HomeMy WebLinkAboutReso 78-2017 (17-635)Aft City of South San Francisco P.O. Box 711 (City Hall,
400 Grand Avenue)
South San Francisco, CA
City Council
' Resolution: RES 78 -2017
File Number: 17 -635 Enactment Number: RES 78 -2017
RESOLUTION APPROVING THE COMPENSATION PLAN FOR
THE PUBLIC SAFETY MANAGERS UNIT, DATED JULY 1, 2017
THROUGH JUNE 30, 2022.
WHEREAS, staff recommends approval of the Compensation Plan, attached herewith as Exhibit A, and
the salary schedule, attached as Exhibit B, for the Public Safety Managers Unit, dated July 1, 2017 through
June 30, 2022; and
WHEREAS, the Compensation Plan 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 Public Safety Managers Unit.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of South San Francisco that the
City Council hereby approves the Compensation Plan for the Public Safety Managers Unit, 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 any necessary documents or take another action consistent to complete the intent of this
resolution.
At a meeting of the City Council on 6/28/2017, a motion was made by Richard Garbarino, seconded by
Liza Normandy, that this Resolution be approved. The motion passed.
Yes: 5 Vice Mayor Normandy, Councilmember Garbarino, Councilmember
Matsumoto, Mayor Gupta, and CouncilmemberAddiego
Attest by
Gabrie odri e
City of South San Francisco Page 1
T4 e4,,q South
5444. f
Compensation Plan
between the
Public Safety Managers
and the
City of South SanFrancisco
July 1, 2017 through June 30, 2022
City of south San Francisco
Public Safety Managers Compensation plan
Table of Contents
July 1, 2017 through June 30, 2022
Article
Title
Page
1
Public Safety Managers Defined .............................................. ...............................
1
2
Salary ........................................................................................ ...............................
1
2.1
Definitions ......................................................................
1
...............................
2.1.1 Base Pay
.............................................................. ...............................
1
2.1.2 Enhanced Pay ...................................................... ...............................
1
2.2
Wage Rates ..................................................................... ...............................
1
2.3
Classification Compaction — Police ................................. ...............................
1
2.4
Classification Compaction — Fire ..................................... ...............................
1
2.5
Salary Schedule .............................................................. ...............................
2
2.6
Temporary Assignment to a Higher -level Positions ...... ...............................
2
2.7
Salary Survey ................................................................. ...............................
2
2.7.1 PSM Fire .............................................................. ...............................
2
2.7.1.1 2014 PSM Fire Salary Survey .............. ...............................
2
2.7.1.2 2015 PSM Fire Salary Survey .............. ...............................
2
2.7.2 PSM Police .......................................................... ...............................
3
2.7.2.1 2015 PSM Police Salary Survey ........... ...............................
3
2.8
Off - Salary- Schedule Lump -Sum Payment .................... ...............................
3
3
Other Pay .................................................................................. ...............................
3
3.1
Longevity Pay ................................................................ ...............................
3
3. 1.1 After 15 Years of Service .................................... ...............................
3
3.1.2 After 20 Years of Service .................................... ...............................
3
3.2
Extra Shift Premium Pay ................................................ ...............................
3
3.2.1 Qualifying Shifts .................................................. ...............................
3
3.2.2 Disaster/Emergency Response ............................ ...............................
3
3.2.3 Compensation Amount ........................................ ...............................
4
3.2.4 Department Head Review .................................... ...............................
4
3.2.5 No Effect on Employee's Right to Overtime ...... ...............................
4
3.3
Uniform Allowance ........................................................ ...............................
4
4
Payment of Compensation ....................................................... ...............................
4
5
Health
and Welfare Benefit Plans ............................................ ...............................
4
5.1
Medical Insurance .......................................................... ...............................
4
5. 1.1 Available Medical Plans .................................... ...............................
4
5.1.2 Payment of Premium Costs ................................ ...............................
4
5.1.2.1 Employee HMO Medical Premium Share ..............................
4
5.1.2.2 Employee Non -HMO Medical Premium Cost .......................
5
5.1.3 Effective Date of Coverage ................................ ...............................
5
5.1.4 Domestic Partner Coverage ................................ ...............................
5
5.2
Dental Insurance ............................................................. ...............................
5
Page ii
Article
City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
Title Page
5.2.1
Core Dental Plan ................................................ ...............................
5
5.2.2
Payment of Premium Costs ................................ ...............................
5
5.2.3
Effective Date of Coverage ................................ ...............................
5
5.2.4
Buy -Up Dental Plan ........................................... ...............................
5
5.3
Vision Insurance ............................................................. ...............................
5
5.3.1
Available Plan .................................................... ...............................
5
5.3.2
Payment of Premium Costs ................................ ...............................
5
5.3.3
Effective Date of Coverage ................................ ...............................
5
5.4
Discretionary Benefit Option ......................................... ...............................
5
5.4.1
Proof of Alternate Insurance .............................. ...............................
6
5.4.2
Exercising the Option ......................................... ...............................
6
5.5
Life and Accidental Death and Dismemberment Insurance .........................
6
5.5.1
Term Life Value ................................................. ...............................
6
5.5.2
AD &D Value ..................................................... ...............................
6
5.5.3
Payment of Premium Costs ................................ ...............................
6
5.5.4
Effective Date of Coverage ................................ ...............................
6
5.5.5
Supplemental Life Insurance .............................. ...............................
6
5.6
Disability Insurance Program ......................................... ...............................
6
5.6.1
Short-term Disability .......................................... ...............................
6
5.6.2
Long -term Disability .......................................... ...............................
6
5.6.3
Payment of Premium Costs ................................ ...............................
6
5.6.4
Effective Date of Coverage ................................ ...............................
6
5.7
Section
125 Plan ............................................................. ...............................
6
5.7.1
Health Care Reimbursement .............................. ...............................
7
5.7.2
Dependent Care Reimbursement ........................ ...............................
7
5.7.3
Group Insurance Premium Plan ......................... ...............................
7
5.8
Section 457 Deferred Compensation Plan ..................... ...............................
7
5.9
Retirement Plan .............................................................. ...............................
7
5.9.1
Retirement Formula ............................................. ...............................
7
5.9.1.1 3% at age 50 ......................................... ...............................
7
5.9.1.2 3% at age 55 ......................................... ...............................
7
5.9.1.3 2.7% at age 57 ...................................... ...............................
7
5.9.2
Optional Provisions Added .................................. ...............................
7
5.9.2.1 Survivor Allowance .............................. ...............................
7
5.9.2.2 Military Service Credit ......................... ...............................
7
5.9.2.3 Sick Leave Service Credit .................... ...............................
7
5.9.3
Employee Contributions to Retirement System .. ...............................
7
5.9.4
IRS Tax Exemption ............................................. ...............................
7
5.10
Education Expense Reimbursement Program ................ ...............................
8
5. 10.1
Education Expense Reimbursement Amount ..... ...............................
8
5.10.2
Written Approval ............................................... ...............................
8
5.10.3
Reimbursement Request ..................................... ...............................
8
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Page iii
Article
Title
.Page
5.11
Retirement Health Savings (RHS) Plan ......................... ...............................
8
5.11.1 Mandatory Employee Contributions .................. ...............................
8
5.11.2 Mandatory Employee Leave Contributions for PSM- Police ............
8
5.12
Retired Employee Benefits ............................................ ...............................
8
5.12.1 Group Medical Insurance for Qualifying Retirees ............................
8
5.12.2 Medical After Retirement Account .................... ...............................
9
5.12.3 Group Dental Insurance for Qualifying Retirees ..............................
9
5.12.4 Group Vision Insurance for Qualifying Retirees ..............................
9
5.13
Deceased Employee /Retiree Benefits ............................ ...............................
9
6 Holidays ................................................................................... ...............................
9
6.1
Monday through Friday Employees ............................... ...............................
9
6.2
Continuous Service Employees ...................................... ...............................
9
6.2.1 Shift Holiday Pay for Battalion Chiefs Assigned to a 56 -Hour
Schedule............................................................. ...............................
10
6.2.1.1 Prior to January 2, 2015 ........................ ...............................
10
6.2.1.2 Effective January 2, 2015 ..................... ...............................
10
6.2.2 Shift Holiday Pay for Continuous Service Employees Other than
56 -hour Battalion Chiefs .................................... ...............................
10
6.3
Paid Status Before and After a Holiday ......................... ...............................
10
6.4
Observed Full -day Holidays .......................................... ...............................
10
6.5
Observed Half -day Holidays .......................................... ...............................
10
6.6
National Day .................................................................. ...............................
10
6.7
Days of Holiday Observation ......................................... ...............................
10
6.8
Discretionary Holiday .................................................... ...............................
11
6.9
Holidays Worked for Monday through Friday Staff ...... ...............................
11
7 Leaves ....................................................................................... ...............................
11
7.1
Vacation Leave ............................................................... ...............................
11
7.1.1 Accrual Schedule ................................................. ...............................
11
7.1.2 Vacation Maximum Accrual ............................... ...............................
11
7.1.3 Vacation Leave Conversions for Battalion Chiefs Appointed into
Unit on or after 7/1 /2010 ..................................... ...............................
12
7.1.4 Vacation Leave Conversions for Battalion Chiefs Appointed into
Unit on or after 7/1/2010 and are Working a 40 -hour Schedule Prior
to the Adoption of this MOU ............................... ...............................
12
7.1.5 Payment on Separation ........................................ ...............................
12
7.1.6 Vacation Leave Usage ......................................... ...............................
12
7.2
Administrative Leave ..................................................... ...............................
12
7.2.1 Accrual and Usage ............................................... ...............................
12
7.2.2 Supplemental Administrative Leave ................... ...............................
12
7.2.2.1 Qualifying for Supplemental Leave ....... ...............................
12
7.2.2.2 Recommending Supplemental Leave ..... ...............................
13
7.2.2.3 Unused Supplemental Leave .................. ...............................
13
iii
Page iv
Article
9
10
11
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Title
Page
7.3
Non - industrial Sick Leave .............................................. ...............................
13
7.3.1 Accrual ................................................................. ...............................
13
7.3.2 Sick Leave Conversion ........................................ ...............................
13
7.3.2.1 Battalion Chiefs Appointed into Unit Prior to 7/1/2010......
13
7.3.2.2 Battalion Chiefs Appointed into Unit on or after 7/1/2010.
13
7.3.3 Usage ................................................................... ...............................
13
7.3.3.1 Fire Shift Employees ............................ ...............................
13
7.3.4 Definition of a Separation from City Employment as a Result of a
Work- related Injury or Illness ............................. ...............................
14
7.3.5 Payment of Unused Accrued Sick Leave ............ ...............................
14
7.3.5.1 Hours Payable ....................................... ...............................
14
7.3.5.2 Rate of Pay ............................................ ...............................
14
7.3.6 PERS Service Credit ............................................ ...............................
14
7.3.7 Sick Leave Management Policy .......................... ...............................
14
7.3.7.1 Review Standard ................................... ...............................
15
7.4
Medical Appointment Leave .......................................... ...............................
15
7.5
Sick Leave as Paid Family Care Leave ( "Kin Care") .... ...............................
15
7.5.1 Definition of Family Member for Sick Leave as Family Leave
Purposes............................................................ ...............................
15
7.5.2 Leave Amount .................................................. ...............................
15
7.5.3 Usage ................................................................ ...............................
15
7.5.4 Concurrent Use of Leave .................................. ...............................
15
7.5.5 Leave Accounting ............................................. ...............................
15
7.6
Bereavement Leave ........................................................ ...............................
15
7.6.1 Definition of Family Member ........................... ...............................
15
7.6.2 Leave Within California ................................... ...............................
15
7.6.3 Leave Outside California .................................. ...............................
16
7.7
Industrial Injury Leave ................................................... ...............................
16
7.8
Military Leave ................................................................ ...............................
16
7.9
Pregnancy Disability and Childcare Leave .................... ...............................
16
7.10
Disability Leave ............................................................. ...............................
16
7.10.1 Employment Separation ................................... ...............................
16
7.10.2 Unpaid Leave of Absence ................................. ...............................
16
7.10.3 90 -day Qualification Period .............................. ...............................
16
Recreation Facilities and Programs .......................................... ...............................
17
8.1
Admission to Classes ..................................................... ...............................
17
8.2
Use of Facilities .............................................................. ...............................
17
GrievanceProcedure ................................................................ ...............................
17
DisciplinaryAction .................................................................. ...............................
17
Administration of Compensation Plan ..................................... ...............................
17
11.1
Full and Entire Agreement ............................................. ...............................
17
11.2
Administration of Plan ................................................... ...............................
17
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022 Page v
Article Title Page
11.3 Annual Meeting .............................................................. ............................... 17
12 Signatures ................................................................................. ............................... 18
Appendix A Public Safety Managers Classifications .............. ............................... 19
Appendix B Side Letter Agreement ......................................... ............................... 19
v
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
This Public Safety Managers Compensation Plan sets forth those salaries, benefits, and terms and
conditions of employment for those employees in the Public Safety Managers Unit (hereafter,
referred to as "employee "), in effect for the period beginning July 1, 2017 and continuing
through June 30, 2022, and thereafter unless modified by the City Council.
Article 1. Public safety Managers Defined
The Public Safety Managers Unit shall consist of all full -time regular employees in the positions
designated in Appendix A, which are included in the exempt service of the City of South San
Francisco, and also includes such classifications as may be added to this Unit by the City at a
later date.
Article 2. salary
2.1 Definitions -
2.1.1 Base Pay —Base pay is the rate of compensation paid for a specified classification
of employment, excluding any other payments.
2.1.2 Enhanced Pay — Enhanced pay is base pay plus incentive pay. Each incentive pay
will be computed on base pay. The sum of the base pay plus each incentive is the
enhanced rate of pay.
2.2 Wage Rates –
2.2.1 Effective July 1, 2017, the Fire Marshal position will receive a salary increase to
elevate the position to the same payscale as the 40 -hour Battalion Chief salary.
This increase is in addition to the salary increases outlined in 2.2.2 that begin
on July 1, 2017.
2.2.2 All employees shall receive across - the -board base pay adjustments in the
amounts and with the effective dates as follows:
• Year 1 (July 1, 2017 -June 30, 2018) effective the first full pay period
including July 1, 2017, or the first full pay period following the adoption of
the MOU by Council: three percent (3 %); whichever is later;
• Year 2 (July 1, 2018 -June 30, 2019) effective the first full pay period of July
2018: three percent (3%);
• Year 3 (July 1, 2019 -June 30, 2020) effective the first full pay period of July
2019: the employees will receive an adjustment to the 601h percentile of the
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Page 3
salary survey, an increase as a result of compaction, or three percent (3 %),
whichever is highest;
• 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 fall pay period of July
2021: three percent (3 %).
There will be no retroactive across - the -board base pay adjustments.
2.3 Classification Compaction–Police—To ensure an adequate salary spread for the Police
Service Public Safety Managers, the top step of the salary schedule for the Police
Lieutenant classification shall be 29.5% above the top step of the Police Sergeant
classification. The top step of the salary schedule for the Police Captain classification
shall be 14% above the top step of the Police Lieutenant classification.
2.4 Classification Compaction— Fire —To ensure an adequate salary spread for the Fire
Service Public Safety Managers, the top step of the salary schedule for the Fire Battalion
Chief, Fire Marshal, and EMS Chief classifications, including all incentives, shall be no
less than 15% above the top step of the Fire Captain classification, including all
incentives. The Deputy Fire Chief classification shall be no less than 16.38% above the
fire Battalion Chief classification, including all incentives.
2.5 Salary Schedule —Each unit- covered position shall contain 5 pay steps. Employees in
these positions may progress through the salary schedule based on satisfactory
performance, but no sooner than 6 months between steps 1 and 2, and 12 months between
steps 2, 3, 4, and 5.
2.6 Temporary Assignment to Higher -level Positions An employee assigned to the full
scope of the duties of a higher classification shall not be paid the salary of that higher
classification unless the employee serves in that capacity for 30- calendar days or more.
If this occurs, the employee shall receive the pay of the higher classification commencing
with the first day of said service. An employee so assigned must meet the minimum
qualifications for the position to which assigned.
2.7 Salary Survey —In the event of a salary survey, the sixtieth (60h) percentile of total
compensation shall serve as the basis for determining total compensation for all
bargaining unit personnel.
2.7.1 PSM Fire—The salary survey methodology for determining compensation for the
Public Safety Managers Unit Fire employees shall be as follows— a) data
regarding total compensation (i.e., base salary plus employer -paid benefits) will
be collected from the same ten survey cities; (b) the data regarding the cities' total
compensation will be ranked, from highest to lowest total compensation.(c) the
cities with the highest and lowest total compensation as well as the City's own
data, will be discarded before computing the average total compensation; (d) the
remaining cities' total compensation will be calculated at the sixtieth (60h)
percentile; (e) the sixtieth (60h) percentile of total compensation will then be
compared to the City's total compensation to get the percent difference in the
Page 4
City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
City's total compensation compared to the remaining cities; (f) the percent
difference will then be used to adjust the City's compensation, unless the current
City compensation is higher, in which case no change to the total compensation
will be made; (g) the City will set the Public Safety Managers Unit employees'
total compensation package at the sixtieth (60") percentile of the marketplace
based on this computation.
2.7.2 PSM Police —The City shall follow the same salary survey methodology
commensurate with previous surveys, including benchmarks and compensation
categories. To the extent that holiday pay was not captured in that survey,
holiday pay will be included.. The City will contract with an outside Professional
Consulting firm to conduct the survey.
.rticle l Other Pay
3.1 Longevity Pay — Public Safety Managers Unit employees hired prior to July 1, 2012 will
receive an additional compensation based on total years of full -time, regular employee
City service, according to the following schedule:
3.1.1 After 15 Years of Service —Each employee who has completed 15 years of service
shall have 1.5% increase in pay added to the employee's base hourly rate of pay
for each hour in paid status.
3.1.2 After 20 Years of Service —In addition to 3.1.1 above, each employee who has
completed 20 years of service shall have an additional 1.0% increase in pay added
to the employee's base hourly rate of pay for each hour in paid status.
Longevity Pay is not available for employees hired on or after July 1, 2012.
3.2 Extra Shift Premium Pay — Employees in the Battalion Chief and Police Lieutenant
classifications are eligible to receive extra shift pay for working an extra work shift for
which they are not normally scheduled. This pay does not apply when a Battalion Chief
or Lieutenant is required to attend meetings or complete assignments outside his/her
regular work schedule.
3.2.1 Qualifying Shifts —Extra shift pay is only for work as defined above beyond the
employee's normal work schedule and is not for hours needed to attend meetings
or complete assignments.
3.2.2 Disaster /Emergency Response —Extra shift premium pay shall apply to all
affected employees involved in a reimbursable disaster requiring emergency
response.
3.2.3 Compensation Amount — Battalion Chiefs, Fire Marshal, and EMS Chief (as
outlined in section 3.2.6) will be compensated at 1.5 times what would be their
56 -hour per week hourly rate of pay for each hour of the full shift worked. Police
Lieutenants will be compensated at 1.5 times what would be their 40 -hour per
week hourly rate of pay for each hour of the shift worked. This pay may or may
not be PERSable as determined by PERS.
3.2.4 Department Head Review —The respective Police Chief or Fire Chief, or their
respective designees, will have the absolute discretion to determine the specific
shifts that qualify for this program, with no appeal rights for the employee.
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022 Page 5
3.2.5 No Effect on Employee's Right to Overtime —Extra Shift Premium Pay is not
overtime pay and the parties agree that this provision does not impact Battalion
Chiefs' and Lieutenants' exempt status under the Fair Labor Standards Act.
3.2.6 The Fire Marshal and the EMS Chief may earn extra shift pay if they work a shift
in the place of a 56 -hour Battalion Chief. The employee must receive approval
from the Fire Chief and meet the minimum qualifications for the position.
3.3 Emergency Declaration/Emergency Response —In the event that a state emergency is
declared for the City by the City Council, County of San Mateo, State of California, or
Federal Government, employees will be paid at the rate of time and one -half for the hours
worked in excess of 40 hours in a week on activities related to disaster management and
recovery that are reimbursable by state or federal funding. Employees will be similarly
compensated when rendering aid to other agencies in an emergency declaration situation
where overtime is reimbursable by the requesting agency. This overtime will be
reimbursed portal to portal. Overtime shall be paid within a reasonable time to allow
processing and shall not be withheld until settlement of claims for reimbursement.
3.4 Uniform Allowance — Subject to Department rules, each employee will receive up to
$1,100 per fiscal year for the purchase and maintenance of approved uniform items.
Article 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 the City payroll period. Each payperiod
consists of 14- calendar days and begins on Friday, which is the first day of the payperiod and
ends on the Thursday the last day of the payperiod. Employees who are on continuous paid
regular service for a partial payperiod shall receive pro -rated compensation for the payperiod at
the rate of 1 /80th of the employee's biweekly salary rate for each hour of the payperiod that the
employee was on continuous paid regular service. All 56 -hour employees shall receive prorated
compensation for the payperiod at the rate of 1/112 of the employee's biweekly salary rate for
each hour of the payperiod that the employee was on continuous paid regular service.
Article 5. Health and Welfare Benefit Plans
Full -time regular employees shall be eligible to receive insurance benefits, subject to the terms
and conditions of the City's contracts with health insurance providers, as follows:
5.1 Medical Insurance-
5. 1.1 Available Medical Plans— Eligible employees shall be permitted to select medical
insurance coverage for themselves and their eligible dependents from one of the
plans the City has with the carriers, subject to the terms and conditions of the
City's contract with the providers. Should the City determine that a change in
Page 6
City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
medical plan providers is warranted, the City will consult with a representative
from this bargaining unit to assist in assessing a change in plan providers.
5.1.2 Payment of Premium Costs —The City shall pay the equivalent of the HMO
premium cost for employees and their dependents to the insurance provider for
the plan selected by each employee.
5.1.2.2. 5.1.2.1. Employee Premium Costs —all employees on the City's medical
plans shall contribute an amount equal to 10% of the HMO premium
cost based on the plan choice and category of coverage (single, two,
family).
5.1.2.2. Employee Non -HMO Medical Premium Cost —In addition, employees
enrolled in more expensive plans than the HMO plans pay the difference
between the HMO rate and the premium rate for their selected plan
based on plan provider and coverage size (single, two, family).
5.1.3 Effective Date of Coverage —The effective date of health insurance shall be the
first of the month following the date of hire, provided the employee properly
submits a completed enrollment form within 31 days of the eligibility date.
Coverage shall terminate at 12:00 midnight on the last day of the month in which
the employee is on paid status prior to separation from employment with the City.
5.2 Dental Insurance-
5.2.1 Core Dental Plan — Eligible employees and their dependents shall be provided
dental insurance through Delta Dental Plan of California.
5.2.2 Payment of Premium Costs —The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
5.2.3 Effective Date of Coverage— Coverage is effective on the first day of the month
following completion of 6 full- months of employment with the City, provided the
employee properly submits a completed enrollment form within 31 days of the
eligibility date. Coverage shall terminate at 12:00 midnight on the last day of the
month in which the employee is on paid status prior to separation from
employment with the City.
5.2.4 Buy -Up Dental Plan — Subject to the terms and conditions of the City's contract
with the provider, employees may participate in an enhanced dental plan by
paying the additional coverage costs over the core dental plan.
5.3 Vision Insurance-
5.3.1 Available Plan — Eligible employees and their dependents shall be provided
Vision Service Plan with tint coverage.
5.3.2 Payment of Premium Costs —The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
5.3.3 Effective Date of Coverage— Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate at 12:00 midnight on the last day
of the month in which the employee is on paid status prior to separation from
employment with the City.
5.4 Discretionary Benefit Option —An employee may elect to receive $550 per month in
deferred compensation monies in lieu of medical, dental, and vision benefits through the
City. If an employee exceeds the deferred compensation annual maximum contribution
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
5.5
5.6
Page 7
limit, any remaining City contributions will be made to the employee's Medical After
Retirement Account (MARA).
5.4.1 Proof of Alternate Insurance —The employee must provide proof of alternate
medical insurance and will be held responsible for maintaining own medical
insurance benefits through the alternate source.
5.4.2 Exercising the Option — Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human
Resources Department. Employees may change the discretionary benefit option
once each year during the open enrollment period for medical plans, or at another
time during the year provided the employee can demonstrate to the City's
satisfaction a bona -fide need.
Life and Accidental Death and Dismemberment Insurance:
5.5.1 Term Life Value —The Term Life Insurance for employees has a face value of
$50,000.
5.5.2 AD &D Value — Accidental Death and Dismemberment Insurance available for
employees has a face value of $50,000.
5.5.3 Payment of Premium Costs —The City shall pay the premium costs for eligible
employees to the insurance provider.
5.5.4 Effective Date of Coverage— Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate on the date the employee ceases
to be an employee of the City.
5.5.5 Supplemental Life Insurance — Employees have the option of purchasing
supplemental life insurance based on the terms and conditions of the City's
contract with the insurance provider.
Disability Insurance Program— Subject to the terms and conditions of the City's contract
with the provider, full -time employees shall be provided Short-term Disability (STD) and
Long -term Disability (LTD) insurance. If an eligible and covered employee becomes
disabled while insured, the provider will pay benefits according to the terms of the group
policy after receipt of satisfactory proof of loss.
5.6.1 Short -term Disability —After a 20 -day waiting period, an eligible employee may
receive 66 -2/3% of pre - disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount, until
LTD benefits begins.
5.6.2 Long -term Disability —After a 90 -day waiting period, an eligible employee may
receive 66 -2/3% of pre - disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount.
5.6.3 Payment of Premium Costs —The City shall pay the premium costs for medical,
dental, vision, and life insurance for eligible employees to the insurance providers
while the employee is receiving short-term or long -term disability payments.
5.6.4 Effective Date of Coverage— Coverage is effective the first day of the calendar
month following the date of hire. Coverage ends on the date employment
terminates.
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City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
5.7 Section 125 Plan —Based on the terms and conditions of the City's plan, each employee
may participate in the IRS - defined Section 125 plan.
5.7.1 Health Care Reimbursement —This program is available for out -of- pocket
unreimbursed health care expenses as allowed under the Plan. The employee may
contribute up to $2,500.
5.7.2 Dependent Care Reimbursement —This program 'is available for out -of- pocket
unreimbursed dependent care expenses as allowed under the Plan. The employee
may contribute up to $5,000.
5.7.3 Group Insurance Premium Plan —This program allows employees to pay their
portion of insurance premiums with pre -tax dollars.
5.8 Section 457 Deferred Compensation Plan — Employees are eligible, subject to the terms
and conditions thereof, to participate in the deferred compensation plans available to City
employees.
5.9 Retirement Plan — Employees shall participate in the Public Employees' Retirement
System (PERS) Local Safety Members plan.
5.9.1 Retirement Formula -
5.9.1.1 3% at age 50— Classic Members as defined by CalPERS who are hired
before April 24, 2010 will be provided a retirement benefit formula of
3% at age 50 with one -year final compensation.
5.9.1.2 3% at age 55— Classic Members as defined by Ca1PERS 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.
5.9.1.3 2.7% at age 57 New Members as defined by the Public Employees'
Pension Reform Act (PEPRA) who are hired on or after January 1, 2013
will be provided a retirement benefit formula of 2.7% at age 57 with 3-
year final compensation.
5.9.2 Optional Provisions Added — Optional Public Agency provisions under the Public
Employees' Retirement System shall also be as set forth for the respective
specific police and fire units. They are generally as follows:
5.9.2.1 Survivor Allowance -1959 Survivor Allowance as set forth in the Public
Employees' Retirement Law (PERL), third tier benefits.
5.9.2.2 Military Service Credit — Military Service Credit as public service as set
forth in PERL.
5.9.2.3 Sick Leave Service Credit —Sick Leave Service Credit as set forth in
PERL.
5.9.3 Employee Contributions 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. Employee
contributions are tax - deferred under the IRC 414(h)(2) exemption. Classic
Members at 3% at age 50 and 3% at age 55 contribute 9% of pay. New
Members as designated by Ca1PERS in accordance with Government Code
7522.30 who receive at 2.7% at age 55 contribute one -half of the normal cost,
not to exceed 12 %.
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Page 9
5.9.4 Safety Classic Members PERS Cost - Sharing Contribution— Effective with the
implementation of the PERS amendment and as authorized by GC 20516(f),
Safety Classic Members and the City agree to a pension -cost sharing
arrangement where all Safety Classic members shall pay, in addition to the
current 9% employee contribution, an additional amount based on the
employee's underlying Safety unit (Police or Fire). The contributions will be tax -
deferred under IRC section 414(h)(2).
• Year 1 (July 1, 2017 -June 30, 2018) effective the first full pay period of July
2017 or the implementation of the PERS amendment, whichever is later:
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 the first full pay period of
July 2018 or the implementation of the PERS amendment, whichever is later:
employees will contribute an additional one percent (1.0 %) for a total of 11 %
employee contribution;
• Year 3 (July 1, 2019- forward) effective the first full pay period of July 2017
or the implementation of the PERS amendment, whichever is later:
employees will contribute an additional one percent (1.0 %) for a total of 12%
employee contribution;
Employee contributions will be credited to each member's account as normal
contributions and will be refundable to members who separate from Ca1PERS
covered employment and elect to withdraw their contributions.
5.10 Education Expense Reimbursement Program —All full -time regular employees are
eligible to participate in this program.
5.10.1 Education Expense Reimbursement Amount —An employee who takes a course at
an accredited institution of learning shall be eligible to receive reimbursement of
50 %, not to exceed $2,000 per fiscal year for the costs of tuition, fees, and course
materials. Reimbursement is made upon successful completion of the course and
submission of a grade C or better or pass designation, if it is a pass /fail course. In
order to qualify for reimbursement, the employee must do the following:
5.10.1.1 Written Approval —Prior to enrollment, the employee must receive the
written approval of the department head. The employee will submit a
description of the course and the request, briefly describing the manner
in which the employee believes the course may advance the employee's
career with the City and /or how the course is job - related. The
department head will make a determination to accept or reject the
request.
5.10.1.2 Reimbursement Request —The employee must then submit a request
reimbursement to the City Manager, which includes the following:
• A copy of the department head's written approval of the course.
• A copy of the employee's grade for the course.
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City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
• Receipts for all expenses related to the course with a total amount
requested for reimbursement.
5.11 Medical After Retirement Account ( "MARA')— Employees shall participate in the
MARA Plan to the extent permitted under the existing MARA Plan policy.
5.11.1. Mandatory Employee Contributions —All employees shall contribute 1% of base
pay each pay period. effective pay period ending July 9, 2009.
5.11.2. Mandatory Employee Leave Contributions for Public Safety Managers Effective
July 1, 2009, all employees shall contribute accrued leave to the MARA plan
upon separation or retirement as follows:
a. 100% of Unused Accrued Sick Leave Payout;
b. 100% of Unused Accrued Administrative Leave Payout; and
c. 100% of Unused Accrued Vacation Leave Payout.
5.12 Retired Employee Benefits -
5.12.1 Group Medical Insurance for Qualifying Retirees —An employee who was hired
prior to the adoption of an alternate retiree medical plan by all City bargaining
units similar to the plan described in Section 5.12.2. 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 Ca1PERS and the City. In order
to be eligible for this benefit, the employee must have five years of continuous
City employment at the time of his or her retirement. The monthly premium that
the City will make for retiree medical insurance pursuant to this provision equals
the monthly monetary contribution that the City makes for single retiree medical
HMO coverage. Retirees will be required to pay any additional costs in order to
receive retiree medical benefits. An eligible retiree may also elect to continue
dependent coverage provided that the retiree bears the full premium costs for any
eligible dependents. A retiree must continually receive a Ca1PERS retirement
allowance in order to remain eligible to receive retiree medical insurance
contributions. Any retiree that un- retires from Ca1PERS and returns to active
service with a Ca1PERS covered agency will permanently forfeit their eligibility
for retiree medical benefits pursuant to this provision, except as allowed per
5.12.5 under Continued Retiree Health Eligibility.
5.12.2 Medical After Retirement Account (MARA) —An employee who was hired after an
alternate retiree medical plan is adopted for all City bargaining units will not be
eligible to participate in the retiree medical insurance program described in
5.12.1. Instead,
• City will contribute one and one -half percent (1.5 %) of such an employee's
base salary toward a medical after retirement account
• Possible employee contribution
• VEBA, or similar vehicle such as RHS plan.
5.12.3 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 Ca1PERS and the City.
In order to be eligible for this benefit, the employee must have five years of
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Page 11
continuous City employment at the time of his or her retirement. The retiree
bears the full premium costs for himself/herself and any eligible dependents and
will be completely responsible for these payments and for continuing dental
coverage.
5.12.4 Group Vision Insurance for Qualifying Retirees —An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled in
the City's group vision plan and retires concurrently with CalPERS and the City.
In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
5.12.5 Continued Retiree Health Eligibility —A retiree must continually receive a
CalPERS retirement allowance in order to remain eligible to receive retiree
medical insurance contributions. Any retiree that un- retires from CalPERS and
returns to active service with a CalPERS covered agency, excluding active service
with the City of South San Francisco, will permanently forfeit their eligibility for
retiree medical benefits pursuant to this provision. A retiree that un- retires from
CalPERS and returns to active service with the City of South San Francisco is
eligible to resume his/her retiree health benefits upon retiring again from the City
after at least one (1) year of continuous service. The City Manager may approve
an exception to the one (1) year of continuous service requirement in the event of
an unforeseen circumstance that prevents the employee from completing the year
of service.
5.13 Deceased Employee /Retiree Benefits —The City will allow the spouse of a deceased
employee /retiree to purchase insurance from a City - provided medical, dental, or vision
plan at the City's premium rate, provided:
• There is no cost to the City.
• The health provider does not require a City contribution.
• The City is held harmless if the coverage is discontinued.
Article & Holidays
6.1 Monday through Friday Employees —All regular employees, who work a Monday
through Friday schedule shall receive time off for each City holiday, except as otherwise
noted.
6.2 Continuous Service Employees -
6.2.1 Shift Holiday Pay for Battalion Chiefs Assigned to a 56 -hour Schedule —
Employees who are normally required to work on an approved holiday because
they work in positions that require scheduled staffing without regards to holidays
shall receive shift holiday pay at a rate of 4.9% of their biweekly rate of pay each
pay period. Shift holiday pay is compensated at the enhanced hourly rate of pay
Page 12
City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
and is paid in addition to hours worked. 56 -hour employees will not be entitled to
paid time off for any of the City's recognized holidays.
6.2.2 Shift Holiday Pay for Continuous Service Employees Other than 56 -hour
Battalion Chiefs — Employees who are normally required to work on an approved
holiday because they work in positions that require scheduled staffing without
regard to holidays, shall receive 8 hours of holiday pay for a full -day holiday and
4 hours of holiday pay for a half -day holiday. Holiday pay is compensated at the
enhanced hourly rate of pay and is in addition to hours worked.
6.3 Paid Status Before and After a Holiday —All employees in paid status the entire day
before, as well as the entire day after a holiday is observed by the City, shall be entitled to
receive holiday compensation. Holiday time shall be considered as hours worked.
6.4 Observed Full -day Holidays —The City observes the following holidays:
January1 .................................... ............................... New Year's Day
Third Monday in January ........... ............................... Martin Luther King, Jr. Day
Third Monday in February ......... ............................... President's Day
Last Monday in May .................. ............................... Memorial Day
July 4 ....................................... ............................... Independence Day
First Monday in September ....... ............................... Labor Day
Second Monday in October ....... ............................... Columbus Day Observed
November 11 .............................. ............................... Veteran's Day
Fourth Thursday in November ... ............................... Thanksgiving Day
Friday following Fourth Thursday in November...... Day After Thanksgiving
December 25 .............................. ............................... Christmas Day
6.5 Observed Half -day Holidays —In addition, the City observes the following half -day
holidays:
December 24 .............................. ............................... Christmas Eve Day
December 31 .............................. ............................... New Year's Eve Day
6.6 National Day—In addition, the City may observe any other day of national mourning or
celebration, provided that it has been proclaimed by the City Council and it directs the
closure of the City offices for public service. Any such day shall be granted only to those
employees who are regularly scheduled to work on the day for which such day is
proclaimed.
6.7 Days of Holiday Observation— Holidays which fall on Sunday shall be observed on the
following Monday. Holidays falling on Saturday shall be observed on the preceding
Friday. Half -day holidays shall be observed on the workday immediately proceeding the
day upon which Christmas Day and New Year's Day are observed.
6.8 Discretionary Holiday --Each full -time regular employee is eligible for one -full day
holiday, in addition to the holidays observed by the City. Effective 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
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
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022 Page 13
employee who has not used the discretionary holiday by the end of the last full payperiod
in each calendar year shall forfeit this benefit that calendar year.
6.9 Holidays Worked for Monday through Friday Staff — Monday through Friday Police
Lieutenants and Fire Battalion Chiefs, who would normally not work holidays, may
actually work 7 additional 8 -hour holidays each year for straight -time compensation. The
respective department head will determine specific holidays that qualify for this program.
This additional payment may not be PERSable if the employees are not regularly
schedule to work the holiday and work it by choice rather than being required to work the
holiday by virtue of their schedule.
Article T Leaves
7.1 Vacation Leave —Each full -time regular employee shall earn and be granted vacation
leave in accordance with the following accrual schedule:
7. 1.1 Accrual Schedule:
7.1.2 Vacation Maximum Accrual — Employees may accumulate up to two times their
annual accrual rate of vacation hours. Once an employee has accumulated two
times the annual accrual, no further vacation leave will accrue until the pay period
after the vacation balance has been reduced below the two year cap.
7.1.3 Vacation Leave Conversions for Battalion Chiefs Appointed into the Unit on or
after 7/1/2010 —An employee working 56 -hour schedule changing to a 40 -hour
schedule will have accrued hours converted to a 40 -hour equivalent by
multiplying their balance of accrued vacation hours by a factor of .714286.
Employees working a 40 -hour schedule changing to a 56 -hour schedule will have
accrued hours converted to a 56 -hour equivalent by multiplying their balance of
accrued vacation hours by 1.4.
7.1.4 Vacation Leave Conversions for Battalion Chiefs Appointed into the Unit on or
after 71112010 and are Working a 40 -hour Schedule Prior to the Adoption of this
MOU— Employees working a 40 -hour schedule returning to a 56 -hour schedule
will have accrued hours converted to a 56 -hour equivalent by multiplying their
balance of accrued vacation hours by 1.8.
PSM - 56
PSM - 56
Appointed into
Vacation Accrual
Hours Per
Hours Per Appointed into
Unit on or after
Schedule
Year
Pay Period Unit after
7/1/2010
7/11// 200 10
Hours per Year
Hours Per Pay
120
period
8.31
11.08
1 st through 4" years
4.62
216
51h through 141 years
160
6.16
288
151 through 24' years
200
7.69
360
13.85
25' and succeeding years
240
9.23 432
16.62
7.1.2 Vacation Maximum Accrual — Employees may accumulate up to two times their
annual accrual rate of vacation hours. Once an employee has accumulated two
times the annual accrual, no further vacation leave will accrue until the pay period
after the vacation balance has been reduced below the two year cap.
7.1.3 Vacation Leave Conversions for Battalion Chiefs Appointed into the Unit on or
after 7/1/2010 —An employee working 56 -hour schedule changing to a 40 -hour
schedule will have accrued hours converted to a 40 -hour equivalent by
multiplying their balance of accrued vacation hours by a factor of .714286.
Employees working a 40 -hour schedule changing to a 56 -hour schedule will have
accrued hours converted to a 56 -hour equivalent by multiplying their balance of
accrued vacation hours by 1.4.
7.1.4 Vacation Leave Conversions for Battalion Chiefs Appointed into the Unit on or
after 71112010 and are Working a 40 -hour Schedule Prior to the Adoption of this
MOU— Employees working a 40 -hour schedule returning to a 56 -hour schedule
will have accrued hours converted to a 56 -hour equivalent by multiplying their
balance of accrued vacation hours by 1.8.
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City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
7.1.5 Payment on Separation —An employee who retires or separates from City
employment and who has unused accrued vacation time on record, shall be
compensated at the employee's enhanced hourly rate of pay as of the date of
separation for all such unused vacation hours in a manner consistent with Section
5.11 (MARA). Battalion Chiefs appointed into the unit prior to 7/1/2010 and who
work a 56 -hour workweek will have their hourly rate converted to the 40 -hour
equivalent and will be compensated in pay at the 40 -hour rate.
7.1.6 Vacation Leave Usage —All employees in the Unit will use vacation leave on an
hour- for -hour basis with the exception of Battalion Chiefs Appointed into Unit
Prior to 7 /l /2010.who will be charged 13.3 hours for every 24 hours off.
7.1.7 Vacation Leave Cash -Out-
Employees shall be allowed to a limited extent to cash out unused accrued
vacation. 40 -hour per week employees may cash out 80 hours per calendar year.
56 -hour employees may cash out 96 hours per calendar year. The employees
must also meet the following provisions:
• Employees must have completed a minimum of one year of service.
• Employees must maintain a minimum of 80 hours of accrued vacation hours
in their vacation bank.
• Time may be sold twice annually in May and November.
• Employees will have a one -time opportunity to sell back vacation for 2017
during the month of July 2017 (up to 80 hours for 40 -hour a week employees
and 96 hours for 56 -hour employees). In future years, the July sell back
period will not be available. The July opportunity does not increase the total
number of hours available for sell back in 2017 (capped at 120 hours).
7.2 Administrative Leave —Each full -time regular employee shall be entitled to receive
administrative leave in recognition of the City's expectation that members routinely and
consistently perform their position duties during times in excess of the normal workweek.
7.2.1 Accrual and Usage— Administrative Leave of 40 hours per fiscal year shall be
accrued on July 1St of each fiscal year. A new employee shall be entitled to
receive administrative leave at the rate of 1.538 hours for each payperiod of
employment remaining in the fiscal year during which the employee was hired.
Administrative leave may not be carried forward from one fiscal year to the next
and must be used before the commencement of the last payperiod of the fiscal
year. There will be no payouts of unused administrative leave.
7.2.2 Supplemental Administrative Leave — Employees in this unit are also eligible to
receive up to an additional 40 hours of administrative leave per fiscal year. It is
recognized that not all members of this unit may satisfy the eligibility criteria and
only those satisfying the criteria may receive the additional hours. Employees
will automatically receive an additional 40 hours of administrative leave without
the need to apply in writing. Supplemental administrative leave not used before
the last pay period in the fiscal year shall be forfeited. The criteria for
supplemental administrative leave is determined by the Department Head. The
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Page 15
Department Head may deny the additional 40 hours of administrative leave to
employee at his sole discretion.
7.3 Non - industrial Sick Leave —An employee who is temporarily and/or partially disabled
from performing the full scope of the usual and customary duties of his/her classification
as the result of an injury or illness, which is not industrially caused, shall be eligible to
receive sick leave without loss of salary or benefits within the limits set forth below. An
employee may also receive paid sick leave for time off from scheduled work for the
purpose of going to appointments with medical doctors or dentists in instances where the
employee is reasonably unable to arrange for such appointments to occur during non-
work time provided that the time off be scheduled and approved by the employee's
supervisor.
7.3.1 Accrual —Each employee will accrue sick leave at the rate of 8 hours per month,
with the following exception— Battalion Chiefs appointed into the unit on or after
7/1/2010 and who work a 56 -hour schedule will accrue 12 hours of sick leave per
month of employment.
7.3.2 Sick Leave Conversions -
7.3.2.1 Battalion Chiefs Appointed into Unit Prior to 7/1 /2010 —sick leave will
not be converted at the time of appointment to a Unit - covered
classification or at any other time during the employee's tenure in a
Unit - covered classification.
7.3.2.2 Battalion Chiefs Appointed into Unit on or after 711 12010 — An
employee working 56 -hour schedule changing to a 40 -hour schedule will
have sick leave accrued hours converted to a 40 -hour equivalent by
multiplying the balance of accrued hours by a factor of .7142857.
Employees working a 40 -hour schedule changing to a 56 -hour schedule
will have the balance of accrued hours converted to a 56 -hour equivalent
workweek by multiplying the accrued hours by 1.4.
7.3.3 Usage —All employees in the Unit will use sick leave on an hour- for -hour basis
with the exception as defined below.
7.3.3.1 Fire Shift Employees Appointed into Unit Prior to 7/1/2010 -56 -hour
shift employees who miss work for sick leave purposes will be charged
for each day absent at 8 -hours per day.
7.3.4 Definition of a Separation from City Employment as a Result of a Work - related
Injury or Illness —A separation arising out of a work- related disability, which is
of a serious or life /threatening nature, that prohibits the employee from engaging
in his/her usual or customary occupation or a similar occupation, and which
severely limits the employee's mobility and ability to engage in productive and
gainful employment with or without reasonable accommodation.
7.3.5 Payment of Unused Accrued Sick Leave An employee shall receive a sick leave
payout for unused accrued sick leave in the following circumstances:
• Death; or
• Ca1PERS Disability Retirement; or
• Full Service Retirement provided the following conditions are met:
City of South San Francisco
Public Safety Managers Compensation Plan
Page 16 Julyl, 2017 through June 30, 2022
o 10 years of consecutive full -time City service; and
o Simultaneous retirement from City service and receipt of a service
retirement from CalPERS.
7.3.5.1 Hours Payable —An employee shall be entitled to be paid half of the
employee's unused accrued sick leave at the time of the event, subject to a
maximum. The maximum payable hours are 600 hours (50% of 1,200) for
40 hour employees or 840 hours (50% of 1,680) for Battalion Chiefs
appointed into the unit on or after 7/1/2010 and who work a 56 hour
workweek.
7.3.5.2 Rate of Pay— Payment of unused sick leave shall be made at the
employee's enhanced hourly rate of pay in a manner consistent with
Section 5.11 (MARA). Battalion Chiefs appointed into the unit prior to
7/1/2010 who work a 56 -hour workweek will have their hourly rate
converted to the 40 -hour equivalent and payment for excess sick leave
pursuant to this provision shall be made at the 40 -hour rate. In the event
that a member receives a cash payment, pursuant to Section 5.11.2, the
sick leave paid out will utilize the same calculation as contained in the
MARA plan.
7.3.6 PERS Service Credit —In addition to receiving a cash payoff for accumulated sick
leave upon retirement as described above, an employee may apply all remaining
sick leave hours as credit towards retirement through the Public Employees'
Retirement System. The employee may also elect to not receive any cash
payment and instead apply all of the unused accrued sick leave towards Sick
Leave Service Credit for a PERS retirement. As sick leave service hours are
reported to CalPERS in terms of days, 8 hours of unused, accrued, unpaid sick
leave will be reported as 1 day of sick leave service credit. Battalion Chiefs
appointed into the unit on or after 7/1/2010 and who work a 56 -hour workweek
will have their unused, accrued, unpaid sick leave hours converted to the 40 hour
equivalent by multiplying the balance of sick leave hours by a factor of .7142857
and reported as 8 hours for each day of sick leave service credit.
7.3.7 Sick Leave Management Policy —The City's Sick Leave Management Policy
Administrative Instruction defines abuse of sick leave as the use of sick leave for
purposes other than illness or injury. Consistent with this policy, the monitoring,
management, maximum sick leave use, and reporting should conform to a general
City standard.
7.3.7.1 Review Standard —Those employees exceeding 56 hours or 7 occurrences
of sick leave per year will be subject to a review of sick leave usage.
7.4 Medical Appointment Leave —An employee may be granted up to 8 hours per year of
leave without loss of salary or benefits for the purpose of going to appointments with
medical doctors or dentists in instances where the employee is reasonably unable to
arrange for such appointments to occur during non -work time. This leave is limited to
the first 8 hours taken to attend medical appointments. All other hours taken for this
purpose will be charged to sick leave.
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Page 17
7.5 Sick Leave as Paid Family Care Leave ( "Kin Care ") — Employees accrue sick leave each
year as defined in the sick leave section of this agreement. In recognition of Labor Code
233, 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.
7.5.1 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.
7.5.2 Leave Amount —The combined total of hours taken for family care purposes
pursuant to Labor Code section 233, including any leave used from the Paid
Family Care Leave provision as defined above, if eligible, shall not exceed one-
half of the employee's annual accrual of sick leave.
7.5.3 Usage — Employees shall be charged kin care leave according to the Sick Leave
Usage section of this agreement (i.e., employees appointed into the unit prior to
7/1/2010 shall be charged 8 hours per 24 -hour kin care leave occurrence while
employees appointed into the unit on or after 7/1/2010 shall take kin care leave at
an hour - for -hour rate).
7.5.4 Concurrent Use of Leave —This leave may run concurrently with any family care
leave permitted under federal or state law.
7.5.5 Leave Accounting —The accounting for sick leave as family care shall be on a
payroll calendar year basis, effective the payperiod including January 1st of each
year.
7.6 Bereavement Leave —An employee may be granted paid leave of absence upon the death
or for the funeral of a family member as defined below.
7.6.1 Definition of Family Member —For the purposes of Bereavement Leave a family
member shall include the employee's spouse, domestic partner registered with the
State of California, child, mother, father, sister, brother, grandmother,
grandfather, mother -in -law, father -in -law, sister -in -law, brother -in -law, daughter -
in -law, and son -in -law. In addition, the department head may grant leave to an
employee for some other person if, in the opinion of the department head, there
exists or existed an extraordinarily close familial relationship between the
employee and such other person.
7.6.2 Leave Within California— Employees working 40 -hour workweeks may be
granted up to a maximum of 24 hours of bereavement leave, per occurrence, and
employees working 56 -hour workweeks will be granted up to 2 shifts for the
death or for attending the funeral of a family member within California.
7.6.3 Leave Outside California — Employees working 40 -hour workweeks may be
granted up to a maximum of 40 hours of bereavement leave, per occurrence, and
employees working 56 -hour workweeks will be granted up to 3 shifts for the
death or for attending the funeral of a family member outside California.
7.7 Industrial Injury Leave —An employee who is temporarily and/or partially disabled from
performing work as a result of any injury or illness, which has been determined to be
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City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
industrially caused necessitating absence from work, shall be entitled to receive paid
injury leave without loss of salary or benefits as provided for in Labor Code Section 4850
and its related sections.
7.8 Military Leave — Military leave shall be granted in accordance with the applicable federal
or state law.
7.9 Pregnancy Disability and Childcare Leave— Employees may be granted 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 or 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 the
California Family Rights Act.
7.10 Disability Leave —After an employee qualifies for long -term disability insurance benefits
in accordance with the requirements of the City's policy, the City shall determine
whether to do the following:
7.10.1 Employment Separation — Separate the employee from his/her position if the
employee is unable to perform the essential functions of his/her job with or
without reasonable accommodation.
7.10.2 Unpaid Leave of Absence —Grant the employee a leave of absence without pay
for any period up to 365 calendar days or a reasonable extension thereof if there is
medical documentation to support the fact that the employee should be able to
return back to work to perform the essential functions of his/her job with or
without accommodation at the end of the leave of absence. If the City grants an
employee a leave of absence without pay for any period and the employee is
unable to resume work prior to or at the expiration of such leave, the City may
subsequently grant additional leave or separate the employee from City service.
An employee, who has been granted a leave of absence without pay, may request
and receive payment for any unused vacation accumulated by the employee. The
City will continue to pay medical, dental, and vision insurance premiums for a
disabled employee until the date upon which employee is separated from City
employment.
7.10.3 90 -day Qualification Period —In cases where an employee has applied for and
qualified for long -term disability benefits, the City will not separate an employee
until the employee from City service until the 90 -day qualification period has
expired, unless the City and the employee agree to an earlier separation date.
Article 8. Recreation Facilities and Programs
8.1 Admission to Classes —All regular employees shall be entitled to free admission to City
recreation facilities and to free enrollment in up to 5 recreational classes during a 12-
month period. (Lab fees or ingredient fees not included.)
8.2 Use of Facilities — Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities on the employee's non -work time.
Employee admission to recreation facilities and recreation classes shall be accomplished
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Page 19
in conformance with the rules and regulations established by the department responsible
for the program.
Article 9. Grievance Procedure
Classified employees are eligible to invoke the Grievance Procedures as noted in the City of
South San Francisco Personnel Rules and Regulations.
Article 10. Disciplinary Action
The City shall take disciplinary action against a classified employee following the procedures set
forth in the City of South San Francisco Personnel Rules and Regulations.
Article 11. Administration of Compensation Plan
11.1 Full and Entire Agreement — Public Safety Managers Unit Compensation Plan sets forth
the full and entire compensation program for members of the group and prior or existing
agreements regarding these matters, whether formal or informal, are hereby superseded
or terminated in their entirety. In the event that the provisions of this Compensation Plan
are found to be in conflict with a City rule, regulation, or Agreement, the provisions of
this Plan shall prevail over such conflicting rule regulation, or agreement.
11.2 Administration of Plan —The City Manager through the Human Resources Director shall
administer the Compensation Plan and may establish such policies, rules, and regulations
as are deemed appropriate to the effective administration of the Plan. Employees shall
comply with such policies, rules, and regulations as established by the City Manager,
who shall be empowered for any purpose deemed by the City Manager to be appropriate
to the circumstances.
11.3 Annual Meeting —On a yearly basis, or more frequently if needed, and prior to making
any revisions to this Compensation Plan, the City will meet with members of the Public
Safety Managers Unit.
Article 12. Signatures
Except as amended herein and hereby, all terms and conditions of the Compensation Plan
between the City of South San Francisco and the Public Safety Managers as set forth originally
in the Plan 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
Page 20
For Public Safety Managers
Keith Wall
Steve Cardosi
City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
For the City
LaTanya Bellow
Rebecca Burnside
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Appendix A
Public Safety Managers Classifications
Those classifications in the Public Safety Managers Unit are the following:
Deputy Fire Chief
Fire Battalion Chief
Fire Marshal
EMS Chief
Deputy Police Chief
Police Captain
Police Lieutenant
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City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
The City of South San Francisco and Public Safety Managers
Sideletter
June 22, 2017
The City and the representatives of PSM will continue to meet, commencing in July 2017 to discuss the parameters
of the MARA plan and leave payouts on separation.
In recognition of the possible consequences of PEPRA on recruitment and promotional incentives, the City and
members from the Public Safety Managers group will meet during the term of this compensation and benefits plan
to discuss possible retirement alternatives or incentives for PEPRA employees.
The parties will make every effort to resolve these outstanding issues by October 15, 2017.
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2017 through June 30, 2022
Published by
Human Resources Department
City of South San Francisco
Street Address:
First Floor City Hall
400 Grand Avenue
South San Francisco CA 94080
Web Site
www.ssf.net
Page 23
Mailing Address:
P. O. Box 711
South San Francisco CA 94083
650/877 -8522 Tel
650/829 -6699 Job Line
650/829 -6698 Fax
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City of South San Francisco
Public Safety Managers Compensation Plan
Julyl, 2017 through June 30, 2022
JOB TITLE JOB CODE EFFECTIVE DATE UNIT PAY RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
EMS BATTALION CHIEF M420 30-JUN-2017 PSM FIRE 80 Hourly Rate 69.79 73.28 76.95 80.80 84.84
EMS BATTALION CHIEF M420 30-JUN-2017 PSM FIRE 80 Bi-Weekly Rate 5583.20 5862.40 6156.00 6464.00 6787.20
EMS BATTALION CHIEF M420 30-JUN-2017 PSM FIRE 80 Monthly 12096.93 12701.87 13338.00 14005.33 14705.60
EMS BATTALION CHIEF M420 30-JUN-2017 PSM FIRE 80
FIRE BATTALION CHIEF (40 HOURS)M205 30-JUN-2017 PSM FIRE 80 Hourly Rate 69.79 73.28 76.95 80.80 84.84
FIRE BATTALION CHIEF (40 HOURS)M205 30-JUN-2017 PSM FIRE 80 Bi-Weekly Rate 5583.20 5862.40 6156.00 6464.00 6787.20
FIRE BATTALION CHIEF (40 HOURS)M205 30-JUN-2017 PSM FIRE 80 Monthly 12096.93 12701.87 13338.00 14005.33 14705.60
FIRE BATTALION CHIEF (40 HOURS)M205 30-JUN-2017 PSM FIRE 80
FIRE BATTALION CHIEF (56 HOURS)M390 30-JUN-2017 PSM FIRE 112 Hourly Rate 49.85 52.34 54.96 57.71 60.59
FIRE BATTALION CHIEF (56 HOURS)M390 30-JUN-2017 PSM FIRE 112 FF 112 BW 5583.2 5862.08 6155.52 6463.52 6786.08
FIRE BATTALION CHIEF (56 HOURS)M390 30-JUN-2017 PSM FIRE 112 FF 112 Monthly 12096.93 12701.17 13336.96 14004.29 14703.17
FIRE BATTALION CHIEF (56 HOURS)M390 30-JUN-2017 PSM FIRE 112
FIRE CHIEF, DEPUTY M110 30-JUN-2017 PSM FIRE 80 Hourly Rate 81.23 85.29 89.56 94.04 98.74
FIRE CHIEF, DEPUTY M110 30-JUN-2017 PSM FIRE 80 Bi-Weekly Rate 6498.40 6823.20 7164.80 7523.20 7899.20
FIRE CHIEF, DEPUTY M110 30-JUN-2017 PSM FIRE 80 Monthly 14079.87 14783.60 15523.73 16300.27 17114.93
FIRE CHIEF, DEPUTY M110 30-JUN-2017 PSM FIRE 80
FIRE MARSHAL M410 30-JUN-2017 PSM FIRE 80 Hourly Rate 68.30 71.72 75.30 79.07 83.03
FIRE MARSHAL M410 30-JUN-2017 PSM FIRE 80 Bi-Weekly Rate 5464.00 5737.60 6024.00 6325.60 6642.40
FIRE MARSHAL M410 30-JUN-2017 PSM FIRE 80 Monthly 11838.67 12431.47 13052.00 13705.47 14391.87
FIRE MARSHAL M410 30-JUN-2017 PSM FIRE 80
POLICE CAPTAIN M280 30-JUN-2017 PSM POLICE Hourly Rate 77.00 80.86 84.89 89.14 93.61
POLICE CAPTAIN M280 30-JUN-2017 PSM POLICE Bi-Weekly Rate 6160.00 6468.80 6791.20 7131.20 7488.80
POLICE CAPTAIN M280 30-JUN-2017 PSM POLICE Monthly 13346.67 14015.73 14714.27 15450.93 16225.73
POLICE CAPTAIN M280 30-JUN-2017 PSM POLICE
POLICE CHIEF, DEPUTY M765 30-JUN-2017 PSM POLICE Hourly Rate 80.79 84.84 89.08 93.52 98.21
POLICE CHIEF, DEPUTY M765 30-JUN-2017 PSM POLICE Bi-Weekly Rate 6463.20 6787.20 7126.40 7481.60 7856.80
POLICE CHIEF, DEPUTY M765 30-JUN-2017 PSM POLICE Monthly 14003.60 14705.60 15440.53 16210.13 17023.07
POLICE CHIEF, DEPUTY M765 30-JUN-2017 PSM POLICE
POLICE LIEUTENANT M275 30-JUN-2017 PSM POLICE Hourly Rate 67.57 70.96 74.50 78.23 82.14
POLICE LIEUTENANT M275 30-JUN-2017 PSM POLICE Bi-Weekly Rate 5405.60 5676.80 5960.00 6258.40 6571.20
POLICE LIEUTENANT M275 30-JUN-2017 PSM POLICE Monthly 11712.13 12299.73 12913.33 13559.87 14237.60