HomeMy WebLinkAboutReso 77-2017 (17-612)City of South San Francisco P.O. Box 711 (City Hall,
400 Grand Avenue)
South San Francisco, CA
City Council
' Resolution: RES 77 -2017
File Number: 17 -612 Enactment Number: RES 77 -2017
RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR THE INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL 1507 UNIT, DATED JULY 1, 2017
THROUGH JUNE 30, 2022.
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 International Association of
Firefighters (IAFF), Local 1507 Unit dated July 1, 2017 through June 30, 2022; 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 IAFF.
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 IAFF, dated July 1, 2017 through June 30, 2022, attached
as Exhibit A.
BE IT FURTHER RESOLVED that the City Council hereby approves the salary schedule dated July 1,
2017 through June 30, 2022, attached as Exhibit B.
BE IT FURTHER RESOLVED that the City Council hereby authorizes the City Manager, or his designee,
to execute the MOU on behalf of the City, and to take all actions necessary or appropriate to carry out and
implement the intent of this Resolution.
At a meeting of the City Council on 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
Gabriel Rodri
City of South San Francisco Page 1
The City of South
San Francisco
Memorandum of Understanding
between the
International Association of Firefighters, Local 1507
and the
City of South San Francisco
July 1, 2017 through June 30, 2022
Memorandum of Understanding
between the
International Association of Firefighters
and the
City of South San Francisco
July 1, 2017 through June 30, 2022
Table of Contents
Article Title Page
1 Preamble .................................................................................................................. 1
2 Union Rights ............................................................................................................ 1
2.1 Recognition ..................................................................................................... 1
2.2 Payroll Deduction ........................................................................................... 1
2.3 Authorized Representatives ............................................................................ 1
2.3.1 Access .................................................................................................... 1
2.3.2 Union Business Time ............................................................................. 2
2.3.3 Release Time .......................................................................................... 2
2.4 Use of City Facilities, Equipment, and Records ............................................. 2
2.4.1 Meeting Facilities................................................................................... 2
2.4.1.1 Exceptions .................................................................................. 2
2.4.1.2 Denial and Prohibitions.............................................................. 2
2.4.2 Bulletin Boards ...................................................................................... 2
2.4.3 Union Reading Files .............................................................................. 2
2.4.4 Use of Department Equipment, Supplies, and Services ........................ 2
2.4.5 Access to City Records .......................................................................... 3
2.4.6 Access to Personnel Files....................................................................... 3
2.5 Copies of Memorandum of Understanding .................................................... 3
3 Non-discrimination .................................................................................................. 3
4 Wages and Compensation ........................................................................................ 3
4.1 Definitions....................................................................................................... 3
4.1.1 Base Pay ................................................................................................. 3
4.1.2 Enhanced Pay ......................................................................................... 3
4.2 Wages .............................................................................................................. 3
4.3 Classification and Compensation Study ......................................................... 4
4.4 Payment of Compensation .............................................................................. 4
4.4.1 Continuous Paid Regular Service .......................................................... 4
4.5 Time-in-Step ................................................................................................... 4
4.6 Off-Salary-Schedule Incentive Payment ......................................................... 4
5 Special Compensation .............................................................................................. 4
5.1 Temporary Fire Captain Compensation .......................................................... 4
5.2 Temporary Battalion Chief Compensation ..................................................... 4
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page ii July 1, 2017 through June 30, 2022
Article Title Page
5.3 Temporary Engineer Compensation ............................................................... 5
5.4 Temporary Safety Inspector Assignment........................................................ 5
5.5 Emergency Medical Technician I Fire Service (EMT I FS) Instructor
Assignment Compensation ............................................................................. 5
5.6 Emergency Medical Technician (EMT) Certification .................................... 5
5.6.1 Mandatory EMT Certification ............................................................... 5
5.7 Paramedic Preceptor Compensation ............................................................... 5
5.8 Technical Rescue Incentive Pay ..................................................................... 5
5.9 Promotion to Captain ...................................................................................... 5
5.10 Fire Apparatus Engineer Compensation ......................................................... 5
5.10.1 Promotion to Fire Apparatus Engineer ............................................... 6
5.10.1.1 Six-month Probationary Period .............................................. 6
5.10.1.2 Twelve-month Probationary Period........................................ 6
5.10.2 Fire Apparatus Engineer Seniority ..................................................... 6
5.10.3 “Y-rating” of Fire Apparatus Engineer Base Pay ............................... 6
5.11 Service Incentive Pay ...................................................................................... 6
5.12 Education Incentive Pay ................................................................................. 6
5.12.1 Associate’s or Bachelor’s Degree ....................................................... 6
5.12.2 Accredited Units ................................................................................. 7
5.13 Education Expense Reimbursement Program ................................................. 7
5.13.1 Qualifying for the Program ................................................................. 7
5.13.1.1 Deputy Chief Review and Department Head Approval ......... 7
5.13.1.2 Reimbursement Request ......................................................... 7
5.14 Bilingual Incentive Rate ................................................................................. 7
5.14.1 Testing and Compensation .................................................................. 7
5.14.2 Eligibility ............................................................................................ 7
5.14.3 Language Determination ..................................................................... 7
5.14.4 Current Languages in Effect ............................................................... 7
6 Assignments and 40-hour Classifications ................................................................ 8
6.1 Assignment and Classifications ...................................................................... 8
6.2 Salary .............................................................................................................. 8
6.3 Assignment Positions Shift Overtime ............................................................. 8
6.4 Leave Accrual ................................................................................................. 8
6.5 Leave Accrued and Taken .............................................................................. 8
6.5.1 Holidays ................................................................................................. 8
6.5.2 Bereavement Leave ................................................................................ 8
6.5.3 Medical Appointment Leave.................................................................. 8
6.5.4 Sick Leave .............................................................................................. 8
6.5.5 Compensatory Time ............................................................................... 8
6.5.5.1 Taking Compensatory Time ................................................... 8
6.5.6 Flexible Work Schedules ....................................................................... 8
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page iii
Article Title Page
6.5.7 Vacation Leave ...................................................................................... 8
7 Uniforms .................................................................................................................. 9
7.1 Uniform Allowance ........................................................................................ 9
7.1.1 Uniform Allowance Eligibility .............................................................. 9
7.1.2 Uniform Allowance Amount ................................................................. 9
7.1.3 Uniform Allowance Distribution ........................................................... 9
7.3 Leather Helmet................................................................................................ 9
8 Benefits .................................................................................................................... 9
8.1 Insurance Benefits ........................................................................................... 9
8.1.1 Medical Insurance .................................................................................. 9
8.1.1.1 Available Plans .......................................................................... 9
8.1.1.2 Payment of Premium Costs ........................................................ 9
8.1.1.2.1 Employee HMO Medical Premium Cost .................... 9
8.1.1.2.2 Employee Non-HMO Medical Premium Cost ............ 10
8.1.1.3 Effective Dates of Coverage ...................................................... 10
8.1.1.4 Medical Plan Advisory Committee ............................................ 10
8.1.2 Dental Insurance .................................................................................... 10
8.1.2.1 Effective Dates of Coverage ...................................................... 10
8.1.2.2 Employees Hired Before October 27, 2012 ............................... 10
8.1.2.2.1 Enhanced Dental Plan ................................................. 10
8.1.2.3 Employees Hired On or After October 27, 2012 ...................... 10
8.1.2.3.1 Core Dental Plan ......................................................... 10
8.1.2.3.2 Buy-up Dental Plan ..................................................... 10
8.1.3 Vision Insurance .................................................................................... 11
8.1.3.1 Effective Dates of Coverage ...................................................... 11
8.1.3.2 Plan ............................................................................................ 11
8.2 Discretionary Benefit Option .......................................................................... 11
8.2.1 Proof of Alternate Insurance .................................................................. 11
8.2.2 Exercising the Option ............................................................................ 11
8.3 Long-term Disability Insurance ...................................................................... 11
8.3.1 City Notification .................................................................................... 11
8.3.2 Effective Date ........................................................................................ 11
8.3.3 Plan Payment ......................................................................................... 11
8.4 Section 125 Plan ............................................................................................. 11
8.4.1 Premium Contribution Plan ................................................................... 11
8.4.2 Dependent Care Plan.............................................................................. 12
8.4.3 Unreimbursed Medical Expense Plan .................................................... 12
8.5 Deferred Compensation .................................................................................. 12
8.6 Retirement Benefits ........................................................................................ 12
8.6.1 Retirement Plan ...................................................................................... 12
8.6.2 Retirement Formula ............................................................................... 12
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page iv July 1, 2017 through June 30, 2022
Article Title Page
8.6.2.1 3% at Age 50 ............................................................................. 12
8.6.2.2 3% at Age 55 ............................................................................. 12
8.6.2.3 2.7% at Age 57 .......................................................................... 12
8.6.3 Optional Provisions Added .................................................................... 12
8.6.3.1 The 1959 Survivor Allowance ................................................... 12
8.6.3.2 Half Continuance ....................................................................... 12
8.6.3.3 Sick Leave Service Credit .......................................................... 12
8.6.3.4 Military Service Credit .............................................................. 12
8.6.3.5 Pre-Retirement Optional Settlement 2 Death Benefit ................ 12
8.6.4 City Contribution to Retirement System................................................ 12
8.6.5 Employee Contribution to Retirement System ...................................... 12
8.7 Sick Leave at Separation ................................................................................. 12
8.7.1 Payment of Unused Accumulated Sick Leave Accrued after
11/14/85 ................................................................................................. 12
8.7.2 Sick Leave Cap ...................................................................................... 13
8.7.3 PERS Service Credit .............................................................................. 13
8.8 Retired Employee Health Benefits .................................................................. 13
8.8.1 Group Medical Insurance for Qualifying Retirees................................. 13
8.8.2 Medical After Retirement Account (MARA) ........................................ 13
8.8.3 Group Dental Insurance for Qualifying Retirees ................................... 13
8.8.4 Group Vision Insurance for Qualifying Retirees ................................... 14
8.8.5 Surviving Spouse Coverage ................................................................... 14
8.9 Medical Insurance for Spouse after Employee or Retiree Death .................... 14
8.10 Retirement Health Savings (RHS) Plan .......................................................... 14
9 Work Schedules and Hours of Work ....................................................................... 14
9.1 Normal Hours of Work ................................................................................... 14
9.1.1 On-duty Shift Defined............................................................................ 14
9.1.2 Off-duty Shift Defined ........................................................................... 14
9.1.3 Tour-of-Duty Defined ............................................................................ 14
9.1.4 Shift Schedule Defined .......................................................................... 14
9.1.5 Rest Periods ........................................................................................... 15
9.1.6 Time for Reporting for On-duty Shifts .................................................. 15
9.1.7 Departure of Employees from On-duty Shifts ....................................... 15
9.1.8 Trade Shifts ............................................................................................ 15
9.2 FLSA Work Period ......................................................................................... 15
9.2.1 Fire Suppression..................................................................................... 15
9.2.2 Non-Fire Suppression Safety Inspectors ................................................ 15
9.3 FLSA Overtime Compensation....................................................................... 15
9.4 Overtime ......................................................................................................... 15
9.4.1 Overtime Defined................................................................................... 15
9.4.2 Overtime Records .................................................................................. 15
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page v
Article Title Page
9.4.3 Minimum Overtime ............................................................................... 15
9.4.4 Overtime Compensation Rates .............................................................. 15
9.4.4.1 Compensation Rate .................................................................... 15
9.4.4.2 Hold-over ................................................................................... 16
9.4.4.3 Non-emergency Call-in .............................................................. 16
9.4.4.4 Emergency Call-in ..................................................................... 16
9.4.4.5 Court Time Minimum ................................................................ 16
9.4.5 Fire 56 Compensatory Time in Lieu of Overtime Pay .......................... 16
9.4.5.1 Program Requirements............................................................... 16
9.4.5.2 Separation from Unit.................................................................. 16
9.4.6 Exclusion of Trade Time ....................................................................... 16
9.4.7 Minimum Staffing .................................................................................. 16
10 Holidays ................................................................................................................... 17
10.1 Authorized Holidays ....................................................................................... 17
10.1.1 Full-day Holidays................................................................................ 17
10.1.2 Half-day Holidays ............................................................................... 17
10.1.3 Shift Holiday Pay for 56-hour Employees .......................................... 17
10.1.3.1 Shift Holiday Pay for Full-day Holidays ................................ 17
10.1.3.2 Shift Holiday Pay for Half-day Holidays................................ 17
10.1.4 Discretionary Holiday ......................................................................... 17
10.1.4.1 Shift Discretionary Holiday through December 31, 2012 ...... 17
10.1.4.2 Discretionary Holiday beginning January 1, 2013 ................. 17
10.1.4 Holiday Compensation for Employees on Industrial Injury or
Illness Leave ....................................................................................... 17
10.1.5 Holiday Compensation for Employees on Non-industrial Sick
Leave or Family Care Leave ............................................................... 18
10.1.6 Employees Not Eligible for Holiday Compensation .......................... 18
11 Paid Leaves .............................................................................................................. 18
11.1 Vacation .......................................................................................................... 18
11.1.1 Vacation Accrual Rates....................................................................... 18
11.1.2 Vacation Selection .............................................................................. 18
11.1.2.1 Shift Vacation ...................................................................... 18
11.1.2.2 Vacation Staffing ................................................................. 18
11.1.2.3 Unscheduled Vacation Selection ......................................... 19
11.1.3 Vacation Buy-back.............................................................................. 19
11.1.4 Vacation Accumulation ...................................................................... 19
11.1.5 Vacation Compensation Payout Upon Separation .............................. 19
11.2 Sick Leave/Non-industrial Injury Illness Leave ............................................. 19
11.2.1 Definition ............................................................................................ 19
11.2.2 Amount of Sick Leave ........................................................................ 19
11.2.2.1 Sick Leave Amounts Used for Employees Hired 1/7/97 19
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page vi July 1, 2017 through June 30, 2022
Article Title Page
or Earlier ..............................................................................
11.2.2.2 Sick Leave Amounts Used for Employees Hired 1/8/97
or Later ................................................................................. 19
11.2.3 Sick Leave Request ............................................................................. 19
11.2.4 Approval of Sick Leave Request ........................................................ 20
11.2.5 Verification of Illness or Injury .......................................................... 20
11.2.5.1 Usual Verification ................................................................ 20
11.2.5.2 Doctor or Nurse Practitioner’s Verification ......................... 20
11.2.6 Prohibition from Engaging in Outside Occupation ............................ 20
11.2.7 Sick Leave Management Plan ............................................................. 20
11.2.7.1 Sick Leave Threshold .......................................................... 20
11.2.7.1.1 Employees Scheduled 56-Hour Workweeks ..... 20
11.2.7.1.2 Employees Scheduled 40-Hour Workweeks ..... 20
11.2.7.2 Leave Monitoring................................................................. 20
11.2.7.3 Extenuating Circumstances .................................................. 20
11.2.7.4 Review and Counseling ....................................................... 21
11.2.7.5 Sick Leave Management Plan Requirements ...................... 21
11.2.7.6 Plan Stipulations .................................................................. 21
11.2.7.6.1 Personal Notification ......................................... 21
11.2.7.6.2 Examination ....................................................... 21
11.2.7.6.3 Affidavit ............................................................. 21
11.2.7.6.4 Other Conditions ................................................ 21
11.2.7.7 Disciplinary Process............................................................. 21
11.2.7.8 Maximum Paid Sick Leave Usage ....................................... 21
11.3 Bereavement Leave ......................................................................................... 21
11.3.1 Definition of Family Member for Bereavement Leave ...................... 21
11.3.1.1 Non-family Member Leave .................................................. 22
11.3.2 Leave Within California ..................................................................... 22
11.3.3 Leave Outside California .................................................................... 22
11.4 Medical Appointment Leave........................................................................... 22
11.4.1 Medical Appointment Leave Charged to Sick Leave for 56-hour
Employees ........................................................................................... 22
11.4.2 Medical Appointment Leave Charged to Sick Leave for 40-hour
Employees ...........................................................................................
22
11.5. Sick Leave as Family Care Leave ................................................................... 22
11.5.1 Definition of Family Member for Sick Leave as Family Care
Leave Purposes ................................................................................... 22
11.5.2 Leave Amount ..................................................................................... 22
11.5.3 Concurrent Use of Leave .................................................................... 22
11.5.4 Leave Accounting ............................................................................... 22
11.5.5 Notification Procedures ...................................................................... 23
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page vii
Article Title Page
11.5.5.1 Leave Notification ............................................................... 23
11.5.5.2 Leave Verification ............................................................... 23
11.6 Industrial Injury or Illness Leave .................................................................... 23
11.6.1 Administration of Leave ..................................................................... 23
11.6.2 Modified-duty Program ...................................................................... 23
11.6.3 Prohibition from Engaging in Outside Occupation ............................ 23
11.7 Pregnancy Disability and Childcare Leave ..................................................... 23
12 Leave Conversion .................................................................................................... 23
12.1 Leave Conversion Factors............................................................................... 23
12.1.1 56-hour Schedule ................................................................................ 24
12.1.1.1 Sick Leave Conversion ........................................................ 24
12.1.1.2 Vacation Leave Conversion ................................................. 24
12.1.1.3 Vacation Buy-back............................................................... 24
12.1.2 40-hour Schedule ................................................................................ 24
12.1.2.1 Sick Leave Conversion ........................................................ 24
12.1.2.2 Vacation Leave Conversion ................................................. 24
12.1.2.3 Vacation Buy-back............................................................... 24
13 Long-term Disability Program ................................................................................. 24
13.1 Application for Benefits .................................................................................. 24
13.2 Elimination Period .......................................................................................... 24
13.3 City Determination.......................................................................................... 24
13.3.1 Permanent and Stationary Status ........................................................ 24
13.3.2 Temporary Disability Status ............................................................... 25
13.4 Permanent and Stationary Determination ....................................................... 25
13.5 Temporary Disability Determination .............................................................. 25
13.6 Permanent and Stationary Determination During Leave of Absence ............. 25
13.7 Accrued Vacation Payment............................................................................. 25
13.8 Insurance Premium Payment .......................................................................... 25
14 Modified-duty Program ........................................................................................... 25
14.1 Modified-duty Program .................................................................................. 25
14.2 Coverage ......................................................................................................... 25
14.2.1 Determination and Required Reports.................................................. 26
14.2.1.1 Assignments ......................................................................... 26
14.2.1.2 Evaluation and Determination ............................................. 26
14.2.1.3 Medical Reports ................................................................... 26
14.2.1.4 Review of Assignment ......................................................... 26
14.3 Modified-duty Assignments, Definitions, and Restrictions ............................ 26
14.3.1 Assignments ...................................................................................... 26
14.3.2 Impact to Employee ........................................................................... 26
14.3.3 Fire Department Assignments ........................................................... 26
14.3.4 Normal Business Hour Assignments ................................................. 26
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page viii July 1, 2017 through June 30, 2022
Article Title Page
14.3.5 Case-by-Case Review ........................................................................ 26
14.3.6 Field Emergency Responses .............................................................. 26
14.3.7 Reevaluations .................................................................................... 26
14.3.8 Uniforms ............................................................................................ 26
14.3.9 Holidays ............................................................................................. 27
14.3.10 Vacation Scheduling .......................................................................... 27
14.4 Return-to-Full-duty Status .............................................................................. 27
15 Layoff and Demotion Policy .................................................................................... 27
15.1 Reduction in Force .......................................................................................... 27
15.2 Displaced Employees ...................................................................................... 27
15.3 Seniority .......................................................................................................... 27
16 Residence Requirements .......................................................................................... 27
17 Emergencies ............................................................................................................. 27
18 Discipline Provision ................................................................................................. 28
19 Grievance Procedure ................................................................................................ 28
19.1 Definition of a Grievance ................................................................................ 28
19.2 Stale Grievance ............................................................................................... 28
19.3 Informal Discussion with Employee’s Supervisor ......................................... 28
19.4 Formal Written Grievance to Employee’s Battalion Chief ............................. 28
19.5 Waiver of Battalion Chief Review .................................................................. 29
19.6 Grievance to Fire Chief ................................................................................... 29
19.7 Arbitration of Grievance ................................................................................. 29
19.8 Informal Review by the City Manager ........................................................... 29
19.9 Selection of Arbitrator .................................................................................... 29
19.10 Arbitrator Review .......................................................................................... 29
19.11 Duty of the Arbitrator .................................................................................... 29
19.12 Payment of Costs ........................................................................................... 29
19.13 Effect of Failure of Timely Action ................................................................ 30
19.14 Non-Union Representation ............................................................................ 30
20 Agreement, Modification, and Waiver .................................................................... 30
20.1 Full and Entire Agreement .............................................................................. 30
20.2 Written Modification Required ....................................................................... 30
20.3 Waiver ............................................................................................................. 30
20.4 Term of Agreement ......................................................................................... 30
21 Signatures ................................................................................................................. 30
Appendix
A Classifications .......................................................................................................... 32
B Salary Schedule ........................................................................................................ 33
C Union Time Bank ..................................................................................................... 34
Memorandum of Understanding
between the
International Association of Firefighters
and the
City of South San Francisco
July 1, 2017 through June 30, 2022
Article 1. Preamble
This Memorandum of Understanding is entered into by the City of South San Francisco,
designated “City” and the International Association of Firefighters (IAFF), Local 1507,
AFL-CIO, designated “Union” as a mutual agreement of the wages, hours, and
conditions of employment in effect during the period of July 1, 2017 through June 30,
2022 for those full-time regular employees working in classifications in the represented
unit referred to in this agreement.
Article 2. Union Rights
2.1. Recognition—The City of South San Francisco recognizes the International Association
of Firefighters, Local 1507, AFL-CIO as the employee organization representing the
employees in this unit, which consists of all employees in the classifications identified in
Appendix A and as may be added to the unit by the City during the term of this
agreement.
2.2. Payroll Deduction—Upon receiving a written request and authorization from an
employee for deduction of Union dues, the City shall withhold such dues and deductions
from the salary of the employee and shall remit the withholdings to the Union. The City
shall continue to withhold such deductions unless the employee files a statement with
the City withdrawing authorization for the continued withholding of the deductions.
2.3. Authorized Representatives—The Union shall provide and maintain with the Fire Chief
a list of the current officials of the Union, as well as the names of any other persons who
are authorized to officially represent the Union in its dealings with the City. No more
than eight(8) authorized representatives of the Union shall be City employees.
2.3.1. Access—An authorized representative of the Union shall have the right to
contact an individual employee represented by the Union in a City facility during
the employee’s work hours on matters concerning wages, hours, and other
conditions of employment. Prior to entering the employee’s work location, the
authorized representative shall provide reasonable notice to the employee’s
immediate supervisor and shall attempt to arrange contact times, coinciding with an
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 2 July 1, 2017 through June 30, 2022
employee’s lunch period or after 1700 hours and prior to 0800 hours. An
employee’s immediate supervisor shall have the right to make arrangements for a
contact location and/or contact time that is the least disruptive to departmental
operations and the employee’s work assignments.
2.3.2. Union Business Time—An authorized representative of the Union who is a City
employee shall perform Union responsibilities on off-duty time, except that such
responsibilities may be performed during on-duty time when the activity does not
interfere with departmental operations as determined by the Fire Chief or designee.
2.3.3. Release Time—The Fire Chief or designee may grant reasonable release time
without loss of time or pay to a Union authorized representative if, in the
representative’s absence, the needs of the department can be reasonably met and no
added costs are incurred by the department as the result of granting the release time
to the Union representative.
2.4. Use of City Facilities, Equipment and Records—
2.4.1. Meeting Facilities—City and/or department facilities will be made available to
the Union for the purpose of meeting with represented employees, provided that a
Union officer makes a written request to the Fire Chief or designee generally 2 -
calendar days in advance of the meeting.
2.4.1.1. Exceptions—Exceptions to this 2-day notification requirement are in
cases of an emergency, in which case the request can be made verbally if
followed in writing. In addition, the 2-day limit will not be required in cases
of unforeseen circumstances.
2.4.1.2. Denial and Prohibitions—Use of City and/or department facilities will
only be denied in case of a conflict where prior usage was scheduled for the
facility. Except during the lunch period, meetings of Union representatives
and represented employees shall not be permitted during 0800 hours through
1700 hours.
2.4.2. Bulletin Boards—The City will furnish adequate space for bulletin boards to be
placed at reasonable locations for the exclusive use of the Union. The Union agrees
to post nothing of a discreditory nature about the City or its employees or that may
be offensive to members of the general public and other visitors to the fire stations.
The Union shall be responsible for maintaining bulletin boards exclusively used by
the Union in an orderly condition and shall promptly remove outdated materials.
2.4.3. Union Reading Files—The Union shall be allowed to maintain a Union reading
file at each represented employee work location. The Union reading file shall be
used for the purpose of distributing material and information, such as recent
developments in employee grievances and other controversial issues that are not
suitable for posting on bulletin boards accessible to the general public and visitors
to the fire stations.
2.4.4. Use of Department Equipment, Supplies, and Services—The department shall
allow the Union to locate Union file cabinets at any Fire Station provided it is in a
location that is least disruptive to day-to-day operations as determined by the Fire
Chief or designee. The Union may use a desk at any Fire Station provided that the
department’s needs do not preclude the use of the desk. The Union may be allowed
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 3
to use the department’s copy machines, telephones, computer equipment, and
supplies provided that the Union reimburses the department for the cost of such use.
2.4.5. Access to City Records—The Union shall have reasonable access to all public
records of the City, as required by law. Access to departmental records, except
individual personnel records, shall be granted at the sole discretion of the City
employee responsible for the maintenance of such records. Nothing contained
herein shall compel any employee to allow a Union representative access to any
files or records. Union representatives may be granted access to non-confidential
departmental records, provided that the Union gives the City employee responsible
for such records a prior request stating the nature of the information desired, the
purpose for which the information will be used, and the time the representative
desires access to the records.
2.4.6. Access to Personnel Files—The Union may review a union employee’s
confidential personnel file, only if the employee signs a written consent form
granting the Union access to the file.
2.5. Copies of Memorandum of Understanding—. The City shall post the current MOU,
including appendices and side letters, on the City’s Web site.
Article 3. Non-discrimination
This agreement affords that no person shall in any way be favored or discriminated against
to the extent prohibited by law because of age, sex, sexual orientation, race, religion, ethnic
or national origin, physical and mental disability, political or religious opinions, or
affiliations to the extent to which a person chooses to engage or not engage in Union
activities.
Article 4. Wages and Compensation
4.1. Definitions—
4.1.1. Base Pay—Base pay is the rate of compensation paid for a specified
classification of employment, excluding any other payments.
4.1.2. Enhanced Pay—Enhanced pay is the rate of compensation that includes base pay
and incentive pay such as longevity, bilingual, education and special assignment
pay. Enhanced pay does not include acting pay or other temporary assignment pay.
Each incentive pay will be computed on base pay. The sum of the base pay plus
each incentive is the enhanced pay.
4.2. Wages—.All members of the bargaining unit shall receive across-the-board base pay
adjustments in the amounts and with the effective dates as follows:
Year 1 (July 1, 2017-June 30, 2018) effective the first full pay period including
July 1, 2017, or the first full pay period following the adoption of the MOU by
Council, three percent (3%); whichever is later;
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 4 July 1, 2017 through June 30, 2022
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: the unit will receive an adjustment to the 60th percentile or three percent
(3%), whichever is greater;
Year 4 (July 1, 2020-June 30, 2021) effective the first full pay period of July
2020: three percent (3%);
Year 5 (July 1, 2021-June 30, 2022) effective the first full pay period of July
2021: three percent (3%).
There will be no retroactive across-the-board base pay adjustments.
4.3. Classification and Compensation Study—In year two (2015/2016), the City shall
conduct a professional classification and compensation study for all bargaining unit
employees. Any classifications below market based on the classification and
compensation study shall be brought up to the 60th percentile of total compensation
effective the pay period including July 15, 2015.
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. A City payperiod consists of 14-calendar days and begins on a
Friday, which is the first day of a payperiod and ends on a Thursday, which is the last
day of a payperiod. Employees who are in continuous paid regular status for a partial
payperiod shall receive prorated compensation for the payperiod at the rate of 1/112th of
the employee’s enhanced biweekly rate of pay for each hour of the payperiod that the
employee was on continuous paid regular status.
4.4.1. Continuous Paid Regular Service—An employee who is on continuous paid
regular service with the City in a classification covered by this agreement shall be in
the unit. Continuous paid regular service excludes all unpaid leaves of absence of
an employee and excludes all time an employee is not in a full -time regular
employment status with the City.
4.5. Time-in-Step—Each employee shall complete the following time at each step of the
salary schedule applicable to the employee’s classification prior to advancing to the next
step in the salary schedule.
Schedule Step Criteria
Entry ................ From date of hire to the completion of basic Firefighter academy.
1.................... After completion of academy to completion of probation.
2.................... After completing another full year
3.................... After completing another full year
4.................... After completing another full year
5.................... After completing another full year
4.6. Off-Salary-Schedule Incentive Pay—Effective upon adoption of the MOU by the City
Council, all bargaining unit employees on the payroll as of that date, shall receive a one -
time off-salary-schedule, non-PERSable payment of $2,000.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 5
Article 5. Special Compensation
5.1. Temporary Fire Captain Compensation—Employees in a classification below the level
of Fire Captain, who are assigned to perform the duties of a Fire Captain for a period of
one full hour or more, shall receive added compensation for all time served. This
compensation shall be at the hourly rate of pay the employee would otherwise qualify
were the employee promoted to the classification, which is Step 4 of the Fire Captain
salary schedule. An employee in a classification below the level of Fire Captain who is
assigned to perform those duties for a period of time less than one full hour shall not
receive additional compensation for any of the time spent in performing such duties.
5.2. Temporary Battalion Chief Compensation—Employees in the classification of Fire
Captain who are assigned to perform the duties of a Battalion Chief for a period of one
full hour or more shall receive added compensation for all time served. This
compensation shall be for all time served at the rate of 5% above the employee’s base
hourly rate of pay or at the hourly rate of pay for which the employee would qualify,
were the employee promoted to the classification of Battalion Chief, whichever is
greater. An employee in the classification of Fire Captain who is assigned to perform
the duties of Battalion Chief for a period of less than one full hour shall not receive
additional compensation for any of the time spent in performing such duties.
5.3. Temporary Engineer Compensation—Employees in the classification of Firefighter or
Paramedic/Firefighter who are assigned to engineer duties for a period of one full hour
or more shall receive added compensation. This compensation shall be for all time
served at the rate of 5% above the employee’s base hourly rate of pay or at the hourly
rate of pay for which the employee would qualify were the employee given the engineer
special assignment. An employee who is assigned to perform the duties of Engineer for
a period of less than one-full hour shall not receive additional compensation for any of
the time spent in performing such duties.
5.4. Temporary Safety Inspector Assignment—Employees in the classification of Firefighter,
Paramedic/Firefighter, or Fire Apparatus Engineer who are assigned to temporary Safety
Inspector duties shall receive an additional 5% compensation above the employee’s base
hourly rate of pay, including incentives.
5.5. Emergency Medical Technician I Fire Service (EMT I FS) Instructor Assignment
Compensation—Employees in the classification of Paramedic/Firefighter who are
assigned to perform the duties of an EMT I FS Instructor shall receive an additional 5%
compensation above the employee’s base hourly rate of pay, including incentives.
5.6. Emergency Medical Technician (EMT) Certification—Employees who maintain an
Emergency Medical Technician certification will receive 2.5% above their base hourly
rate of pay for which the employee otherwise qualifies. Such certification is mandatory
for each employee hired after 6/30/01.
5.6.1. Mandatory EMT Certification—All employees hired into fire suppression
positions after 6/30/01 must maintain EMT certification. The City will continue to
provide training and remedial training to maintain recertification.
5.7. Paramedic Preceptor Compensation / FTO – Employees in the position of
Paramedic/Firefighter who meet the minimum State of California requirements for filed
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 6 July 1, 2017 through June 30, 2022
preceptor (California Code of Regulations, Title 22, Section 100149e) shall receive
monetary compensation for each hour served as a Paramedic Field Preceptor or FTO.
The amount of compensation shall be equal to 5% of the employee’s base hourly rate of
pay.
5.8. Technical Rescue Incentive Pay—All members that are qualified and maintain training
according to department standards as defined by the Fire Chief shall receive $50 per pay
period. Members of the department must complete the required classes to qualify as an
expert in Technical Rescue. Technical Rescue will not be included in Total
Compensation until a simple majority of survey agencies offer a similar benefit.
5.9. Promotion to Captain—Employees promoted to Fire Captain shall be placed at Step 4 of
the established Fire Captain salary schedule.
5.10. Fire Apparatus Engineer Compensation—Effective 2/1/02, Fire Apparatus Engineer
shall be considered a classification, not an assignment, and all current Fire Apparatus
Engineers and future Fire Apparatus Engineers shall be considered part of this
classification. Employees in this classification shall receive an additional 5% above the
employee’s base hourly rate of pay, including incentives.
5.10.1. Promotion to Fire Apparatus Engineer—The selection process for the
classification of Fire Apparatus Engineer will be based on seniority and having
completed driver’s training qualifying them to serve as a Fire Apparatus Engineer.
Those employees who promoted to Fire Apparatus Engineer on or after 2/1/02 shall
serve the following probationary periods.
5.10.1.1. Six-month Probationary Period—Employees with an original Personnel
Action Form processed for Acting Engineer of 3 or more years from the date
of regular appointment to Fire Apparatus Engineer shall serve a probationary
period of 6 months.
5.10.1.2. Twelve-month Probationary Period—Employees with an original
Personnel Action Form processed for Acting Engineer of less than 3 years
from the date of regular appointment to Fire Apparatus Engineer shall serve a
probationary period of 12 months.
5.10.2. Fire Apparatus Engineer Seniority—Seniority shall be based by time in the Fire
Department and not the promotional date per Policy and Procedures Manual, except
that this may be changed as needed for operational requirements in the sole
discretion of the Fire Chief through revision to the Policy and Procedures Manual.
The City will meet and consult with the IAFF before implementing any change, but
may implement the change without necessarily reaching agreement.
5.10.3. “Y-Rating” of Fire Apparatus Engineer Base Pay—A Paramedic/Firefighter
who promotes to a Fire Apparatus Engineer shall be y-rated at the same base pay as
the individual received as a Paramedic/Firefighter so that the promotion does not
cause a decrease in the individual’s base pay. The Y-rated level of base pay for the
new Fire Apparatus Engineer shall cease once the individual’s pay step in the fire
Apparatus Engineers salary range would equal or exceed the individual’s y-rated
amount.
5.11. Service Incentive Pay—An employee who was hired prior to July 1, 2012 and has
completed 7 years of full-time regular employment is eligible and shall be compensated
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 7
for the service incentive rate of an additional 2.5% above the employee’s base hourly
rate of pay. Service Incentive Pay is not available for employees hired on or after July
1, 2012.
5.12. Education Incentive Pay—An employee may receive only one of the below listed
incentives at any time.
5.12.1. Associate’s or Bachelor’s Degree—The City shall pay 5% of base pay for an
Associate’s degree or 7.5% of base pay for a Bachelor’s degree upon submission of
official transcripts or diploma to the Fire Chief or his or her designee. The incentive
pay will be effective the pay period following Fire Chief or designee approval.
5.12.2. Accredited Units—The City will grandparent the 5% Accredited Unit incentive
pay pursuant to 5.11. Education Incentive Rate in the 2012-2014 MOU for
employees who have completed the approved coursework before June 30, 2016.
Further, the City will allow non-probationary employees hired prior to the adoption
of this agreement to become eligible for the Accredited Units incentive pay without
the three-year minimum service requirement.
5.13. Education Expense Reimbursement Program—An employee who takes a job-related
course at an accredited institution of learning shall be eligible for reimbursement of 50%
of the costs of tuition, fees and course materials up to $2,000 per fiscal year upon the
successful completion of the course and upon the employee achieving a grade of “C” or
better, or passing for a pass/fail course.
5.13.1. Qualifying for the Program—In order to qualify for reimbursement, the
employee must:
5.13.1.1. Deputy Chief Review and Department Head Approval—Prior to
enrollment, the employee must submit to the Deputy Chief for review the
course description and a brief explanation regarding why the employee
believes the course to be job-related. Prior to enrollment, the employee must
receive written approval of the department head.
5.13.1.2. Reimbursement Request—Provided that the department head finds that
the course is job-related and approves the employee’s request, the employee
shall submit a request for reimbursement to the Deputy Chief that includes a
copy of the department head’s written approval of the course, a copy of the
employee’s course grade, the receipts for all course expenses, and a total
amount requested for reimbursement.
5.14. Bilingual Incentive Rate—
5.14.1. Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures, and demonstrated proficiency in speaking a
second language, shall be compensated at a rate 2.5% higher than the employee’s
base hourly rate of pay. Such compensation shall commence the next payperiod
after the employee has passed a qualifying examination, as determ ined by the City,
demonstrating proficiency in the language.
5.14.2. Eligibility—To be eligible to participate in this program, employees must speak a
second language used by a segment of South San Francisco population. Once an
employee qualifies as speaking a second language the employee will receive
bilingual pay, even if the population changes and a significant segment no longer
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 8 July 1, 2017 through June 30, 2022
speaks the language.
5.14.3. Language Determination—Languages that are spoken in South San Francisco
shall be determined by reviewing the demographic data from the local school
district.
5.14.4. Current Languages in Effect—The following languages shall qualify for an
employee to receive the bilingual incentive pay.
Spanish
Tagalog
American Sign Language
5.15 Acting Fire Marshal Compensation–––Employees in the classification of Safety
Inspector II or Senior Safety Inspector who, if assigned, by the Fire Chief to Acting Fire
Marshal for more than 4 hours shall receive added compensation for all time served. This
compensation shall be at the rate of 5% above the employee’s base hourly rate of pay or at
step 1 of the Fire Marshal base salary schedule, whichever is greater.
Article 6. Assignments and 40-hour Classifications
6.1. Assignments and Classifications—Some positions in the unit will be either a special
assignment or a permanent position with a 40-hour workweek schedule as identified in
Appendix A.
6.2. Salary—The salary range for 40-hour positions includes all unit incentives, except the
Bilingual Incentive. Employees in 40-hour positions are eligible for the Bilingual
Incentive, only when proficiency has been demonstrated as designated in this agreement.
6.3. Assignment Positions Shift Overtime—Shift overtime will be paid at the 56-hour rate for
the classification the employee was in prior to being assigned EMS Captain or Safety
Inspector II duties.
6.4. Leave Accrual—Employees in this group will have all leaves accrue at the 40-hour rate
and will use them on an hour-for-hour basis.
6.5. Leaves Accrued and Taken—Leaves are accrued per payperiod as follows, which may
be used as provided in the relevant sections of this agreement.
6.5.1. Holidays—There are thirteen holidays per year, which will be considered paid
time off.
6.5.2. Bereavement Leave—24 hours per qualifying event if the funeral is within the
State of California and 40 hours if the funeral is outside the State of California.
6.5.3. Medical Appointment Leave—This leave is not charged to Sick Leave for the
first 8 hours of use. All other time used for this purpose will be charged to Sick
Leave.
6.5.4. Sick Leave—Accrues at 3.69 hours per payperiod and will be charged on an
hour-for-hour basis when used. Sick leave as family care leave may be used on the
same basis as 56-hour employees.
6.5.5. Compensatory Time—An employee in a 40-hour position may, at the employee’s
option or the City’s option, receive pay for overtime hours worked or may
accumulate compensatory time as allowed by law up to a maximum of 70 hours in
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 9
lieu of pay for said overtime.
6.5.5.1. Taking Compensatory Time—The overtime hours worked may be taken
as compensatory time off provided anyone wishing to exercise this option
must give 3 days’ notice of the desire for such time off and the time off must
be taken under such conditions as will not interfere with the minimum staffing
and continued functioning of the division.
6.5.6. Flexible Work Schedules—Upon approval of the Fire Chief, an employee in a
40-hour position may work a flexible work schedule that provides for a starting time
or ending time other than the normal workday provided that the schedule does not
exceed 80 hours in a payperiod.
6.5.7. Vacation Leave—This leave will accrue, based on the 40-hour workweek rate of:
Accrual Rate Biweekly Annually
1st through 4th year .................... 3.08 hours ........ 80 hours
5th through 10th year .................. 4.62 hours ........ 120 hours
11th through 14th year ................ 6.16 hours ........ 160 hours
15th through 24th year ................ 7.69 hours ........ 200 hours
25th and succeeding years ......... 9.23 hours ........ 240 hours
6.6. Qualified Fire Investigator Standby Pay –Employees who are designated by the
Fire Chief as qualified fire investigators may be eligible for standby pay as follows:
6.6.1. Assignment—Eligible employees must be assigned by the Fire Chief or designee
to standby status.
6.6.2. Amount—Standby pay is one hour of straight time base pay for each workday
on-call for after-hours coverage; and/or two hours of straight time base pay for each
day on-call during weekends and on City-observed holidays.
6.6.3. Standby Employee Responsibility—Employees are not working but must be
conveniently available to their supervisors by phone or pager, be in a fit condition to
report to work, and able to report to work within a reasonable period of time.
6.6.4. Standby and Sick Leave—Since it is presumed that the employee would be
unable to report to work when ill, an employee shall not receive on -call pay at the
same time they are receiving sick pay.
6.6.5. Standby and Call-in Pay—An employee should not receive payment for hours
worked and on-call pay for the same hours. Once an employee reports to work, on-
call pay stops.
6.6.6. Standby Day—On weekdays, a standby day shall be considered the period
between the end of the employee’s regularly scheduled shift and the beginning of a
new workday or standby shift the following morning. On weekends and holidays, a
standby day shall be considered a 24-hour period for what would be the employee’s
regularly scheduled start time on a scheduled workday and ending 24 hours later.
6.7. Qualified Fire Investigator Call-in Pay—
6.7.1. Rate of Pay—An employee on standby status who responds to an authorized call
to work will be paid at their overtime rate of pay. Overtime compensation shall
commence at the time the employee reports for duty and shall conclude at the time
the employee is released from duty or upon the commencement of the employee’s
next regularly scheduled on-duty shift, whichever occurs first.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 10 July 1, 2017 through June 30, 2022
6.7.2. Reporting Pay Minimum—For each call in, the employee will be paid for a
minimum of 2 hours or the actual time worked, whichever is greater. If the employee
is called in for a short period, goes home, then is called back to work again within
the original 2-hour period, the employee will not receive a second 2 hours of pay for
reporting in.
6.8. Safety Inspection Overtime Minimum—Any Fire Inspector required to perform
an inspection(s) outside of the employee’s normal work hours shall be paid a minimum
of 2 hours of overtime pay.
Article 7. Uniforms
7.1. Uniform Allowance—Uniform allowance is subject to the following conditions:
7.1.1. Uniform Allowance Eligibility—The uniform allowance commences the second
year of employment within the department. After the first year of employment is
completed, the employee will receive the second-year’s uniform allowance on a
prorated basis through the end of the fiscal year. Thereafter, the employee will be
eligible for the uniform allowance at the beginning of each fiscal year.
7.1.2. Uniform Allowance Amount—Uniform allowance is $1,000 per fiscal year.
7.1.3. Uniform Allowance Distribution—Effective July 1, 2015, uniform allowance
distribution will be made in two (2) equal increments per fiscal year. The
distributions will occur on the first payperiods in November and May. With the
allowance received, employees shall be responsible for procuring and maintaining
their uniforms and equipment as listed in the department’s procedures manual.
7.2. Leather Helmet—After the completion of probation and upon the employee’s request,
the City will purchase for the employee a leather helmet (less the cost of the department
issue helmet). The employee’s cost of the leather helmet will be reimbursed to the City
from the employee’s uniform allowance in two equal payments over a 2-year period.
The leather helmet becomes the property of the employee.
Article 8. Benefits
8.1. Insurance Benefits—Employees shall be eligible to receive benefits as follows:
8.1.1. Medical Insurance—
8.1.1.1. Available Plans—Subject to the terms and conditions of the City’s
contracts with medical insurance carriers, employees shall be permitted to
select medical insurance coverage for themselves and their eligible
dependents from one of the following plans:
Kaiser Permanente
Blue Shield of California
8.1.1.2. Payment of Premium Costs—The City shall pay the premium costs for
eligible employees and their dependents to the insurance provider for the plan
selected by each employee, in accordance with the terms and conditions
prescribed by the contract with the carrier.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 11
8.1.1.2.1. Employee HMO Medical Premium Cost— Contingent upon the
implementation of the classification and compensation study, effective
the pay period including October 1, 2015, all employees on the City’s
medical plans shall contribute an amount equal to 5% of the HMO
premium cost based on plan choice and category of coverage (single,
two, family). Effective the pay period including July 1, 2016 all
employees on the City’s medical plans shall contribute an amount equal
to 10% of the HMO premium cost based on plan choice and category of
coverage (single, two, family).
8.1.1.2.2. Employee Non-HMO Medical Premium Cost—In addition to the
HMO premium share, employees enrolled in plans that are more
expensive than the HMO plans pay the difference between the HMO
rate and the premium rate for their selected plan based on plan provider
and tier (single, two, family).
8.1.1.3. Effective Dates of Coverage—The effective date of coverage for medical
insurance shall be the first day of the month following the month of employee
and dependent enrollment. Coverage shall terminate on the last day of the
month in which an employee separates from employment. Dependent
coverage shall terminate on the date prescribed by each provider’s contract for
discontinuance of no-longer-eligible dependents.
8.1.1.4.Medical Plan Advisory Committee—A medical plan advisory committee
was convened to explore alternatives to the City’s medical plan. On or
around December 1, 2012, the City and this bargaining unit agree to open
negotiations solely upon Article 8.1.1. Medical Insurance to consider
recommendations made by the committee. Any changes to the medical
plan will be subject to mutual agreement.
8.1.2. Dental Insurance—Subject to the terms and conditions of the City’s dental plan
for the Firefighters Association, employees and dependents shall be provided dental
insurance as follows:
8.1.2.1. Effective Dates of Coverage—Coverage shall become effective on the
first day of the month following 6-full months of employment with the City.
Only employees appointed on the first day of any month, and who enroll in
the plan, are eligible for coverage after the first of the month following 6-full
months of employment. Coverage shall terminate on the last day of the
month an employee separates from City employment.
8.1.2.2. Employees Hired Before October 27, 2012—
8.1.2.2.1. Enhanced Dental Plan—The City shall pay the premium costs of
the enhanced dental plan for employees hired before October 27, 2012.
The enhanced dental plan provides a $3,000 calendar year maximum
per member and a $4,000 lifetime orthodontia benefit for each eligible
dependent child.
8.1.2.3. Employees Hired On or After October 27, 2012—
8.1.2.3.1. Core Dental Plan—The City shall pay the premium costs of the
core dental plan for employees hired on or after October 27, 2012, The
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 12 July 1, 2017 through June 30, 2022
core dental plan provides a $1,500 calendar year maximum per member
and a $1,000 lifetime orthodontia benefit for each eligible dependent
child.
8.1.2.3.2. Buy-up Dental Plan—Employees hired on or after October 27,
2012 may participate in the enhanced dental plan by paying the
additional premium costs over the core dental plan.
8.1.3. Vision Insurance—Subject to the terms and conditions of the City’s vision plan,
employees and dependents shall be provided vision insurance, with no premium
costs to employees.
8.1.3.1. Effective Dates of Coverage—Coverage shall become effective on the
first day of the month following enrollment and shall terminate on the last day
of the month an employee separates from City employment.
8.1.3.2. Plan—The vision plan is Vision Service Plan B with a $10.00 copay.
8.2. Discretionary Benefit Option—Employee who can demonstrate to the City’s satisfaction
that they have medical coverage elsewhere, may elect, once each year, to have the City
pay $550 per month in lieu of medical, dental, and vision benefits into the employee’s
deferred compensation account. If an employee exceeds the deferred compensation
annual maximum contribution limit, any remaining City contributions will be made to
the employee’s Medical After Retirement Account (MARA).
8.2.1. Proof of Alternate Insurance—An employee must provide proof of an alternate
insurance in order to be eligible for this program. Health and welfare benefits are
defined to be a combination of medical, dental, and vision insurance premiums.
8.2.2. Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human Resources
Department. Employees may change the discretionary benefit option once each
year during the open enrollment period for medical plans, or at another time during
the year provided the employee can demonstrate to the City’s satisfaction a bona -
fide need.
8.3. Long-term Disability Insurance—All bargaining unit members shall pay for and
maintain long-term disability insurance coverage with the California Association of
Professional Firefighters or any other approved carrier, subject to the terms and
conditions of the City of South San Francisco Firefighter Association’s contract with
this provider. This long-term disability insurance plan provides up to 77% of the
enhanced salary of an employee who qualifies for such payments.
8.3.1. City Notification—The Association agrees that the long-term disability benefit
provider will inform the City when an employee begins receiving long-term
disability insurance benefits and when the benefits end.
8.3.2. Effective Date—Long-term disability coverage becomes effective the first day of
the month following enrollment and terminates on the day an employee separates
from City employment.
8.3.3. Plan Payment—The City shall provide an amount equivalent to the plan’s costs,
but no more than $35.00 per month per unit member to pay and maintain their
long-term disability insurance. This amount will be given to the Firefighters’
Association on behalf of each bargaining unit member for the long-term
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 13
disability coverage, with that amount included on each employee’s W-2 tax
statements.
8.4. Section 125 Plan—Subject to the terms and conditions of the IRS and related
regulations, employees may participate in the City’s Section 125 Plan, which consists of
a Dependent Care Program and an Unreimbursed Medical Program. The City’s Third-
Party Administrator oversees the Section 125 Plan and has the final authority on Plan
requirements.
8.4.1. Premium Contribution Plan—Participants may pay premium contributions for
employee and/or dependent coverage under the City's health care coverage plan(s)
on a pre-tax basis.
8.4.2. Dependent Care Plan—Participants may pay dependent care costs on a pre-tax
basis, up to $5,000 per year, for the fees of a licensed child-care provider.
8.4.3. Unreimbursed Medical Expense Plan—Participants may pay for approved
medical costs on a pre-tax basis that are not paid by the employee’s health care
provider, up to $3,000 per year ($2,500 effective January 1, 2013).
8.5. Deferred Compensation—Employees are eligible to participate in the Deferred
Compensation Plans available to the City, subject to the terms and conditions of each
plan and the IRS.
8.6. Retirement Benefits—
8.6.1. Retirement Plan—Retirement benefits for employees shall be those established
by the Public Employees’ Retirement System (PERS) for Local Safety Members.
8.6.2. Retirement Formula—
8.6.2.1. 3% at age 50—Classic Members as defined by the Public Employees’
Pension Reform Act (PEPRA) who are hired before April 24, 2010 are
provided a retirement benefit formula of 3% at age 50 with one-year final
compensation.
8.6.2.2. 3% at age 55—Classic Members as defined by PEPRA who are hired on
or after April 24, 2010 will be provided a retirement benefit formula of 3% at
age 55 with 3-year final compensation.
8.6.2.3. 2.7% at age 57—New Members as defined by PEPRA will be provided a
retirement benefit formula of 2.7% at age 57 with 3-year final compensation.
8.6.3. Optional Provisions Added—Optional Public Agency Provisions under the
retirement system shall also be provided as follows.
8.6.3.1. The 1959 Survivor Allowance—As set forth in the Public Employees’
Retirement Law providing for third-tier benefits.
8.6.3.2. Half Continuance—As authorized in the contract between City and PERS
as provided by the Public Employees Retirement Law.
8.6.3.3. Sick Leave Service Credit—As provided by the Public Employees
Retirement Law.
8.6.3.4. Military Service Credit—Military Service Credit as public service as
provided by the Public Employees Retirement Law.
8.6.3.5. Pre-retirement Optional Settlement 2 Death Benefit—Effective 1/17/2003
and as provided for in the Public Employees Retirement Law.
8.6.4. City Contribution to Retirement System—The City shall pay the rate prescribed
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 14 July 1, 2017 through June 30, 2022
by the Public Employees’ Retirement System for employer contributions in
accordance with the rules and regulations governing such contributions.
8.6.5. Employee Contribution to Retirement System— Employees will pay the
employee portion to the Public Employees’ Retirement System in accordance with
the rules and regulations governing such contributions. Employees at 3% at age 50
and 3% at age 55 contribute 9% of pay. Employees at 2.7% at age 57 contribute
one-half of the normal cost, The employee contribution for Classic members as
designated by CalPERS is 9% for Classic Safety and 8% for Classic Miscellaneous.
New Members as designated by CalPERS shall pay 50% of the total normal cost
rate, in accordance with Government Code 7522.30, not to exceed 12%. Employee
contributions will be tax-deferred under IRC Section 414(h)(2).
8.6.6 Fire Safety Classic Members PERS cost-sharing contribution— Effective with
the implementation of the PERS amendment and as authorized by GC 20516(f),
the union and the City agree to a pension-cost sharing arrangement where all Fire
Safety Classic members shall pay in addition to the current 9% employee
contribution, an additional amount towards the employers’ PERS contribution as
indicated below. The contributions will be tax-deferred under IRC section
414(h)(2).
Year 1 (July 1, 2017-June 30, 2018) effective first full pay period of July 2017:
employees will contribute an additional one percent (1.0%) for a total of 10%
employee contribution
Year 2 (July 1, 2018-June 30, 2019) effective first full pay period of July 2018:
employees will contribute an additional one percent (1.0%) for a total of 11%
employee contribution
Year 3 (July 1, 2019-June 30, 2020) effective first full pay period of July 2019:
employees will contribute an additional one percent (1.0%) for a total of 12%
employee contribution
Effective July 1, 2020, the employees will be obligated to pay 3% of the
employer rate, plus 9% of the employee contribution for a total employee
commitment of 12%.
Employee contributions will be credited to each member’s account as normal
contributions and will be refundable to members who separate from CalPERS covered
employment and elect to withdraw their contributions.
8.7. Sick Leave at Separation—
8.7.1. Payment of Unused Accumulated Sick Leave Accrued after 11/14/85—Upon
death, full service retirement, or disability retirement, an employee shall be paid for
half of the accrued sick leave at the time of the qualifying event. Payment of
unused sick leave hours shall be made at the employee’s enhanced hourly rate of
pay. Such right to payment is deemed a property right and shall not be taken from
the employee without mutually agreed-upon compensation.
8.7.2. Sick Leave Cap—No employee shall receive payment for any recorded hours in
excess of the 1,680 hours cap, with the maximum payable of 840 hours. Except
those employees who have in excess of the 1680-hour cap as of 1/1/89 will have
whatever accrued but unused hours earned as of that date become their cap. Those
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 15
employees who are below the 1680-hour cap effective 1/1/89 may accrue up to the
cap with the City paying half upon retirement or death, with the maximum payable
shall be 840 hours.
8.7.3. PERS Service Credit—In addition to receiving a cash payoff for accumulated
sick leave upon retirement as described above, an employee ma y apply all
remaining sick leave hours as credit towards retirement through the Public
Employees’ Retirement System. The employee may also, upon death, full service
retirement, or a disability retirement, elect to not receive any cash payment and
instead apply all of the accrued sick leave towards Sick Leave Service Credit for a
PERS retirement.
8.8. Retired Employee Health Benefits—
8.8.1. Group Medical Insurance for Qualifying Retirees—An employee who was hired
prior to the adoption of an alternate retiree medical plan for all City bargaining units
similar to the plan described in Section 8.8.2. may elect to continue his or her City
sponsored medical insurance if the employee is enrolled in the City's group medical
plan and retires concurrently with CalPERS and the City. In order to be eligible for
this benefit, the employee must have five years of continuous City employment at
the time of his or her retirement. The monthly premium that t he 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.
8.8.2. Medical After Retirement Account (MARA)—An employee who was hired after
the adoption of an alternate retiree medical plan for all City bargaining units will not
be eligible to participate in the Retiree Medical Insurance program described in
8.8.1. Instead, City shall make a contribution equal to one and one-half percent
(1.5%) of such an employee’s base salary toward a medical after retirement account
(VEBA, or similar vehicle such as RHS plan).
8.8.3. Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled in
the City's group dental plan and retires concurrently with CalPERS and the City. In
order to be eligible for this benefit, the employee must have five years of continuous
City employment at the time of his or her retirement. The retiree bears the full
premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing dental coverage.
8.8.4. Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled
in the City's group vision plan and retires concurrently with CalPERS and the
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 16 July 1, 2017 through June 30, 2022
City. In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
8.8.5. Surviving Spouse Coverage—The City will allow the spouse of a deceased
employee/retiree to purchase medical insurance from a City-provided medical plan
at the City’s premium rate provided all of the following conditions are met: the
employee/retiree must be enrolled in the health plan prior to death; there is no cost
to the City; the provider does not require a City contribution; and the City is held
harmless if the coverage is discontinued
8.9. Medical Insurance for Spouse after Employee or Retiree Death—A retired employee’s
spouse shall be provided with 2 months of medical insurance coverage at the City’s
expense upon a retiree’s death. The City shall provide up to one year of City-paid
medical coverage to the spouse of an active employee who dies.
8.10. Retirement Health Savings (RHS) Plan—IAFF Local 1507 member employees may
participate in the RHS Plan to the extent permitted under the existing RHS Plan policy.
Article 9. Work Schedules and Hours of Work
9.1. Normal Hours of Work—Employees shall work a normal schedule that includes shifts
arranged into tours of duty within a specified schedule, resulting in an average of 56
hours of on-duty time per week over a period of a year. The schedule defines the normal
work schedule and hours of work for employees and is not a guarantee of hours or shifts
of work.
9.1.1. On-duty Shift Defined—An on-duty shift shall be 24-consecutive hours of time
worked beginning at 0800 hours on a calendar day and ending at 0800 hours the
following calendar day. An on-duty shift is signified by the symbol “X”.
9.1.2. Off-duty Shift Defined—An off-duty shift shall be 24-consecutive hours of time
off beginning at 0800 hours of a calendar day and ending at 0800 hours the
following calendar day. An off-duty shift is signified by the symbol “O”.
9.1.3. Tour-of-Duty Defined—A Tour-of-Duty is a sequence of on-duty and off-duty
shifts patterned as defined in 9.1.4.
9.1.4. Shift Schedule Defined—A shift schedule shall be a series of tours of duty, with
3 different shift schedules. The 2/4 Work Schedule has workweeks and tours of
duty. There are 3 different work shifts in a 24-day cycle as follows:
A Shift XXOOOOXXOOOOXXOOOOXXOOOO
B Shift OOOOXXOOOOXXOOOOXXOOOOXX
C Shift OOXXOOOOXXOOOOXXOOOOXXOO
9.1.5. Rest Periods—During normal on-duty shifts, one rest period shall be permitted
between 0800 hours and 1200 hours and one between 1300 hours and 1700 hours,
provided that such rest periods do not interfere with effective operations.
9.1.6. Time for Reporting for On-duty Shifts—Employees must report for work for their
scheduled on-duty shift no later than 0800 hours.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 17
9.1.7. Departure of Employees from On-duty Shifts—Employees shall not depart from
their on-duty shift and station until properly relieved. Exceptions and approval by
on-duty Battalion Chief for family emergency or sudden onset of injury or illness.
9.1.8. Trade Shifts—Allow for 1 quad-, 4 double- and unlimited single trade shifts per
Policy and Procedures Manual, except that this may be changed as needed for
operational requirements in the sole discretion of the Fire Chief through revision to
the Policy and Procedures Manual. The City will meet and consult with the IAFF
before implementing any change, but may implement the change without
necessarily reaching agreement.
9.2. FLSA Work Period—The parties have agreed to a 7K exemption under the FLSA, and
each employee is assigned to a work period for FLSA purposes as follows:
9.2.1. Fire Suppression—The standard work period is a 24 consecutive-day work
period.
9.2.2. Non-Fire Suppression Safety Inspectors—The standard work period is a 7
consecutive-day work period that begins at 12:01 am Friday and ends at 12
midnight the following Thursday.
Nothing in this provision is intended to affect the right of any employee to overtime
pursuant to the terms on this MOU.
9.3. FLSA Overtime Compensation—Effective the payperiod including 3/1/02, the City will
modify the payment of FLSA overtime compensation. Compensation will be received
in the payperiod in which it is earned for all hours in a paid status.
9.4. Overtime—
9.4.1. Overtime Defined—Overtime is ordered and authorized work in excess of an
employee’s normal work schedule and work hours as defined in this section or as
defined in the Fair Labor Standards Act for hours in excess of the regular work
period, whichever provides the higher benefit. The City will credit all paid leave as
hours worked for the purposes of overtime.
9.4.2. Overtime Records—Records of overtime worked shall be maintained in
accordance with procedures established by the Fire Chief.
9.4.3. Minimum Overtime—Except in instances when an employee is unable to depart
from an on-duty shift and station because the employee has not been properly
relieved, no form of overtime payment shall be made where time worked prior to
the beginning of a shift or following completion of a shift is less than 12-minutes in
duration.
9.4.4. Overtime Compensation Rates—
9.4.4.1. Compensation Rate—Employees shall be compensated for all overtime
hours worked at the rate of 1.5 times the employee’s enhanced hourly rate of
pay.
9.4.4.2. Hold-over—Overtime compensation for an employee held over past the
end of an on-duty shift shall conclude immediately upon the employee being
properly relieved or upon the commencement of the employee’s next
regularly scheduled on-duty shift, whichever occurs first.
9.4.4.3. Non-emergency Call-in—Overtime compensation shall commence at the
time the employee reports for duty and shall conclude at the time the
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 18 July 1, 2017 through June 30, 2022
employee is released from duty or upon the commencement of the employee’s
next regularly scheduled on-duty shift, whichever occurs first. Overtime for
the purpose of minimum staffing will be considered as non-emergency.
9.4.4.4. Emergency Call-in—Employees who respond to an emergency call-in
that is not immediately preceding or following the employee’s own regularly
scheduled on-duty shift shall receive a minimum of 4-hours compensation for
the response.
9.4.4.5. Court Time Minimum—Employees who are required, as part of their duty
to report to court for purposes directly related to their job, shall be
compensated a minimum of 4 hours for the response.
9.4.5. Fire 56 Compensatory Time in Lieu of Overtime Pay—An employee in a 56-hour
position may, at the employee’s option or the City’s option, receive pay for
overtime hours worked or may accumulate compensatory time at a rate of 1.5 times
the number of hours worked up to a maximum of 96 hours.
9.4.5.1. Program Requirements—The City may terminate this program during the
term of this contract if it fails to meet the following criteria:
No overtime is incurred as a result of employees taking
comp time;
Telestaff successfully manages comp time use;
Comp time is treated like unscheduled vacation; and
There is no adverse impact on minimum staffing or
employees’ ability to take vacation or sick leave.
Employees shall be permitted to receive a cash value of up
to 15 hours of compensatory time per calendar year.
9.4.5.2. Separation from Unit—If an employee separates from the City or
promotes/transfers out of the unit, any accrued comp time shall be paid out at
that time.
9.4.6. Exclusion of Trade Time—Department permission for an employee to trade on-
duty shift time with another employee shall not be construed as an approved
alteration of an employee’s normal work schedule or hours of work. Nor shall such
department permitted trades of on-duty shift time between employees be construed
as ordered and authorized work in excess of an employee’s normal work schedule
and hours of work for the purposes of establishing eligibility for overtime
compensation of any kind.
9.4.7. Minimum Staffing—Minimum staffing level at 20 personnel at all time except
that minimum staffing may be changed as needed for operational requirements in
the sole discretion of the Fire Chief through revision to the Policy and Procedures
Manual. The City will meet and consult with the IAFF before implementing any
change, but may implement the change without necessarily reaching agreement.
Article 10. Holidays
10.1. Authorized Holidays—The City observes the following holidays:
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 19
10.1.1. Full-day Holidays—
January 1st ................................... New Year’s Day
Third Monday in January ............ Martin Luther King Birthday
Third Monday in February .......... Washington’s Birthday Observed
Last Monday in May .................... Memorial Day Observed
July 4th ........................................ Independence Day
First Monday in September ......... Labor Day
Second Monday in October ......... Columbus Day Observed
November 11th ............................ Veterans’ Day
Fourth Thursday in November .... Thanksgiving Day
Fourth Friday in November ......... Day following Thanksgiving
December 25th ............................. Christmas Day
10.1.2. Half-day Holidays—
December 24th .............................. Christmas Eve Day
December 31st .............................. New Year’s Eve Day
10.1.3. Shift Holiday Pay for 56-hour Employees—56-hour employees shall receive
holiday pay as follows:
10.1.3.1. Shift Holiday Pay for Full-day Holidays—Employees shall receive an
additional 10.7% of the employee’s enhanced biweekly rate of pay for each
payperiod in which a full-day holiday occurs.
10.1.3.2. Shift Holiday Pay for Half-day Holidays—Employees shall receive an
additional 5.35% of the employee’s enhanced biweekly rate of pay for each
payperiod in which a half-day holiday occurs.
Holiday pay is paid in addition to pay for hours worked.
10.1.4. Discretionary Holiday—
10.1.4.1. Shift Discretionary Holiday through December 31, 2012— Employees
shall receive an additional 10.7% of the employee’s enhanced biweekly rate
of pay for the payperiod selected by the employee for receipt of the
employee’s discretionary holiday compensation. In the event that an
employee does not select a payperiod by December 6, 2012, the employee
shall forfeit this benefit.
10.1.4.2. Discretionary Holiday beginning January 1, 2013—56-hour employees
shall be eligible for 12 hours of discretionary holiday and 40-hour employees
shall be eligible for 8 hours of discretionary holiday each calendar year. The
discretionary holiday accrues in the first pay period of each calendar year.
New hires will accrue the discretionary holiday upon their appointment as a
regular employee with the City. Once accrued, this discretionary holiday
should be used before vacation leave. An employee who has not used the
discretionary holiday by the end of the last full pay period in each calendar
year shall forfeit this benefit that calendar year.
10.1.5. Holiday Compensation for Employees on Industrial Injury or Illness Leave—An
employee receiving compensation pursuant to the provisions of Section 4850 of the
Labor Code shall receive the same holiday compensation as the employee would
have received had the employee worked a normal on-duty shift time.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 20 July 1, 2017 through June 30, 2022
10.1.6. Holiday Compensation for Employees on Non-industrial Sick Leave or Family
Care Leave—Unless the employee actually worked the holiday, an employee who is
scheduled to work on the day immediately preceding an actual holiday, on the
actual day of a holiday, and/or on the day immediately following an actual holiday
and who does not report for duty as scheduled due to personal injury or illness or
due to a family care leave absence shall submit verification or certification as is
satisfactory to the Fire Chief or designee prior to receiving compensation for the
holiday.
10.1.7. Employees Not Eligible for Holiday Compensation—A new employee who is not
on full-time regular paid status for the entire payperiod in which a holiday occurs
shall not be eligible for holiday compensation during that payperiod. An employee
receiving long-term disability benefits shall not be eligible for holiday
compensation.
Article 11. Paid Leaves
11.1. Vacation—Employees shall earn and be granted vacation leave.
11.1.1. Vacation Accrual Rates—Employees shall accrue vacation hours in accordance
with the following schedule:
Accrual Rate Biweekly Annual
1st to 4th years .......................... 5.54 hours ................................. 144 hours
5th to 10th years........................ 8.31 hours ................................. 216 hours
11th to 14th years...................... 11.08 hours ............................... 288 hours
15th to 24th years...................... 13.85 hours ............................... 360 hours
25th and succeeding years ....... 16.62 hours ............................... 432 hours
11.1.2. Vacation Selection—
11.1.2.1. Shift Vacation—Each employee shall select vacation in not less than 24-
hour periods or multiple consecutive 24-hour periods by order of seniority
within the department. Such selections are to be made within each shift
schedule. After all employees have had the opportunity to select vacation
time, those employees who have scheduled at least 144 hours of vacation
during the calendar year will be allowed an additional two picks of 12-hour
vacation periods each.
11.1.2.2. Vacation Staffing—No more than 2 IAFF unit employees per shift may
be on vacation on any working day. However, 4 employees may be off on
vacation per shift if the fire suppression staffing is above 20, or if it does not
cause overtime, provided the employee requesting vacation calls before 7:45
a.m. to verify the staffing level.
11.1.2.3. Unscheduled Vacation Selection—Within the constraints of above,
unscheduled vacation may be requested on a first-come basis up to one shift
before the vacation would start. Ties are broken by seniority.
11.1.3. Vacation Buy-back—56-hour employees shall be permitted to receive the cash
value of up to 96 hours of unused but accrued vacation during each calendar year.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 21
Forty-hour employees shall be permitted to receive the cash value of up to eight
(40) hours of vacation during each calendar year. The cash value shall be
determined by multiplying the hours to be paid by the employee’s enhanced hourly
rate of pay.
11.1.4. Vacation Accumulation—Employees may not accumulate more than two times
their annual accrual amount of vacation hours. Effective December 20, 2013, once
an employee has accumulated two times the annual accrual, no further vacation
leave will accrue until the pay period after the vacation balance has been reduced
below the two-year cap. After the annual excess vacation payout in January 2013,
there will be no further annual payouts of excess vacation. The Fire Chief with City
Manager approval shall have the ability to grant an exception to this provision for
bargaining unit members who reach their cap and are unable to use their vacation
due to exceptional circumstances to be defined by the Fire Chief. In these
situations, the Fire Chief with City Manager approval shall have the authority to
grant the bargaining unit member the right to cash out additional vacation or to
allow the member to temporarily exceed the vacation cap.
11.1.5. Vacation Compensation Payout Upon Separation—An employee who retires or
separates from City employment and who has accrued unused vacation time on
record shall be compensated at the employee’s enhanced hourly rate of pay for all
accumulated hours.
11.2. Sick Leave/Non-industrial Injury Illness Leave—
11.2.1. Definition—An employee who is temporarily and/or partially disabled from
performing the full scope of the usual and customary duties of the classification as
the result of an injury or illness that is not industrially caused shall be eligible to
receive sick leave without loss of salary or benefits within the limits set forth below.
11.2.2. Amount of Sick Leave—Employees will accrue 12 hours of sick leave per month
of employment, which may be accumulated without limit.
11.2.2.1. Sick Leave Amounts Used for Employees Hired 1/7/97 or Earlier—
Employees hired prior to 1/7/97 or earlier will be charged at the rate of 11.2
hours of leave per 24-hour shift until all hours accrued at the 11.2 rate have
been depleted. After each employee uses the hours accrued at the rate of 11.2
hours per month, that employee will then be charged hour -for-hour (e.g. 24
hours for each 24-hour shift) for all use of sick leave.
11.2.2.2. Sick Leave Amounts Used for Employees Hired 1/8/97 or Later—
Employees hired on or after 1/8/97 will be charged hour-for-hour when using
sick leave (e.g. 24 hours of leave charged for each 24-hour shift).
11.2.3. Sick Leave Request—Employees shall complete and submit a request for paid
sick leave for each occurrence of sick leave in accordance with the policies and
procedures established by the Fire Chief.
11.2.4. Approval of Sick Leave Request—The Fire Chief or designee shall review all
sick leave requests and, if approved, the request shall be granted. The Fire Chief or
designee shall not unreasonably withhold approval of an employee’s sick leave
request.
11.2.5. Verification of Injury or Illness—
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 22 July 1, 2017 through June 30, 2022
11.2.5.1. Usual Verification—An employee requesting paid sick leave shall
provide reasonable verification of the illness or injury, usually in the form of
the employee’s personal affidavit of injury or illness.
11.2.5.2. Doctor or Nurse Practitioner’s Verification—The Fire Chief or designee
may require a verification prepared and signed by a medical doctor,
physician’s assistant, or nurse practitioner, stating that the employee was
unable to perform his or her regular duties and that the employee is able to
perform the full scope of the normal and customary duties of the
classification. This verification shall be required when an employee is absent
due to illness or injury for a period of 3-consecutive shifts. In addition, the
Fire Chief may require a medical verification any time there is a reasonable
basis to believe that an individual employee has abused the leave. Such
medical verification requests shall not be unreasonably imposed.
11.2.6. Prohibition from Engaging in Outside Occupation—An employee who is absent
from duty as the result of a non-industrial injury or illness and on paid sick leave
shall not perform duties in any occupation outside of the City service. This
requirement is intended to ensure that an absent employee is doing all that is
necessary to facilitate complete and swift recovery from the injury or illness causing
temporary and/or partial disability and absence from work.
11.2.7. Sick Leave Management Plan—The purpose of the sick leave management plan
is to provide a formal structure to correct excessive sick leave usage. Generally the
sick leave management plan will become operative when an employee fails to
respond to the supervisor’s review and counseling. If circumstances are present that
warrant immediate action, the supervisor, with the approval of the Fire Chief or
designee, may place an employee on a sick leave management plan in conjunction
with the review and counseling of the employee concerning leave usage.
11.2.7.1. Sick Leave Threshold—
11.2.7.1.1. Employees Scheduled 56-hour Workweeks—Employees working
24-hour shifts, who exceed 144 hours or exceed 4 occurrences of sick
leave per calendar year, regardless of whether the employee’s leave is
charged at 11.2 or 24 hours per 24-hour shift, will be subject to a review
of sick leave usage.
11.2.7.1.2. Employees Scheduled 40-hour Workweeks—Employees working
40-hour workweeks, who exceed 56 hours or 7 occurrences of sick
leave per calendar year will be subject to a review of sick leave usage.
11.2.7.2. Leave Monitoring—The Fire Chief or designee will monitor sick leave
monthly. Any pattern detected, which meets the threshold defined above, will
be subject to review.
11.2.7.3. Extenuating Circumstances—Under extenuating circumstances, such as
serious injury causing hospitalization, pregnancy/childbirth, or other serious
illness or injury, requiring an employee to be absent from work for an
extended period of time, the sick leave review and management program may
be suspended by the Fire Chief or designee. The Fire Chief or designee shall
determine those circumstances under which further review is suspended.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 23
11.2.7.4. Review and Counseling—An employee whose use of sick leave falls
within the criteria outlined above shall meet with the immediate supervisor to
discuss the reasons and/or causes of the leave usage. If it is determined that
there are not mitigating circumstances affecting the use of sick leave, the
supervisor will counsel the employee on the proper use of such leave.
Corrective action, if warranted, will be discussed with the employee.
11.2.7.5. Sick Leave Management Plan Requirements—When a sick leave
management plan is imposed, it will include a series of requirements that an
employee must adhere to during the 12-month period the plan is in effect.
Adherence to the requirements should serve to discourage excessive sick
leave use.
11.2.7.6. Plan Stipulations—The sick leave management plan stipulates that an
employee submit to the following when sick leave is used.
11.2.7.6.1. Personal Notification—Personally notify the on-duty shift
battalion chief of the illness/absence by telephone.
11.2.7.6.2. Examination—Have an examination by a medical doctor or nurse
practitioner on the day of the reported illness.
11.2.7.6.3. Affidavit—Obtain a note from a medical doctor or nurse
practitioner that states the diagnosis and prognosis in medical
terminology indicating the extent the employee is precluded from
performing the job. Other than those stated above, a medical return-to-
work release signed by a health care practitioner will not suffice in
meeting this requirement.
11.2.7.6.4. Other Conditions—Identify any other condition that the
supervisor deems appropriate for the specific circumstances to further
discourage unwarranted use of sick leave.
11.2.7.7. Disciplinary Process—Failure to adhere to the sick leave management
plan prescribed by an employee’s supervisor will result in disciplinary action.
11.2.7.8. Maximum Paid Sick Leave Usage—An employee who has insufficient
sick leave hours on record to cover absences from the job shall use accrued
vacation prior to receiving authorization for a medical leave of absence
without pay.
11.3. Bereavement Leave—An employee may be granted leave of absence without loss of
salary or benefits upon the death or for the funeral of a family member as defined below.
11.3.1. Definition of Family Member for Bereavement Leave—This leave may be
granted for any of the following persons: spouse, domestic partner registered with
the State of California, child, father, mother, step-father, step-mother, brother, sister,
step-brother, step-sister, grandfather, grandmother, father-in-law, mother-in-law,
brother-in-law, sister-in-law, daughter-in-law, and son-in-law.
11.3.1.1. Non-family Member Leave—Additionally, other such persons may be
included in this provision if, in the opinion of the Fire Chief or designee, there
exists an extraordinarily close familial relationship between the employee and
the person in question. Leave for these other such persons other than family
members as described above shall be charged to vacation leave.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 24 July 1, 2017 through June 30, 2022
11.3.2. Leave Within California—Employees may be granted up to a maximum of 48
on-duty hours per occurrence for the death or to attend the funeral of a family
member within California.
11.3.3. Leave Outside California—Employees may be granted up to a maximum of 72
on-duty hours per occurrence for the death or to attend the funeral of a family
member outside of California.
11.4. Medical Appointment Leave—Employees shall receive leave with pay for
appointments with medical doctors and dentists in instances where the employee can
demonstrate that the appointment could not have been reasonably scheduled to occur on
an off-duty day. An employee requesting such paid leave shall receive approval of the
Fire Chief or designee prior to taking the leave. Such leave shall be authorized only for
the actual time necessary for the appointment and a reasonable travel time to and from
the appointment. Employees shall be required to submit a personal statement describing
the nature and need of such visits. The City reserves the right to confirm or verify any
appointment for which such leave is authorized.
11.4.1. Medical Appointment Leave Charged to Sick Leave for 56-hour Employees—
The first 11.2 hours per year of medical appointment leave will not be charged to
sick leave, all other absences related to medical appointments shall be charged to
sick leave.
11.4.2. Medical Appointment Leave Charged to Sick Leave for 40-hour Employees—
The first 8 hours per year of medical appointment leave will not be charged to sick
leave, all other absences related to medical appointments shall be charged to sick
leave.
11.5. Sick Leave as Family Care Leave—Employees accrue sick leave each year as defined
in the sick leave article of this agreement. In recognition of Labor Code 233, effective
1/1/00, employees are permitted to use up to half of their annual sick leave accrual, in
any calendar year, for the purpose of obtaining medical consultation, treatment, or for
caring of a sick family member as defined below.
11.5.1. Definition of Family Member for Sick Leave as Family Leave Purposes—A
family member, as defined in Labor Code 233, shall include the employee’s spouse,
domestic partner registered with the State of California, child, mother, and father.
11.5.2. Leave Amount—The combined total of hours taken for family care purposes
pursuant to Labor Code section 233, if eligible, shall not exceed one-half of the
employee’s annual accrual of sick leave.
11.5.3. Concurrent Use of Leave—This leave may run concurrently with any family care
leave permitted under federal or state law.
11.5.4. Leave Accounting—The accounting for sick leave as family care shall be on a
payroll calendar year basis, effective the payperiod including January 1 st of each
year.
11.5.5. Notification Procedures—An employee using such leave is required to state the
name of the family member, for the absence on the appropriate City form.
11.5.5.1. Leave Notification—Leave usage forms and notification procedures will
continue to be used, and employees may be required to submit a health care
practitioner’s verification of injury or illness of the family member for any
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 25
period of time that the employee requests family care leave. Such medical
verification requests shall not be unreasonably imposed.
11.5.5.2. Leave Verification—In addition, employees shall be required to submit a
doctor or nurse practitioner’s medical certification, verifying the actual injury
or illness of the employee’s family member if an employee requests family
care leave subsequent to having been absent from a normally scheduled on-
duty shift for a period of 48 consecutive hours. Such medical verification
shall not be unreasonably imposed.
11.6. Industrial Injury or Illness Leave—An employee who is temporarily and/or partially
disabled from performing the full scope of the usual and customary duties of the
classification as a result of an injury or illness, which has been determined to be
industrially caused shall be granted Industrial Injury or Illness Leave without loss of
salary or benefits.
11.6.1. Administration of Leave—The requirements and the amount of Industrial Injury
or Illness Leave granted an employee are prescribed in Labor Code Section 4850
and its related sections in effect at the time of the industrial illness or injury.
11.6.2. Modified-duty Program—The department has a modified-duty program
described in another section of this agreement.
11.6.3. Prohibition from Engaging in Outside Occupation—An employee who is absent
from duty as a result of an industrial injury or illness and receiving Industrial Injury
or Illness Leave shall not perform duties in any occupation outside of the City
service. This requirement is intended to ensure that the employee is doing all that is
necessary to facilitate complete and swift recovery from the injury or illness that
caused the absence from duty and temporary and/or partial disability.
11.7. Pregnancy Disability and Childcare Leave—Employees may be granted leave up to
the maximum period of time permitted by law for disabilities caused or contributed to by
pregnancy, childbirth, or related medical conditions or for reason of the birth of a child
or the placement of a child with an employee in connection with adoption. These leaves
may run concurrently with Pregnancy Disability, Family Medical Leave Act, or
California Family Rights Act leaves.
Article 12. Leave Conversion
12.1. Leave Conversion Factors—Employees who change workweek schedules shall be
entitled to the following conversions. An employee working 56-hour schedule changing
to a 40-hour schedule will have accrued hours converted to a 40-hour equivalent
workweek. Employees working a 40-hour schedule changing to a 56-hour schedule will
have accrued hours converted to a 56-hour equivalent workweek. The following
conversion factors apply for each leave type:
12.1.1. 56-hour Schedule—A 56-hour schedule changed to a 40-hour workweek
schedule will have leaves converted in the following manner.
12.1.1.1. Sick Leave Conversion—Accrued sick leave hours will be converted by
multiplying by a factor of .7142857.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 26 July 1, 2017 through June 30, 2022
12.1.1.2. Vacation Leave Conversion—Accrued vacation hours will be converted
by multiplying by a factor of .555.
12.1.1.3. Vacation Buy-back—Employees who have scheduled and taken a
minimum of 144 hours of vacation shall be permitted to receive the cash value
of up to 72 hours of unused but accrued vacation. The cash value will be
determined by multiplying the hours to be paid by the employee’s enhanced
hourly rate of pay.
12.1.2. 40-hour Schedule—A 40-hour schedule changed to a 56-hour workweek
schedule will have leaves converted in the following manner.
12.1.2.1. Sick Leave Conversion—Accrued sick leave hours will be converted by
multiplying by a factor of 1.4.
12.1.2.2. Vacation Leave Conversion—Accrued vacation hours will be converted
by multiplying by a factor of 1.8.
12.1.2.3. Vacation Buy-back—Employees who have scheduled and taken a
minimum of 80 hours of vacation during each calendar year shall be permitted
to receive the cash value of up to 51.4 hours of unused but accrued vacation.
For Vacation Buy-back purposes only, when assigned a 40-hour workweek
schedule, each hour has a 1.2857-hour equivalency. The cash value of the
buy-back hours will be determined by multiplying the hours to be paid by the
employee’s enhanced hourly rate of pay.
Article 13. Long-term Disability Program
13.1. Application for Benefits—An employee who is disabled from performing the full
scope of the usual and customary duties of the classification as the result of an injury or
illness and has utilized all accrued paid leave and sick leave for which the employee is
eligible up to the 30th calendar day of disability, may file an application for long-term
disability insurance benefits in accordance with the requirements of the long -term
disability insurance plan.
13.2. Elimination Period—The elimination period for the long-term disability plan is 30
days. Employees will not be required to utilize sick leave in excess of this elimination
period in order to qualify for disability payment.
13.3. City Determination—If an employee has a long-term disability, the City shall
determine from medical documentation whether the employee is permanent and
stationary or whether the employee is temporarily disabled:
13.3.1. Permanent and Stationary Status—An employee is considered permanent and
stationary is he/she is incapacitated from performing the full scope of the usual and
customary duties of the classification.
13.3.2. Temporary Disability Status—An employee is considered temporarily disabled if
the medical prognosis for the employee’s eventual ability to completely recover to a
point of being able to assume the full scope of the usual and customary duties of the
classification is such that there exists a probability of complete recovery within a
period of 365 days, or a reasonable extension thereof.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 27
13.4. Permanent and Stationary Determination—If the City determines from medical
documentation that the employee with or without accommodation is permanent and
stationary, the City may retire the employee or otherwise separate the employee from the
classification and/or from City service.
13.5. Temporary Disability Determination—If the City determines that the employee is
temporarily disabled from performing the full scope of the usual and customary duties of
the classification and that there exists a probability of complete recovery within a period
of 365 days, or a reasonable extension thereof, then the City may grant the employee a
leave of absence without pay for a period appropriate to the time necessary to determine
the employee’s ability to completely recover, or the City may not grant such leave and
separate the employee from the classification and/or from City service in accordance
with applicable law.
13.6. Permanent and Stationary Determination During Leave of Absence—If the City grants
an employee a leave of absence without pay for the purpose of providing the employee
with the ability to completely recover, and the employee’s disability becomes permanent
and stationary during the period of such leave, and the employee is precluded from
performing the duties of the classification with or without accommodation from, then
the City may retire the employee on a disability retirement or otherwise separate the
employee from the classification and/or City service at the time the employee’s
condition becomes permanent and stationary in accordance with applicable law.
13.7. Accrued Vacation Payment—Upon becoming eligible for long-term disability benefits
and being granted a leave of absence without pay for a period appropriate to the time
necessary to determine an employee’s ability to completely recover, the City will pay, at
the request of the employee, any accrued vacation time for which the employee
qualifies.
13.8. Insurance Premium Payment—The City will continue to pay the insurance premiums
on behalf of a disabled employee and dependents if the employee has elected these
benefits, pursuant to the provisions for such payments otherwise provided in this
agreement, until the date of the employee’s separation from City service.
Article 14. Modified-duty Program
14.1. Modified Duty Program—The purpose of the modified-duty program is to prevent
deterioration of skills, facilitate recovery, and eliminate a potential for income loss. It
minimizes the loss of productive time while at the same time reintroducing the employee
to work. Modified duty assignments will be structured so employees are not placed in a
duty status that would aggravate an injury or illness.
14.2. Coverage—Employees who suffer a temporary or partial disability due to an industrial
or non-industrial injury or illness will be covered by this modified duty program.
14.2.1. Determination and Required Reports—
14.2.1.1. Assignments—Modified duty assignments may be made following
evaluation and determination by the Fire Chief or designee. The
determination will be based on available medical information, and in
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 28 July 1, 2017 through June 30, 2022
consultation with the employee or the employee’s immediate supervisor.
Determinations will also be based on the needs of the City and the impact of
modified duty on departmental operations.
14.2.1.2. Evaluation and Determination—The evaluation and determination of
modified duty assignments may be initiated by the Fire Chief or designee, at
the request of the employee’s immediate supervisor, or at the request of the
employee.
14.2.1.3. Medical Reports—Once the initial medical report is received by the
department, updated medical reports shall be submitted to the Fire Chief or
designee at two-week or other agreed-upon intervals, for as long as the
employee is off work. Reports will be required for all industrial or non -
industrial injuries or illnesses regardless of whether a modified duty
assignment has been made.
14.2.1.4. Review of Assignment—Reports will be evaluated by the Fire Chief or
designee for purposes of commencing, continuing, or terminating a modified
duty assignment.
14.3. Modified-duty Assignments, Definitions, and Restrictions—
14.3.1. Assignments—Modified duty assignments may consist of reduced work hours,
limited work, or any combination thereof.
14.3.2. Impact to Employee—Modified duty assignments will not adversely affect the
employee’s normal enhanced biweekly gross wages or retirement benefits.
14.3.3. Fire Department Assignments—Modified duty assignments will be within the
employee’s assigned department and will involve work that is within the
employee’s work limitations.
14.3.4. Normal Business Hour Assignments—The employee may be assigned modified-
duty work during normal office hours of 8:00 a.m. to 5:00 p.m., Monday through
Friday.
14.3.5. Case-by-Case Review—Specific modified-duty assignments will be developed
based on a case-by-case review of the medical restrictions, so as not to aggravate an
injury or illness.
14.3.6. Field Emergency Responses—Employees will not be placed in modified duty
assignments that, in the normal course of events, will require a direct field
emergency response.
14.3.7. Reevaluations—The employee shall be allowed to leave the modified duty
assignment due to any discomfort from or aggravation to the injury or illness, which
necessitated the employee going on modified duty status. Absences of 2 or more
occurrences during a modified duty assignment shall require an appointment and
evaluation with the treating physician.
14.3.8. Uniforms—Employees shall not be required to wear a uniform while on
modified duty assignments.
14.3.9. Holidays—Employees in a 40-hour per week modified duty status shall receive
the same holiday compensation as if still working in a 56-hour workweek
assignment.
14.3.10. Vacation Scheduling—Employees assigned to modified duty work shall take
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 29
their vacation as normally scheduled. Vacations shall cover the same number of
duty and calendar days as would have been if the employee had remained on full
duty.
14.4. Return-to-Full-duty Status—Employees will be returned to full duty as soon as
possible following medical certification that the employee is able to resume the essential
functions of the classification with or without accommodation.
Article 15. Layoff and Demotion Policy
15.1. Reduction in Force—In the event of a reorganization or reduction in force, the
employee with the least service in the affected classification shall be demoted first. The
demoted employee shall be reassigned to a lower-related classification or assignment
held by an employee with less department seniority.
15.2. Displaced Employees—If the demoted employee will displace another employee with
less department seniority, and is not deemed capable by the City to work in that
classification or assignment, the demoted employee shall be laid off. The employee
with the least City service shall be laid-off first and so on until no further layoffs are
needed. This layoff and demotion practice shall continue through the ranks until the
lowest classification is reached and no further layoffs are needed.
15.3. Seniority—When layoffs are to occur, seniority is determined by years of service with
the City, not Fire Department years of service.
Article 16. Residence Requirements
Employee must reside within a six hundred and sixty (660) miles radius of Fire Station 61.
Article 17. Emergencies
Nothing contained in this agreement shall limit the authority of the department and the City
to make necessary changes during emergencies. The department and/or the City shall notify
the Union of such changes as soon as possible. Emergency assignments of employees shall
not exceed beyond the period of the crisis. An emergency is defined as an unforeseen
circumstance requiring immediate implementation of the change.
Article 18. Discipline Provision
Employees covered by this agreement shall have the right to appeal the following kinds of
discipline, which shall only be imposed for just and proper cause, using the grievance
procedure contained in this agreement, or, at the employee’s option, to the Personnel Board
using the appeal procedure specified in the City’s personnel rules for termination, demotion
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 30 July 1, 2017 through June 30, 2022
from one classification to another classification, in-grade pay reduction, suspension without
pay, and involuntary removal from a special assignment where the removal results in a loss
in base salary or loss of assignment pay. Employees do not have the right to appeal other
forms of discipline, such as verbal counselling and written reprimands. Employees who
appeal from a disciplinary action must state in writing in paper, initiating the appeal whether
it shall be decided using the grievance procedure contained in this agreement or the appeal
procedure specified in the City’s personnel rules. Notwithstanding a request from an
employee using the grievance procedure contained in this agreement that his/her
disciplinary appeal be heard by an arbitrator, and an appeal of a disciplinary action shall not
be advanced to binding arbitration unless the Union’s President notifies the City’s Human
Resources Director in writing within 30 days after receipt of the City Manager’s decision by
the employee that the Union requests that the appeal be advanced to arbitration.
Article 19. Grievance Procedure
This grievance procedure shall be applied in resolving grievances filed by empl oyees
covered by this agreement.
19.1. Definition of a Grievance—A grievance is defined as an allegation by an employee or
a group of employees that the City has failed to provide a condition of employment,
established by this agreement, provided that the condition of employment is not a matter
within the discretion of the Fire Chief or the City. This grievance procedure shall not
apply to matters over which the Personnel Board has jurisdiction.
19.2. Stale Grievance—A grievance shall be void unless filed in writing within 45-calendar
days from the date upon which the City is alleged to have failed to provide a condition
of employment that has been established by this agreement, or within 45-calendar days
from the time an employee might reasonably have been expected to have learned of the
alleged failure. In no event shall a grievance include a claim for money relief for more
than the 45-calendar day period, plus such reasonable discovery period.
19.3. Informal Discussion with Employee’s Supervisor—Before proceeding to the formal
grievance procedure, an employee shall discuss the grievance with immediate supervisor
in private and attempt to work out a satisfactory solution. If the employee and
immediate supervisor cannot work out a satisfactory solution, the employee may then
choose to represent him/herself individually. Or the employee may request the
assistance of an employee representative of choice, who has been officially authorized
by the Union, pursuant to this agreement, to put in writing and formally present the
grievance.
19.4. Formal Written Grievance to Employee’s Battalion Chief—If the employee chooses to
formally pursue the grievance, it shall be presented in writing to the Battalion Chief
within 15-calendar days after the date upon which the grieving employee informally
discussed the grievance with the immediate supervisor. The written grievance shall
specify the Article, Section, and/or Subsection of this agreement alleged to have been
violated by the City and shall specify dates, times, places, persons, and other facts
necessary for a clear understanding of the matter being grieved. Within 15-calendar
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 31
days of receipt of the written grievance, the Battalion Chief shall respond to the
grievance with an answer in writing. If the grievance is not resolved at this level, the
employee shall have 15-calendar days from receipt of the Battalion Chief’s answer in
which to file an appeal to the Fire Chief.
19.5. Waiver of Battalion Chief Review—If the grievance is not resolved after the informal
discussion with the employee’s immediate supervisor, the grievant and the Battalion
Chief may, by mutual agreement, waive review of the grievance by the Battalion Chief
and proceed to present the grievance to the Fire Chief or designee.
19.6. Grievance to Fire Chief—The Fire Chief or designee shall have 15-calendar days after
receipt of the grievance to review and answer it in writing. A meeting between the Fire
Chief or designee and the grievant and designated representative is required at this level
unless waived by mutual agreement.
19.7. Arbitration of Grievance—In the event that the grievance is not resolved by the Fire
Chief or designee, the grievant may, within 30-calendar days after receipt of the Fire
Chief’s decision, request that the grievance be heard by an arbitrator.
19.8. Informal Review by the City Manager—Prior to the selection of an arbitrator and
submission of the grievance for hearing by an arbitrator, the City Manager or designee
shall informally review the grievance and determine whether the grievance may be
adjusted to the satisfaction of the employee. The City Manager or designee shall have
15-calendar days in which to review and seek adjustment of the grievance.
19.9. Selection of Arbitrator—The arbitrator shall be selected by mutual agreement between
the City Manager or designee and the grievant or representative. If the City Manager or
designee and the grievant or representative are unable to agree on the selection of an
arbitrator, they shall jointly request the State Mediation and Conciliation Service to
submit a list of 7 qualified arbitrators. The City Manager or designee and the grievant or
representative shall then alternately strike names from the list until only one name
remains, and that person shall serve as the arbitrator.
19.10. Arbitrator Review—The provisions for arbitration are not intended and shall not be
construed to empower the arbitrator to change any condition of employment, specifically
covered by this agreement or to revise, modify, or alter, in any respect, any provision
contained in the agreement.
19.11. Duty of the Arbitrator—Except when an agreed statement of facts is submitted by
the parties, it shall be the duty of the arbitrator to hear and consider evidence submitted
by the parties and to thereafter make written findings of fact and disposition of the
grievance, which shall be final and binding upon the parties. The decision of the
arbitrator shall be based solely on the interpretation of the appropriate provisions of the
agreement applicable to the grievance.
19.12. Payment of Costs—Each party to a hearing before an arbitrator shall bear their own
expenses in connection therewith. All fees and expenses of the arbitrator shall be borne
half by the City and half by the grievant.
19.13. Effect of Failure of Timely Action—Failure of the employee to file an appeal within
the required time period at any level shall constitute an abandonment of the grievance.
Failure of the City to respond within the time limit at any step shall result in an
automatic advancement of the grievance to the next step.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 32 July 1, 2017 through June 30, 2022
19.14. Non-Union Representation—In the event that an employee chooses to represent
him/herself, or arranges for a representative independent of the Union, the Fire Chief
and the City shall make no disposition of a grievance that is inconsistent with the terms
and conditions of this agreement. In the event an employee shall elect a hearing
independently under this Article, the Union shall have the right to be a full and equal
party to such proceedings for the purpose of protecting the interests of its members
under the terms of the agreement.
Article 20. Agreement, Modification, and Waiver
20.1. Full and Entire Agreement—This agreement sets forth the full and entire agreement of
the parties regarding the matters set forth herein, and any other prior or existing
Understanding and agreements over these matters between the parties, whether formal or
informal, are hereby superseded or terminated in their entirety. In the event that the
provisions of this agreement are found to be in conflict with a City rule, regulation, or
resolution, the provision of this agreement shall prevail over such conflicting rule,
regulation, or resolution.
20.2. Written Modification Required—No agreement, alteration, understanding, variation,
waiver, or modification of any of the terms or provisions contained herein shall in any
manner be binding upon the parties unless made and executed in writing by all parties
and approved by the City Council.
20.3. Waiver—The waiver of any breach, term, or condition of this agreement by either
party shall not constitute a precedent in the future enforcement of all its terms a nd
provisions.
20.4. Term of Agreement—The term of this agreement is from July 1, 2017 through June 30,
2022.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 33
Signatures
Except as amended herein and hereby, all terms and conditions of the agreement between
the City of South San Francisco and the International Association of Firefighters, Local
1507 as set forth originally in the Memorandum of Understanding for the period of July 1,
2017 through June 30, 2022 shall remain in full force and effect for the contract term set
forth herein.
Signed this ____________ day of ______________________, 20____ by:
For the Union: For the City:
Dr. David Swim, Chief Negotiator
LaTanya Bellow, Chief Negotiator
Todd Rael
Jess Magallanes, Deputy Fire Chief
Jeremiah Seipel
Jesse Lange
Anthony Ottoboni
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 34 July 1, 2017 through June 30, 2022
Appendix A
Classifications
The current classifications in this unit are the following:
Paramedic Firefighter Recruit
Paramedic/Firefighter
Fire Apparatus Engineer
Fire Captain
Safety Inspector I (40-hour schedule)
Safety Inspector II (40-hour schedule)
Senior Safety Inspector III (40-hour schedule)
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2017 through June 30, 2022 Page 35
Appendix B
Salary Schedule
July 1, 2017
JOB TITLE JOB CODE EFFECTIVE DATE UNIT PAY RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF Hourly Rate 35.02 36.77 38.60 40.54 42.56
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF FF 112 BW 3922.24 4118.24 4323.20 4540.48 4766.72
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF FF 112 Monthly 8498.19 8922.85 9366.93 9837.71 10327.89
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF
FIRE CAPTAIN B100 30-JUN-2017 IAFF Hourly Rate 38.32 40.24 42.24 44.35 46.57
FIRE CAPTAIN B100 30-JUN-2017 IAFF FF 112 BW 4291.84 4506.88 4730.88 4967.20 5215.84
FIRE CAPTAIN B100 30-JUN-2017 IAFF FF 112 Monthly 9298.99 9764.91 10250.24 10762.27 11300.99
FIRE CAPTAIN B100 30-JUN-2017 IAFF
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF Hourly Rate 35.02 36.77 38.60 40.54 42.56
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF FF 112 BW 3922.24 4118.24 4323.20 4540.48 4766.72
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF FF 112 Monthly 8498.19 8922.85 9366.93 9837.71 10327.89
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF Hourly Rate 46.68
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF Bi-Weekly Rate 3734.40
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF Monthly 8091.20
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF Hourly Rate 46.67 49.02 51.47 54.03 56.74
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF Bi-Weekly Rate 3733.60 3921.60 4117.60 4322.40 4539.20
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF Monthly 8089.47 8496.80 8921.47 9365.20 9834.93
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF Hourly Rate 51.34 53.89 56.60 59.42 62.38
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF Bi-Weekly Rate 4107.20 4311.20 4528.00 4753.60 4990.40
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF Monthly 8898.93 9340.93 9810.67 10299.47 10812.53
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF Hourly Rate 56.02 58.81 61.77 64.85 68.11
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF Bi-Weekly Rate 4481.60 4704.80 4941.60 5188.00 5448.80
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF Monthly 9710.13 10193.73 10706.80 11240.67 11805.73
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 36 July 1, 2017 through June 30, 2022
Appendix C
Union Time Bank
The City and the Union agree that a Union Time Bank will be established during the term of
this Agreement. The conditions for use of the bank will be established by mutual agreement,
with the parties making all reasonable efforts to have the Time Bank established and available
for use no later than December 31, 2012. It is understood that the use of the Time Bank cannot
result in financial cost to the City or have an adverse impact on staffing.
Published by
Human Resources Department
City of South San Francisco
Street Address:
First Floor City Hall Mailing Address:
400 Grand Avenue P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
Web Site 650/877-8522 Tel
www.ssf.net 650/829-6699 Job Line
650/829-6698 Fax
JOB TITLE JOB CODE EFFECTIVE DATE UNIT PAY RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF Hourly Rate 35.02 36.77 38.60 40.54 42.56
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF FF 112 BW 3922.24 4118.24 4323.20 4540.48 4766.72
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF FF 112 Monthly 8498.19 8922.85 9366.93 9837.71 10327.89
FIRE APPARATUS ENGINEER B120 30-JUN-2017 IAFF
FIRE CAPTAIN B100 30-JUN-2017 IAFF Hourly Rate 38.32 40.24 42.24 44.35 46.57
FIRE CAPTAIN B100 30-JUN-2017 IAFF FF 112 BW 4291.84 4506.88 4730.88 4967.20 5215.84
FIRE CAPTAIN B100 30-JUN-2017 IAFF FF 112 Monthly 9298.99 9764.91 10250.24 10762.27 11300.99
FIRE CAPTAIN B100 30-JUN-2017 IAFF
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF Hourly Rate 35.02 36.77 38.60 40.54 42.56
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF FF 112 BW 3922.24 4118.24 4323.20 4540.48 4766.72
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF FF 112 Monthly 8498.19 8922.85 9366.93 9837.71 10327.89
PARAMEDIC FIREFIGHTER B130 30-JUN-2017 IAFF
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF Hourly Rate 46.68
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF Bi-Weekly Rate 3734.40
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF Monthly 8091.20
PFF RECRUIT (40 hours)B135 30-JUN-2017 IAFF
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF Hourly Rate 46.67 49.02 51.47 54.03 56.74
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF Bi-Weekly Rate 3733.60 3921.60 4117.60 4322.40 4539.20
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF Monthly 8089.47 8496.80 8921.47 9365.20 9834.93
SAFETY INSPECTOR I B200 30-JUN-2017 IAFF
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF Hourly Rate 51.34 53.89 56.60 59.42 62.38
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF Bi-Weekly Rate 4107.20 4311.20 4528.00 4753.60 4990.40
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF Monthly 8898.93 9340.93 9810.67 10299.47 10812.53
SAFETY INSPECTOR II B195 30-JUN-2017 IAFF
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF Hourly Rate 56.02 58.81 61.77 64.85 68.11
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF Bi-Weekly Rate 4481.60 4704.80 4941.60 5188.00 5448.80
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF Monthly 9710.13 10193.73 10706.80 11240.67 11805.73
SAFETY INSPECTOR III B190 30-JUN-2017 IAFF