MEMORANDUM OF UNDERSTANDING
[See Article 22 for definitions]
ARTICLE 1 - PURPOSE AND INTENT
A. It is the intent and purpose of the parties that this Memorandum of Understanding shall set forth rules of pay, hours of work, and other terms and conditions of employment to be observed by the parties in connection with the Peace Officers Unit. The provisions of this Memorandum of Understanding shall apply only to the Members of the Peace Officers Unit (Member) and shall in no way establish terms and conditions of employment of other employees of the Town of Colma who are not Members of that Unit. The classifications included in that Unit are all sworn officers of the Colma Police Department except Reserve Police Officers, Police Recruits, the Commander, and the Police Chief. This agreement has been developed in the interest of promoting and improving employee relations between the Town of Colma (hereinafter referred to as the Town) and the Colma Peace Officers Association (hereinafter referred to as the Association).
B. This Memorandum is entered into pursuant to the Meyers-Milias-Brown Act (GOVERNMENT CODE sections 3500, et seq.) and Subchapter 3.09 of the Administrative Code of the Town.
ARTICLE 2 - REPRESENTATION
A. The Town hereby recognizes the Association as the Recognized Employee Organization to act as bargaining agent for the Peace Officers Unit.
B. The Town shall deduct the Association dues from the Members’ pay checks and transmit such monies to the duly authorized and designated employee organization representative or by direct deposit to the Association’s bank account.
ARTICLE 3 - RIGHTS RESERVED
A. The Association recognizes that the Town has and will continue to retain, whether exercised or not, the unilateral and exclusive right to operate, administer and manage its municipal services and work force performing those services in all respects subject to this Memorandum.
B. The City Manager and Police Chief have and will continue to retain exclusive decision - making authority on matters not officially and expressly modified by specific provisions of this Memorandum and such decision-making shall not be subject in any way, directly or indirectly, to the grievance procedure contained herein.
C. The exclusive rights of the Town shall include, but not be limited to, the right to determine the organization of Town government and the purpose and mission of its constituent agencies, to set standards of service to be offered to the public, and through its management officials to exercise control and discretion over its organization and operations, to establish and effect Administrative Regulations and Employment Rules and Regulations consistent with law and the specific provisions of this Memorandum to direct its employees, to take disciplinary DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
action for just cause, to relieve its employees from duty because of lack of work or for other legitimate reasons, to determine whether goods or services shall be made, purchased or contracted for, to determine the methods, means and personnel by which the Town’s services are to be provided, including the right to schedule and assign work and overtime, and to otherwise act in the interest of efficient service to the community.
ARTICLE 4 - MANAGEMENT OBLIGATIONS
The Town shall, at its own expense, provide to every Member a copy of this Memorandum and all rules, regulations, general and special orders.
ARTICLE 5 - SEVERABILITY
If any article or section of this Memorandum of Understanding or if any chapter or section of the Town’s Personnel Policies referred to in this Memorandum should be found invalid, unlawful, or unenforceable by reason of any existing or subsequent enacted legislation by a court of competent jurisdiction, all other articles and sections of this Memorandum shall remain in full force and effect for the duration of this Memorandum. In the event of invalidation of any article or section, the Town and Association may negotiate regarding that section or article on the anniversary of this Memorandum as provided by Article 8. However, in the event the legislation or decision referred to above affects wages, hours or working conditions, the Town and Association agree to meet and confer within sixty days of the effective date of the legislation or decision to renegotiate said article or section.
ARTICLE 6 - WAIVER
The parties acknowledge that, during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this agreement. Therefore, the Town and the Association, for the life of this agreement, each voluntarily and unqualifiedly waives the right and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this agreement (except as provided in Article 5), even though such subject or matter may not have been within the knowledge and contemplation of either or both parties at the time they negotiated or signed this agreement. However, in the event the Police Chief, the City Manager or the City Council imposes a change in policy regarding the Association which substantially affects wages, hours or other terms and conditions of employment not covered by this Memorandum of Understanding, the Association may request that the Town meet and confer regarding that change.
ARTICLE 7 - MAINTENANCE OF BENEFITS
A. The status of all existing benefits and conditions of employment now enjoyed by classifications represented by the Association shall not be deemed affected by this agreement, except as specifically modified by provisions of this Memorandum.
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B. Except as expressly stated in this Memorandum, where this Memorandum refers to a benefit in the Town’s Personnel Policies, that benefit may only be modified by the Town after meeting and conferring with the Association.
ARTICLE 8 - DURATION AND RENEWAL
Unless otherwise specifically provided herein, this Memorandum of Understanding shall run from July 1, 2024 to June 30, 2026. It shall be automatically renewed from year to year thereafter, with no scheduled salary increases, unless either party shall have notified the other, in writing, at least sixty days prior to the expiration date that it desires to modify the Memorandum of Understanding. In the event that such notice is given, negotiations shall begin within thirty days of delivery of the notice of intent to modify the Memorandum of Understanding.
The parties agree to commence negotiations for a new MoU on or about March 1, 2025.
Among the items to be discussed are the following
• Retention Pay
• Bilingual Assessment Pay
• Shift Differential
• Crisis Intervention Training Pay
• Motorcycle Officer
• Compensatory Time Maximum
ARTICLE 9 - WORK PERIOD AND HOURS
A. The work period established for Members is a regularly recurring period of eighty-four (84) hours in fourteen consecutive days. The Police Chief may, in writing, establish the beginning and ending day and time of a work period.
B. Except as provided in paragraph 9.C, all Members will be on the same fourteen day work period and will be scheduled to work up to eighty-four (84) hours in fourteen consecutive workdays. Members may be assigned to a team concept, working three days one week and four days the following week.
C. The work schedule shall include paid time for meal breaks, except for Members attending training classes and Members attending court sessions, in which case meal breaks shall not be compensable time.
D. Daylight Savings-Standard Time Transition
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(1) In the spring when transitioning to Daylight Savings Time, Members working during the one hour transition from Standard Time to Daylight Savings Time will be paid for actual hours worked. Members working on a shift that includes the one hour transition may be granted an option by the Chief to work an additional hour at his or her base hourly rate or use compensatory time or vacation time to make up for the lost work hour.
(2) In the fall when transitioning to Standard Time, Members working during the one hour transition from Daylight Savings Time to Standard Time will be paid for actual hours worked and overtime pay, if actual hours worked or counted as worked in that work period exceed eighty-four (84) hours in a work period.
ARTICLE 10 - STAFFING LEVELS
The Police Chief shall maintain a minimum of two sworn employees on each shift for patrol purposes.
ARTICLE 11 - SHIFT SELECTION
Members will sign up for shifts by seniority in 6 month increments, for a one year time frame (January through December). Shifts will rotate in January and July of every year and each Member must work six consecutive months on an alternative shift every two years. The police Chief or his designee may assign a Member to an alternate shift at any time for the good of the organization. Members who have not rotated after eighteen months will be assigned to an alternative shift by the Chief or his or her designee.
ARTICLE 12 - SHIFT EXCHANGE
A. All Members may be permitted to substitute for another of equal rank during scheduled work hours, as herein provided. Any Member requesting a trade shall submit a written request to the Police Chief or designee seven days prior to the first day of the trade. No trade shall be made unless the Police Chief or designee approves the trade in writing. The traded shift shall be paid back within the same fourteen-day work period. This shift trading is strictly voluntary on the part of Members and is for their benefit, not the benefit of the Town. The Town shall exclude the hours worked as a trade in calculating overtime.
B. Once the exchange has been signed by both Members and approved by the Police Chief or his or her designee, it will be the responsibility of the person agreeing to work the shift to cover that shift.
ARTICLE 13 - SALARIES
A. Effective in the first pay period beginning after the Council ratifies this MOU, the Town shall pay each Member an amount determined by multiplying the number of hours worked in a pay period by the applicable hourly base rate of pay shown for the Member in Appendix A.
B. FICA and PERS Member Contributions
Each Member shall pay the employee share of FICA (Social Security and Medicare) taxes and the employee's contributions to the Public Employees Retirement System (PERS).
C. Educational Incentiv
e Program
(1) Except as provided in this section, there are no incentive pays.
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(2) This Program is adopted for the benefit of the Members in recognition of certain specified educational achievements. Eligible Members shall receive the specified additional compensation only under one of the formulas:
(a) A four percent increase of his or her hourly base rate shall be provided to Members who possess an Associates of Arts Degree in Administration of Justice, Police Science, or a related field, or an Intermediate POST Certificate. Members with this incentive shall be classified as Police Officer 2 or Police Sergeant 2 and compensated according to Appendix A. Once this salary increase is awarded it shall continue regardless of future promotions to higher non-management positions. However, it shall not be added to the incentive paid for more advanced degrees provided in subsections (b) and (c) below. (b) A six percent increase of his or her hourly base rate shall be provided to Members who possess a Baccalaureate Degree in Administration of Justice, Police Science, or a related field, or an Advanced POST Certificate. Members with this incentive shall be classified as Police Officer 3 or Police Sergeant 3 and compensated according to Appendix A. Once this salary increase is awarded it shall continue regardless of future promotions to higher non-management positions. However, it shall not be added to the incentive paid for a more advanced degree provided in subsection (c) below.
(3) The following Members are eligible for Education Incentive Pay:
(a) A Member who is a regular, non-probationary employee of the Town and has had at least twelve months of sworn law enforcement experience in a municipal law enforcement agency; or
(b) A lateral hire with five years of law enforcement experience when the Police Chief has determined in his or her discretion to grant Education Incentive prior to the conclusion of the Member’s probationary period. (4) Documentation must be provided in order to receive the incentive. It is the Member’s responsibility to forward to the Police Chief the documents which certify eligibility for educational incentives. The incentive will commence on the first day of the pay period following the award date of the degree and/or certificate.
D. Field Training Officer
A Member assigned to serve as a Field Training Officer will receive a five percent differential of his or her base rate as shown in salary tables above for actual hours worked as Field Training Officer, which may be less than an entire shift.
E. Detective
A Member assigned to serve as a Detective will receive a five percent differential of his or her base rate as shown in salary tables above for all hours compensated during the assignment.
F. Officer in Charge
A Police Officer assigned to serve as Officer in Charge will receive a five percent differential of his or her base rate as shown in salary tables above for actual hours worked, which may be less than an entire shift. The Officer in Charge (OIC) assignment and duration is made at the discretion of the Police Chief. Members who are currently under a performance improvement plan, received a sub-standard rating in one or more categories on his or her most recent annual DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
evaluation, or received a written reprimand or more serious discipline within six months from assignment may be restricted from applying for the OIC assignment. A minimum of at least two years of sworn Police Officer experience with the Colma Police Department is preferred.
G. Retention Pay
Effective in the first pay period beginning after Council ratification of this Agreement, eligible Members may begin to receive Retention Pay in the amount of 2.5% for continuous 10 years of Town of Colma service, and an additional 2.5% for 20 years of continuous Town of Colma service, to a combined maximum of 5% Retention Pay. The percentage of Retention Pay shall be calculated on the Members base pay (not including incentive pay or any other differential pay). After the effective date above, Members are eligible for Retention Pay beginning in the first pay period following their anniversary date in which the employee meets its 10 year or 20 year of continuous Town service. For purposes of this section, “continuous” service shall include Town-approved leaves of absence and other leaves required by law.
ARTICLE 14 - OVERTIME AND COMPENSATORY PAY
A. Members will be routinely scheduled to work eighty-four (84) hours in a fourteen-day work period. Members will receive overtime when a Member has worked in excess of eighty- four (84) hours during the fourteen day work period, subject to the provisions below. For purposes of this section, vacation leave that was scheduled and approved at least twenty-eight (28) days prior to the date taken off, sick leave, bereavement leave and training hours will count towards hours worked. Vacation leave not scheduled and approved at least twenty-eight (28) days prior to the date taken off, administrative leave and compensatory time used will not count as hours worked for purposes of this section.
(1) Overtime must be approved in advance by the Police Chief or Designee. (2) The overtime pay rate will be paid as defined in the FLSA. (3) All overtime worked which is less than one hour increments in a work shift shall be compensated in fifteen-minute increments.
B. Notwithstanding the foregoing, the Member may, in his or her sole discretion, take or bank Compensatory Time Off at the rate of one and one-half hours for each hour of overtime worked. A Member’s Compensatory Time Leave Bank will be established with a maximum leave balance of eighty hours.
C. A Member who is subpoenaed to testify on his or her day off at any judicial, civil or administrative hearing, including but not limited to Superior Court, Municipal Court, Traffic Court, DMV hearing, civil deposition or parole hearing, on a matter arising out of the Member's course and scope of employment, shall earn overtime as follows:
(1) While at the place of the hearing, the Member shall earn overtime from the time first required to be there until the time released, except for meal breaks. The Member will be paid for only one block of time in a day, regardless of the number of matters that may require the Member's appearance. Except for the circumstances described in paragraphs (2) and (3), the Member will earn a minimum of four hours of overtime for the day.
(2) If placed on telephone standby by the District Attorney, the Member shall earn two h
ours of overtime for all time on standby. If the Member is called to court, he or she DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
will receive overtime from the time first required to be there until the time released, except for meal breaks. The Member called to court will receive court overtime in lieu of standby overtime. In all cases, Members must have authorization from a supervisor prior to accepting the telephone standby.
(3) When a Member is required to be at the place of the hearing within four hours prior to his or her shift, the Member shall earn overtime from the time first required to be at the hearing until the beginning of his or her scheduled shift, except for meal breaks. When a Member is required to be at the place of the hearing within one hour after his or her shift, the Member shall earn overtime from the end of his or her shift until the time released, except for meal breaks.
(4) While testifying by telephone, Members shall earn overtime for the time the Member is required to be on the telephone.
D. A Member who is called to work within four hours of the start of his or her shift will receive at least one hour of regular pay, if actual time worked is less than one hour, and overtime pay, if actual hours worked or counted as worked in a work period exceed eighty-four (84) hours.
E. A Member, who is called to work on his or her day off, or after having been relieved of duty for the day at least one hour prior, shall earn overtime for the time the Member is called back, with a minimum of four hours of overtime. If the callback shift exceeds four hours, the Member will be compensated overtime on an hour for hour basis after the first four hours.
F. All training scheduled on a Member’s day off will be compensated on an hour for hour basis and overtime pay, if actual hours worked or counted as worked in a work period exceed eighty-four (84) hours. Firearms training will normally be conducted while the Member is on duty. If the Member must attend the range while off duty, he or she will be limited to two hours per quarter and will be compensated on an hour for hour basis and overtime pay as required by FLSA. The first quarter begins in January of every year.
G. K-9 handlers will receive seven hours of overtime pay per pay period to compensate for any work after scheduled hours that may be required to feed and care for the canine unit in Member’s charge.
ARTICLE 15 - HOLIDAY PAY
A. In lieu of holiday pay, Members will be paid additional compensation at the rate of five percent of his or her base hourly rate of pay according to his or her classification as shown in salary tables above for all hours except overtime. Said compensation shall be paid at the same time and manner as the Member is usually paid his or her salary, without regard for the number of holidays occurring or worked during the pay period and will be included in the FLSA overtime calculation. This policy is in lieu of the holiday schedule and holiday leave policy set forth in the Town’s Personnel Policies
.
B. Notwithstanding the above, Members who work on designated significant holiday shifts will be compensated at one and a half (1.5) times his/her base rate as defined in the salary tables. The designated significant holiday shifts are 6:00pm to 6:00am on Thanksgiving, DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
December 24 and December 31 and 6:00am to 6:00pm on Thanksgiving, December 25 and January 1.
Change City Holidays by deleting Lincoln’s Birthday for Juneteenth.
ARTICLE 16 - LEAVES
A. Vacation Leave
(1) Sign up for vacation periods for the upcoming calendar year shall be completed by December 31. Any Member who has not signed up for all vacation time he or she is entitled to by midnight on December 31 shall lose all priority he or she is entitled to because of higher seniority.
(2) A Member may accrue unused vacation time up to two times the number of hours the Member may earn in one year. For example, a Member with two years of service may accrue up to one hundred-sixty (160) hours of unused vacation time while a Member with more than fifteen years of service may accrue up to four hundred (400) hours.
(3) Once a Member has accrued the maximum number of unused vacation hours set forth in Article 16A(2) above, the Member shall not earn any additional vacation hours until vacation is utilized to bring the amount of accrued vacation below the applicable cap or vacation is cashed out as permitted by this policy. 4) A Member may cash out a portion of his/her accrued vacation hours in accordance with Town’s Personnel Policies.
B. Personnel Leave
Notwithstanding the provisions of the Town’s Personnel Policies regarding Leaves:
(1) A Member shall accrue personal leave (as defined in the Town's Personnel Policies) while on disability leave of absence under Labor Code section 4850. (2) Members will accrue sick leave at a rate of eight hours per month. (3) Upon separation of employment with the Town, a Member is not entitled to be paid for his or her accrued and unused sick leave except as follows:
(i) a Member hired prior to or on July 1, 2019 who is eligible for and who has applied for retirement under the California Public Employees Retirement System within sixty (60) days of separation from the Town may, at the Member's option, convert unused and accrued sick leave to additional PERS service credit or be paid for unused and accrued sick leave, provided that the number of hours to be converted or paid shall not exceed 1,092 hours.
(ii) a Member hired after July 1, 2019 who is eligible for and who has applied for retirement under the California Public Employees Retirement System within sixty (60) days of separation from the Town may, at the Member's option, convert unused and accrued sick leave to additional PERS service credit provided that the number of hours DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
to be converted shall not exceed 1,092 hours. Accrued but unused sick leave shall have no cash value at separation for such Members.
(4) Nothing herein shall prevent a Member from accruing sick leave beyond 1,092 hours and, while employed, taking paid sick leave from the total amount of accrued sick leave in accordance with the Town’s Sick Leave Policy.
C. The Town will administer Family Leave in accordance with state and federal law.
ARTICLE 17 - REIMBURSEMENTS
A. Uniform and Equipment Allowance
(1) The Town agrees to pay to full-time Members a uniform allowance. The amount of the annual allowance shall be one thousand and twenty-five dollars ($1,025). Payment of the uniform allowance shall be paid a pro-rata amount on each paycheck (for example $1,025 divided by 26 = $39.43 per pay period). A one-time payment shall be issued on the next regular pay period after ratification of this MOU which shall equal to amounts earned March 1, 2016 to the date of contract ratification. This uniform allowance is not CalPERS reportable compensation for Members hired on or after January 1, 2013, who were never members of a public employee retirement system or who had a break in service of more than six months. (2) A Member shall not be required to purchase any item that the Town is required by law to provide to peace officers.
(3) The service weapon for new Members or for current Members who need to replace their existing personal weapon, shall be the service weapon provided and maintained by the Town at the Town’s own expense, or a weapon provided and maintained by the Member which the Police Chief has approved. Upon termination of employment for any reason, a Member using a service weapon provided by the Town shall return the weapon to the department.
(4) The Town shall provide, at the Town’s own expense, new full-time Members an initial uniform consisting of the items determined by the Chief and approved by the City Manager.
B. Damage to Personal Property and Uniforms
(1) The Town shall reimburse a Member for damage to uniforms that are damaged during duty hours or while stored in their locker at a Town facility, providing that the Member made a reasonable effort to safeguard the uniform. This reimbursement shall be made on approval of the Police Chief.
(2) The Town
shall reimburse a Member for damage of personal property in the performance of his/her duty, subject to the following restrictions:
(a) The maximum reimbursement for items of personal property necessity such as eye glasses and hearing aids shall be two hundred dollars ($200.00).
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(b) The maximum reimbursement for the damage of all other personal property shall be fifty dollars ($50.00).
(c) Requests for reimbursement for the damage of personal property must be made within the shift in which the damage occurs.
(d) Reimbursement of damaged property must be approved by the Police Chief.
C. Tuition Reimbursement
Regular, full-time Members shall be entitled to the Tuition Reimbursement benefits as described in the Town’s Personnel Policies.
ARTICLE 18 - RETIREMENT, HEALTH AND WELFARE BENEFITS
A. PERS Retirement
(1) Classic – Tier One Hired before August 1, 2012
Members hired before August 1, 2012, that are enrolled in the California Public Employees Retirement System (PERS) shall receive a retirement allowance under the “3% at 50 Modified," formula, One-Year Final Compensation retirement plan, to the extent provided by law.
(2) Classic – Tier Two Hired on or after August 1, 2012 Members hired on or after August 1, 2012, including Members hired on or after January 1, 2013 who are not classified as “new members” (as defined in Gov’t Code 7522.04(f)) under Public Employees’ Pension Reform Act (PEPRA), that are enrolled in PERS shall receive a retirement allowance under the “3% at 55 Modified” formula, Three-Year Final Compensation retirement plan, to the extent provided by law.
(3) PEPRA - Hired on or after January 1, 2013
Members hired on or after January 1, 2013, who are classified as “new members” (as defined in Gov’t Code 7522.04(f)) under PEPRA, that are enrolled in PERS shall receive a retirement allowance under the “2.7% @ 57 formula”, Three-Year Final Compensation retirement plan, to the extent provided by law.
(4) Each Member shall contribute to PERS the employee’s rate of contribution required by law relevant to his/her retirement formula, as may be amended from time to time by the State of California. The Member does not have the right to directly receive the Member’s PERS contribution in lieu of payment to PERS. The Town shall contribute all other costs and contributions necessary to implement this plan. If the Employer’s contribution required by PERS increases over the present contribution, the Town shall pay the increase; if the Employer’s contribution decreases, the Town shall keep the savings.
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B. Deferred Compensation Plan
As to any Member who participates in the Town’s deferred compensation plan, the Town will pay a sum equal to the amount withheld from salary by the Member and contributed to the Plan, up to one hundred dollars ($100) per month. The City Manager may establish reasonable rules and procedures for implementing this plan. If the additional sum contributed by the Town causes the Member’s contribution to exceed the maximum amount allowed under federal law as deferred compensation, then such sum shall be reported as taxable income of the Member.
C. Dental, Vision, and Life Insurances
Dental, vision, and life insurance are as provided in the Town’s Personnel Policies, except that Members hired on or after January 1, 2008, will not receive Town-paid dental benefits upon retirement. Members hired prior to January 1, 2008, will continue to receive Town-paid dental benefits upon retirement to the same extent as other miscellaneous Town employees.
D. Medical Insurance
(1) PEMHCA Minimum Con tribution
The Town contracts with PERS pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA) for the purpose of providing eligible Members, dependents and annuitants with access to medical insurance. The Town shall revise its current PEMHCA contract with CalPERS through the adoption of a new PEMHCA resolution to provide that the Town shall pay to PERS, on behalf of each eligible active Member and each retired Member who qualifies for retiree medical benefits, a monthly employer contribution equal to the minimum contribution required under Section 22892(b)(2) of PEMHCA (PEMHCA Minimum). This amount is established by CalPERS and may change annually.
Pursuant to PEMHCA and relevant PERS regulations, a retired Member will qualify for retiree medical benefits if his or her retirement from the Town is effective within 120 days of his or her separation from employment with the Town and the retired Member receives a retirement allowance from CalPERS resulting from his or her service with the Town (Annuitant). Annuitants are eligible to continue health coverage under PEMHCA.
An Annuitant will receive the PEMHCA Minimum regardless of hire date.
Supplemental benefits will be provided to Active Members and Annuitants in accordance with the terms set forth in Sections (2), (3) and (4) below. (2) Supplemental Ben
efit for Active Members
The Town offers an Internal Revenue Code Section 125 Plan (Plan) which contains premium conversion, health care reimbursement and dependent care reimbursement as available benefits. The availability of the Plan is contingent on compliance with State and Federal rules and regulations. The Town and Association DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
agree to meet and confer if any part of the Plan is found to be noncompliant regarding a replacement provision. In addition to the PEMHCA Minimum, the Town contributes for eligible Active Members an additional amount to be used to pay for premiums for Health Insurance Coverage through the Plan. The amount of the additional monthly contribution for each Active Member’s PERS health insurance premium is based on the date of hire. An Active Member may not use the contribution for other reasons.
(i) Active Members Hired Prior to June 1, 2008 (Tier A) Active Members hired prior to June 1, 2008, will receive a contribution under the Plan equal to the full cost of the PERS health plan selected, for which he or she and his or her dependents are eligible and enrolled, minus the PEMHCA minimum contribution.
The Town may not require Tier A Active Members to pay or contribute premiums for medical or hospital insurance unless the Town has first met with and obtained the agreement of the Association.
(ii) Active Members Hired on or after June 1, 2008 but on or before June 30, 2012 (Tier B)
Active Members hired on or after June 1, 2008 and on or before June 30, 2012, will receive a contribution under the Plan equal to the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of second most costly plan offered by CalPERS, minus the PEMHCA Minimum. Members may select enrollment in a plan that exceeds the maximum Employer contribution and the difference in cost will be paid by the Member through payroll deductions.
(iii) Active Members Hired on or after July 1, 2012 but on or before December 31, 2016 (Tier C)
Active Members hired on or after July 1, 2012 and on or before December 31, 2016, will receive a contribution under the Plan in the same amount and manner as Active Members described in Tier B (section ii) above. (iv) Active Members Hired on or after January 1, 2017 (Tier D) Active Members hired on or after January 1, 2017, will receive a contribution under the Plan in the same amount and manner as Active Members described in Tier B (section ii) above.
(3) Supplemental Ben
efit for Annuitants Originally Hired Before January 1, 2017 DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
In addition to the PEMHCA Minimum, each Annuitant hired by the Town on or before December 31, 2016 is eligible for an Employer contribution, as set forth below, to be used for reimbursement of additional medical costs under a Retiree Health Reimbursement Arrangement (HRA) established by the Employer. Receipt of Reimbursements may be made through a third-party administrator and subject to administrative requirements.
(i) Annuitants Who Were Originally Hired Prior to June 1, 2008 (Tier A) Annuitants hired by the Town prior to June 1, 2008, will receive a monthly HRA contribution equal to the monthly cost of the PERS health plan selected, for which he or she and his or her dependents are eligible and enrolled, minus the PEMHCA Minimum.
The Town may not require Tier A Annuitants to pay or contribute premiums for medical or hospital insurance unless the Town has first met with and obtained the agreement of the Association.
(ii) Annuitants Who Were Originally Hired on or after June 1, 2008, but on or before June 30, 2012 (Tier B)
Annuitants hired by the Town on or after June 1, 2008, but on or before June 30, 2012, will receive an HRA contribution equal to the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of second most costly plan offered by CalPERS, minus the PEMHCA Minimum.
(iii) Annuitants Who Were Originally Hired on or after July 1, 2012 but on or before December 31, 2016 (Tier C)
Annuitants hired by the Town on or after July 1, 2012, but on or before December 31, 2016, who have five years of service with the Town and at least ten years of total PERS service credit, will receive an HRA contribution equal to the “applicable percentage” of the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of the second most costly plan offered by PERS, as adjusted by the “applicable percentage”, minus the PEMHCA Minimum.
The “applicable percentage” shall be determined on the basis of the Annuitant’s years of service (with a minimum of five years of service with the Town) pursuant to the following vesting schedule:
CREDITED YEARS OF
SERVICE
APPLICABLE PERCENTAGE
10 50% 11
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11 55%
12 60%
13 65%
14 70%
15 75%
16 80%
17 85%
18 90%
19 95%
20 or More 100%
Notwithstanding the preceding service requirement, the contribution payable by the Town shall be equal to 100 percent of the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of second most costly plan offered by CalPERS, minus the PEMHCA Minimum, on behalf of any annuitant who retired for industrial disability.
This benefit is structured in accordance with the PERS statutory vesting schedule in Government Code Section 22893 such that Tier C Annuitants will receive retiree medical benefits calculated in accordance with the statutory vesting schedule and related provisions of Section 22893, as it may from time to time be amended, provided that only the PEMHCA Minimum will be paid directly to CalPERS and the remaining amount, as described in the first paragraph of this Section (D)(3)(iii), will be provided to Tier C Annuitants in the form of a reimbursement under the terms of the HRA.
(iv) Retiree Health Benefit Preserved in Event of Reinstatement and Subsequent Retirement
In accordance with AB 410 (2013), as codified in Government Code Section 22838, an Annuitant eligible for retiree health benefits pursuant to Section (D)(3)(i), (ii) or (iii) who reinstates from retirement may, upon his or her subsequent retirement, elect to enroll in a health benefit plan approved or maintained by CalPERS as an annuitant of the Town and receive the applicable benefit under Section (D)(3)(i), (ii) or (iii), if all of the following apply:
(a) The subsequent retirement occurs on or after January 1, 2014; (b) The Annuitant is eligible for retiree health coverage through the Town prior to reinstatement from retirement;
(c) The subsequent retirement occurs within 120 days of separation; and
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(d) The retiree health contribution available from the Town is higher than the retiree health contribution from the employer through which the subsequent retirement occurs.
To the extent that the Town’s conversion to the PEMHCA Minimum causes the requirement at (d) above to fail and, as a result, the Annuitant enrolls in a PERS health benefit plan through the subsequent employer, the Town shall cause the difference between the total benefit described in Section (D)(3)(i), (ii) or (iii), as applicable, and the retiree health benefit to which he or she is entitled under the subsequent employer, to be paid to the Annuitant in the form of a reimbursement under the HRA of substantiated expenses for a PERS health insurance plan in which he or she has enrolled.
(4) Retirement Health Savings Program (RHSP)
As soon as administratively possible, the Town will establish a Retirement Health Savings Program (RHSP). The RHSP will use a third-party administrator selected by the town. The design of the RHSP is intended to be a tax advantaged savings plan to be used exclusively for qualifying medical expenses during retirement. (i) Mandatory Participation - Members Hired on or after January 1, 2017 Members hired on or after January 1, 2017 receive a monthly Employer contribution to an individual account under the RHSP. The Town shall contribute to the Member’s individual RHSP account an amount equivalent to two- and one- half percent (2.5%) of the Member’s monthly base salary as shown in the Town’s adopted salary schedule. The base salary for the initial month of service and final month of service shall be prorated based on actual base salary paid in those months.
The member shall contribute to the Member’s individual RHSP account an amount equivalent to one- and one-half percent (1.5%) of the Member’s monthly base salary as shown in the Town’s adopted salary schedule. The base salary for the initial month of service and final month of service shall be prorated based on actual base salary paid in those months.
(v) Optional Participation - Members Hired Prior to January 1, 2017 Members hired prior to January 1, 2017 may exercise a one-time irrevocable election and waiver as defined in the RHSP Plan Document. Any Member who elects to receive the RHSP benefit shall receive the same benefit as described in Section (D)(4)(i) above and will no longer receive the benefits in Section (D)(3) above.
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E. Health Club Membership
Health Club Membership benefits are as provided in the Town’s Personnel Policies.
F. Funeral Expenses
The Town shall pay fifteen thousand dollars ($15,000) to the executor, administrator or personal representative of the estate of, or to the trustee authorized to pay funeral expenses for, any Member killed in the line of duty.
ARTICLE 19 - PAYROLL ERRORS
A. To ensure that system or other errors which affect a Members pay are processed in an efficient and effective manner, the Town shall notice the affected Member as soon as practicable.
B. Payroll errors detected by a Member shall, as soon as practicable, be communicated to the City Manager, or his or her designee. In the case of under payment, the City Manager or his or her designee will process the appropriate adjustments as soon as practicable.
C. Payroll errors identified by the City Manager or his or her designee will be communicated to the Member either directly or through the Police Chief.
D. Under payments will be processed as soon as practicable.
E. In the event of an overpayment, the City Manager or his or her designee will determine a reasonable repayment schedule and inform the Member of the schedule directly or through the Police Chief. The affected Member shall be given an opportunity to discuss the repayment schedule and, if necessary, to request a reasonable adjustment to it. Factors considered in determining a reasonable adjustment to the repayment schedule include but are not limited to, the Member’s normal salary, and other financial obligations of the Member. The Town and the Association agree that the Town will use any and all legal remedies to recover any salary overpayment made to the Member from the Member’s wages in the event that (1) the Member does not respond within five working days of being notified of the overpayment or (2) mutual agreement on the repayment schedule is not achieved within ten working days of the Member being notified of the overpayment.
ARTICLE 20 - GRIEVANCE PROCEDURE
Grievance procedures are provided as stated in the Town’s Personnel Policies.
ARTICLE 21 -
SAFETY VESTS
The parties have met and conferred and agreed to the Town’s Safety Vest Policy.
ARTICLE 22 - DEFINITIONS
As used in this Memorandum:
“Base rate” means the hourly rate of pay, by each job classification shown in the tables in Appendix A of this Memorandum.
“Personnel Policies” means the provisions, policies and regulations adopted by the City Council DocuSign Envelope ID: 50B39089-C29E-463C-AF55-A616294B701D DocuSign Envelope ID: 9663C41B-F57B-4EA4-8542-214670CD78A8 Peace Officers Association MoU24-
as Chapter Three of the Colma Administrative Code, or its successor, and the procedures and regulations adopted by the City Manager to implement the provisions of Chapter Three of the Colma Administrative Code or its successor.
“Designated Significant Holiday Shifts” are defined in paragraph 15.B.
ARTICLE 23 - TRANSITION
A. Upon execution, this Memorandum of Understanding will supersede the Memorandum of Understanding between the parties and for the period from July 1, 2024 to June 30, 2026.
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BASE RATE SALARY TABLES
Appendix A
Appendix A Salaries
July 7, 2024 – an across the board wage increase of 3.8% (Pay date 7/26/2024) December 22, 2024 – an across the board wage increase of 2% (Pay date 1/10/2025) contingent upon the passing of the increase in sales tax November 5, 2024 June 22, 2025 – an across the board wage increase of 2% (Pay date 7/11/2025) December 21, 2025 – an across the board wage increase of 2% (Pay date 1/09/2026)
ATTACHMENT C
Res 2024-__, Approving Dispatch MOU 2024-2026 Page 1 of 2 RESOLUTION 2024-__
OF THE CITY COUNCIL OF THE TOWN OF COLMA
RESOLUTION APPROVING MEMORANDUM OF UNDERSTANDING
BETWEEN THE TOWN OF COLMA AND THE COLMA POLICE
COMMUNICATION/RECORDS ASSOCIATION FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30, 2026 PURSUANT TO CEQA GUIDELINE 15378
The City Council of the Town of Colma does hereby resolve as follows:
1. Background.
(a) The Town’s MOU with the Dispatch/Records Association expired on June 30, 2024. (b) Upon direction from the City Council, the City Manager and the Town’s labor negotiator began labor negotiations prior to the expiration on the existing contract. Negotiations on the successor agreement with each association began in July of 2024 and were completed in August of 2024.
(c) Staff is now presenting the formal MOU detailing the conclusion of the labor negotiation terms for City Council consideration and approval.
2. Order.
(a) The City Council hereby approves the Memorandum of Understanding between the Town of Colma and the Colma Police Communication/Records Association (Dispatch) for the time period of July 1, 2024 through June 30, 2026 , which is attached hereto a s Exhibit A. This MOU shall supersede the prior MOU upon its execution.
(b) The Mayor shall be, and hereby is, authorized to execute the Memorandum of Understanding, subject to any changes in form or technical language approved by the City Manager and City Attorney.
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ATTACHMENT C
Res 2024-__, Approving Dispatch MOU 2024-2026 Page 2 of 2
Certification of Adoption
I certify that the foregoing Resolution No. 2024 -__ was duly adopted at a regular meeting of said City Council held September 11, 2024 by the following vote:
Name Voting Present, Not Voting Absent
Aye No Abstain Not Participating
John Irish Goodwin, Mayor
Ken Gonzalez, Vice Mayor
Helen Fisicaro, Councilmember
Joanne F. del Rosario,
Councilmember
Carrie Slaughter,
Councilmember
Voting Tally
Dated ______________________ ___________________________________ John Irish Goodwin, Mayor
Attest: ____________________________
Michelle Estabillo, City Clerk
ATTACHMENT D
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF COLMA
AND
THE COLMA POLICE COMMUNICATIONS/RECORDS
ASSOCIATION
July 1, 2024 - June 30, 2026
Amended 8-28-24
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TABLE OF CONTENTS
Page
ARTICLE 1 - PURPOSE AND INTENT .................................................................................................. 2 ARTICLE 2 - REPRESENTATION ....................................................................................................... 2 ARTICLE 3 - RIGHTS RESERVED...................................................................................................... 2 ARTICLE 4 - MANAGEMENT OBLIGATIONS ....................................................................................... 3 ARTICLE 5 - SEVERABILITY .............................................................................................................. 3 ARTICLE 6 - WAIVER ......................................................................................................................... 3 ARTICLE 7 - MAINTENANCE OF BENEFITS ....................................................................................... 3 ARTICLE 8 - DURATION AND RENEWAL .......................................................................................... 4 ARTICLE 9 - WORK PERIOD AND HOURS ........................................................................................ 4 ARTICLE 10 - STAFFING LEVELS ...................................................................................................... 4 ARTICLE 11 - SHIFT SELECTION ...................................................................................................... 4 ARTICLE 12 - SHIFT EXCHANGE ...................................................................................................... 5 ARTICLE 13 - SALARIES .................................................................................................................... 5 ARTICLE 14 - OVERTIME AND COMPENSATORY PAY ...................................................................... 6 ARTICLE 15 - HOLIDAY PAY .............................................................................................................. 7 ARTICLE 16 - LEAVES........................................................................................................................ 8 ARTICLE 17
- REIMBURSEMENTS .................................................................................................... 9 ARTICLE 18 - RETIREMENT, HEALTH AND WELFARE BENEFITS .................................................. 10 ARTICLE 19 - PAYROLL ERRORS .................................................................................................... 16 ARTICLE 20 - GRIEVANCE PROCEDURE ........................................................................................ 16 ARTICLE 21 - SAFETY VESTS .......................................................................................................... 16 ARTICLE 22 - DEFINITIONS ............................................................................................................. 16 ARTICLE 23 - TRANSITION .............................................................................................................. 17 DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 2
MEMORANDUM OF UNDERSTANDING
[See Article 22 for definitions]
ARTICLE 1 - PURPOSE AND INTENT
A. It is the intent and purpose of the parties that this Memorandum of Understanding shall set forth rules of pay, hours of work, and other terms and conditions of employment to be observed by the parties in connection with the Police Clerical/Dispatching Employees Unit. The provisions of this Memorandum of Understanding shall apply only to the Members of the Police Clerical/Dispatching Employees Unit (Member) and shall in no way establish terms and conditions of employment of other employees of the Town of Colma who are not Members of that Unit. The classifications included in that Unit are Police Dispatcher/Clerk and Police Dispatch/Records Supervisor. This agreement has been developed in the interest of promoting and improving employee relations between the Town of Colma (hereinafter referred to as the Town) and the Colma Police Communications/Records Association (hereinafter referred to as the Association).
B. This Memorandum is entered into pursuant to the Meyers-Milias-Brown Act (GOVERNMENT CODE sections 3500, et seq.) and Subchapter 3.09 of the Administrative Code of the Town.
ARTICLE 2 - REPRESENTATION
A. The Town hereby recognizes the Association as the Recognized Employee Organization to act as bargaining agent for the Police Clerical/Dispatching Employees Unit.
B. The Town shall deduct the Association dues from the Members' pay checks and transmit such monies to the duly authorized and designated employee organization representative or by direct deposit to the Association's bank account.
ARTICLE 3 - RIGHTS RESERVED
A. The Association recognizes that the Town has and will continue to retain, whether exercised or not, the unilateral and exclusive right to operate, administer and manage its municipal services and work force performing those services in all respects subject to this Memorandum.
B. The City Manager and Police Chief have and will continue to retain exclusive decision - making aut
hority on matters not officially and expressly modified by specific provisions of this Memorandum and such decision-making shall not be subject in any way, directly or indirectly, to the grievance procedure contained herein.
C. The exclusive rights of the Town shall include, but not be limited to, the right to determine the organization of Town government and the purpose and mission of its constituent agencies, to set standards of service to be offered to the public, and through its management officials to exercise control and discretion over its organization and operations, to establish and effect Administrative Regulations and Employment Rules and Regulations consistent with law and the specific provisions of this Memorandum to direct its employees, to take disciplinary DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 3
action for just cause, to relieve its employees from duty because of lack of work or for other legitimate reasons, to determine whether goods or services shall be made, purchased or contracted for, to determine the methods, means and personnel by which the Town's services are to be provided, including the right to schedule and assign work and overtime, and to otherwise act in the interest of efficient service to the community.
ARTICLE 4 - MANAGEMENT OBLIGATIONS
The Town shall, at its own expense, provide to every Member a copy of this Memorandum and all rules, regulations, general and special orders.
ARTICLE 5 - SEVERABILITY
If any article or section of this Memorandum of Understanding or if any chapter or section of the Town's Personnel Policies referred to in this Memorandum should be found invalid, unlawful, or unenforceable by reason of any existing or subsequent enacted legislation by a court of competent jurisdiction, all other articles and sections of this Memorandum shall remain in full force and effect for the duration of this Memorandum. In the event of invalidation of any article or section, the Town and Association may negotiate regarding that section or article on the anniversary of this Memorandum as provided by Article 8. However, in the event the legislation or decision referred to above affects wages, hours or working conditions, the Town and Association agree to meet and confer within sixty days of the effective date of the legislation or decision to renegotiate said article or section.
ARTICLE 6 - WAIVER
The parties acknowledge that, during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this agreement. Therefore, the Town and the Association, for the life of this agreement, each voluntarily and unqualifiedly waives the right and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this agreement (except as provided in Article 5), even though such subject or matter may not have been within the knowledge and contemplation of either or both parties at the time they negotiated or signed this agreement. However, in the event the Police Chief, the City Manager or the City Council imposes a change in policy regarding the Association which substantially affects wages, hours or other terms and conditions of employment not covered by this Memorandum of Understanding, the Association may request that the Town meet and confer regarding that change.
ARTICLE 7 - MAINTENANCE OF BENEFITS
A. The status of all existing benefits and conditions of employment now enjoyed by classifications represented by the Association shall not be deemed affected by this agreement, except as specifically modified by provisions of this Memorandum.
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B. Except as expressly stated in this Memorandum, where this Memorandum refers to a benefit in the Town's Personnel Policies,, that benefit may only be modified by the Town after meeting and conferring with the Association.
ARTICLE 8 - DURATION AND RENEWAL
Unless otherwise specifically provided herein, this Memorandum of Understanding shall run from July 1, 2024, to June 30, 2026. It shall be automatically renewed from year to year thereafter, with no scheduled salary increases, unless either party shall have notified the other, in writing, at least sixty days prior to the expiration date that it desires to modify the Memorandum of Understanding. In the event that such notice is given, negotiations shall begin within thirty days of delivery of the notice of intent to modify the Memorandum of Understanding.
The parties agree to commence negotiations for a new MoU on or about March 1, 2025.
Among the items to be discussed are the following
• Bilingual pay,
• Night differential
• Increase in comp time (100 hours or 120 hours)
• Bereavement days current at three maybe five
• Travel time for training - travel to and from for training to be paid • Retention Pay
ARTICLE 9 -WORK PERIOD AND HOURS
The work period established for Members is a regularly recurring period of forty hours in seven consecutive days beginning at 00:01 each Sunday and ending at 24:00 the following Saturday.
ARTICLE 10 - STAFFING LEVELS
A. The Police Chief shall determine the minimum staffing levels on each work shift.
B. Open shifts may or may not be filled, depending on the ongoing safety of department personnel. If the Police Chief or his/her designee decides to fill the operi shift, this will be implemented without the use of overtime, whenever possible. This may include altering the normal work shift of Members to reduce or eliminate the need for overtime. When overtime must be used to fill an open shift, it will be filled by seniority, with the first choice going to the senior Member of the Association. '
(1) Open shifts are designated as any/all hours which need coverage by an employee due to sick leave, vacation, CTO, LOA, paid family leave, training and any other open hours.
(2) Open shifts are defined as the normally scheduled hours for the shift had the Member on leave actually worked it.
ARTICLE 11
- SHIFT SELECTION
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A. Members will sign up for shifts by seniority for a one year time frame (January through December). The Police Chief or his designee may assign a Member to an alternate shift at any time for the good of the organization.
B. In order to avoid miscommunication, the Police Dispatch/Records Supervisor will notify the Police Dispatcher/Clerk in person, by phone, or by official schedule change form to be initialed by employee, of changes they feel are necessary in the hours of the monthly schedule. (Days off will not be changed unless an emergency exists, or unless the employee volunteers to make changes.) Every effort will be made to notify the employee as soon as the need is DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 6
recognized for a shift change. Messages left on answering devices or notes left in Member's boxes shall not be considered adequate by themselves.
C. In the interests of Supervisor-Member relations all attempts will be made to seek volunteers when changes in the schedule are necessary.
D. Changes in a Member's schedule shall not be used as a disciplinary action, bonus or an incentive. However, if after a sustained personnel investigation it is determined that a change in the schedule is necessary, that change can be made at the discretion of the Police Chief.
ARTICLE 12 - SHIFT EXCHANGE
A. All Members may be permitted to substitute for another during scheduled work hours, as herein provided. Trading shall be limited to one shift in any consecutive thirty days and any Member requesting a trade shall submit a written request to the Chief or designee seven days prior to the first day of the trade. No trade shall be made unless the Chief or designee approves the trade in writing. The traded shift shall be paid back within the same thirty days.
This shift trading is strictly voluntary on the part of Members and is for their benefit, not the benefit of the Town. The Town shall exclude the hours worked as a substitute in calculating overtime.
B. Once the exchange has been signed by both Members and approved by the Police Chief or his or her designee, it will be the responsibility of the person agreeing to work the shift to cover that shift.
ARTICLE 13 - SALARIES
A. Effective in the first pay period beginning after the Council ratifies this MOU, the Town shall pay each Member an amount determined by multiplying the number of hours worked in a pay period by the applicable hourly base rate of pay shown for the Member in Appendix A.
B. FICA and PERS Member Contributions
Each Member shall pay the employee share of FICA (Social Security and Medicare) taxes and the employee's contributions to the Public Employees Retirement System (PERS).
C. Training Differential
(1) The Town shall pay a Member who is assigned to train new clerk/dispatchers, Officers or per diem employees an additional five percent differential of his or her base rate as shown in Appendix A for actual hours worked as a Trainer in one-half hour increments.
(2) Members may be required to provide orientation for new employees provided that such orientation responsibilities do not exceed one hour per day. No additional compensation shall be paid for performing orientation duties under this paragraph.
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(3) The Police Chief or his or her designee shall have discretion to make all training assignments.
D. CAD Administration Incentive
(1) The Town shall pay a Member who is assigned duties of CAD system administration an additional five percent (5%) of his or her base pay as shown in Appendix A and shall pay the Member who is assigned backup CAD system administration duties an additional two and one half percent (2.5%) of his or her base pay.
(2) The Police Chief or his or her designee shall have discretion to make CAD system administration assignments.
E. Retention Pay
Effective in the first pay period beginning after Council ratification of this Agreement, eligible Members may begin to receive Retention Pay in the amount of 2.5% for continuous 10 years of Town of Colma service, and an additional 2.5% for 20 years of continuous Town of Colma service, to a combined maximum of 5% Retention Pay. The percentage of Retention Pay shall be calculated on the Members base pay (not including incentive pay or any other differential pay). After the effective date above, Members are eligible for Retention Pay beginning in the first pay period following their anniversary date in which the employee meets its 10 year or 20 year of continuous Town service. For purposes of this section, "continuous" service shall include Town-approved leaves of absence and other leaves required by law.
ARTICLE 14 - OVERTIME AND COMPENSATORY PAY
A. Members will be routinely scheduled to work forty hours in a seven-day work period.
Members will receive overtime when a Member has worked in excess of forty hours during the seven-day work period, subject to the provisions below. For purposes of this section, holiday as listed under Article l6 (B), vacation leave that was scheduled and approved at least twenty- eight (28) d
ays prior to the date taken off, sick leave, bereavement leave and training hours will count towards hours worked. Vacation leave not scheduled and approved at least twenty-eight (28) days prior to the date taken off, administrative leave and compensatory time used will not count as hours worked for purposes of this section.
(1) Overtime must be approved in advance by the Police Chief or Designee.
(2) .The overtime pay rate will be paid as defined in the FLSA.
(3) All overtime worked which is less than one hour increments in a work shift shall be compensated in fifteen-minute increments.
B. Notwithstanding the foregoing, the Member may, in his or her sole discretion, take or bank Compensatory Time Off at the rate of one and one-half hours for each hour of overtime worked. A Member's Compensatory Time Leave Bank will be established with a maximum leave balance of eighty hours.
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C. A Member who is subpoenaed to testify on his or her day off at any judicial, civil or administrative hearing, including but not limited to Superior Court, Municipal Court, Traffic Court, DMV hearing, civil deposition or parole hearing, on a matter arising out of the Member's course and scope of employment, shall earn overtime as follows:
(1) While at the place of the hearing, the Member shall earn overtime from the time first required to be there until the time released, except for meal breaks. The Member will be paid for only one block of time in a day, regardless of the number of matters that may require the Member's appearance. Except for the circumstances described in paragraphs (2) and (3), the Member will earn a minimum of four hours of overtime for the day.
(2) If placed on telephone standby by the District Attorney, the Member shall earn two hours of overtime for all time on standby. If the Member is called to court, he or she will receive overtime from the time first required to be there until the time released, except for meal breaks. The Member called to court will receive court overtime in lieu of standby overtime. In all cases, Members must have authorization from a supervisor prior to accepting the telephone standby.
(3) When a Member is required to be at the place of the hearing within four hours prior to his or her shift, the Member shall earn overtime from the time first required to be at the hearing until the beginning of his or her scheduled shift, except for meal breaks. When a Member is required to be at the place of the hearing within one hour after his or her shift, the Member shall earn overtime from the end of his or her shift until the time released, except for meal breaks.
(4) While testifying by telephone, Members shall earn overtime for the time the Member is required to be on the telephone.
D. A Member who is called to work within four hours of the start of his or her shift will receive at least one hour of regular pay, if actual time worked is less than one hour, and overtime pay, if actual hours worked or counted as worked in a work period exceed forty hours.
E. A Member, who is called to work on his or her day off, or after having been relieved of duty for the day at least one hour prior, shall earn overtime for the time the Member is called back, with a minimum of four hours of overtime. If the callback shift exceeds four hours, the Member will be compensated overtime on an hour for hour basis after the first four hours.
F. All training scheduled on a Member's day off will be compensated on an hour for hour basis and overtime pay, if actual hours worked or counted as worked in a work period exceed forty hours.
ARTICLE 15 - HOLIDAY PAY
A. In lieu of holiday pay, Members will be paid additional compensation at the rate of five percent of his or her base hourly rate of pay according to his or her classification as shown in salary tables above for all hours except overtime. Said compensation shall be paid at the same DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 9
time and manner as the Member is usually paid his or her salary, without regard for the number of holidays occurring or worked during the pay period and will be included in the FLSA overtime calculation. This policy is in lieu of the holiday schedule and holiday leave policy set forth in the Town's Personnel Policies.
Notwithstanding the above, Members who work on designated significant holiday shifts will be compensated at one and a half (1.5) times his/her base rate as defined in the salary tables. The [ designated significant holiday shifts are 7:00pm to 7:00am on Thanksgiving, December 24 and December 31 and 7:00am to 7:00pm on Thanksgiving, December 25 and January 1
Change City Holidays by deleting Lincoln’s Birthday for Juneteenth
ARTICLE 16 - LEAVES
A. Vacation Leave
(1) Sign up for vacation periods for the upcoming calendar year shall be completed by December 31. Any Member who has not signed up for all vacation time he or she is entitled to by midnight on December 31 shall lose all priority he or she is entitled to because of higher seniority.
(2) A Member may accrue unused vacation time up to two times the number of hours the Member may earn in one year. For example, a Member with two years of service may accrue up to one hundred-sixty (160) hours of unused vacation time while a Member with more than fifteen years of service may accrue up to four hundred (400) hours.
(3) Once a Member has accrued the maximum number of unused vacation hours set forth in Article 16A(2) above, the Member shall not earn any additional vacation hours until vacation is utilized to bring the amount of accrued vacation below the applicable cap or vacation is cashed out as permitted by this policy.
4) A Member may cash out a portion of his/her accrued vacation hours in accordance with Town's Personnel Policies.
B. Personnel Leave
Notwithstanding the provisions of the Town's Personnel Policies regarding Leaves:
(1) Members will accrue sick leave at a rate of eight hours per month.
(3) Upon separation of employment with the Town, a Member is not entitled to be paid for his or her accrued and unused sick leave except as follows:
a. a Member hired prior to or on July 1, 2019 who is eligible for and who has DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 10
applied for retirement under the California Public Employees Retirement System within sixty days of separation from the Town may, at the Member's option, convert unused and accrued sick leave to additional PERS service credit or be paid for unused and accrued sick leave, provided that the number of hours to be converted or paid shall not exceed one thousand forty (1,040) hours.
b. a Member hired after July 1, 2019 who is eligible for and who has applied for retirement under the California Public Employees Retirement System within sixty (60) days of separation from the Town may, at the Member's option, convert unused and accrued sick leave to additional PERS service credit provided that the number of hours to be converted shall not exceed 1,040 hours. Accrued but unused sick leave shall have no cash value at separation for such Members.
(3) Nothing herein shall prevent a Member from accruing sick leave beyond one thousand forty (1,040) hours and, while employed, taking paid sick from the total amount of accrued sick leave in accordance with the Town's Sick Leave Policy.
C. The Town will administer Family Leave in accordance with state and federal law.
ARTICLE 17 - REIMBURSEMENTS
A. Uniform and Equipment Allowance
(1) The Town agrees to pay to full-time Members a uniform allowance. The amount of the annual allowance shall be seven hundred, seventy-four dollars and seventy-three cents ($774.73). Payment of the uniform allowance shall be paid a pro-rata amount on each paycheck (for example $774.73 divided by 26 = $29.80 per pay period). A one- time paym
ent shall be issued on the next regular pay period after ratification of this MOU which shall equal to amounts earned March 1, 2016 to the date of contract ratification. This uniform allowance is not CalPERS reportable compensation for Members hired on or after January 1, 2013, who were never members of a public employee retirement system or who had a break in service of more than six months. (2) The Town shall provide, at the Town's own expense, new full-time Members an initial uniform consisting of the items determined by the Chief and approved by the City Manager.
B. Damage to Personal Property and Uniforms
(1) The Town shall reimburse a Member for damage to uniforms that are damaged during duty hours or while stored in their locker at a Town facility, providing that the Member made a reasonable effort to safeguard the uniform. This reimbursement shall be made on approval of the Police Chief.
(2) The Town shall reimburse a Member for damage of personal property in the performance of his/her duty, subject to the following restrictions:
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(a) The maximum reimbursement for items of personal property necessity such as eye glasses and hearing aids shall be two hundred dollars ($200.00).
(b) The maximum reimbursement for the damage of all other personal property shall be fifty dollars ($50.00).
(c) Requests for reimbursement for the damage of personal property must be made within the shift in which the damage occurs.
(d) Reimbursement of damaged property must be approved by the Police Chief.
C. Tuition Reimbursement
Regular, full-time Members shall be entitled to the Tuition Reimbursement benefits as described in the Town's Personnel Policies.
ARTICLE 18 - RETIREMENT, HEALTH AND WELFARE BENEFITS
A. PERS Retirement
(1) Classic - Tier One Hired before August 1, 2012
Members hired before August 1, 2012, that are enrolled in the California Public Employees Retirement System (PERS) shall receive a retirement allowance under the "2.5% at 55 Modified," formula, One-Year Final Compensation retirement plan, to the extent provided by law.
(2) Classic - Tier Two Hired on or after August 1, 2012
Members hired on or after August 1, 2012, including Members hired on or after January 1, 2013 who are not classified as "new members" (as defined in Gov't Code 7522.04(f)) under Public Employees' Pension Reform Act (PEPRA), that are enrolled in PERS shall receive a retirement allowance under the "2% at 60 Modified" formula, Three-Year Final Compensation retirement plan, to the extent provided by law.
(3) PEPRA - Hired on or after January 1, 2013
Members hired on or after January 1, 2013, who are classified as "new members" (as defined in Gov't Code 7522.04(f)) under PEPRA, that are enrolled in PERS shall receive a retirement allowance under the "2% @ 62 formula", Three-Year Final Compensation retirement plan, to the extent provided by law.
(4) Each Member shall contribute to PERS the employee's rate of contribution required by law relevant to his/her retirement formula, as may be amended from time to time by the State of California. The Member does not have the right to directly receive the Member's PERS contribution in lieu of payment to PERS. The Town shall contribute DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 12
all other costs and contributions necessary to implement this plan. If the Employer's contribution required by PERS increases over the present contribution, the Town shall pay the increase; if the Employer's contribution decreases, the Town shall keep the savings.
B. Deferred Compensation Plan
As to any Member who participates in the Town's deferred compensation plan, the Town will pay a sum equal to the amount withheld from salary by the Member and contributed to the Plan, up to one hundred dollars ($100) per month. The City Manager may establish reasonable rules and procedures for implementing this plan. If the additional sum contributed by the Town causes the Member's contribution to exceed the maximum amount allowed under federal law as deferred compensation, then such sum shall be reported as taxable income of the Member.
C. Dental, Vision, and Life Insurances
Dental, vision, and life insurance are as provided in the Town's Personnel Policies, except that:
(1) Members hired on or after January 1, 2010, will not receive Town-paid dental benefits upon retirement. Members hired prior to January 1, 2010, will continue to receive Town-paid dental benefits upon retirement to the same extent as other miscellaneous Town employees.
D. Medical Insurance
(1) PEMHCA Minimum Contribution
The Town contracts with PERS pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA) for the purpose of providing eligible Members, dependents and annuitants with access to medical insurance. The Town shall revise its current PEMHCA contract with CalPERS through the adoption of a new PEMHCA resolution to provide that the Town shall pay to PERS, on behalf of each eligible active Member and each retired Member who qualifies for retiree medical benefits, a monthly employer contribution equal to the minimum contribution required under Section 22892(b)(2) of PEMHCA (PEMHCA Minimum). This amount is established by CalPERS and may change annually.
Pursuant to PEMHCA and relevant PERS regulations, a retired Member will qualify for retiree medical benefits if his or her retirement from the Town is effective within 120 days of his or her separation from employment with the Town and the retired Member receives a retirement allowance from CalPERS resulting from his or her service with the Town (Annuitant). Annuitants are eligible to continue health coverage under PEMHCA.
An Annuitant will receive the PEMHCA Minimum regardless of hire date.
Supplemental benefits will be provided to Active Members and Annuitants in accordance with the terms set forth in Sections (2), (3) and (4) below.
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(2) Supplemental BenefitfQLActive Members
The Town offers an Internal Revenue Code Section 125 Plan (Plan) which contains premium conversion, health care reimbursement and dependent care reimbursement as available benefits. The availability of the Plan is contingent on compliance with State and Federal rules and regulations. The Town and Association agree to meet and confer if any part of the Plan is found to be noncompliant regarding a replacement provision. In addition to the PEMHCA Minimum, the Town contributes for eligible Active Members an additional amount to be used to pay for premiums for Health Insurance Coverage through the Plan. The amount of the additional monthly contribution for each Active Member's PERS health insurance premium is based on the date of hire. An Active Member may not use the contribution for other reasons.
(i) Active Members Hired Prior to June 1, 2010 (Tier A)
Active Members hired prior to June 1, 2010, will receive a contribution under the Plan equal to the full cost of the PERS health plan selected, for which he or she and his or her dependents are eligible and enrolled, minus the PEMHCA minimum contribution.
The Town may not require Tier A Active Members to pay or contribute premiums for medical or hospital insurance unless the Town has first met with and obtained the agreement of the Association.
(ii) Active Members Hired on or after June 1, 2010 but on or before June 30, 2012 (Tier B)
Active Members hired on or after June 1, 2010 and on or before June 30, 2012, will receive a contribution under the Plan equal to the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of second most costly plan offered by CalPERS, minus the PEMHCA Minimum. Members may select enrollment in a plan that exceeds the maximum Employer contribution and the difference in cost will be paid by the Member through payroll deductions.
(iii) Active Members Hired on or after July 1, 2012 but on or before December 31, 2016 (Tier C)
Active Members hired on or after July 1, 2012 and on or before December 31, 2016, will receive a contribution under the Plan in the same amount and manner as Active Members described in Tier B (section ii) above. (iv) Active Members Hired on or after January 1, 2017 (Tier D) DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 14
Active Members hired on or after January 1, 2017, will receive a contribution under the Plan in the same amount and manner as Active Members described in Tier B (section ii) above.
(3) Supplemental Benefit for Annuitants Originally Hired Before January 1. 2017
In addition to the PEMHCA Minimum, each Annuitant hired by the Town on or before December 31, 2016 is eligible for an Employer contribution, as set forth below, to be used for reimbursement of additional medical costs under a Retiree Health Reimbursement Arrangement (HRA) established by the Employer. Receipt of Reimbursements may be made through a third-party administrator and subject to administrative requirements.
(i) Annuitants Who Were Originally Hired Prior to June 1, 2010 (Tier A) Annuitants hired by the Town prior to June 1, 2010, will receive a monthly HRA contribution equal to the monthly cost of the PERS health plan selected, for which he or she and his or her dependents are eligible and enrolled, minus the PEMHCA Minimum.
The Town may not require Tier A Annuitants to pay or contribute premiums for medical or hospital insurance unless the Town has first met with and obtained the agreement of the Association.
(ii) Annuitants Who Were Originally Hired on or after June 1, 2010, but on or before June 30, 2012 (Tier B)
Annuitants hired by the Town on or after June 1, 2010, but on or before June 30, 2012, will receive an HRA contribution equal to the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of second most costly plan offered by CalPERS, minus the PEMHCA Minimum.
(iii) Annuitants Who Were Originally Hired on or after July 1, 2012 but on or before December 31, 2016 (Tier C)
Annuitants hired by the Town on or after July 1, 2012, but on or before December 31, 2016, who have five years of service with the Town and at least ten years of total PERS service credit, will receive an HRA contribution equal to the "applicable percentage" of the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of the second most costly plan offered by PERS, as adjusted by the "applicable percentage", minus the PEMHCA Minimum.
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The "applicable percentage" shall be determined on the basis of the Annuitant's years of service (with a minimum of five years of service with the Town) pursuant to the following vesting schedule:
CREDITED YEARS OF
SERVICE
APPLICABLE PERCENTAGE
10 50%
11 55%
12 60%
13 65%
14 70%
15 75%
16 80%
17 85%
18 90%
19 95%
20 or More 100%
Notwithstanding the preceding service requirement, the contribution payable by the Town shall be equal to 100 percent of the cost of the PERS health plan in which he or she and his or her dependents are eligible and enrolled but not to exceed the cost of second most costly plan offered by CalPERS, minus the PEMHCA Minimum, on behalf of any annuitant who retired for industrial disability.
This benefit is structured in accordance with the PERS statutory vesting schedule in Government Code Section 22893 such that Tier C Annuitants will receive retiree medical benefits calculated in accordance with the statutory vesting schedule and related provisions of Section 22893, as it may from time to time be amended, provided that only the PEMHCA Minimum will be paid directly to CalPERS and the remaining amount, as described in the first paragraph of this Section (D)(3)(iii), will be provided to Tier C Annuitants in the form of a reimbursement under the terms of the HRA.
(iv) Retiree Health Benefit Preserved in Event of Reinstatement and Subsequent Retirement
In accordance with AB 410 (2013), as codified in Government Code Section 22838, an Annuitant eligible for retiree health benefits pursuant to Section (D)(3)(i), (ii) or (iii) who reinstates from retirement may, upon his or her subsequent retirement, elect to enroll in a health benefit plan approved or maintained by CalPERS as an annuitant of the Town and receive the applicable benefit under Section (D)(3)(i), (ii) or
(iii), if all of the following apply:
(a) The subsequent retirement occurs on or after January 1, 2014; DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107 Police Communications/Records Association MOU 2021-2024 Page 16
(b) The Annuitant is eligible for retiree health coverage through the Town prior to reinstatement from retirement;
(c) The subsequent retirement occurs within 120 days of separation; and
(d) The retiree health contribution available from the Town is higher than the retiree health contribution from the employer through which the subsequent retirement occurs.
To the extent that the Town's conversion to the PEMHCA Minimum causes the requirement at (d) above to fail and, as a result, the Annuitant enrolls in a PERS health benefit plan through the subsequent employer, the Town shall cause the difference between the total benefit described in Section (D)(3)(i), (ii) or (iii), as applicable, and the retiree health benefit to which he or she is entitled under the subsequent employer, to be paid to the Annuitant in the form of a reimbursement under the HRA of substantiated expenses for a PERS health insurance plan in which he or she has enrolled.
(4) Retirement Health Savings Program (RHSP)
As soon as administratively possible, the Town will establish a Retirement Health Savings Program (RHSP). The RHSP will use a third-party administrator selected by the town. The design of the RHSP is intended to be a tax advantaged savings plan to be used exclusively for qualifying medical expenses during retirement. (i) Mandatory Participation - Members Hired on or after January 1, 2017 Members hired on or after January 1, 2017 receive a monthly Employer contribution to an individual account under the RHSP. The Town shall contribute to the Member’s individual RHSP account an amount equivalent to two- and one- half percent (2.5%) of the Member’s monthly base salary as shown in the Town’s adopted salary schedule. The base salary for the initial month of service and final month of service shall be prorated based on actual base salary paid in those months.
The member shall contribute to the Member’s individual RHSP account an amount equivalent to one- and one-half percent (1.5%) of the Member’s monthly base salary as shown in the Town’s adopted salary schedule. The base salary for the initial month of service and final month of service shall be prorated based on actual base salary paid in those months.
D. Health Club Membership
Health Club Membership benefits are as provided in the Town's Personnel Policies.
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E. Funeral Expenses
The Town shall pay fifteen thousand dollars ($15,000) to the executor, administrator or personal representative of the estate of, or to the trustee authorized to pay funeral expenses for, any Member killed in the line of duty.
ARTICLE 19- PAYROLL ERRORS
A. To ensure that system or other errors which affect a Members pay are processed in an efficient and effective manner, the Town shall notice the affected Member as soon as practicable.
B. Payroll errors detected by a Member shall, as soon as practicable, be communicated to the City Manager, or his or her designee. In the case of under payment, the City Manager or his or her designee will process the appropriate adjustments as soon as practicable.
C. Payroll errors identified by the City Manager or his or her designee will be communicated to the Member either directly or through the Police Chief.
D. Under payments will be processed as soon as practicable.
E. In the event of an overpayment, the City Manager or his or her designee will determine a reasonable repayment schedule and inform the Member of the schedule directly or through the Police Chief. The affected Member shall be given an opportunity to discuss the repayment schedule and, if necessary, to request a reasonable adjustment to it. Factors considered in determining a reasonable adjustment to the repayment schedule include but are not limited to, the Member's normal salary, and other financial obligations of the Member. The Town and the Association agree that the Town will use any and all legal remedies to recover any salary overpayment made to the Member from the Member's wages in the event that (1) the Member does not respond within five working days of being notified of the overpayment or (2) mutual agreement on the repayment schedule is not achieved within ten working days of the Member being notified of the overpayment.
ARTICLE 20 - GRIEVANCE PROCEDURE
Grievance procedures are provided as stated in the Town's Personnel Policies.
ARTICLE 21 - SAFETY VESTS
The parties have met and conferred and agreed to the Town's Safety Vest Policy.
ARTICLE 22 - DEFINITIONS
As used in this Memorandum:
"Base rate" means the hourly rate of pay, by each job classification shown in the tables in Appendix A of this Memorandum.
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"Personnel Policies" means the provisions, policies and regulations adopted by the City Council as Chapter Three of the Colma Administrative Code, or its successor, and the procedures and regulations adopted by the City Manager to implement the provisions of Chapter Three of the Colma Administrative Code or its successor.
ARTICLE 23 - TRANSITION
A. Upon execution, this Memorandum of Understanding will supersede the Memorandum of Understanding between the parties and for the period from July 1, 2024 through June 30, 2026.
Ill
Ill
Ill
Ill
IN WITNESS WHEREOF:
12/15/2021
Dated _
DocuSign Envelope ID: E20911B2-2B95-4EEE-8869-26905436F107
Appendix A
July 7, 2024 – an across- the-board wage increase of 3.8% (Pay date 7/26/2024)
[The Bay Area CPI April to April was 3.8%.]
December 22, 202 4 – an across-the-board wage increase of 2% (Pay date 1/10/2025) contingent upon the passing of the increase in sales tax in November 2024.
June 22, 2025 – an across- the-board wage increase of 2% (Pay date 7/11/2025)
December 21, 2025 – an across-the-board wage increase of 2% (Pay date 1/09/2026)
ATTACHMENT E
Res. 2024-__, Cost of Living Increase Unrepresented Employees Page 1 of 2 RESOLUTION NO. 2024-__
OF THE CITY COUNCIL OF THE TOWN OF COLMA
RESOLUTION APPROVING COST OF LIVING SALARY INCREASES FOR CERTAIN UNREPRESENTED EMPLOYEES PURSUANT TO CEQA GUIDELINE 15378
The City Council of the Town of Colma does hereby resolve as follows:
1. Background.
(a) The Town has been in active negotiations since June of 2024 to address potential salary increases for both represented and unrepresented employees. (b) The City Council has recently concluded negotiations with both the Colma Peace Officers Association and the Colma Police Communications/Record Association. (c) The City Manager is now recommending that t he City Council approve cost of living increases for certain unrepresented employees consistent with Town’s past practice of treating the unrepresented employees consistent with the Colma Peace Officers Association and the Colma Police Communications/Record Association.
2. Order; Cost of Living Salary Increases for Certain Unrepresented Employees (a) The City Council hereby approves a cost of living increase for certain unrepresented employees, excluding the City Manager who has a separate employment agreement with the Town and excluding the following part-time positions who are subject to the minimum wage laws:
Recreation Leader, Senior Recreation Leader, Facility Attendant, Intern, and Student Aide.
(b) All unrepresented employee positi ons, excluding the City Manager and the part -time positions listed above, shall receive the following:
(i) a 3.8% pay increase beginning on September 15, 2024. (ii) a 2% pay increase beginning on December 22, 2024 (pay date January 10, 2025) contingent on the voters approving the sales tax ballot measure at the November 5, 2024 election.
(iii) a 2% pay increase beginning on June 22, 2025 (pay date July 11, 2025). (iv) a 2% pay increase beginning on December 21, 2025 (pay date January 9, 2026).
3. No Contract. Nothing herein shall be construed as a contract with any employee, and the City Council shall have the discretion to modify the respective salaries in accordance with any applicable state or local provisions.
4. Effective Date. This resolution shall become effective upon adoption.
ATTACHMENT E
Res. 2024-__, Cost of Living Increase Unrepresented Employees Page 2 of 2 Certification of Adoption
I certify that the foregoing Resolution No. 2024-__ was duly adopted at a regular meeting of said City Council held September 11, 2024 by the following vote:
Name Voting Present, Not Voting Absent
Aye No Abstain Not Participating
John Irish Goodwin, Mayor
Ken Gonzalez, Vice Mayor
Helen Fisicaro, Councilmember
Joanne F. del Rosario,
Councilmember
Carrie Slaughter,
Councilmember
Voting Tally
Dated ______________________ ___________________________________ John Irish Goodwin, Mayor
Attest: ____________________________
Michelle Estabillo, City Clerk
ATTACHMENT F
Res. 2024-__ Adopting Salary Schedule Page 1 of 2
RESOLUTION NO. 2024-__
OF THE CITY COUNCIL OF THE TOWN OF COLMA
RESOLUTION ADOPTING THE SALARY SCHEDULE AS OF SEPTEMBER 11, 2024 PURSUANT TO CEQA GUIDELINE 15378
The City Council of the Town of Colma does hereby resolve as follows:
1. Background
(a) Government Code sections 20636 and 7522.34 and Title 2 CCR sections 570.5 and 571.1 state that payrates must be reported pursuant to a publicly available pay schedule that has been duly approved and adopted by the employer in accordance with applicable public meeting laws;
(b) Exhibit A summarizes the Colma’s pay schedule for all positions as of September 11, 2024.
2. Findings and Order.
(a) The City Council hereby updates the Salary Schedule as detailed in Exhibit A, attached hereto and incorporated by reference with the applicable pay or salary for each position listed, in compliance with Title 2 of the California Code of Regulations Section 570.5.
Certification of Adoption
I certify that the foregoing Resolution No. 2024-__ was duly adopted at a regular meeting of said City Council held September 11, 2024 by the following vote:
Name Voting Present, Not Voting Absent
Aye No Abstain Not Participating
John Irish Goodwin, Mayor
Ken Gonzalez, Vice Mayor
Helen Fisicaro, Councilmember
Joanne F. del Rosario,
Councilmember
Carrie Slaughter,
Councilmember
Voting Tally
Dated ______________________ ___________________________________ John Irish Goodwin, Mayor
ATTACHMENT F
Res. 2024-__ Adopting Salary Schedule Page 2 of 2
Attest: ____________________________
Michelle Estabillo, City Clerk
Town of Colma Pay Schedule (Effective September 15, 2024) Proposed Resolution September 11, 2024
1 2 3 4 5 6
Position Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Add'l Incentive Payroll Ref Elected Officials (Monthly Compensation)
Mayor & City Council 961.00
Regular/Casual/Temporary Employees (hourly rate, compensated on a biweekly basis) Accounting Manager 69.69 73.17 76.82 80.66 84.70 - (10)(11) 8acctm Accounting Technician 46.43 48.75 51.20 53.75 56.45 - (10)(11) 8acct Administrative Services Director 87.25 91.63 96.20 101.01 106.07 - (11) 8acm Administrative Technician I 43.33 45.50 47.78 50.16 52.66 - (10)(11) 8at1 Administrative Technician II 45.50 47.78 50.16 52.66 55.31 - (10)(11) 8at2 Administrative Technician III 45.50 47.78 50.16 52.66 55.31 58.07 (10)(11) 8at3 City Clerk 58.07 60.97 64.02 67.22 70.58 - (10)(11) 8clrk1 City Manager 115.39 - - - - - (9) mgr
Community Service Officer 42.28 44.39 46.61 48.94 51.39 - (10)(11) 8cso Executive Assistant to Chief of Police 45.50 47.78 50.16 52.66 55.31 58.07 (10)(11) 8at3 Facility Attendant 20.21 21.24 22.27 23.40 - - (11) 8fa Human Resources Manager 63.61 66.80 70.13 73.65 77.33 - (10)(11) 8hrm Intern 25.52 26.81 28.15 29.59 31.08 - (11) intr Maintenance Technician I 42.38 44.49 46.72 49.05 51.51 - (7)(8)(10)(11) 8mt1 Maintenance Technician II 44.49 46.72 49.05 51.51 54.09 - (7)(8)(10)(11) 8mt2 Maintenance Technician III 44.49 46.72 49.05 51.51 54.09 56.80 (7)(8)(10)(11) 8mt3 Management Analyst I 48.26 50.67 53.20 55.86 58.66 - (11) 8ma1 Management Analyst II 52.19 54.79 57.54 60.42 63.44 - (11) 8ma2 Management Analyst III 56.44 59.26 62.23 65.33 68.60 - (11) 8ma3 Police Chief 94.63 99.36 104.34 108.51 112.61 - (1)(11) chief Police Commander 85.71 89.98 94.50 99.22 104.17 - (1)(11) 8pcmd Police Dispatcher / Clerk 52.90 54.36 55.84 57.30 58.76 - (6)(4)(11) clerical Police Dispatcher/Records Supervisor 63.75 65.51 67.29 69.07 70.84 - (2)(4)(11) supervisor Police Officer - Reserve 59.19 - - - - - pdres Police Officer 1 59.19 62.15 65.27 68.53 - - (1)(3)(5)(11) 8po1 Police Officer 2 61.55 64.64 67.88 71.27 - - (1)(3)(5)(11) 8po2 Police Officer 3 62.75 65.89 69.19 72.64 - - (1)(3)(5)(11) 8po3 Police Sergeant 1 75.03 76.58 78.16 82.48 - - (1)(3)(5)(11) 8sgt1 Police Sergeant 2 78.02 79.64 81.28 85.79 - - (1)(3)(5)(11) 8sgt2 Police Sergeant 3 79.52 81.16 82.84 87.44 - - (1)(3)(5)(11) 8sgt3 Public Works Maintenance Supervisor 54.11 56.82 59.65 62.64 65.76 - (7)(8)(10)(11) 8mts Recreation Coordinator 42.25 44.37 46.59 48.92 51.35 - (10)(11) 8recc Recreation Leader 16.00 16.82 17.64 18.56 - - (11) 8rl Recreation Manager 50.51 53.03 55.67 58.47 61.38 - (10)(11) recmgr Senior Recreation Leader 20.21 21.24 22.27 23.40 - - (11) 8rls Student Aide 16.00 16.82 17.64 18.56 - - (11) 8sta Additional Incentive
(1) These positions receive a $1,025 per year uniform allowance (2) This position receives a 5.0% incentive for CAD Administrator (3) These positions receive an additional 5% Holiday Pay (4) These positions receive a $774.73 per year uniform allowance (5) These positions may receive a 5% incentive for Acting Commander, Acting Sergeant, Officer in Charge, Training Officer, and/or Detective
(6) This position may receive a 2.5% incentive for Back-up CAD Administrator (7) These positions may receive $120 per week stand-by pay (8) These positions receive an in kind uniform allowance of $68.67 per pay period (9) This position receives a $300 monthly automobile allowance (10) These positions may received 5% out of class pay
(11) These positions may receive retention pay (2.5% @ 10 years; 5.0% @ 20 years)
EXHIBIT A
Town of Colma Pay Schedule (Effective December 22, 2024) Proposed Resolution September 11, 2024
1 2 3 4 5 6
Position Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Add'l Incentive Payroll Ref Elected Officials (Monthly Compensation)
Mayor & City Council 961.00
Regular/Casual/Temporary Employees (hourly rate, compensated on a biweekly basis) Accounting Manager 71.09 74.63 78.36 82.28 86.39 - (10)(11) 8acctm Accounting Technician 47.36 49.73 52.22 54.83 57.58 - (10)(11) 8acct Administrative Services Director 89.00 93.46 98.12 103.03 108.19 - (11) 8acm Administrative Technician I 44.20 46.41 48.74 51.17 53.72 - (10)(11) 8at1 Administrative Technician II 46.41 48.74 51.17 53.72 56.41 - (10)(11) 8at2 Administrative Technician III 46.41 48.74 51.17 53.72 56.41 59.23 (10)(11) 8at3 City Clerk 59.23 62.19 65.30 68.56 71.99 - (10)(11) 8clrk1 City Manager 115.39 - - - - - (9) mgr
Community Service Officer 43.12 45.28 47.54 49.92 52.41 - (10)(11) 8cso Executive Assistant to Chief of Police 46.41 48.74 51.17 53.72 56.41 59.23 (10)(11) 8at3 Facility Attendant 20.21 21.24 22.27 23.40 - - (11) 8fa Human Resources Manager 64.89 68.13 71.54 75.12 78.87 - (10)(11) 8hrm Intern 25.52 26.81 28.15 29.59 31.08 - (11) intr Maintenance Technician I 43.22 45.38 47.65 50.03 52.54 - (7)(8)(10)(11) 8mt1 Maintenance Technician II 45.38 47.65 50.03 52.54 55.17 - (7)(8)(10)(11) 8mt2 Maintenance Technician III 45.38 47.65 50.03 52.54 55.17 57.93 (7)(8)(10)(11) 8mt3 Management Analyst I 49.22 51.68 54.27 56.98 59.83 - (11) 8ma1 Management Analyst II 53.23 55.89 58.70 61.63 64.71 - (11) 8ma2 Management Analyst III 57.57 60.45 63.47 66.64 69.98 - (11) 8ma3 Police Chief 96.53 101.35 106.42 110.68 114.86 - (1)(11) chief Police Commander 87.42 91.78 96.39 101.20 106.26 - (1)(11) 8pcmd Police Dispatcher / Clerk 53.95 55.45 56.95 58.45 59.93 - (6)(4)(11) clerical Police Dispatcher/Records Supervisor 65.02 66.82 68.64 70.45 72.26 - (2)(4)(11) supervisor Police Officer - Reserve 60.37 - - - - - pdres Police Officer 1 60.37 63.39 66.57 69.90 - - (1)(3)(5)(11) 8po1 Police Officer 2 62.78 65.93 69.23 72.69 - - (1)(3)(5)(11) 8po2 Police Officer 3 64.01 67.21 70.57 74.09 - - (1)(3)(5)(11) 8po3 Police Sergeant 1 76.53 78.11 79.73 84.13 - - (1)(3)(5)(11) 8sgt1 Police Sergeant 2 79.58 81.23 82.91 87.50 - - (1)(3)(5)(11) 8sgt2 Police Sergeant 3 81.11 82.78 84.49 89.19 - - (1)(3)(5)(11) 8sgt3 Public Works Maintenance Supervisor 55.19 57.95 60.84 63.90 67.08 - (7)(8)(10)(11) 8mts Recreation Coordinator 43.10 45.26 47.53 49.90 52.38 - (10)(11) 8recc Recreation Leader 16.00 16.82 17.64 18.56 - - (11) 8rl Recreation Manager 51.52 54.09 56.78 59.64 62.61 - (10)(11) recmgr Senior Recreation Leader 20.21 21.24 22.27 23.40 - - (11) 8rls Student Aide 16.00 16.82 17.64 18.56 - - (11) 8sta Additional Incentive
(1) These positions receive a $1,025 per year uniform allowance (2) This position receives a 5.0% incentive for CAD Administrator (3) These positions receive an additional 5% Holiday Pay (4) These positions receive a $774.73 per year uniform allowance (5) These positions may receive a 5% incentive for Acting Commander, Acting Sergeant, Officer in Charge, Training Officer, and/or Detective
(6) This position may receive a 2.5% incentive for Back-up CAD Administrator (7) These positions may receive $120 per week stand-by pay (8) These positions receive an in kind uniform allowance of $68.67 per pay period (9) This position receives a $300 monthly automobile allowance (10) These positions may received 5% out of class pay
(11) These positions may receive retention pay (2.5% @ 10 years; 5.0% @ 20 years) Town of Colma Pay Schedule (Effective June 22, 2025)
Proposed Resolution September 11, 2024
1 2 3 4 5 6
Position Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Add'l Incentive Payroll Ref Elected Officials (Monthly Compensation)
Mayor & City Council 961.00
Regular/Casual/Temporary Employees (hourly rate, compensated on a biweekly basis) Accounting Manager 72.51 76.12 79.93 83.92 88.12 - (10)(11) 8acctm Accounting Technician 48.31 50.72 53.27 55.93 58.73 - (10)(11) 8acct Administrative Services Director 90.78 95.33 100.08 105.09 110.35 - (11) 8acm Administrative Technician I 45.09 47.34 49.72 52.19 54.79 - (10)(11) 8at1 Administrative Technician II 47.34 49.72 52.19 54.79 57.54 - (10)(11) 8at2 Administrative Technician III 47.34 49.72 52.19 54.79 57.54 60.42 (10)(11) 8at3 City Clerk 60.42 63.43 66.61 69.93 73.43 - (10)(11) 8clrk1 City Manager 115.39 - - - - - (9) mgr
Community Service Officer 43.98 46.19 48.49 50.92 53.46 - (10)(11) 8cso Executive Assistant to Chief of Police 47.34 49.72 52.19 54.79 57.54 60.42 (10)(11) 8at3 Facility Attendant 20.21 21.24 22.27 23.40 - - (11) 8fa Human Resources Manager 66.18 69.50 72.97 76.62 80.45 - (10)(11) 8hrm Intern 25.52 26.81 28.15 29.59 31.08 - (11) intr Maintenance Technician I 44.09 46.29 48.60 51.03 53.59 - (7)(8)(10)(11) 8mt1 Maintenance Technician II 46.29 48.60 51.03 53.59 56.27 - (7)(8)(10)(11) 8mt2 Maintenance Technician III 46.29 48.60 51.03 53.59 56.27 59.09 (7)(8)(10)(11) 8mt3 Management Analyst I 50.21 52.72 55.35 58.12 61.03 - (11) 8ma1 Management Analyst II 54.30 57.00 59.87 62.86 66.00 - (11) 8ma2 Management Analyst III 58.72 61.66 64.74 67.97 71.38 - (11) 8ma3 Police Chief 98.46 103.37 108.55 112.90 117.16 - (1)(11) chief Police Commander 89.17 93.62 98.32 103.22 108.38 - (1)(11) 8pcmd Police Dispatcher / Clerk 55.03 56.56 58.09 59.62 61.13 - (6)(4)(11) clerical Police Dispatcher/Records Supervisor 66.32 68.15 70.01 71.86 73.70 - (2)(4)(11) supervisor Police Officer - Reserve 61.58 - - - - - pdres Police Officer 1 61.58 64.66 67.90 71.29 - - (1)(3)(5)(11) 8po1 Police Officer 2 64.04 67.25 70.62 74.15 - - (1)(3)(5)(11) 8po2 Police Officer 3 65.29 68.56 71.98 75.57 - - (1)(3)(5)(11) 8po3 Police Sergeant 1 78.06 79.67 81.32 85.82 - - (1)(3)(5)(11) 8sgt1 Police Sergeant 2 81.17 82.86 84.57 89.25 - - (1)(3)(5)(11) 8sgt2 Police Sergeant 3 82.73 84.44 86.18 90.97 - - (1)(3)(5)(11) 8sgt3 Public Works Maintenance Supervisor 56.29 59.11 62.06 65.18 68.42 - (7)(8)(10)(11) 8mts Recreation Coordinator 43.96 46.16 48.48 50.90 53.43 - (10)(11) 8recc Recreation Leader 16.00 16.82 17.64 18.56 - - (11) 8rl Recreation Manager 52.55 55.17 57.92 60.83 63.86 - (10)(11) recmgr Senior Recreation Leader 20.21 21.24 22.27 23.40 - - (11) 8rls Student Aide 16.00 16.82 17.64 18.56 - - (11) 8sta Additional Incentive
(1) These positions receive a $1,025 per year uniform allowance (2) This position receives a 5.0% incentive for CAD Administrator (3) These positions receive an additional 5% Holiday Pay (4) These positions receive a $774.73 per year uniform allowance (5) These positions may receive a 5% incentive for Acting Commander, Acting Sergeant, Officer in Charge, Training Officer, and/or Detective
(6) This position may receive a 2.5% incentive for Back-up CAD Administrator (7) These positions may receive $120 per week stand-by pay (8) These positions receive an in kind uniform allowance of $68.67 per pay period (9) This position receives a $300 monthly automobile allowance (10) These positions may received 5% out of class pay
(11) These positions may receive retention pay (2.5% @ 10 years; 5.0% @ 20 years) Town of Colma Pay Schedule (Effective December 21, 2025) Proposed Resolution September 11, 2024
1 2 3 4 5 6
Position Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Add'l Incentive Payroll Ref Elected Officials (Monthly Compensation)
Mayor & City Council 961.00
Regular/Casual/Temporary Employees (hourly rate, compensated on a biweekly basis) Accounting Manager 73.96 77.65 81.52 85.60 89.89 - (10)(11) 8acctm Accounting Technician 49.27 51.74 54.33 57.05 59.91 - (10)(11) 8acct Administrative Services Director 92.59 97.23 102.08 107.19 112.56 - (11) 8acm Administrative Technician I 45.99 48.29 50.71 53.23 55.89 - (10)(11) 8at1 Administrative Technician II 48.29 50.71 53.23 55.89 58.69 - (10)(11) 8at2 Administrative Technician III 48.29 50.71 53.23 55.89 58.69 61.63 (10)(11) 8at3 City Clerk 61.63 64.70 67.94 71.33 74.90 - (10)(11) 8clrk1 City Manager 115.39 - - - - - (9) mgr
Community Service Officer 44.86 47.11 49.46 51.94 54.53 - (10)(11) 8cso Executive Assistant to Chief of Police 48.29 50.71 53.23 55.89 58.69 61.63 (10)(11) 8at3 Facility Attendant 20.21 21.24 22.27 23.40 - - (11) 8fa Human Resources Manager 67.51 70.89 74.43 78.16 82.06 - (10)(11) 8hrm Intern 25.52 26.81 28.15 29.59 31.08 - (11) intr Maintenance Technician I 44.97 47.21 49.58 52.05 54.66 - (7)(8)(10)(11) 8mt1 Maintenance Technician II 47.21 49.58 52.05 54.66 57.40 - (7)(8)(10)(11) 8mt2 Maintenance Technician III 47.21 49.58 52.05 54.66 57.40 60.27 (7)(8)(10)(11) 8mt3 Management Analyst I 51.21 53.77 56.46 59.28 62.25 - (11) 8ma1 Management Analyst II 55.39 58.14 61.07 64.12 67.32 - (11) 8ma2 Management Analyst III 59.90 62.89 66.03 69.33 72.80 - (11) 8ma3 Police Chief 100.43 105.44 110.72 115.15 119.50 - (1)(11) chief Police Commander 90.96 95.49 100.28 105.29 110.55 - (1)(11) 8pcmd Police Dispatcher / Clerk 56.13 57.69 59.25 60.81 62.35 - (6)(4)(11) clerical Police Dispatcher/Records Supervisor 67.65 69.52 71.41 73.29 75.18 - (2)(4)(11) supervisor Police Officer - Reserve 62.81 - - - - - pdres Police Officer 1 62.81 65.95 69.26 72.72 - - (1)(3)(5)(11) 8po1 Police Officer 2 65.32 68.59 72.03 75.63 - - (1)(3)(5)(11) 8po2 Police Officer 3 66.60 69.93 73.42 77.08 - - (1)(3)(5)(11) 8po3 Police Sergeant 1 79.62 81.27 82.95 87.53 - - (1)(3)(5)(11) 8sgt1 Police Sergeant 2 82.80 84.52 86.26 91.04 - - (1)(3)(5)(11) 8sgt2 Police Sergeant 3 84.39 86.13 87.91 92.79 - - (1)(3)(5)(11) 8sgt3 Public Works Maintenance Supervisor 57.42 60.29 63.30 66.48 69.79 - (7)(8)(10)(11) 8mts Recreation Coordinator 44.84 47.09 49.45 51.91 54.50 - (10)(11) 8recc Recreation Leader 16.00 16.82 17.64 18.56 - - (11) 8rl Recreation Manager 53.60 56.27 59.08 62.05 65.13 - (10)(11) recmgr Senior Recreation Leader 20.21 21.24 22.27 23.40 - - (11) 8rls Student Aide 16.00 16.82 17.64 18.56 - - (11) 8sta Additional Incentive
(1) These positions receive a $1,025 per year uniform allowance (2) This position receives a 5.0% incentive for CAD Administrator (3) These positions receive an additional 5% Holiday Pay (4) These positions receive a $774.73 per year uniform allowance (5) These positions may receive a 5% incentive for Acting Commander, Acting Sergeant, Officer in Charge, Training Officer, and/or Detective
(6) This position may receive a 2.5% incentive for Back-up CAD Administrator (7) These positions may receive $120 per week stand-by pay (8) These positions receive an in kind uniform allowance of $68.67 per pay period (9) This position receives a $300 monthly automobile allowance (10) These positions may received 5% out of class pay
(11) These positions may receive retention pay (2.5% @ 10 years; 5.0% @ 20 years)
ATTACHMENT G
Res. 2024-__ - CAC Subchapter 3.02 Regarding Standby Duty and Overtime Page 1 of 3
RESOLUTION NO. 2024-__
OF THE CITY COUNCIL OF THE TOWN OF COLMA
RESOLUTION AMENDING COLMA ADMINISTRATIVE CODE SECTIONS 3.02.272 AND
3.02.280 REGARDING STANDBY DUTY AND OVERTIME PURSUANT TO CEQA GUIDELINE 15378
The City Council of the Town of Colma hereby resolves:
ARTICLE 1. COLMA ADMINISTRATIVE CODE SUBCHAPTER 3.02 AMENDED Section 3.02.272, of Subchapter 3.02, shall be and hereby is amended to read as follows1:
3.02.272 Standby Duty
(a) Public Works Department employees are specifically assigned duty to be available outside their normal work schedule to provide urgent repairs or maintenance, access to facilities, or other necessary tasks, as determined by the City Manager or designee. (b) An employee on standby must be ready and able to report to the Town of Colma within one hour of being contacted. Specifically, but without limitation, the employee must not be under the influence of alcohol or a controlled substance while on standby duty. (c) The routine standby period rotates amongst employees on a weekly basis. The standby period includes all periods of time outside of normal working hours during that week which the employee is scheduled on standby. The Public Works Director shall be responsible for creating the standby schedule and for ensuring the schedule is delivered to the Colma Police Department.
(d) An employee assigned to be on standby to answer calls outside of regularly -sc heduled
hours shall receive two (2) hours of pay at regular straight -time rate of pay or, at the employee’s option, two (2) hours of compensatory time off at the regular straight -time rate of pay, for each sixteen (16) hours of standby time.
(e) An employee scheduled for standby duty may trade with another eligible employee to fill his/her standby commitment. The employee initiating the trade is responsible for notifying his/her department head of the replacement at least two days before standby week commences. If the employee cannot find a replacement, he or she is responsible to work standby as assigned.
(e) Standby pay shall be set by the City Council.
[History: Res 2014-44, 10/8/14; Res 2024-__, 9/11/24]
1 New language is displayed in underline format and any deletions of existing language are shown in strikethrough.
ATTACHMENT G
Res. 2024-__ - CAC Subchapter 3.02 Regarding Standby Duty and Overtime Page 2 of 3
ARTICLE 2. COLMA ADMINISTRATIVE CODE SUBCHAPTER 3.02 AMENDED Section 3.02.280, of Subchapter 3.02, shall be and hereby is amended to read as follows:
3.02.280 Overtime
(a) Unrepresented, non-exem pt employees shall be paid one and one-half times his or her base rate of pay for time worked in excess of forty (40) hours in a work period. (a) Overtime is to be paid for unrepresented, non -exempt employees after forty (40) hours of paid status in one (1) work week, and for actual hours worked in excess of eight (8) consecutive hours in one (1) day ( exclusive of lunch period). For purposes of this provision, “paid status” means the employee is paid for actual hours worked or is using sick time, vacation, compensatory time, or administrative leave. Standby hours are not counted for purposes of “paid status.”
(b) FLSA o Overtime will be paid at the “regular rate of pay,” calculated in accordance with the requirements of the FLSA.
(c) An employee may not work overtime without prior written authorization from his or her Department Director.
[Reference: 29 U.S.C. §§ 201-215] [History: Res 2010-13, 4/14/2010; Res 2024-__, 9/11/24] ARTICLE 3. SEVERA BILITY.
Each of the provisions of this resolution is severable from all other provisions. If any article, section, subsection, paragraph, sentence, clause or phrase of this resolution is for any reason held by a court of competent jurisdiction to be invalid, such decision shall not affect the validity of the remaining portions of this resolution. The City Council hereby declares that it intended do and would have adopted each and every provision of this resolution independent of any other provision of this resolution.
ARTICLE 4. N
OT A CEQA PROJECT.
The City Council finds that adoption of this resolution is not a "project," as defined in the California Environmental Quality Act (CEQA) because it is more akin to an administrative activity under CEQA Guideline 15378 and does not have a potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and concerns general policy and procedure making.
ARTICLE 5. E
FFECTIVE DATE.
This resolution shall be effective upon its adoption by the City Council. //
//
ATTACHMENT G
Res. 2024-__ - CAC Subchapter 3.02 Regarding Standby Duty and Overtime Page 3 of 3
//
Certification of Adoption
I certify that the foregoing Resolution No. 2024 -__ was duly adopted at a regular meeting of said City Council held September 11, 2024 by the following vote:
Name Voting Present, Not Voting Absent
Aye No Abstain Not Participating
John Irish Goodwin, Mayor
Ken Gonzalez, Vice Mayor
Helen Fisicaro, Councilmember
Joanne F. del Rosario,
Councilmember
Carrie Slaughter,
Councilmember
Voting Tally
Dated ______________________ ___________________________________ John Irish Goodwin, Mayor
Attest: ____________________________
Michelle Estabillo, City Cler
25977.00100\42644918.1
ATTACHMENT H
Ord. No. ___- CMC Section 1.01.050 Regarding Town Holidays Page 1 of 2
ORDINANCE NO.
OF THE CITY COUNCIL OF THE TOWN OF COLMA
ORDINANCE AMENDING SECTION 1.01.050 OF THE COLMA MUNICIPAL CODE RELATING TO TOWN HOLIDAYS PURSUANT TO CEQA GUIDELINE 15378
The City Council of the Town of Colma does ordain as follows:
ARTICLE 1. CMC SUBCHAPTER 1.01 AMENDED
Section 1.01.050 is hereby amended to read as follows1:
1.01.050 Holidays
(a) The Town observes and will be closed for business on the following holidays, except for the continuance of essential public services such as police services:
(1) New Year’s Day,
(2) Martin Luther King, Jr. Day,
(3) Lincoln’s Birthday,
(3) President’s Day,
(4) Memorial Day,
(5) Juneteenth
(6) Independence Day,
(7) Labor Day,
(8) Columbus Day,
(9) Veteran’s Day,
(10) Thanksgiving Day,
(11) Day After Thanksgiving,
(12) December 24,
(13) December 25, and
(14) Any day specially proclaimed by the City Council as a city holiday.
(b) If any of the foregoing holidays except a special holiday proclaimed by the City Council falls on a Saturday, the Town will observe and be closed for business on the preceding Friday.
(c) If any of the foregoing holidays except a special holiday proclaimed by the City Council falls on a Sunday, the Town will observe and be closed for business on the following Monday.
[Reference: Gov't Code § 6700 et seq.] [History: Re-numbered as 1.01.100 by ORD. 643, 4/12/2006, ORD. 653, 2/21/07; ORD. ____, 9/__/24]
ARTICLE 2. EFFECTIVE DATE.
1 New language is displayed in underline format and any deletions of existing language are shown in strikethrough.
25977.00100\42644918.1
ATTACHMENT H
Ord. No. ___- CMC Section 1.01.050 Regarding Town Holidays Page 2 of 2
This ordinance, or a summary thereof prepared by the City Attorney, shall be posted on the three (3) official bulletin boards of the Town of Colma within 15 days of its passage and is to take force and effect thirty (30) days after its passage.
ARTICLE 3. SEVERABILITY.
If any provision of this o rdinance or its application to any person or circumstance is held to be invalid, such invalidity has no effect on the other provisions or applications of this ordinance that can be given effect without the invalid provision or application and, to this extent, the provisions of this ordinance are hereby declared to be severable.
ARTICLE 4. NOT A CEQA PROJECT.
The City Council’s introduction and adoption of any ordinance is exempt from environmental review pursuant to the California Environmental Quality Act (CEQA) as the action does not meet the definition of a “project” under CEQA pursuant to CEQA Guideline 15 378 as it is more akin to an organizational or administrative activity of the Town that will not result in direct or indirect physical changes in the environment.
Certification of Adoption
I certify that the foregoing Ordinance No. ___ was duly introduced at a regular meeting of the City Council of the Town of Colma held on September 11, 2024, and adopted at a regular meeting of the City Council of the Town of Colma held on ________________, 2024, by the following vote:
Name Voting Present, Not Voting Absent
Aye No Abstain No t Participating
John Irish Goodwin, Mayor
Ken Gonzalez
Carrie Slaughter
Helen Fisicaro
Joanne F. del Rosario
Voting Tally
Dated: ___
_________________ _____________________________________ John Irish Goodwin, Mayor
Attest: ______________________________
Michelle Estabillo, City Clerk
A N N U A L
R E P O R T
S O U T H S A N F R A N C I S C O
E D U C A T I O N
F O U N D A T I O N
2 0 2 3 - 2 0 2 4
Building a future
where all students
receive the education
and resources they
need to achieve their
highest potential.
AGENDA ITEM #3
SUPPLMENTAL MATERIALS
3 Letter from the Board
4 About SSFUSD
5 Our Approach
6 Initiatives
13 Our Team
14 Partners & Donors
15 Financials
16 Ways to Stay Involved
Table of Contents
2 SSF Ed Foundation | 2023-2024
I am honored to share the Foundation's impact with you as we celebrate our second year operating and our first year funding initiatives that support and enhance education in the South San Francisco Unified School District (SSFUSD).
Although the foundation is run by a small group of volunteers, it serves as a tool that empowers the entire community to combine resources and steer them towards a future that benefits all our students.
Our first year of operations was spent building partnerships, fundraising, and listening to the SSFUSD community. Input from educators, family members, students, and district leaders guided us to funding priorities, such as literacy support, inclusive curriculum, and navigating school systems. In our 2023-24 year, we were proud to direct the funds we raised toward initiatives that remove barriers to student access in SSFUSD. These included books focused on diversity and inclusion for every school library, field trips for students who wouldn't otherwise have access to them, resources for students facing unmet basic needs, a soccer team for a group of students who often miss out on school sports, and a bilingual educational event where families learned more about navigating the school system.
The SSFUSD community has accomplished a lot through its partnership with the SSF Education Foundation, and these are only the first steps toward what is possible with this organization. In the next year, our goal is to grow our team, expand our partnerships, and boost fundraising efforts to support larger scale initiatives contributing to lasting systemic change. We invite you to join us in building a future where every SSFUSD student receives the education and resources needed to achieve their fullest potential.
3 SSF Ed Foundation | 2023-2024
Letter from the Board
Dear SSF Education Foundation Community,
Kristy Camacho
SSFUSD is a unified district ushering many students
from preschool through senior year.
7,783 students & 1,027 staff
4 SSF Ed Foundation | 2023-2024
About SSFUSD
9 Elementary schools 3 Middle schools3 High schools
Student Demographics
English Learner
23%
Students with
Disabilities
17%
Socioeconomically
Disadvantaged
42%
Demographic categories and data source: SSFUSD 5-Year Strategic Plan 2024 Pacific Islander 2%
Filipino 21%
Other Asian 20%
White 6%
African American/Black 2%
Hispanic/Latino 48%
Native American/Indian 1%
1. Addressing critical student needs.
2. Promoting equitable education and access across district schools.
3. Offering students and educators resources that are strongly linked to long term success, encourage student engagement, and promote a love for learning.
4. Aligning with the SSFUSD strategic plan and implementation feasibility at school sites.
We involve the SSFUSD community in
choosing initiatives that prioritize:
Thank you to the hundreds of SSFUSD families and students, district educators and leaders, and other community members who responded with ideas and input throughout our first year! Values
Our initiatives align with our organizational values.
Students FIrst Equity Community Integrity
To support and enhance education in the
South San Francisco Unified School District
Mission
5 SSF Ed Foundation | 2023-2024
Our Approach
Led by the organization’s mission, values, and the
SSFUSD community, the SSF Ed Foundation Board
chose the following initiatives to support:
School Library Project1.
Field Trips for Baden High School2.
Newcomer Resource Fund3.
Soccer League for English Learners4.
Family Education Event5.
Technology for Parkway Library6.
Youth Empowerment, Education, and Employment7.
6 SSF Ed Foundation | 2023-2024
Initiatives
"The establishment of the South San Francisco Education Foundation means that our community now has a powerful tool to further help all students excel, especially our students who are dependent on our school system" - Dr. Shawnterra Moore, SSFUSD Superintendent
Read more about our initiatives in the following pages.
The South San Francisco Education Foundation worked with all fifteen SSFUSD schools to enrich school libraries with books that celebrate diversity, promote inclusion, and foster students’ sense of belonging.
Students are more engaged when they see themselves reflected in school materials, which leads to sharper critical thinking skills, higher standardized test scores, better attendance, and higher graduation rates. There are socioemotional benefits, including improved self-esteem, empathy, and appreciation for cultural differences.
Promoting Diversity Through Books in SSFUSD's Schools
7 SSF Ed Foundation | 2023-2024
School Library Project
Initiatives
Funded 900 books for all 15 SSFUSD schools
8 SSF Ed Foundation | 2023-2024
Field Trips for Baden High School
The South San Francisco Education Foundation supported two engaging events for Baden High School students. The first was a thrilling experience at the San Bruno Mountain Park ropes course, where students practiced teamwork, built self- confidence, and faced seemingly insurmountable obstacles. The second was an educational end-of-year celebration at Coyote Point Park. Many students attend continuation school because they are facing incredible barriers to finishing high school.
We appreciated the opportunity to provide engaging learning experiences outside of the classrroom, and to celebrate Baden students’ persistence and accomplishments.
Initiatives
Initiatives
Baden High School is the
only SSFUSD high school
without a PTSA or student
government to fundraise
for activities like this.
Attending SSFUSD is the end of a long, difficult journey for some new students. To ease the transition, SSFUSD employs Family Liaisons to help newcomers get situated; however, some students arrive without basic essentials such as shoes, a coat, or other important necessities. School funding does not cover these items. We at the South San Francisco Education Foundation believe that students can more effectively learn and thrive at school when needs like this are met. So we created a fund to empower SSFUSD Family Liaisons to purchase important essentials for the students they serve. “I appreciate all the help
you’ve given my family.
My children would not
have been able to attend
school without your help.”
“My children can now
get a great night’s
sleep on a mattress
and pillows.”
9 SSF Ed Foundation | 2023-2024
Newcomer Resource Fund
Initiatives
Over 70 SSFUSD students served!
“I want to thank SSF Ed
Foundation for all the
support they have
provided to my
daughter and I.”
School sports encourage attendance, motivate accomplishment, and build community, but there are barriers to English Learner (EL) students participating in them. To create a pathway for EL students to work toward joining school sports teams, the Foundation funded the formation of a South San Francisco High School team to join the Andy Hodzic Soccer League, a co-ed league specifically for students identified as English learners, that already includes six other high school teams in San Mateo County. The South San Francisco Futbol Club was incredibly successful, winning the league championship in their first season! Over 20 students participated and are looking forward to playing again for two seasons next year.
Soccer League for English Learners
10 SSF Ed Foundation | 2023-2024
Initiatives
“We had a great time! It was
a good experience for me
and my teammates. We
shared good memories, and
I liked it a lot!”
There are many amazing resources available to SSFUSD students, if families know how to access them. To improve equitable access, the Foundation hosted a Family Education Event to help middle school parents and caregivers learn more about navigating the transitions between elementary, middle, and high school. Event speakers also shared information about issues facing middle school age students.
Help Families Navigate the School System
Thank you to our participating presenters and partner organizations 11 SSF Ed Foundation | 2023-2024
Family Education Event
Initiatives
Dr. Deidra Sommerville, Peninsula YMCA
Sagnicthe Salazar, Rigorous Love
Karla Rodriguez, SMCOE TUPE
Espie Flores, Bridgett Hernandez, Thalia Mesa, Jace Marzan Resource Fair Participants: SSFUSD Migrant Education Program, Upward Scholars, Boys and Girls Club, CAM Edu., SSF Parks and Recreation, SMCOE TUPE, El Concilio of San Mateo County, Star Vista Planning Committee: Lauren Kitchen, Mary Dowden, Deanna Moreno, Teresa Pallitto, Crystal Arrizon, Kelly Duncan, Sarah Levine, Gracia Trejo, Laura Doctor, Rachel Weber, Principal Rossi De Campos, Principal Mendez, Jason Brockmeyer, Dr. Marianne Hew Featured Speakers:
School Counselors:
Family Education Event 2024
SSF Ed Foundation | 2023-2024
12 Initiatives
Initiatives in Progress
Access to Technology
On behalf of Parkway Middle School, the South San
Francisco Education Foundation applied for the
Barona Education Grant with Assembly member
Diane Papan's endorsement. Parkway was awarded
this $5,000 grant to increase access to school
library technology. After researching innovative
options, school leadership chose to invest in a
Glowforge 3D Laser Printer. Combining graphic
design and technology, we look forward to seeing
how Parkway students use this machine to cut,
engrave, and score a variety of materials to make
unique, personalized creations for school projects.
Parkway Heights
is SSFUSD’s only
title 1 middle
school.
The South San Francisco Education Foundation is proud to join the San Mateo County of Education (SMCOE) and its community partnership to support the Youth Empowerment, Early Learning and Employment (YEEE!) pilot program starting in Summer 2024. Through SMCOE’s Departments of Expanded Learning & Community Partnerships and P-3 Early Education Services, the YEEE! Internship will engage, educate and train students to become future early education professionals, fulfilling a critical need in South San Francisco. The program aligns with SSF Ed Foundation’s mission to build community leadership and develop impactful partnerships in education by equipping students with the knowledge, skills, resources, and drive to become the next socially and critically-conscious, action-oriented contributors to San Mateo County.
Youth Empowerment,
Education, and Employment
Juanita Flores
VP of Community
Engagement
Kristy Camacho
President &
Co-Founder
Barbie Levasseur
VP of Operations &
Co-Founder
13 SSF Ed Foundation | 2023-2024
Our Team
Lauren Kitchen
Treasurer &
Co-Founder
Kayla Powers
Secretary &
Co-Founder
Alma Soto
Board Director
Natalie Wheatfall-Lum
Board Director
John Baker
Board Director
Thank You to Our Many Volunteers
Mary Dowden (Initiatives Manager),
Alexia Huerta, Ana Melara Larin, Aya Moulic, Bryan Palomino, Caroline Lacayo, Christina Hong, Crystal Arrizon, Delia Arenas and Agustin González, Fatima Maldonado, Gracia Trejo, Isabella Estevez, James Coleman, Laura Doctor, Leticia Marquez, Monica Nguyen, Megan Connery, Mirna Martinez, Nicole York, Karen Kirby, Roselle Loudon, Rosie Hitchcock Many local agencies and organizations support our initiatives through thought partnership, collaboration, and funding.
Alison Chan, Amanda Anthony, Ann Bui, Barbie & Richard Levasseur, Cam EDU, Cóncepcion Montoya, Corina & Tom Donze,
Daina Lujan, David Burruto, Eddie Flores, Elizabeth Moody, Enrique Miranda, Jennifer Gong, Joshua Mendoza Óbregon, Jossie McManus, Karen Kirby, Karyl Matsumoto, Kim-Uyen Le, Kristy & Hector Camacho,
Laura & Farhad Doctor, Lauren & Nathan Kitchen, Mary Dowden, Mary Musallam, Megan Bezzant, Megan Connery, Michele Brock, Micky Espinoza, Miranda Alvarez, Molloy’s Tavern & Margareta Molloy, Randy Ly, Rutilio Antonio López, Steve Conde, Thazin Win, The Ortiz Group on behalf of Ortensia López,
Benevity - Employer Matching from Google and Genentech, Yes on T for Safe Local Schools
Anonymous Donors
As a new organization, we are deeply grateful to our founding donors for putting their trust in us, so we could launch the organization and allocate resources to our earliest initiatives. Thank you to every individual, organization, and business that has supported the SSF Education Foundation over the last two years.
SSF Ed Foundation | 2023-2024
Partners & Donors
14 South San FranciscoSouth San Francisco
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AMILIAS TOMANDO
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!!!!!l!lliDll!!!!!!l. APOYO. ED UCAC 16N.E SPERANZA.
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SAN MATEO
COUNTY
OFFICE OF
EDUCATION
REVENUE 2022-2023 2023-2024
Individual Donations $50,092 $5,210
Grants $24,000 $7,525
TOTAL REVENUE $74,092 $12,735
Operating Expenses $1,201 $2,740
PROGRAMS AND INITIATIVES FUNDED -- $39,381
Reserves for Next Year Operating
Expenses, Programs and Initiatives $72,891 $43,505
SSF Ed Foundation | 2023-2024
Financials
15 An additional $5,000 Barona Grant was awarded directly to Parkway Heights Middle School. YEEE! Program will reflect in 2024-25 Programs and Initiatives Funded.
The Impact of Your Donations
2023-2024 allocations of SSF Ed Foundation’s Programs and Intiatives School Library Books 30.4%
Inclusive books for all 15 SSFUSD
schools
Newcomer Resource Fund 22.3%
Important essentials for newcomer
students
Soccer League for
English Learners 15.8%
A pathway to school team sports
Family Education Event 10.7%
Information on navigating school systems
Field Trips for Baden High
School Students 9.0%
Access to engaging learning
outside the classroom
Library Equipment for
Parkway Middle School 11.3%
Access to new technology
Community Engagement 0.5%
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SSF Ed Foundation | 2023-2024
16 Ways to Stay Involved
With the help of your generosity,
we can make meaningful impacts so every
SSFUSD student gets the education they deserve!
www.ssfedfoundation.org
Follow Us Online
@ssfedfoundation
SSF Education Foundation
P.O. Box 5418
South San Francisco, CA 94083
Tax ID :88-1191386
[email protected]
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