hereto have executed this Memorandum of
Agreement/Compensation Program in the City of South San Francisco on this _____ day of
____________, 20____.
For the Association: For the City:
Peter Finn, Business Agent
LaTanya Bellow, Chief Negotiator
Linda Shipley, Chief Negotiator
Angela Bernal-Silva
Dave Bockhaus
Tony Rozzi
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 23
Appendix A
Mid-management Classifications
Description Job Code
Accountant I M100
Accountant II M620
Accountant, Senior M625
Building Official, Assistant M215
City Building Official M210
City Planner M155
Community Development Coordinator M725
Disaster Preparedness Manager M780
Economic Development & Housing Manager M145
Economic Development Coordinator M185
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
Fire Battalion Chief (40 Hours) M205
Fire Battalion Chief (56 Hours) M390
Fire Chief, Deputy M110
Fire Marshal M410
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
Library Program Manager M235
Literacy Program Manager M500
Maintenance Program Manager M750
Maintenance Supervisor M255
Page 24
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017through June 30, 2020
Description Job Code
Management Analyst I M570
Management Analyst II M560
Payroll Administrator M785
Planner, Associate M125
Planner, Principal M590
Planner, Senior M335
Plant Maintenance Supervisor M745
Plant Superintendent M355
Plant Superintendent, Assistant M465
Police Captain M280
Police Chief, Deputy M765
Police Communications & Records Manager M285
Police Lieutenant M275
Public Works Administrator M795
Public Works Assistant Director/City Engineer M755
Recreation & Community Services Manager M715
Recreation & Community Services Program Coordinator M530
Recreation and Community Services Supervisor M295
Technical Services Supervisor M735
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2017 through June 30, 2020
Page 25
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
First Floor City Hall
400 Grand Avenue P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
www.ssf.net 650/877-8522 Tel
650/829-6699 Job Line
650/829-6698 Fax
Exhibit B
City of South San Francisco
Mid-management Unit
Effective July 1, 2017
JOB TITLE JOB CODE UNIT PAY RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ACCOUNTANT I M100 MID MGMT Hourly Rate 35.65 37.43 39.32 41.27 43.34
ACCOUNTANT I M100 MID MGMT Bi-Weekly Rate 2852.00 2994.40 3145.60 3301.60 3467.20
ACCOUNTANT I M100 MID MGMT Monthly 6179.33 6487.87 6815.47 7153.47 7512.27
ACCOUNTANT I M100 MID MGMT
ACCOUNTANT II M620 MID MGMT Hourly Rate 39.19 41.16 43.22 45.38 47.66
ACCOUNTANT II M620 MID MGMT Bi-Weekly Rate 3135.20 3292.80 3457.60 3630.40 3812.80
ACCOUNTANT II M620 MID MGMT Monthly 6792.93 7134.40 7491.47 7865.87 8261.07
ACCOUNTANT II M620 MID MGMT
ACCOUNTANT, SENIOR M625 MID MGMT Hourly Rate 43.13 45.28 47.53 49.91 52.41
ACCOUNTANT, SENIOR M625 MID MGMT Bi-Weekly Rate 3450.40 3622.40 3802.40 3992.80 4192.80
ACCOUNTANT, SENIOR M625 MID MGMT Monthly 7475.87 7848.53 8238.53 8651.07 9084.40
ACCOUNTANT, SENIOR M625 MID MGMT
BUILDING OFFICIAL M210 MID MGMT Hourly Rate 60.29 63.30 66.47 69.79 73.28
BUILDING OFFICIAL M210 MID MGMT Bi-Weekly Rate 4823.20 5064.00 5317.60 5583.20 5862.40
BUILDING OFFICIAL M210 MID MGMT Monthly 10450.27 10972.00 11521.47 12096.93 12701.87
BUILDING OFFICIAL M210 MID MGMT
BUILDING OFFICIAL, ASSISTANT M215 MID MGMT Hourly Rate 51.74 54.32 57.04 59.88 62.89
BUILDING OFFICIAL, ASSISTANT M215 MID MGMT Bi-Weekly Rate 4139.20 4345.60 4563.20 4790.40 5031.20
BUILDING OFFICIAL, ASSISTANT M215 MID MGMT Monthly 8968.27 9415.47 9886.93 10379.20 10900.93
BUILDING OFFICIAL, ASSISTANT M215 MID MGMT
CHILDCARE ASSISTANT SUPERVISOR M800 MID MGMT Hourly Rate 30.29 31.81 33.39 35.06 36.82
CHILDCARE ASSISTANT SUPERVISOR M800 MID MGMT Bi-Weekly Rate 2423.20 2544.80 2671.20 2804.80 2945.60
CHILDCARE ASSISTANT SUPERVISOR M800 MID MGMT Monthly 5250.27 5513.73 5787.60 6077.07 6382.13
CHILDCARE ASSISTANT SUPERVISOR M800 MID MGMT
CITY PLANNER M155 MID MGMT Hourly Rate 59.26 62.21 65.33 68.60 72.03
CITY PLANNER M155 MID MGMT Bi-Weekly Rate 4740.80 4976.80 5226.40 5488.00 5762.40
CITY PLANNER M155 MID MGMT Monthly 10271.73 10783.07 11323.87 11890.67 12485.20
CITY PLANNER M155 MID MGMT
COMMUNITY DEVELOPMENT COORDINATOR M725 MID MGMT Hourly Rate 38.43 40.33 42.36 44.49 46.71
COMMUNITY DEVELOPMENT COORDINATOR M725 MID MGMT Bi-Weekly Rate 3074.40 3226.40 3388.80 3559.20 3736.80
COMMUNITY DEVELOPMENT COORDINATOR M725 MID MGMT Monthly 6661.20 6990.53 7342.40 7711.60 8096.40
COMMUNITY DEVELOPMENT COORDINATOR M725 MID MGMT
DEPUTY DIRECTOR OF ECD M145 MID MGMT Hourly Rate 65.18 68.44 71.86 75.46 79.23
ECONOMIC DEVELOPMENT & HOUSING MANAGER M145 MID MGMT Bi-Weekly Rate 5214.40 5475.20 5748.80 6036.80 6338.40
ECONOMIC DEVELOPMENT & HOUSING MANAGER M145 MID MGMT Monthly 11297.87 11862.93 12455.73 13079.73 13733.20
ECONOMIC DEVELOPMENT COORDINATOR M185 MID MGMT Hourly Rate 51.13 53.69 56.37 59.18 62.16
ECONOMIC DEVELOPMENT COORDINATOR M185 MID MGMT Bi-Weekly Rate 4090.40 4295.20 4509.60 4734.40 4972.80
ECONOMIC DEVELOPMENT COORDINATOR M185 MID MGMT Monthly 8862.53 9306.27 9770.80 10257.87 10774.40
ECONOMIC DEVELOPMENT COORDINATOR M185 MID MGMT
EMERGENCY SERVICES MANAGER M780 MID MGMT Hourly Rate 40.52 42.54 44.67 46.92 49.25
EMERGENCY SERVICES MANAGER M780 MID MGMT Bi-Weekly Rate 3241.60 3403.20 3573.60 3753.60 3940.00
EMERGENCY SERVICES MANAGER M780 MID MGMT Monthly 7023.47 7373.60 7742.80 8132.80 8536.67
EMERGENCY SERVICES MANAGER M780 MID MGMT
ENGINEER, ASSOCIATE M115 MID MGMT Hourly Rate 48.54 50.97 53.53 56.21 59.01
ENGINEER, ASSOCIATE M115 MID MGMT Bi-Weekly Rate 3883.20 4077.60 4282.40 4496.80 4720.80
ENGINEER, ASSOCIATE M115 MID MGMT Monthly 8413.60 8834.80 9278.53 9743.07 10228.40
ENGINEER, ASSOCIATE M115 MID MGMT
ENGINEER, PRINCIPAL M760 MID MGMT Hourly Rate 63.27 66.44 69.74 73.22 76.88
ENGINEER, PRINCIPAL M760 MID MGMT Bi-Weekly Rate 5061.60 5315.20 5579.20 5857.60 6150.40
ENGINEER, PRINCIPAL M760 MID MGMT Monthly 10966.80 11516.27 12088.27 12691.47 13325.87
ENGINEER, PRINCIPAL M760 MID MGMT
ENGINEER, SENIOR M340 MID MGMT Hourly Rate 57.77 60.67 63.70 66.88 70.22
ENGINEER, SENIOR M340 MID MGMT Bi-Weekly Rate 4621.60 4853.60 5096.00 5350.40 5617.60
ENGINEER, SENIOR M340 MID MGMT Monthly 10013.47 10516.13 11041.33 11592.53 12171.47
ENGINEER, SENIOR M340 MID MGMT
ENVIRONMENTAL COMPLIANCE SUPERVISOR M450 MID MGMT Hourly Rate 47.51 49.88 52.39 55.01 57.75
ENVIRONMENTAL COMPLIANCE SUPERVISOR M450 MID MGMT Bi-Weekly Rate 3800.80 3990.40 4191.20 4400.80 4620.00
ENVIRONMENTAL COMPLIANCE SUPERVISOR M450 MID MGMT Monthly 8235.07 8645.87 9080.93 9535.07 10010.00
ENVIRONMENTAL COMPLIANCE SUPERVISOR M450 MID MGMT
FINANCIAL ANALYST I M600 MID MGMT Hourly Rate 35.65 37.43 39.32 41.27 43.34
FINANCIAL ANALYST I M600 MID MGMT Bi-Weekly Rate 2852.00 2994.40 3145.60 3301.60 3467.20
FINANCIAL ANALYST I M600 MID MGMT Monthly 6179.33 6487.87 6815.47 7153.47 7512.27
FINANCIAL ANALYST I M600 MID MGMT
FINANCIAL ANALYST II M610 MID MGMT Hourly Rate 39.19 41.16 43.22 45.38 47.66
FINANCIAL ANALYST II M610 MID MGMT Bi-Weekly Rate 3135.20 3292.80 3457.60 3630.40 3812.80
FINANCIAL ANALYST II M610 MID MGMT Monthly 6792.93 7134.40 7491.47 7865.87 8261.07
FINANCIAL ANALYST II M610 MID MGMT
FINANCIAL ANALYST, SENIOR M615 MID MGMT Hourly Rate 43.13 45.28 47.53 49.91 52.41
FINANCIAL ANALYST, SENIOR M615 MID MGMT Bi-Weekly Rate 3450.40 3622.40 3802.40 3992.80 4192.80
FINANCIAL ANALYST, SENIOR M615 MID MGMT Monthly 7475.87 7848.53 8238.53 8651.07 9084.40
FINANCIAL SERVICES MANAGER M770 MID MGMT Hourly Rate 55.43 58.22 61.12 64.19 67.39
FINANCIAL SERVICES MANAGER M770 MID MGMT Bi-Weekly Rate 4434.40 4657.60 4889.60 5135.20 5391.20
FINANCIAL SERVICES MANAGER M770 MID MGMT Monthly 9607.87 10091.47 10594.13 11126.27 11680.93
FINANCIAL SERVICES MANAGER M770 MID MGMT
HUMAN RESOURCES ANALYST I M700 MID MGMT Hourly Rate 35.59 37.36 39.21 41.18 43.24
HUMAN RESOURCES ANALYST I M700 MID MGMT Bi-Weekly Rate 2847.20 2988.80 3136.80 3294.40 3459.20
HUMAN RESOURCES ANALYST I M700 MID MGMT Monthly 6168.93 6475.73 6796.40 7137.87 7494.93
HUMAN RESOURCES ANALYST I M700 MID MGMT
HUMAN RESOURCES ANALYST II M270 MID MGMT Hourly Rate 39.12 41.08 43.13 45.28 47.53
HUMAN RESOURCES ANALYST II M270 MID MGMT Bi-Weekly Rate 3129.60 3286.40 3450.40 3622.40 3802.40
HUMAN RESOURCES ANALYST II M270 MID MGMT Monthly 6780.80 7120.53 7475.87 7848.53 8238.53
HUMAN RESOURCES ANALYST II M270 MID MGMT
HUMAN RESOURCES ANALYST, SENIOR M271 MID MGMT Hourly Rate 43.03 45.19 47.44 49.81 52.31
HUMAN RESOURCES ANALYST, SENIOR M271 MID MGMT Bi-Weekly Rate 3442.40 3615.20 3795.20 3984.80 4184.80
HUMAN RESOURCES ANALYST, SENIOR M271 MID MGMT Monthly 7458.53 7832.93 8222.93 8633.73 9067.07
HUMAN RESOURCES ANALYST, SENIOR M271 MID MGMT
HUMAN RESOURCES MANAGER M775 MID MGMT Hourly Rate 55.54 58.33 61.23 64.31 67.52
HUMAN RESOURCES MANAGER M775 MID MGMT Bi-Weekly Rate 4443.20 4666.40 4898.40 5144.80 5401.60
HUMAN RESOURCES MANAGER M775 MID MGMT Monthly 9626.93 10110.53 10613.20 11147.07 11703.47
HUMAN RESOURCES MANAGER M775 MID MGMT
INFORMATION SYSTEMS ADMINISTRATOR M650 MID MGMT Hourly Rate 51.18 53.74 56.42 59.26 62.20
INFORMATION SYSTEMS ADMINISTRATOR M650 MID MGMT Bi-Weekly Rate 4094.40 4299.20 4513.60 4740.80 4976.00
INFORMATION SYSTEMS ADMINISTRATOR M650 MID MGMT Monthly 8871.20 9314.93 9779.47 10271.73 10781.33
INFORMATION SYSTEMS ADMINISTRATOR M650 MID MGMT
INFORMATION SYSTEMS ADMINISTRATOR, SENIOR M790 MID MGMT Hourly Rate 53.72 56.41 59.26 62.20 65.31
INFORMATION SYSTEMS ADMINISTRATOR, SENIOR M790 MID MGMT Bi-Weekly Rate 4297.60 4512.80 4740.80 4976.00 5224.80
INFORMATION SYSTEMS ADMINISTRATOR, SENIOR M790 MID MGMT Monthly 9311.47 9777.73 10271.73 10781.33 11320.40
INFORMATION SYSTEMS ADMINISTRATOR, SENIOR M790 MID MGMT
INFORMATION TECHNOLOGY MANAGER M805 MID MGMT Hourly Rate 56.55 59.38 62.35 65.47 68.73
INFORMATION TECHNOLOGY MANAGER M805 MID MGMT Bi-Weekly Rate 4524.00 4750.40 4988.00 5237.60 5498.40
INFORMATION TECHNOLOGY MANAGER M805 MID MGMT Monthly 9802.00 10292.53 10807.33 11348.13 11913.20
INFORMATION TECHNOLOGY MANAGER M805 MID MGMT
LABORATORY SUPERVISOR M220 MID MGMT Hourly Rate 49.16 51.62 54.20 56.91 59.77
LABORATORY SUPERVISOR M220 MID MGMT Bi-Weekly Rate 3932.80 4129.60 4336.00 4552.80 4781.60
LABORATORY SUPERVISOR M220 MID MGMT Monthly 8521.07 8947.47 9394.67 9864.40 10360.13
LANDSCAPE ARCHITECT M815 MID MGMT Hourly Rate 52.39 55.00 57.75 60.64 63.67
LANDSCAPE ARCHITECT M815 MID MGMT Bi-Weekly Rate 4191.20 4400.00 4620.00 4851.20 5093.60
LANDSCAPE ARCHITECT M815 MID MGMT Monthly 9080.93 9533.33 10010.00 10510.93 11036.13
LANDSCAPE ARCHITECT M815 MID MGMT
LIBRARY DIRECTOR, ASSISTANT M640 MID MGMT Hourly Rate 55.05 57.79 60.69 63.72 66.90
LIBRARY DIRECTOR, ASSISTANT M640 MID MGMT Bi-Weekly Rate 4404.00 4623.20 4855.20 5097.60 5352.00
LIBRARY DIRECTOR, ASSISTANT M640 MID MGMT Monthly 9542.00 10016.93 10519.60 11044.80 11596.00
LIBRARY DIRECTOR, ASSISTANT M640 MID MGMT
LIBRARY PROGRAM MANAGER M235 MID MGMT Hourly Rate 43.63 45.82 48.12 50.53 53.05
LIBRARY PROGRAM MANAGER M235 MID MGMT Bi-Weekly Rate 3490.40 3665.60 3849.60 4042.40 4244.00
LIBRARY PROGRAM MANAGER M235 MID MGMT Monthly 7562.53 7942.13 8340.80 8758.53 9195.33
LIBRARY PROGRAM MANAGER M235 MID MGMT
LITERACY PROGRAM MANAGER M500 MID MGMT Hourly Rate 43.63 45.82 48.12 50.53 53.05
LITERACY PROGRAM MANAGER M500 MID MGMT Bi-Weekly Rate 3490.40 3665.60 3849.60 4042.40 4244.00
LITERACY PROGRAM MANAGER M500 MID MGMT Monthly 7562.53 7942.13 8340.80 8758.53 9195.33
LITERACY PROGRAM MANAGER M500 MID MGMT
MAINTENANCE SUPERVISOR M255 MID MGMT Hourly Rate 40.02 42.00 44.11 46.31 48.62
MAINTENANCE SUPERVISOR M255 MID MGMT Bi-Weekly Rate 3201.60 3360.00 3528.80 3704.80 3889.60
MAINTENANCE SUPERVISOR M255 MID MGMT Monthly 6936.80 7280.00 7645.73 8027.07 8427.47
MAINTENANCE SUPERVISOR M255 MID MGMT
MANAGEMENT ANALYST I M570 MID MGMT Hourly Rate 38.30 40.22 42.22 44.33 46.56
MANAGEMENT ANALYST I M570 MID MGMT Bi-Weekly Rate 3064.00 3217.60 3377.60 3546.40 3724.80
MANAGEMENT ANALYST I M570 MID MGMT Monthly 6638.67 6971.47 7318.13 7683.87 8070.40
MANAGEMENT ANALYST I M570 MID MGMT
MANAGEMENT ANALYST II M560 MID MGMT Hourly Rate 42.13 44.24 46.44 48.76 51.20
MANAGEMENT ANALYST II M560 MID MGMT Bi-Weekly Rate 3370.40 3539.20 3715.20 3900.80 4096.00
MANAGEMENT ANALYST II M560 MID MGMT Monthly 7302.53 7668.27 8049.60 8451.73 8874.67
MANAGEMENT ANALYST II M560 MID MGMT
PAYROLL ADMINISTRATOR M785 MID MGMT Hourly Rate 37.43 39.32 41.27 43.34 45.52
PAYROLL ADMINISTRATOR M785 MID MGMT Bi-Weekly Rate 2994.40 3145.60 3301.60 3467.20 3641.60
PAYROLL ADMINISTRATOR M785 MID MGMT Monthly 6487.87 6815.47 7153.47 7512.27 7890.13
PAYROLL ADMINISTRATOR M785 MID MGMT
PLANNER, ASSOCIATE M125 MID MGMT Hourly Rate 38.43 40.33 42.36 44.49 46.71
PLANNER, ASSOCIATE M125 MID MGMT Bi-Weekly Rate 3074.40 3226.40 3388.80 3559.20 3736.80
PLANNER, ASSOCIATE M125 MID MGMT Monthly 6661.20 6990.53 7342.40 7711.60 8096.40
PLANNER, PRINCIPAL M590 MID MGMT Hourly Rate 51.13 53.69 56.37 59.18 62.16
PLANNER, PRINCIPAL M590 MID MGMT Bi-Weekly Rate 4090.40 4295.20 4509.60 4734.40 4972.80
PLANNER, PRINCIPAL M590 MID MGMT Monthly 8862.53 9306.27 9770.80 10257.87 10774.40
PLANNER, PRINCIPAL M590 MID MGMT
PLANNER, SENIOR M335 MID MGMT Hourly Rate 47.61 49.98 52.46 55.09 57.84
PLANNER, SENIOR M335 MID MGMT Bi-Weekly Rate 3808.80 3998.40 4196.80 4407.20 4627.20
PLANNER, SENIOR M335 MID MGMT Monthly 8252.40 8663.20 9093.07 9548.93 10025.60
PLANNER, SENIOR M335 MID MGMT
PLANT MAINTENANCE SUPERVISOR M745 MID MGMT Hourly Rate 48.95 51.40 53.98 56.67 59.49
PLANT MAINTENANCE SUPERVISOR M745 MID MGMT Bi-Weekly Rate 3916.00 4112.00 4318.40 4533.60 4759.20
PLANT MAINTENANCE SUPERVISOR M745 MID MGMT Monthly 8484.67 8909.33 9356.53 9822.80 10311.60
PLANT MAINTENANCE SUPERVISOR M745 MID MGMT
PLANT SUPERINTENDENT M355 MID MGMT Hourly Rate 57.03 59.89 62.89 66.04 69.33
PLANT SUPERINTENDENT M355 MID MGMT Bi-Weekly Rate 4562.40 4791.20 5031.20 5283.20 5546.40
PLANT SUPERINTENDENT M355 MID MGMT Monthly 9885.20 10380.93 10900.93 11446.93 12017.20
PLANT SUPERINTENDENT M355 MID MGMT
PLANT SUPERINTENDENT, ASSISTANT M465 MID MGMT Hourly Rate 53.13 55.78 58.58 61.50 64.57
PLANT SUPERINTENDENT, ASSISTANT M465 MID MGMT Bi-Weekly Rate 4250.40 4462.40 4686.40 4920.00 5165.60
PLANT SUPERINTENDENT, ASSISTANT M465 MID MGMT Monthly 9209.20 9668.53 10153.87 10660.00 11192.13
PLANT SUPERINTENDENT, ASSISTANT M465 MID MGMT
POLICE COMMUNICATIONS & RECORDS MANAGER M285 MID MGMT Hourly Rate 52.25 54.86 57.60 60.47 63.50
POLICE COMMUNICATIONS & RECORDS MANAGER M285 MID MGMT Bi-Weekly Rate 4180.00 4388.80 4608.00 4837.60 5080.00
POLICE COMMUNICATIONS & RECORDS MANAGER M285 MID MGMT Monthly 9056.67 9509.07 9984.00 10481.47 11006.67
POLICE COMMUNICATIONS & RECORDS MANAGER M285 MID MGMT
PROGRAM MANAGER M750 MID MGMT Hourly Rate 50.09 52.60 55.22 57.98 60.89
PROGRAM MANAGER M750 MID MGMT Bi-Weekly Rate 4007.20 4208.00 4417.60 4638.40 4871.20
PROGRAM MANAGER M750 MID MGMT Monthly 8682.27 9117.33 9571.47 10049.87 10554.27
PROGRAM MANAGER M750 MID MGMT
PUBLIC WORKS ADMINISTRATOR M795 MID MGMT Hourly Rate 49.31 51.78 54.36 57.08 59.95
PUBLIC WORKS ADMINISTRATOR M795 MID MGMT Bi-Weekly Rate 3944.80 4142.40 4348.80 4566.40 4796.00
PUBLIC WORKS ADMINISTRATOR M795 MID MGMT Monthly 8547.07 8975.20 9422.40 9893.87 10391.33
PUBLIC WORKS ADMINISTRATOR M795 MID MGMT
PUBLIC WORKS ASSISTANT DIRECTOR/CITY ENGINEER M755 MID MGMT Hourly Rate 72.68 76.31 80.13 84.14 88.33
PUBLIC WORKS ASSISTANT DIRECTOR/CITY ENGINEER M755 MID MGMT Bi-Weekly Rate 5814.40 6104.80 6410.40 6731.20 7066.40
PUBLIC WORKS ASSISTANT DIRECTOR/CITY ENGINEER M755 MID MGMT Monthly 12597.87 13227.07 13889.20 14584.27 15310.53
RECREATION & COMMUNITY SERVICES PROGRAM COORDM530 MID MGMT Hourly Rate 28.02 29.41 30.87 32.43 34.05
RECREATION & COMMUNITY SERVICES PROGRAM COORDM530 MID MGMT Bi-Weekly Rate 2241.60 2352.80 2469.60 2594.40 2724.00
RECREATION & COMMUNITY SERVICES PROGRAM COORDM530 MID MGMT Monthly 4856.80 5097.73 5350.80 5621.20 5902.00
RECREATION & COMMUNITY SERVICES PROGRAM COORDM530 MID MGMT
RECREATION & COMMUNITY SERVICES SUPERVISOR M295 MID MGMT Hourly Rate 40.02 42.00 44.11 46.31 48.62
RECREATION & COMMUNITY SERVICES SUPERVISOR M295 MID MGMT Bi-Weekly Rate 3201.60 3360.00 3528.80 3704.80 3889.60
RECREATION & COMMUNITY SERVICES SUPERVISOR M295 MID MGMT Monthly 6936.80 7280.00 7645.73 8027.07 8427.47
RECREATION & COMMUNITY SERVICES SUPERVISOR M295 MID MGMT
TECHNICAL SERVICES SUPERVISOR M735 MID MGMT Hourly Rate 49.85 52.35 54.97 57.72 60.61
TECHNICAL SERVICES SUPERVISOR M735 MID MGMT Bi-Weekly Rate 3988.00 4188.00 4397.60 4617.60 4848.80
TECHNICAL SERVICES SUPERVISOR M735 MID MGMT Monthly 8640.67 9074.00 9528.13 10004.80 10505.73