HomeMy WebLinkAboutReso 163-2022 (22-799)
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, 2022 through June 30, 2025
Memorandum of Understanding
between the
International Association of Firefighters
and the
City of South San Francisco
July 1, 2022 through June 30, 2025
Table of Contents
(This index will be updated after final approval)
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 .......................................................................................... 5
5.1 Temporary Fire Captain Compensation ...................................................... 5
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 3
Article Title Page
5.2 Temporary Battalion Chief Compensation ................................................. 5
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.................................................................. 6
5.9 Promotion to Captain .................................................................................. 6
5.10 Fire Apparatus Engineer Compensation ..................................................... 6
5.10.1 Promotion to Fire Apparatus Engineer ........................................... 6
5.10.1.1 Six-month Probationary Period .......................................... 6
5.10.1.2 Twelve-month Probationary Period .................................... 6
5.10.2 Fire Apparatus Engineer Seniority ................................................. 6
5.10.3 “Y-rating” of Fire Apparatus Engineer Base Pay ........................... 6
5.11 Service Incentive Pay .................................................................................. 6
5.12 Education Incentive Pay .............................................................................. 7
5.12.1 Associate’s or Bachelor’s Degree ................................................... 7
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 ................................................................. 8
5.14.4 Current Languages in Effect ........................................................... 8
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 ................................................ 9
6.5.6 Flexible Work Schedules ................................................................... 9
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 4 July 1, 2022 through June 30, 2025
Article Title Page
6.5.7 Vacation Leave................................................................................... 9
6.6 Qualified Fire Investigator Standby Pay 9
6.6.1 Assignment 9
6.6.2 Amount 9
6.6.3 Standby employee Responsibility 9
6.6.4 Standby and Sick Leave 9
6.6.5 Standby and Call-in Pay 9
6.6.6 Standby Day 9
6.7 Qualified Fire Investigator Call-in Pay 9
6.7.1 Rate of Pay 9
6.7.2 Reporting pay Minimum 10
6.8 Safety Inspection Overtime Minimum 10
7 Uniforms .............................................................................................................. 10
7.1 Uniform Allowance ..................................................................................... 10
7.1.1 Uniform Allowance Eligibility .......................................................... 10
7.1.2 Uniform Allowance Amount ............................................................. 10
7.1.3 Uniform Allowance Distribution ....................................................... 10
7.3 Leather Helmet ............................................................................................ 10
8 Benefits ................................................................................................................ 10
8.1 Insurance Benefits ....................................................................................... 10
8.1.1 Medical Insurance .............................................................................. 10
8.1.1.1 Available Plans....................................................................... 10
8.1.1.2 Payment of Premium Costs .................................................... 10
8.1.1.2.1 Employee HMO Medical Premium Cost ................ 11
8.1.1.2.2 Employee Non-HMO Medical Premium Cost ........ 11
8.1.1.3 Effective Dates of Coverage .................................................. 11
8.1.1.4 Medical Plan Advisory Committee ........................................ 11
8.1.2 Dental Insurance................................................................................. 11
8.1.2.1 Effective Dates of Coverage .................................................. 11
8.1.2.2 Employees Hired Before October 27, 2012 ........................... 11
8.1.2.2.1 Enhanced Dental Plan ............................................. 11
8.1.2.3 Employees Hired On or After October 27, 2012 .................. 11
8.1.2.3.1 Core Dental Plan ..................................................... 11
8.1.2.3.2 Buy-up Dental Plan ................................................. 12
8.1.3 Vision Insurance................................................................................. 12
8.1.3.1 Effective Dates of Coverage .................................................. 12
8.1.3.2 Plan ......................................................................................... 12
8.2 Discretionary Benefit Option ...................................................................... 12
8.2.1 Proof of Alternate Insurance .............................................................. 12
8.2.2 Exercising the Option ......................................................................... 12
8.3 Long-term Disability Insurance .................................................................. 12
8.3.1 City Notification ................................................................................ 12
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 5
Article Title Page
8.3.2 Effective Date..................................................................................... 12
8.3.3 Plan Payment ...................................................................................... 12
8.4 Section 125 Plan .......................................................................................... 13
8.4.1 Premium Contribution Plan................................................................ 13
8.4.2 Dependent Care Plan .......................................................................... 13
8.4.3 Unreimbursed Medical Expense Plan ................................................ 13
8.5 Deferred Compensation .............................................................................. 13
8.6 Retirement Benefits ..................................................................................... 13
8.6.1 Retirement Plan .................................................................................. 13
8.6.2 Retirement Formula ........................................................................... 13
8.6.2.1 3% at Age 50 ......................................................................... 13
8.6.2.2 3% at Age 55 ......................................................................... 13
8.6.2.3 2.7% at Age 57 ...................................................................... 13
8.6.3 Optional Provisions Added ................................................................ 13
8.6.3.1 The 1959 Survivor Allowance ............................................... 13
8.6.3.2 Half Continuance ................................................................... 13
8.6.3.3 Sick Leave Service Credit ...................................................... 13
8.6.3.4 Military Service Credit ........................................................... 13
8.6.3.5 Pre-Retirement Optional Settlement 2 Death Benefit ............ 13
8.6.4 City Contribution to Retirement System ............................................ 13
8.6.5 Employee Contribution to Retirement System .................................. 14
8.6.6 Fire Safety Classic Members PERS cost-sharing contribution 14
8.7 Sick Leave at Separation ............................................................................. 14
8.7.1 Payment of Unused Accumulated Sick Leave Accrued after
11/14/85 ............................................................................................. 14
8.7.2 Sick Leave Cap .................................................................................. 14
8.7.3 PERS Service Credit .......................................................................... 15
8.8 Retired Employee Health Benefits .............................................................. 15
8.8.1 Group Medical Insurance for Qualifying Retirees ............................. 15
8.8.2 Medical After Retirement Account (MARA) .................................... 15
8.8.3 Group Dental Insurance for Qualifying Retirees ............................... 15
8.8.4 Group Vision Insurance for Qualifying Retirees ............................... 15
8.8.5 Surviving Spouse Coverage ............................................................... 16
8.9 Medical Insurance for Spouse after Employee or Retiree Death ................ 16
8.10 Retirement Health Savings (RHS) Plan ...................................................... 16
9 Work Schedules and Hours of Work ................................................................... 16
9.1 Normal Hours of Work ............................................................................... 16
9.1.1 On-duty Shift Defined ........................................................................ 16
9.1.2 Off-duty Shift Defined ....................................................................... 16
9.1.3 Tour-of-Duty Defined ........................................................................ 16
9.1.4 Shift Schedule Defined ...................................................................... 16
9.1.5 Rest Periods ........................................................................................ 16
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 6 July 1, 2022 through June 30, 2025
Article Title Page
9.1.6 Time for Reporting for On-duty Shifts .............................................. 16
9.1.7 Departure of Employees from On-duty Shifts ................................... 17
9.1.8 Trade Shifts ........................................................................................ 17
9.2 FLSA Work Period ..................................................................................... 17
9.2.1 Fire Suppression ................................................................................. 17
9.2.2 Non-Fire Suppression Safety Inspectors ............................................ 17
9.3 FLSA Overtime Compensation ................................................................... 17
9.4 Overtime ...................................................................................................... 17
9.4.1 Overtime Defined ............................................................................... 17
9.4.2 Overtime Records............................................................................... 17
9.4.3 Minimum Overtime ............................................................................ 17
9.4.4 Overtime Compensation Rates ........................................................... 17
9.4.4.1 Compensation Rate ................................................................ 17
9.4.4.2 Hold-over ............................................................................... 17
9.4.4.3 Non-emergency Call-in .......................................................... 17
9.4.4.4 Emergency Call-in ................................................................. 18
9.4.4.5 Court Time Minimum ............................................................ 18
9.4.5 Fire 56 Compensatory Time in Lieu of Overtime Pay ....................... 18
9.4.5.1 Program Requirements ........................................................... 18
9.4.5.2 Separation from Unit .............................................................. 18
9.4.6 Exclusion of Trade Time .................................................................... 18
9.4.7 Minimum Staffing .............................................................................. 18
10 Holidays ............................................................................................................... 18
10.1 Authorized Holidays ................................................................................... 18
10.1.1 Full-day Holidays ............................................................................ 19
10.1.2 Half-day Holidays ........................................................................... 19
10.1.3 Shift Holiday Pay for 56-hour Employees ...................................... 19
10.1.3.1 Shift Holiday Pay for Full-day Holidays ............................ 19
10.1.3.2 Shift Holiday Pay for Half-day Holidays ............................ 19
10.1.4 Discretionary Holiday ..................................................................... 19
10.1.4.1 Shift Discretionary Holiday through December 31, 2012 .. 19
10.1.4.2 Discretionary Holiday beginning January 1, 2013 ............. 19
10.1.4 Holiday Compensation for Employees on Industrial Injury or
Illness Leave....................................................................................
19
10.1.5 Holiday Compensation for Employees on Non-industrial Sick
Leave or Family Care Leave ........................................................... 19
10.1.6 Employees Not Eligible for Holiday Compensation ....................... 20
11 Paid Leaves .......................................................................................................... 20
11.1 Vacation ...................................................................................................... 20
11.1.1 Vacation Accrual Rates ................................................................... 20
11.1.2 Vacation Selection .......................................................................... 20
11.1.2.1 Shift Vacation................................................................... 20
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 7
Article Title Page
11.1.2.2 Vacation Staffing ............................................................. 20
11.1.2.3 Unscheduled Vacation Selection ..................................... 20
11.1.3 Vacation Buy-back .......................................................................... 20
11.1.4 Vacation Accumulation ................................................................... 21
11.1.5 Vacation Compensation Payout Upon Separation .......................... 21
11.2 Sick Leave/Non-industrial Injury Illness Leave ......................................... 21
11.2.1 Definition ........................................................................................ 21
11.2.2 Amount of Sick Leave .................................................................... 21
11.2.2.1 Sick Leave Amounts Used for Employees Hired 1/7/97
or Earlier...........................................................................
21
11.2.2.2 Sick Leave Amounts Used for Employees Hired 1/8/97
or Later .............................................................................
21
11.2.3 Sick Leave Request ......................................................................... 21
11.2.4 Approval of Sick Leave Request..................................................... 21
11.2.5 Verification of Illness or Injury....................................................... 21
11.2.5.1 Usual Verification ............................................................ 22
11.2.5.2 Doctor or Nurse Practitioner’s Verification ..................... 22
11.2.6 Prohibition from Engaging in Outside Occupation ......................... 22
11.2.7 Sick Leave Management Plan ......................................................... 22
11.2.7.1 Sick Leave Threshold ....................................................... 22
11.2.7.1.1 Employees Scheduled 56-Hour Workweeks .. 22
11.2.7.1.2 Employees Scheduled 40-Hour Workweeks .. 22
11.2.7.2 Leave Monitoring ............................................................. 22
11.2.7.3 Extenuating Circumstances .............................................. 22
11.2.7.4 Review and Counseling.................................................... 23
11.2.7.5 Sick Leave Management Plan Requirements ................... 23
11.2.7.6 Plan Stipulations .............................................................. 23
11.2.7.6.1 Personal Notification ...................................... 23
11.2.7.6.2 Examination ................................................... 23
11.2.7.6.3 Affidavit ......................................................... 23
11.2.7.6.4 Other Conditions ............................................ 23
11.2.7.7 Disciplinary Process ......................................................... 23
11.2.7.8 Maximum Paid Sick Leave Usage ................................... 23
11.3 Bereavement Leave ..................................................................................... 23
11.3.1 Definition of Family Member for Bereavement Leave................... 23
11.3.1.1 Non-family Member Leave .............................................. 23
11.3.2 Leave Within California .................................................................. 24
11.3.3 Leave Outside California ................................................................ 24
11.4 Medical Appointment Leave ....................................................................... 24
11.4.1 Medical Appointment Leave Charged to Sick Leave for 56-hour
Employees .......................................................................................
24
11.4.2 Medical Appointment Leave Charged to Sick Leave for 40-hour 24
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 8 July 1, 2022 through June 30, 2025
Article Title Page
Employees .......................................................................................
11.5. Sick Leave as Family Care Leave ............................................................... 24
11.5.1 Definition of Family Member for Sick Leave as Family Care
Leave Purposes................................................................................
24
11.5.2 Leave Amount ................................................................................. 24
11.5.3 Concurrent Use of Leave ................................................................ 24
11.5.4 Leave Accounting ........................................................................... 24
11.5.5 Notification Procedures ................................................................... 24
11.5.5.1 Leave Notification ............................................................ 25
11.5.5.2 Leave Verification ............................................................ 25
11.6 Industrial Injury or Illness Leave ................................................................ 25
11.6.1 Administration of Leave ................................................................. 25
11.6.2 Modified-duty Program ................................................................... 25
11.6.3 Prohibition from Engaging in Outside Occupation ......................... 25
11.7 Pregnancy Disability and Childcare Leave ................................................. 25
12 Leave Conversion................................................................................................. 25
12.1 Leave Conversion Factors ........................................................................... 25
12.1.1 56-hour Schedule ............................................................................ 25
12.1.1.1 Sick Leave Conversion .................................................... 25
12.1.1.2 Vacation Leave Conversion ............................................. 26
12.1.1.3 Vacation Buy-back ........................................................... 26
12.1.2 40-hour Schedule ............................................................................ 26
12.1.2.1 Sick Leave Conversion .................................................... 26
12.1.2.2 Vacation Leave Conversion ............................................. 26
12.1.2.3 Vacation Buy-back ........................................................... 26
13 Long-term Disability Program ............................................................................. 26
13.1 Application for Benefits .............................................................................. 26
13.2 Elimination Period ...................................................................................... 26
13.3 City Determination ...................................................................................... 26
13.3.1 Permanent and Stationary Status ..................................................... 26
13.3.2 Temporary Disability Status ........................................................... 26
13.4 Permanent and Stationary Determination ................................................... 27
13.5 Temporary Disability Determination .......................................................... 27
13.6 Permanent and Stationary Determination During Leave of Absence ......... 27
13.7 Accrued Vacation Payment ......................................................................... 27
13.8 Insurance Premium Payment....................................................................... 27
14 Modified-duty Program ........................................................................................ 27
14.1 Modified-duty Program ............................................................................... 27
14.2 Coverage ..................................................................................................... 27
14.2.1 Determination and Required Reports .............................................. 27
14.2.1.1 Assignments ..................................................................... 27
14.2.1.2 Evaluation and Determination.......................................... 28
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 9
Article Title Page
14.2.1.3 Medical Reports ............................................................... 28
14.2.1.4 Review of Assignment ..................................................... 28
14.3 Modified-duty Assignments, Definitions, and Restrictions ........................ 28
14.3.1 Assignments ................................................................................... 28
14.3.2 Impact to Employee ....................................................................... 28
14.3.3 Fire Department Assignments ....................................................... 28
14.3.4 Normal Business Hour Assignments ............................................. 28
14.3.5 Case-by-Case Review .................................................................... 28
14.3.6 Field Emergency Responses .......................................................... 28
14.3.7 Reevaluations ................................................................................. 28
14.3.8 Uniforms ........................................................................................ 28
14.3.9 Holidays ......................................................................................... 28
14.3.10 Vacation Scheduling ...................................................................... 28
14.4 Return-to-Full-duty Status .......................................................................... 29
15 Layoff and Demotion Policy ................................................................................ 29
15.1 Reduction in Force ...................................................................................... 29
15.2 Displaced Employees .................................................................................. 29
15.3 Seniority ...................................................................................................... 29
16 Residence Requirements ...................................................................................... 29
17 Emergencies ......................................................................................................... 29
18 Discipline Provision ............................................................................................. 29
19 Grievance Procedure ............................................................................................ 30
19.1 Definition of a Grievance ............................................................................ 30
19.2 Stale Grievance ........................................................................................... 30
19.3 Informal Discussion with Employee’s Supervisor ...................................... 30
19.4 Formal Written Grievance to Employee’s Battalion Chief ......................... 30
19.5 Waiver of Battalion Chief Review .............................................................. 31
19.6 Grievance to Fire Chief ............................................................................... 31
19.7 Arbitration of Grievance ............................................................................. 31
19.8 Informal Review by the City Manager ....................................................... 31
19.9 Selection of Arbitrator................................................................................. 31
19.10 Arbitrator Review ...................................................................................... 31
19.11 Duty of the Arbitrator ................................................................................ 31
19.12 Payment of Costs ....................................................................................... 31
19.13 Effect of Failure of Timely Action ............................................................ 31
19.14 Non-Union Representation ........................................................................ 32
20 Agreement, Modification, and Waiver................................................................. 32
20.1 Full and Entire Agreement .......................................................................... 32
20.2 Written Modification Required ................................................................... 32
20.3 Waiver ......................................................................................................... 32
20.4 Term of Agreement ..................................................................................... 32
21 Signatures ............................................................................................................. 33
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 10 July 1, 2022 through June 30, 2025
Article Title Page
Appendix
A Classifications ...................................................................................................... 34
B Salary Schedule .................................................................................................... 35
C Union Time Bank ................................................................................................. 36
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 11
Memorandum of Understanding
between the
International Association of Firefighters
and the
City of South San Francisco
July 1, 2022 through June 30, 2025
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, 2022 through June 30, 2025 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—The City shall withhold Union dues and other lawfully permitted
deductions from employees’ salary and remit such withholdings to the Union, provided the
Union certifies in writing to the City that the Union has and will maintain each employees’
authorization for such deductions.
2.3. Authorized Representatives—The Union shall provide and maintain with the Fire Chief a
list of the current officials of the Union, as well as the names of any other persons who are
authorized to officially represent the Union in its dealings with the City. No more than
eight (8) authorized representatives of the Union shall be City employees.
2.3.1. Access—An authorized representative of the Union shall have the right to contact
an individual employee represented by the Union in a City facility during the
employee’s work hours on matters concerning wages, hours, and other conditions of
employment. Prior to entering the employee’s work location, the authorized
representative shall provide reasonable notice to the employee’s immediate supervisor
and shall attempt to arrange contact times, coinciding with an employee’s lunch period
or after 1700 hours and prior to 0800 hours. An employee’s immediate supervisor
shall have the right to make arrangements for a contact location and/or contact time
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 12 July 1, 2022 through June 30, 2025
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 except as approved by the Chief in advance.
2.4.2. Bulletin Boards—The City will furnish adequate space for bulletin boards to be
placed at reasonable locations for the exclusive use of the Union. The Union agrees
to post nothing of a discreditory nature about the City or its employees or that may be
offensive to members of the general public and other visitors to the fire stations. The
Union shall be responsible for maintaining bulletin boards exclusively used by the
Union in an orderly condition and shall promptly remove outdated materials.
2.4.3. Union Reading Files—The Union shall be allowed to maintain a Union reading file
at each represented employee work location. The Union reading file shall be used for
the purpose of distributing material and information, such as recent developments in
employee grievances and other controversial issues that are not suitable for posting on
bulletin boards accessible to the general public and visitors to the fire stations.
2.4.4. Use of Department Equipment, Supplies, and Services—The department shall
allow the Union to locate Union file cabinets at any Fire Station provided it is in a
location that is least disruptive to day-to-day operations as determined by the Fire
Chief or designee. The Union may use a desk at any Fire Station provided that the
department’s needs do not preclude the use of the desk. The Union may be allowed
to use the department’s copy machines, telephones, computer equipment, and supplies
provided that the Union reimburses the department for the cost of such use.
2.4.5. Access to City Records—The Union shall have reasonable access to all public
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 13
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 t o
the extent prohibited by law because of age, sex, sexual orientation, race, religion, ethnic or
national origin, physical and mental disability, political or religious opinions, affiliations, to
the extent to which a person chooses to engage or not engage in Union activities, or any other
basis protected by law.
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, 2022-June 30, 2023) effective the first full pay period following the
adoption of the MOU by Council, six percent (6%);
• Year 2 (July 1, 2023-June 30, 2024) effective the first full pay period of July 2023:
Four percent (4%);
• Year 3 (July 1, 2024-June 30, 2025) effective the first full pay period of July 2024:
three percent (3%).
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 14 July 1, 2022 through June 30, 2025
• Equity adjustments: The classification of Fire Captain shall receive a two percent
(2%) equity adjustment in the first full pay period following ratification and
approval of this Agreement.
There will be no retroactive across-the-board base pay adjustments.
4.3. One-time Payment: The City shall provide a one-time payment to all bargaining unit
members who are employed on the date the check is paid and who were employed between
July 8, 2022 and December 15, 2022. The amount of each check shall be equivalent to 6%
of the enhanced rate of pay in effect at that time for all paid hours, including overtime
between July 8, 2022 and the effective date of the 6% salary increase. This one -time
payment shall be made not later than December 15, 2022.
4.4. Payment of Compensation—Each employee shall be compensated on a biweekly basis
with a level pay plan of 112 hours (average 56-hour week.) Payment will normally be
made on the Thursday immediately following the conclusion of a City pay period. A City
pay period consists of 14-calendar days and begins on a Friday, which is the first day of a
pay period and ends on a Thursday, which is the last day of a pay period.
4.4.1. 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
Article 5. Special Compensation
5.1. Temporary Upgrade Pay
5.1.1. Temporary Fire Captain Compensation—Employees in a classification below the
level of Fire Captain, who are assigned to perform the duties of a Fire Captain for a
period of one full hour or more, shall receive added compensation for all time served.
This compensation shall be at the hourly rate of pay the employee would otherwise
qualify were the employee promoted to the classification, which is Step 4 of the Fire
Captain salary schedule. An employee in a classification below the level of Fire
Captain who is assigned to perform those duties for a period of time less than one full
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City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 15
hour shall not receive additional compensation for any of the time spent in performing
such duties.
5.1.2. Temporary Battalion Chief Compensation—Employees in the classification of Fire
Captain who are assigned to perform the duties of a Battalion Chief for a period of one
full hour or more shall receive added compensation for all time served. This
compensation shall be for all time served at the rate of 5% above the employee’s base
hourly rate of pay or at the hourly rate of pay for which the employee would qualify,
were the employee promoted to the classification of Battalion Chief, whichever is
greater. An employee in the classification of Fire Captain who is assigned to perform
the duties of Battalion Chief for a period of less than one full hour shall not receive
additional compensation for any of the time spent in performing such duties.
5.1.3. Temporary Engineer Compensation—Employees in the classification of
Firefighter or Paramedic/Firefighter who are assigned to engineer duties for a period
of one full hour or more shall receive added compensation. This compensation shall
be for all time served at the rate of 5% above the employee’s base hourly rate of pay
An employee who is assigned to perform the duties of Engineer for a period of less
than one-full hour shall not receive additional compensation for any of the time spent
in performing such duties.
5.2. Temporary Safety Inspector Assignment—Employees in the classification of Firefighter,
Paramedic/Firefighter, or Fire Apparatus Engineer who are assigned to temporary Safety
Inspector duties shall receive an additional 5% compensation above the employee’s base
hourly rate of pay, including incentives.
5.3. Emergency Medical Technician I Fire Service (EMT I FS) Instructor Assignment
Compensation—Employees in the classification of Paramedic/Firefighter who are assigned
to perform the duties of an EMT I FS Instructor shall receive an additional 5%
compensation above the employee’s base hourly rate of pay, including incentives.
5.4. Emergency Medical Technician (EMT) Certification—Employees who maintain an
Emergency Medical Technician certification will receive 2.5% above their base hourly rate
of pay for which the employee otherwise qualifies. Such certification is mandatory for
each employee hired after 6/30/01.
5.4.1. Mandatory EMT Certification—All employees hired into fire suppression positions
after 6/30/01 must maintain EMT certification. The City will continue to provide
training and remedial training to maintain recertification. Effective 7/1/16 EMT
Certification pay was added to base compensation of Fire Apparatus Engineers. Fire
Apparatus Engineers and Paramedic Firefighters are not eligible for special
compensation under this article.
5.5. Paramedic Preceptor Compensation / FTO – Employees in the position of
Paramedic/Firefighter who meet the minimum State of California requirements for field
preceptor (California Code of Regulations, Title 22, Section 100149e) shall receive
monetary compensation for each hour served as a Paramedic Field Preceptor or FTO. The
amount of compensation shall be equal to 5% of the employee’s base hourly rate of pay.
5.6. Technical Rescue Incentive Pay—All members that are qualified and maintain training
according to department standards as defined by the Fire Chief shall receive two-percent
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City of South San Francisco and the IAFF, Local 1507
Page 16 July 1, 2022 through June 30, 2025
(2%) of base salary. Members of the department must complete the required classes to
qualify as an expert in Technical Rescue. Technical Rescue will not be included in Total
Compensation until a simple majority of survey agencies offer a similar benefit.
5.7. SCBA Technician: SCBA certified employees assigned by the Chief as SCBA Technicians
shall receive two-percent (2%) of base salary while assigned.
5.8. PPE Program Manager: Employees assigned by the Chief as PPE Program Managers shall
receive two-percent (2%) of base salary while assigned.
5.9. Promotion to Captain—Employees promoted to Fire Captain shall be placed at Step 4 of
the established Fire Captain salary schedule.
5.10. Fire Apparatus Engineer Compensation—Effective 7/1/16, the base pay for Fire
Apparatus Engineer shall be equal to the base pay for Paramedic Firefighter.
5.10.1. Promotion to Fire Apparatus Engineer—The selection process for the
classification of Fire Apparatus Engineer will be based on seniority and having
completed driver’s training qualifying them to serve as a Fire Apparatus Engineer.
Those employees who promoted to Fire Apparatus Engineer on or after 2/1/02 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.
5.11. Longevity 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 for Longevity
Pay rate of an additional 2.5% above the employee’s base hourly rate of pay. Longevity
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 continue the 5% Accredited Unit incentive pay
pursuant to 5.11. Education Incentive Rate in the 2012-2014 MOU for employees who
had previously qualified under those terms.
5.13. Education Expense Reimbursement Program—An employee who takes a job-related
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 17
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 $5,000 per fiscal year upon the
successful completion of the course and upon the employee achieving a grade of “C” or
better, or passing for a pass/fail course.
5.13.1. Qualifying for the Program—In order to qualify for reimbursement, the employee
must:
5.13.1.1. Deputy Chief Review and Fire Chief Approval—Prior to enrollment, the
employee must submit to the Deputy Chief for review the course description
and a brief explanation regarding why the employee believes the course to be
job-related. Prior to enrollment, the employee must receive written approval of
the Fire Chief.
5.13.1.2. Reimbursement Request—Provided that the Fire Chief finds that the
course is job-related and approves the employee’s request, the employee shall
submit a request for reimbursement to the Deputy Chief that includes a copy of
the department head’s written approval of the course, a copy of the employee’s
course grade, the receipts for all course expenses, and a total amount requested
for reimbursement.
5.14. Bilingual Incentive Rate—
5.14.1. Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures, and demonstrated proficiency in speaking a
second language, shall be compensated at a rate 2.5% higher than the employee’s base
hourly rate of pay. Such compensation shall commence the next payperiod after the
employee has passed a qualifying examination, as determined by the City,
demonstrating proficiency in the language.
5.14.2. Eligibility—To be eligible to participate in this program, employees must speak a
second language used by a segment of South San Francisco population , and must
routinely and consistently be required to communicate in the second language. Once
an employee qualifies as speaking a second language the employee will receive
bilingual pay, even if the population changes and a significant segment no longer
speaks the language.
5.14.3. Language Determination—Languages that are spoken in South San Francisco shall
be determined by reviewing the demographic data from the local school district.
5.14.4. Current Languages in Effect—The following languages shall qualify for an
employee to receive the bilingual incentive pay.
• Spanish
• Tagalog
• Cantonese
• Mandarin
• American Sign Language
5.15 Acting Fire Marshal Compensation–––Employees in the classification of Safety Inspector
II or 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.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 18 July 1, 2022 through June 30, 2025
5.16 The parties acknowledge that the California Public Employees Retirement System
(CalPERS) determines whether compensation is PERSable and that the parties are bound by
the laws and rules governing CalPERS regarding such determination.
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 pay period 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 pay period 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 80 hours in 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 at least 3 days’ notice of the desire for such time off and the time off must
be taken under such conditions as will not interfere with the minimum staffing
and continued functioning of the division.
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 pay period.
6.5.7. Vacation Leave—This leave will accrue, based on the 40-hour workweek rate of:
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 19
Accrual Rate Biweekly Annually
1st through 4th year ................... 4.62 hours ... 120 hours
5th through 14th year ................. 6.16 hours ... 160 hours
15th through 24th year ............... 7.69 hours ... 200 hours
25th and succeeding years ........ 9.23 hours ... 240 hours
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 standby 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.
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.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 20 July 1, 2022 through June 30, 2025
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 $1,100 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 pay periods in November and May. Effective the second pay
period in November, 2022, uniform allowance will be made in twenty-six (26) equal
increments per year. With the allowance received, employees shall be responsible for
procuring and maintaining their uniforms and equipment as listed in the department’s
procedures manual.
7.2. Leather Helmet—After the completion of probation and upon the employee’s request, the
City will purchase for the employee a leather helmet (less the cost of the department issue
helmet). The employee’s cost of the leather helmet will be reimbursed to the City in two
equal payments over a 2-year period. The leather helmet becomes the property of the
employee.
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.
8.1.1.2.1. Employee HMO Medical Premium Cost— E 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
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City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 21
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 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.
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City of South San Francisco and the IAFF, Local 1507
Page 22 July 1, 2022 through June 30, 2025
8.1.3.2. Plan—The vision plan is Vision Service Plan B with a $10.00 copay.
8.2. Discretionary Benefit Option—Employee who can demonstrate to the City’s satisfaction
that they have medical coverage elsewhere, may elect, once each year, to have the City pay
$550 per month in lieu of medical, dental, and vision benefits into the employee’s deferred
compensation account. If an employee exceeds the deferred compensation annual
maximum contribution limit, any remaining City contributions will be made to the
employee’s Medical After Retirement Account (MARA).
8.2.1. Proof of Alternate Insurance—An employee must provide proof of alternate
minimum essential coverage for the employee and the employee’s tax family from
another source, other than coverage obtained through Covered California.
8.2.2. Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human Resources
Department. Employees may change the discretionary benefit option once each year
during the open enrollment period for medical plans, or at another time during the year
provided the employee can demonstrate to the City’s satisfaction a bona-fide need.
8.3. Long-term Disability Insurance—All bargaining unit members shall pay for and maintain
long-term disability insurance coverage with the California Association of Professional
Firefighters or any other approved carrier, subject to the terms and conditions of the City
of South San Francisco Firefighter Association’s contract with this provider. This long-
term disability insurance plan provides up to 77% of the enhanced salary of an employee
who qualifies for such payments.
8.3.1. City Notification—The Association agrees that the long-term disability benefit
provider will inform the City when an employee begins receiving long-term disability
insurance benefits and when the benefits end.
8.3.2. Effective Date—Long-term disability coverage becomes effective the first day of
the month following enrollment and terminates on the day an employee separates from
City employment.
8.3.3. Plan Payment—The City shall provide an amount equivalent to the plan’s costs,
but no more than $35.00 per month per unit member to pay and maintain their long-
term disability insurance. This amount will be given to the Firefighters’
Association on behalf of each bargaining unit member for the long-term disability
coverage, with that amount included on each employee’s W-2 tax statements.
8.4. Section 125 Plan—Subject to the terms and conditions of the IRS and related regulations,
employees may participate in the City’s Section 125 Plan, which consists of a Dependent
Care Program and an Unreimbursed Medical Program. The C ity’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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 23
the IRS annual maximum.
8.5. Deferred Compensation—Employees are eligible to participate in the Deferred
Compensation Plans available to the City, subject to the terms and conditions of each plan
and the IRS.
8.6. Retirement Benefits—
8.6.1. Retirement Plan—Retirement benefits for 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 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—All Fire Safety
Classic members shall pay in addition to the current 9% employee contribution, 3%
of the employer rate, for a total employee commitment of 12%. The contributions
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City of South San Francisco and the IAFF, Local 1507
Page 24 July 1, 2022 through June 30, 2025
will be tax-deferred under IRC section 414(h)(2). Employee contributions will be
credited to each member’s account as normal contributions and will be refundable
to members who separate from CalPERS covered employment and elect to
withdraw their contributions.
8.7. Sick Leave at Separation—
8.7.1. Payment of Unused Accumulated Sick Leave Accrued—Upon death, full service
retirement, or disability retirement, an employee may elect to be paid for half of the
accrued and unused sick leave at the time of the qualifying event. Payment of unused
sick leave hours shall be made at the employee’s enhanced hourly rate of pay. Such
right to payment is deemed a property right and shall not be taken from the employee
without mutually agreed-upon compensation.
8.7.2. Sick Leave 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 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 shal l 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 may apply all remaining sick
leave hours as credit towards retirement through the Public Employees’ Retirement
System. The employee may also, upon death, full service retirement, or a disability
retirement, elect to not receive any cash payment and instead apply all of the accrued
sick leave towards Sick Leave Service Credit for a PERS retirement.
8.8. Retired Employee Health Benefits—
8.8.1. Group Medical Insurance for Qualifying Retirees—An employee who was hired
prior to 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 the City will make for retiree
medical insurance pursuant to this provision equals the monthly monetary contribution
that the City makes for single retiree medical HMO coverage. Retirees will be required
to pay any additional costs of their selected plan in order to receive retiree medical
benefits. An eligible retiree may also elect to continue dependent coverage provided
that the retiree bears the full premium costs for any eligible dependents. A retiree must
continually receive a CalPERS retirement allowance in order to remain eligible to
receive retiree medical insurance contributions. Any retiree that un-retires from
CalPERS and returns to active service with a CalPERS covered ag ency 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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 25
eligible to participate in the Retiree Medical Insurance program described in 8.8.1.
Instead, City shall make a contribution equal to one and one-half percent (1.5%) of
such an employee’s base salary toward a medical after retirement account (VEBA, or
similar vehicle such as RHS plan).
8.8.3. Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled in the
City's group dental plan and retires concurrently with CalPERS and the City. In order
to be eligible for this benefit, the employee must have five years of continuous City
employment at the time of his or her retirement. The retiree bears the full premium
costs for himself/herself and any eligible dependents and will be completely
responsible for these payments and for continuing dental coverage.
8.8.4. Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled in the
City's group vision plan and retires concurrently with CalPERS and the City. In order
to be eligible for this benefit, the employee must have five years of continuous City
employment at the time of his or her retirement. The retiree bears the full premium
costs for himself/herself and any eligible dependents and will be completely
responsible for these payments and for continuing vision coverage.
8.8.5. Surviving Spouse Coverage—The City will allow the spouse of a deceased
employee/retiree to purchase medical insurance from a City-provided medical plan at
the City’s premium rate provided all of the following conditions are met: the
employee/retiree must be enrolled in the health plan prior to death; there is no cost to
the City; the provider does not require a City contribution; and the City is held
harmless if the coverage is discontinued
8.9. Medical Insurance for Spouse after Employee or Retiree Death—A retired employee’s
spouse shall be provided with 2 months of medical insurance coverage at the City’s
expense upon a retiree’s death. The City shall provide up to one year of City-paid medical
coverage to the spouse of an active employee who dies.
8.10. Medical After Retirement Account (MARA)Plan—IAFF Local 1507 member employees
may participate in the MARA Plan to the extent permitted under the existing MARA Plan
policy.
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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 26 July 1, 2022 through June 30, 2025
calendar day. An off-duty shift is signified by the symbol “O”.
9.1.3. Tour-of-Duty Defined—A Tour-of-Duty is a sequence of on-duty and off-duty
shifts patterned as defined in 9.1.4.
9.1.4. Shift Schedule Defined—A shift schedule shall be a series of tours of duty, with 3
different shift schedules. The 2/4 Work Schedule has workweeks and tours of duty.
There are 3 different work shifts in a 24-day cycle as follows:
A Shift XXOOOOXXOOOOXXOOOOXXOOOO
B Shift OOOOXXOOOOXXOOOOXXOOOOXX
C Shift OOXXOOOOXXOOOOXXOOOOXXOO
9.1.5. Rest Periods—During normal on-duty shifts, one rest period shall be permitted
between 0800 hours and 1200 hours and one between 1300 hours and 1700 hours,
provided that such rest periods do not interfere with effective operations.
9.1.6. Time for Reporting for On-duty Shifts—Employees must report for work for their
scheduled on-duty shift no later than 0800 hours.
9.1.7. Departure of Employees from On-duty Shifts—Employees shall not depart from
their on-duty shift and station until properly relieved. Exceptions may be made with
approval from the on-duty Battalion Chief for family emergency or sudden onset of
injury or illness.
9.1.8. 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 Fair Labor
Standards Act (FLSA), pursuant to 29 U.S.C. section 207(k), and each employee is
assigned to a work period for FLSA purposes as follows:
9.2.1. Fire Suppression—The work period is 24 days in length and begins at 0800 and
ends 24 consecutive days later.
9.2.2. Non-Fire Suppression Safety Inspectors—The standard work period is a 7
consecutive-day work period that begins at 12:01 am Friday and ends at 12 midnight
the following Thursday.
9.3. FLSA Overtime Compensation— Notwithstanding the contractual overtime benefits set
forth in this MOU, the FLSA overtime threshold applicable to fire suppression employees
is 182 hours actually worked in the 24 day work period.
9.4. Overtime—
9.4.1. Overtime Defined—Overtime is ordered and authorized work in excess of an
employee’s normal work schedule. The City will credit all paid leave as hours worked
for the purposes of overtime.
9.4.2. Overtime Records—Records of overtime worked shall be maintained in accordance
with procedures established by the Fire Chief.
9.4.3. Minimum Overtime—Except in instances when an employee is unable to depart
from an on-duty shift and station because the employee has not been properly relieved,
no form of overtime payment shall be made where time worked prior to the beginning
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 27
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 t he 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 the
accrued hours of compensatory time per calendar year. Comp time
cash-out is subject to the following:
• Comp time hours shall be compensated at the employee’s enhanced
rate of pay as of the date of the cash out.
• Employees must complete an irrevocable election form and submit
the completed form to the Human Resources Department no later
than December 15 of the calendar year prior to the ye ar of the
desired cash out. Only time accrued during the calendar year
following the irrevocable election may be cashed out.
• Time may be paid out twice annually in May and November as long
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 28 July 1, 2022 through June 30, 2025
as employees have submitted an irrevocable election form in the
prior 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.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 29
Article 10. Holidays
10.1. Authorized Holidays—The City observes the following holidays:
10.1.1. Full-day Holidays—
January 1st ................................ New Year’s Day
Third Monday in January .......... Martin Luther King Birthday
Third Monday in February ........ Washington’s Birthday Observed
Last Monday in May .................
June 19th……………………….
Memorial Day Observed
Juneteenth
July 4th ...................................... Independence Day
First Monday in September....... Labor Day
Second Monday in October ...... Indigenous Peoples 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— Effective the pay period including
January 1, 2023, bargaining unit members shall receive five and one-half percent
(5.5%) of compensation in lieu of observing City holidays. Such payments shall be
allocated to each biweekly pay period. Reporting of Holiday in Lieu Pay for
retirement purposes shall conform to CalPERS regulations requiring reporting of
Holiday in Lieu Pay allocated to each biweekly pay period.
For the period of July 1, 2022 through December 31, 2022 employees shall receive
holiday pay as follows:
10.1.4. 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 pay period in which
a full-day holiday occurs.
10.1.5. 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 pay period in which
a half-day holiday occurs.
10.1.6. Discretionary Holiday— 56-hour employees shall be eligible for 12 hours of
discretionary holiday and 40-hour employees shall be eligible for 8 hours of
discretionary holiday each calendar year. The discretionary holiday accrues in the first
pay period of each calendar year. New hires will accrue the discretionary holiday upon
their appointment as a regular employee with the City. Once accrued, this
discretionary holiday should be used before vacation leave. An employee who has not
used the discretionary holiday by the end of the last full pay period in each calendar
year shall forfeit this benefit that calendar year.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 30 July 1, 2022 through June 30, 2025
10.1.7. Holiday Compensation for Employees on Industrial Injury or Illness Leave—An
employee receiving compensation pursuant to the provisions of Section 4850 of the
Labor Code shall receive the same holiday compensation as the employee would have
received had the employee worked a normal on-duty shift time.
10.1.8. 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.
10.1.9. 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.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 31
11.1.3. Vacation Cash Out—56-hour employees shall be permitted to cash out up to 96
hours of unused but accrued vacation during each calendar year. Forty-hour
employees shall be permitted to cash out up to forty (40) hours of vacation during
each calendar year. Vacation cash-out is subject to the following:
11.1.3.1. Employees must have scheduled at least 80 hours of vacation during the
calendar year in which vacation is cashed out.
11.1.3.2. Employees must maintain a minimum of 80 hours of accrued vacation in
their vacation bank at time of payout.
11.1.3.3. Vacation hours shall be compensated at the employee’s enhanced rate of
pay as of the date of the cash out.
11.1.3.4. Employees must complete an irrevocable election form and submit the
completed form to the Human Resources Department no later than December 15
of the calendar year prior to the year of the desired cash out. Only time accrued
during the calendar year following the irrevocable election may be cashed out.
11.1.3.5. Time may be paid out twice annually in May and November as long as
employees have submitted an irrevocable election form in the prior calendar
year.
11.1.4. Vacation Accumulation—Employees may not accumulate more than two times
their annual accrual amount of vacation hours. Once an employee has accumulated
two times the annual accrual, no further vacation leave will accrue until the pay period
after the vacation balance has been reduced below the two-year cap. The Fire Chief
with City Manager approval shall have the ability to grant an exception to this
provision for bargaining unit members who reach their cap and are unable to use their
vacation due to exceptional circumstances to be defined by the Fire Chief. In these
situations, the Fire Chief with City Manager approval shall have the authority to grant
the bargaining unit member the right to cash out additional vacation or to allow the
member to temporarily exceed the vacation cap.
11.1.5. 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, or other reasons as permitted by law, shall be eligible to
receive sick leave without loss of salary or benefits within the limits set forth below.
11.2.2. Amount of Sick Leave—Employees will accrue 12 hours of sick leave per month of
employment, which may be accumulated without limit.
11.2.3. Sick Leave Request—Employees shall complete and submit a request for paid sick
leave for each occurrence of sick leave in accordance with the policies and procedures
established by the Fire Chief.
11.2.4. Approval of Sick Leave Request—The Fire Chief or designee shall review all sick
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 32 July 1, 2022 through June 30, 2025
leave requests and, if approved, the request shall be granted. The Fire Chief or
designee shall not unreasonably withhold approval of an employee’s sick leave
request.
11.2.5. Verification of Injury or Illness—
11.2.5.1. Usual Verification—An employee requesting paid sick leave shall provide
reasonable verification of the illness or injury, usually in the form of the
employee’s personal affidavit of injury or illness.
11.2.5.2. Doctor or Nurse Practitioner’s Verification—The Fire Chief or designee
may require a verification prepared and signed by a medical doctor, physician’s
assistant, or nurse practitioner, stating that the employee was unable to perform
his or her regular duties and that the employee is able to perform the full scope
of the normal and customary duties of the classification. This verification shall
be required when an employee is absent due to illness or injury for a period of
3-consecutive shifts. In addition, the Fire Chief may require a medical
verification any time there is a reasonable basis to believe that an individual
employee has abused the leave. Such medical verification requests shall not be
unreasonably imposed.
11.2.6. Prohibition from Engaging in Outside Occupation—An employee who is absent
from duty as the result of a non-industrial injury or illness and on paid sick leave shall
not perform duties in any occupation outside of the City service. This requirement is
intended to ensure that an absent employee is doing all that is necessary to facilitate
complete and swift recovery from the injury or illness causing temporary and/or partial
disability and absence from work.
11.2.7. Sick Leave Management Plan—The purpose of the sick leave management plan is
to provide a formal structure to correct excessive sick leave usage. Generally the sick
leave management plan will become operative when an employee fails to respond to
the supervisor’s review and counseling. If circumstances are present that warrant
immediate action, the supervisor, with the approval of the Fire Chief or designee, may
place an employee on a sick leave management plan in conjunction with the review
and counseling of the employee concerning leave usage.
11.2.7.1. Sick Leave Threshold—
11.2.7.1.1. Employees Scheduled 56-hour Workweeks—Employees working
24-hour shifts, who exceed 144 hours or exceed 4 occurrences of sick
leave per calendar year will be subject to a review of sick leave usage.
11.2.7.1.2. Employees Scheduled 40-hour Workweeks—Employees working
40-hour workweeks, who exceed 56 hours or 7 occurrences of sick leave
per calendar year will be subject to a review of sick leave usage.
11.2.7.2. Leave Monitoring—The Fire Chief or designee will monitor sick leave
monthly. Any pattern detected, which meets the threshold defined above, will
be subject to review.
11.2.7.3. 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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 33
suspended by the Fire Chief or designee. Leaves covered by
FMLA/CFRA/PDL shall be excluded from sick leave management review.
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
in medical terminology that indicates the extent the employee is precluded
from performing the job. A generalized medical return-to-work release
signed by a health care practitioner will not suffice in meeting this
requirement.
11.2.7.6.4. Other Conditions—Identify any other condition that the supervisor
deems appropriate for the specific circumstances to further discourage
unwarranted use of sick leave.
11.2.7.7. Disciplinary Process—Failure to adhere to the sick leave management plan
prescribed by an employee’s supervisor will result in disciplinary action.
11.2.7.8. Maximum Paid Sick Leave Usage—An employee who has insufficient sick
leave hours on record to cover absences from the job shall use accrued vacation
prior to receiving authorization for a medical leave of absence without pay.
11.3. 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, child-in-law, parent, parent-in-law, step-parent, sibling, sibling-in-
law, step-sibling, grandparent.
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 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.
11.3.2. Leave Within California—Employees may be granted up to a maximum of 48 on-
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 34 July 1, 2022 through June 30, 2025
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. Protected Sick Leave—Employees are permitted to use up to half of their annual sick
leave accrual, in any calendar year, for the diagnosis, care, or treatment of an existing health
condition of, or preventative care for the employee themselves or any family member as
defined below, or any other purpose required by law.
11.5.1. Definition of Family Member for Sick Leave—For purpose of this section, “family
member” of the employee is defined as follows: a child of any age or dependency
status; a parent; a parent-in-law; a spouse; a registered domestic partner; a grandparent;
a grandchild; or a sibling.
11.5.2. Leave Amount—One-half of the employee’s annual accrual of sick leave is
protected and many be used for any of the purposes identified above.
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 protected sick leave shall be on a payroll
calendar year basis, effective the pay period including January 1st 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
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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 35
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.
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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 36 July 1, 2022 through June 30, 2025
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.
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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 37
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 becom es 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 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.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 38 July 1, 2022 through June 30, 2025
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 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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 39
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
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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 40 July 1, 2022 through June 30, 2025
that the appeal be advanced to arbitration.
Article 19. Grievance Procedure
This grievance procedure shall be applied in resolving grievances filed by employees covered
by this agreement.
19.1. Definition of a Grievance—A grievance is defined as an allegation by an employee or a
group of employees that the City has failed to provide a condition of employment,
established by this agreement, provided that the condition of employment is not a matter
within the discretion of the Fire Chief or the City. 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 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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 41
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.
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
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 42 July 1, 2022 through June 30, 2025
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 b y either party
shall not constitute a precedent in the future enforcement of all its terms and provisions.
20.4. Term of Agreement—The term of this agreement is from July 1, 2022 through June 30,
2025.
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, 2022 through
June 30, 2025 shall remain in full force and effect for the contract term set forth herein.
Signed this ______ day of ________, 2022:
Tim Cantillon, Chief Negotiator Donna Williamson, Chief Negotiator
Todd Rael Leah Lockhart, Human Resources Director
Jesse Lange Mike Futrell, City Manager
Tom Biberston
Caitlin Bucceri
Devin Flannery
Larry Rosales
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 43
Appendix A
Classifications
The current classifications in this unit are the following:
• Paramedic Firefighter Recruit
• Paramedic/Firefighter
• Fire Apparatus Engineer
• Fire Captain
• Safety Inspector I (40-hour schedule)
• Safety Inspector II (40-hour schedule)
• Senior Safety Inspector III (40-hour schedule)
• Deputy Fire Marshal
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 44 July 1, 2022 through June 30, 2025
Appendix B
Salary Schedule
Effective September 30, 2022
JOB TITLE JOB
CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Fire Apparatus Engineer B120 $41.78 $43.87 $46.06 $48.37 $50.78
Fire Apparatus Engineer (40 Hours) B121 $58.48 $61.40 $64.47 $67.70 $71.08
Fire Captain (40 Hours) B101 $65.37 $68.64 $72.07 $75.67 $79.46
Fire Captain (56 Hours) B100 $46.70 $49.04 $51.49 $54.06 $56.76
Paramedic Firefighter B130 $41.78 $43.87 $46.06 $48.37 $50.78
Paramedic Firefighter Recruit (40 Hours) B135 $55.69
Safety Inspector I B200 $56.53 $59.35 $62.32 $65.44 $68.71
Safety Inspector II B195 $62.15 $65.26 $68.52 $71.95 $75.55
Safety Inspector III B190 $66.84 $70.19 $73.70 $77.38 $81.25
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 45
Appendix C
Union Time Bank
The City and the Union agree that a Union Time Bank will be established during the term of this
Agreement. The conditions for use of the bank will be established by mutual agreement, with the
parties making all reasonable efforts to have the Time Bank established and available for use no
later than December 31, 2012. It is understood that the use of the Time Bank cannot result in
financial cost to the City or have an adverse impact on staffing.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
Page 46 July 1, 2022 through June 30, 2025
Appendix D
SIDELETTER OF AGREEMENT
Between the City of South San Francisco and the IAFF Local 1507
The following list of issues are on-going in nature and will take more time to resolve. Therefore,
the parties agree to the following with respect to completing these processes:
1. Personnel Rules and Regulations: The City is in the process of updating the Personnel
Rules & Regulations/Personnel Board Rules and this process will extend beyond this
bargaining process. The City reserves the right to make changes to these rules and
processes during the term of this Agreement subject to meeting all meet and confer
obligations related to any changes.
2. Catastrophic Leave: The City is in the process of developing a catastrophic leave
program. The Cit y agrees to satisfy all meet and confer obligations related to this
program prior to the implementation of the program. The City agrees to hold the first
meeting with the IAFF no later than 90 days from the date of adoption of the successor
MOU. The City plans to complete this process not later than June 30, 2023.
3. Paid Family Leave: The City is in the process of implementing a paid family leave
benefit through the City’s disability insurance program. Prior to implementation the City
will meet with Local 1507 to discuss options for the paid family leave benefits.
4. Workers’ Compensation/Modified Duty/Reasonable Accommodation Policy: The City is
in the process of updating the City processes related to workers’ compensation including
modified duty and the reasonable accommodation process. The City plans to compete
this process no later than June 30, 2023. The City shall meet with Local 1507 at least
quarterly and more frequently by mutual agreement of the parties so that IAFF issues
related to these programs may be address as part of this process. The parties agree to
make contract language changes, if needed, by mutual agreement. The City agrees to
satisfy any meet and confer requirements, if any, that emerge from this process. During
the term of this agreement, the City and Local 1507 will also meet to discuss the
possibility of an Alternative Dispute Resolution (ADR) carve-out program for Worker’s
Compensation and either party may submit a proposal for such a program. The decision
to implement a carve-out program shall only be by mutual agreement and any such
Agreement is subject to approval by the State Division of Worker’s Compensation.
5. Discretionary Benefit Option (DBO): In the event that the parties discover that
contributions to the employee’s deferred compensation account are not eligible under IRS
rules for this program, the parties will promptly meet and confer to bring this plan into
compliance.
Memorandum of Understanding between the
City of South San Francisco and the IAFF, Local 1507
July 1, 2022 through June 30, 2025 Page 47
6. Qualified Fire Investigator/Fire Investigator Standby Pay: Upon request of either party,
the parties agree to meet and confer on the subject of Qualified Fire Investigator Pay and
Qualified Investigator Standby pay. Article 6.6 of this agreement may be modified by
mutual agreement as a result of this meet-and-confer process.
___________________________________ ____________________________________
For the City date For Local 1507 date
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