CENTRAL MARIN FIRE COUNCIL
Charles Lee, Corte Madera – Chair Rosa Thomas, Corte Madera Catherine Way, Larkspur – Vice Chair Scot Candell, Larkspur
REGULAR MEETING
THURSDAY, AUGUST 8, 2024
To be held at the
CENTRAL MARIN POLICE AUTHORITY COMMUNITY ROOM
250 DOHERTY DRIVE, LARKSPUR, CA 94939
AT 6:30PM
or upon conclusion of the CMPA Police Council meeting, whichever is later.
Notice to the Public
The Central Marin Fire Council will meet in person. Members of the public may attend the meeting in person.
You may submit public comment remotely by:
1. Emailing [email protected] prior to 4:00PM on the day of the meeting. (Comments received prior to that time on the day of the meeting will be distributed to the Fire Council).
2. Attending the meeting in-person at the Central Marin Police Authority Community Room, 250 Doherty Drive, Larkspur, CA 94939.
AGENDA
1. CALL TO ORDER AND ROLL CALL
2. ELECTION OF CHAIR PRO TEM
The Fire Authority Clerk will conduct an election for a Chair Pro Tem to preside over the meeting as the Chair and Vice Chair are not able to preside over the meeting.
3. OPEN TIME FOR PUBLIC EXPRESSION
Please confine your comments during this portion of the agenda to matters not already on this agenda. The public will be given an opportunity to speak on each agenda item at the time it is called.
4. PRESENTATIONS: None
5. REPORTS AND COMMENTS
A. COUNCIL MEMBERS
B. MANAGEMENT COMMITTEE
C. CHIEF’S COMMENTS
6. CONSENT CALENDAR
A. Approve Minutes of May 9, 2024 Regular Fire Council Meeting B. Approve Minutes of June 13, 2024 Regular Fire Council Meeting C. Accept Report on Estimated Actuals for Fiscal Year 2023-2024 D. Acknowledge and File Accounts Payable Checks, Accounts Payable Checks, April 28, 2024 to July 31, 2024, transfers to Payroll Account, April 28 through July 31, 2024, and electronic payments to CalPERS
7. BUSINESS ITEMS
A. Consideration and Possible Adoption of Resolution No. 2024/06 Authorizing the Management Committee to Enter into a Memorandum of Understanding Between the Central Marin Fire Authority and the Central Marin Firefighters’ Association/IAFF Local 1775
Recommendation: that Council discuss and adopt the Resolution as presented B. Consideration and Possible Adoption of Resolution No. 2024/07 Authorizing the Management Committee to Execute Amendments to the Salaries and Benefits for Members of the Fire Management Unit for the Period of July 1, 2024 Through June 30, 2027
Recommendation: that Council discuss and adopt the Resolution as presented C. Consideration and Possible Adoption of Resolution No. 2024/08 Authorizing the Management Committee to Execute Amendments to the Salary and Benefits for the Position of Fire Inspector/Investigator for the Period of July 1, 2024 Through June 30, 2027
Recommendation: that Council discuss and adopt the Resolution as presented D. Consideration and Possible Adoption of Resolution No. 2024/09 Authorizing the Management Committee to Execute Amendments to the Salary and Benefits for the Position of Administrative Assistant for the Period of July 1, 2024 Through June 30, 2027
Recommendation: that Council discuss and adopt the Resolution as presented E. Consideration and Possible Adoption of Resolution No. 2024/10 Approving a Publicly Available Pay Schedule as Required by CalPERS
Recommendation: that Council discuss and adopt the Resolution as presented
8. ADJOURNMENT
The next regular meeting of the Central Marin Fire Council is scheduled for Thursday, November 14, 2024.
In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the Clerk of the Central Marin Fire Authority at (415) 927-5050 or via email at [email protected]. Notification at least 72 hours prior to the meeting will enable the Authority to make reasonable accommodations to help ensure accessibility to this meeting.
Any writings or documents provided to a majority of the Central Marin Fire Council regarding any item on this Agenda are available during normal business hours, for public inspection at Corte Madera Town Hall, 300 Tamalpais Drive, Corte Madera, CA. Any reports that are provided after the posting of this Agenda and prior to the meeting will be made available at this same location simultaneously as it is provided to the Fire Council.
I certify that this agenda was posted on or before August 5, 2024, in full public view and access at least 72 hours prior to the Fire Council meeting time in accordance with the Brown Act.
Lorena Barrera, Authority Clerk
Central Marin Fire Authority
6.A.
1 MINUTES OF THE REGULAR MEETING
2 OF THE
3 FIRE COUNCIL OF THE CENTRAL MARIN FIRE AUTHORITY
4 250 DOHERTY DRIVE, LARKSPUR, CA 94939
5 THURSDAY, MAY 9, 2024
6 AT 6:30 P.M.
7 Or upon conclusion of the CMPA Police Council meeting, whichever is later. 8 9 The Central Marin Fire Council will meet in person. Members of the public may attend 10 the meeting in person.
11 12 How to submit public comment remotely:
13 1. Email [email protected] prior to 4:00 P.M. on the day of the meeting 14 or during the meeting (Comments received prior to that time on the day of the 15 meeting will be distributed to the Fire Council and made available in the online 16 agenda packet).
17 2. Attending the meeting in-person at the Central Marin Police Authority Community 18 Room, 250 Doherty Drive, Larkspur, CA 94939.
19 20
21 22 I. CALL TO ORDER, ROLL CALL
23 24 The Regular Meeting of the Fire Council of the Central Marin Fire Authority (CMFA) was 25 called to order at 7:26PM by Chair Charles Lee.
26 27 COUNCIL MEMBERS PRESENT:
28 29 Charles Lee, Council Vice Chair, Town of Corte Madera 30 Catherine Way, Council Member, City of Larkspur
31 Stephanie Andre, Council Member Alternate, City of Larkspur 32 Rosa Thomas, Council Member, Town of Corte Madera
33 34
35 COUNCIL MEMBERS ABSENT:
36 37 None
38 39
40 STAFF PRESENT:
41 42 Ruben Martin, Fire Chief
43 Adam Wolff, Corte Madera Town Manager
44 Dan Schwarz, Larkspur City Manager
45 Daria Carrillo, Director of Finance, Town of Corte Madera May 9, 2024 Regular Meeting Minutes
2 1 Tom Bertrand, Authority Counsel
2 Lorena Barrera, Authority Clerk
3 4
5 II. OPEN TIME FOR PUBLIC EXPRESSION
6 7 Chair Lee opened up the item for public comment.
8 9 No public comments were received from attendees or via email on this item. 10 11 Chair Lee closed public comment and moved on to the next item. 12 13
14 III. PRESENTATIONS – None
15 16
17 IV. REPORTS AND COMMENTS
18 19 A. COUNCIL MEMBERS
20 No reports were provided.
21 22 B. MANAGEMENT COMMITTEE
23 No report was provided.
24 25 C. CHIEF’S COMMENTS
26 Chief Ruben Martin provided updates from the Marin Wildfire Prevention Authority 27 stating that they were formulating an operation plan to allow them to collaborate 28 with other agencies.
29 30 Vice Chair Way asked for an update on equipment.
31 32 Chief Martin said that the lease for the fire engine went through and that one 33 command vehicle would be delivered tomorrow.
34 35 Vice Chair Way asked about personal protective equipment and what is being 36 done as it has been discovered that it can lead to occupational cancer. Chief Martin 37 said that the industry is looking into alternative materials and limiting how certain 38 materials are used.
39 40 Chief Martin ended the report by saying that the state has been reimbursing the 41 agency back for out-of-county service but there is a lag in the process. 42 43
44 V. CONSENT CALENDAR
May 9, 2024 Regular Meeting Minutes
3 1 Chair Lee asked if there were public comments or requests from Council or the public for 2 removal of items from the Consent Calendar.
3 4 There were no comments received from online attendees and no comments received by 5 email, and no requests were received from the Council or the public to remove items from 6 the Consent Calendar.
7 8 Chair Lee then called for a vote on the Consent Calendar. 9 10 MOTION: It was M/S/C (Thomas/Way) to approve Consent Calendar items V A-D. 11 ROLL CALL VOTE: 4-0 in favor of the motion.
12 13 The approved Consent Calendar consisted of the following items:
14 15 A. Approve Minutes of February 8, 2024 Regular Fire Council Meeting 16 17 B. Accept the General Fund Revenue and Expenditure Report Through April 18 30, 2024
19 20 C. Acknowledge and File Accounts Payable Checks, January 27, 2024 through 21 April 27, 2024, Transfers to Payroll Account, January 27, 2024 through April 27, 22 2024, and electronic payments to CalPERS
23 24 D. Adopt Resolution No. 2024/04 Amending the Fire Council Regular Meeting 25 Schedule for 2024
26 27
28 VI. BUSINESS ITEMS
29 30 A. Consideration and Possible Adoption of Resolution No. 2024/05 Approving 31 the Fiscal Year 2024-2025 Budget
32 Finance Director Daria Carrillo presented the item. She went over the information 33 presented in the staff report. Vice Chair Way asked about the $100,000 listed as an 34 amount into a Contingency category at the bottom of page 2. Carrillo responded that the 35 amount is intended to allow for additional labor costs, if necessary, as the proposed 36 budget currently includes an increase of 3.5 percent however, labor negotiations are still 37 ongoing. Finance Director Carrillo continued with the presentation of the general fund and 38 paused for questions.
39 40 Larkspur City Manager Dan Schwarz reminded the council that CMFA was formed with 41 the agencies committing to keeping their liabilities for pensions and retiree medical 42 promises that were made by the agencies. Therefore the pension obligation information 43 for each agency varies from what was heard at the Police Council meeting as each 44 member agency for CMFA have sizeable pension obligations for fire versus police.
May 9, 2024 Regular Meeting Minutes
4 1 Vice Chair Way asked if there was an update that could be provided on the labor 2 negotiations taking place for CMFA. Schwarz responded that information could not be 3 shared at this time as that information needs to be discussed in a closed session meeting. 4 Way continued by saying that it seems difficult to approve a budget when the council has 5 no information on the status of the current labor negotiations and typically, about 74 6 percent of the agency’s budget is spent on labor costs. Schwarz responded saying the 7 budget would need to be approved recognizing that it is likely that the budget will need to 8 be amended. Way added that there is now extra meeting in June and Schwarz responded 9 that he cannot say with confidence that the circumstances will be any better at that time. 10 Dan Schwarz added that the other alternative for this item would be to adopt a continuing 11 resolution which essentially means the agency would be taking the current budget and 12 applying to the next fiscal year. However, that would be problematic because it would not 13 include any of the operational expenses. Way asked if there was a readjustment like the 14 step system that was brought forward at the police meeting. Larkspur City Manager Dan 15 Schwarz responded that it is too preliminary to talk in open session about the current 16 negotiations. Vice Chair Way asked if there is a timeline on when the negotiating might 17 conclude. Schwarz said that they can go past the expiration date of active contracts and 18 the existing contract continues until the parties can finish negotiating. He said that for the 19 current negotiations, there is no timeframe on when that might be. 20 21 Council Member Thomas asked where the 3.5 percent came from as that was the amount 22 used in the proposed budget. Corte Madera Town Manager Adam Wolff said that was the 23 baseline number that was used to get the process moving while the negotiations 24 continued. Chair Lee added that it is a placeholder number and that it is a good number 25 as it is also being used through different industries. 26 27 Finance Director Daria Carrillo continued with the presentation of the item by going over 28 the other funds in the budget.
29 30 Council Member Andre asked if the member agencies would have to make changes to 31 their budgets if the budget for CMFA gets passed tonight and requires a revision once the 32 labor negotiations conclude. Staff responded yes to that question. 33 34 Chair Lee opened up the discussion for public comment. 35 36 No public comment was received for this item.
37 38 Chair Lee closed public comment.
39 40 Vice Chair Way asked that a closed session meeting be scheduled in the upcoming June 41 meeting and if necessary, also in the July meeting. Staff confirmed one will be scheduled 42 in June.
43 44 Following further deliberation, Chair Lee called for a motion. 45 46 MOTION: It was M/S/C (Way/Thomas) to adopt Resolution No. 2024/05 May 9, 2024 Regular Meeting Minutes
5 1 ROLL CALL VOTE: 4-0 in favor of the motion.
2 3
4 VII. ADJOURNMENT
5 6 Chair Lee adjourned the Council Meeting at 8:12PM to the next regular meeting 7 scheduled for June 13, 2024.
8 6.B.
1 MINUTES OF THE REGULAR MEETING
2 OF THE
3 FIRE COUNCIL OF THE CENTRAL MARIN FIRE AUTHORITY
4 250 DOHERTY DRIVE, LARKSPUR, CA 94939
5 THURSDAY, JUNE 13, 2024
6 AT 6:30 P.M.
7 Or upon conclusion of the CMPA Police Council meeting, whichever is later. 8 9 The Central Marin Fire Council will meet in person. Members of the public may attend 10 the meeting in person,
11 12 How to submit public comment remotely:
13 1. Email [email protected] prior to 4:00 P.M. on the day of the meeting 14 or during the meeting (Comments received prior to that time on the day of the 15 meeting will be distributed to the Fire Council and made available in the online 16 agenda packet).
17 2. Attending the meeting in-person at the Central Marin Police Authority Community 18 Room, 250 Doherty Drive, Larkspur, CA 94939.
19 20
21 22 I. CALL TO ORDER, ROLL CALL
23 24 The Regular Meeting of the Fire Council of the Central Marin Fire Authority (CMFA) was 25 called to order at 6:47PM by Chair Charles Lee.
26 27 COUNCIL MEMBERS PRESENT:
28 29 Charles Lee, Council Chair, Town of Corte Madera
30 Catherine Way, Council Vice Chair, City of Larkspur
31 Rosa Thomas, Council Member, Town of Corte Madera
32 Scot Candell, Council Member, City of Larkspur
33 34 COUNCIL MEMBERS ABSENT:
35 36 None
37 38 STAFF PRESENT:
39 40 Ruben Martin, Fire Chief
41 Adam Wolff, Corte Madera Town Manager
42 Dan Schwarz, Larkspur City Manager
43 Tom Bertrand, Authority Counsel
44 Ezra Coleman, Battalion Chief
45 Lorena Barrera, Authority Clerk
June 13, 2024 Regular Meeting Minutes
2 1
2 II. OPEN TIME FOR PUBLIC EXPRESSION
3 4 Chair Lee opened up the item for public comment.
5 6 No public comments were received from attendees or via email on this item. 7 8 Chair Lee closed public comment and moved on to the next item. 9 10
11 III. CLOSED SESSION ITEM
12 A. CONFERENCE WITH LABOR NEGOTIATOR
13 Closed Session Pursuant to California Government Code Section 54957.6 14 Agency Negotiator: Tim Davis
15 Employee Organizations: International Association of Firefighters Local 1775 16 17
18 Chair Lee asked if there were public comments for the closed session item. 19 20 No public comments were received from attendees or via email for the closed session 21 item.
22 23 Chair Lee closed public comment .
24 25 Council adjourned to closed session at 6:48PM
26 27
28 IV. RECONVENE IN OPEN SESSION AND REPORT OUT OF CLOSED SESSION 29 30 Council reconvened at 8:28PM.
31 32 Chair Lee announced there was no reportable action. 33 34
35 V. ADJOURNMENT
36 37 Chair Lee adjourned the Council Meeting at 8:29PM to the next regular meeting 38 scheduled for July 11, 2024.
39 1
6.C.
CENTRAL MARIN FIRE COUNCIL
STAFF REPORT
REPORT DATE: July 30, 2024
MEETING DATE: August 8, 2024
TO: Central Marin Fire Council
FROM: Daria Carrillo, Finance Director
SUBJECT: 2023-2024 Preliminary Revenue and Expenditures
RECOMMENDED ACTION:
That Fire Council accept the attached revenue and expenditure reports for the General Fund, Insurance Fund and Equipment Funds for the 2023-2024 fiscal year.
BACKGROUND:
Central Marin Fire Authority’s fiscal year begins on July 1 and ends on June 30. The attached reports show the activity for the 2023-2024 fiscal year. The books are not yet closed and the attached reports show transactions recorded as of July 30, 2024. Additional transactions are expected to be recorded before transactions for 2023-2024 are finalized on approximately August 31, 2024.
DISCUSSION:
General Fund
The attached documents were produced by the Tyler Incode 10 software, which is the financial software used by the Fire Authority.
Attachment #1 shows the revenue and expenditures for the General Fund. This is the fund used to record the operating expenditures for the Fire Authority.
The column titled “2022-2023” shows the total activity for the 2022-2023 fiscal year. This column 2 is included for comparison.
Revenue:
As of July 30, 2024, total revenue exceeded the budgeted amount by $43,449, or less than one half of one percent.
Total revenue is $313,000, or 2.6%, greater than revenue received in the previous fiscal year.
Although member contributions increased by $404,988, or 3.7%, reimbursements from the State for out of county response decreased by $229,534, or 44%, due fewer Fire Authority employees responding to out of county incidents. Interest revenue was $4,875, or 11% greater than in the previous fiscal year. The Fire Authority also received $10,472 in Federal revenue in 2023-2024 for expenses incurred as a result of the COVID 19 emergency whereas no Federal revenue was received in the previous fiscal year. Other revenue in 2023-2024 increased by $115,265, or 57%, compared to 2022-2023, mainly as a result of a reimbursement from Ross Valley Paramedic Authority for 2022- 2023 crossing fiscal years.
Expenditures:
Total expenditures and transfers to other funds as of July 30, 2024 are $566,002, or 4.9%, greater than expenditures in the previous fiscal year. Although the attached report shows a surplus of $52,118, staff estimates that this surplus will be spent due to outstanding invoices for the 2023-2024 fiscal year. The budgeted transfer to the Insurance Fund was reduced by $50,000 in order to avoid a deficit in the General Fund for 2023-2024 and will be further addressed below.
Salary costs for 2023-2024 exceeded the budgeted amount by $314,971, or 4.4%. Included in this total is the fact that overtime costs exceeded the budget by $517,934. Overtime costs have been incurred due to employees being on leave for extended periods, both due to workers’ compensation and administrative leave and other employees needing to work overtime in order to fill in for the absent workers. Moreover, three employees were hired to fill vacancies during the course of the year and were in training for several months. Other employees needed to work overtime hours in order to fill in for the employees in training, as well as for the employee who was conducting the training.
Offsetting some of the overtime costs, regular salaries and associate regular pay were $256,149 under budget due to vacant positions. There are currently two vacant positions.
Total salaries for 2023-2024 decreased by $169,024, or 2.2%, compared to the previous year. This includes a 3% increase to the salary schedule for most employees, scheduled step increases, and a decrease in total overtime pay of $166,251 due to fewer hours for out of county response.
Offsetting the $314,971 amount that salaries exceed the budget by, Outside Services were $117,541, or 12%, under the budgeted amount, largely due to budgeted one time costs associated with dispatch services that did not take place in 2023-2024 and will take place in 2024-2025. Outside Services increased by $175,759, or 24%, compared to 2022-2023. Legal services accounted for $72, 248 of the increase due to a personnel matter and to costs associated with collective bargaining. Other items contributing to the increase in Outside Services include Neighborhood Response Group (NRG), which increased by $19,698, largely due to the increase in the contract with the NRG Coodinator, Marin Emergency Radio Authority (MERA) contribution which increased by $15,029, and Other Contract Services, which increased by $$54,459 due mainly to an investigator hired for an internal investigation, services in connection with a Fire Services Master Plan, and an actuarial report that is issued every two years regarding Other Post Employment Benefits (OPEB). 3 Retirement Costs were under budget by $85,255, mainly due to vacant positions. Normal retirement costs are not paid on overtime pay. Retirement costs increased by $18,417, or 2%, compared with the previous fiscal year.
Vehicle Maintenance was $34,168, or 34%, under budget, Supplies were $67,879, or 14% under budget and utilities were $23,320, or 24%, over budget.
As noted above, the transfer to the Insurance Fund was reduced by $50,000 compared to the Revised Budget, resulting in Transfers Out being under budget by $50,000. This transfer was reduced in order to avoid an operating deficit in the General Fund. Staff anticipates that additional invoices totaling approximately $50,000 will need to be paid before the 2023-2024 fiscal year’s books are closed.
Without the reduced transfer, the General Fund would end the year with an operating deficit of approximately $50,000 due to the overtime costs discussed above.
Fiscal Impact to General Fund:
As of July 30, 2024, staff anticipates, that as a result of the reduced transfer to the Insurance Fund, the General Fund’s ending balance will be unchanged from the previous year and will be zero as of June 30, 2024.
Insurance Fund
Attachment #2 shows the revenues and expenditures for the Insurance Fund, which is the fund records payments for premiums and claims related to property, liability and workers’ compensation claims.
Also included for comparison on Attachment #2 is the Total Activity for 2022-2023. This fund’s main source of revenue is the General Fund. In 2023-2024, the General fund transferred $636,29 to the Insurance Fund, which is $50,000 less than the budgeted amount. The transfer was reduced to avoid a deficit in the General Fund.
The category Other Benefits consists mainly of Workers’ Compensation premiums and a small amount (less than 1%) of Unemployment Benefits. The Category Outside Services consists of Property and Liability premiums.
Expenditures are $10,844 over budget, due mainly to Workers’ Compensation claims. The books for 2023-2024 are not yet closed. There may be additional claim payments required for 2023-2024.
Fiscal Impact to Insurance Fund:
The estimated ending balance is approximately $300,000 as of June 30, 2024. However, the most recent actuarial valuation estimates approximately $1.33 million in total workers’ compensation claims liability and $152,297 in total property and liability claims liability, for a total of approximately $1.482 in total claims liability.
The Insurance Fund is funded by the General Fund and will likely require increasingly large transfers from the General Fund.
Equipment Fund
Attachment #3 shows the revenues and expenditures for the Equipment Fund. Also included is the activity for 2022-2023 for comparison. In 2023-2024, the Fire Authority received a grant in the amount of $18,106 to pay for medical equipment. The total cost of the monitors was $19,476. 4 The General Fund transferred $233,314 to the Equipment Fund in 2023-2024 to make payment for a fire engine lease and to purchase a vehicle for a Battalion Chief.
Fiscal Impact to Equipment Fund:
The current balance of the Equipment Fund is $41,843. No further transactions for 2023-2024 are anticipated.
Measure C Fund
This fund was established to record revenue and expenditures related to the Measure C Wildfire Prevention Authority tax.
The revenue in this fund includes $804,323 in Measure C tax, as well as additional contribution from the Town of Corte Madera in the amount of $96,388 so that the contributions on behalf of the Town of Corte Madera and the City of Larkspur are the same amount.
Also included is reimbursement for expenses related to the Central Marin Zone Evacuation Route Expenditures in this fund include salary and benefits for a Hazard Mitigation Specialist and 3% of the salary and benefits for the Fire Inspector. Expenditures for Outside Services and Supplies are primarily related to vegetation management.
Fiscal Impact to Measure C Fund:
The estimated ending balance in this fund as of June 30, 2024 is approximately $80,000.
ENVIRONMENTAL IMPACT:
This activity is not defined as a project under CEQA (Section 15378 CEQA Guidelines).
OPTIONS:
1. Accept 2023-2024 Preliminary Revenue and Expenditure Report..
2. Provide other direction to staff.
ATTACHMENTS:
1. Estimated Actuals 2023-2024, General Fund
2. Estimated Actuals 2023-2024, Insurance Fund
3. Estimated Actuals 2023-2024, Equipment Fund
4. Estimated Actuals 2023-2024, Measure C Fund
THIS ITEM HAS BEEN REVIEWED AND APPROVED BY THE EXECUTIVE MANAGER. 5 ATTACHMENT 1
Estimated Actuals 2023-2024, General Fund
Budget Comparison Report
Central Marin Fire Authority
2022-2023
Total
Activity
2023-2024
Revised
Budget
2023-2024
YTD
Activity*
Percent
Received /
Expended
SubCategory
Fund: 70 - CENTRAL MARIN FIRE AUTHORITY GENERAL FUND
Beginning Balance -305,119 0 0
Revenue
430 - PERMITS AND FEES 145,962 154,000 154,162 100.10%
431 - COST RECOVERY 4,748 0 3,522
452 - INTEREST 41,916 20,000 46,751 233.76%
460 - STATE REVENUE 524,750 275,341 295,216 107.22%
470 - FEDERAL REVENUE 0 0 10,472
481 - MEMBER CONTRIBUTIONS 10,912,992 11,317,980 11,317,980 100.00% 490 - OTHER REVENUE 201,884 334,482 317,149 94.82%
Total Revenue: 11,832,252 12,101,803 12,145,252 100.36% Expense
600 - SALARIES 7,591,940 7,107,945 7,422,916 104.43%
601 - RETIREMENT 913,786 999,041 932,203 93.31%
602 - OTHER BENEFITS 1,069,775 1,134,543 1,140,059 100.49% 603 - RETIREE BENEFITS 59,870 102,720 108,004 105.14%
611 - OUTSIDE SERVICES 716,017 1,009,316 891,776 88.35% 612 - TRAINING, EDUCATION, MEETINGS 34,748 45,000 31,001 68.89% 613 - DUES AND SUBSCRIPTIONS 8,435 9,000 8,164 90.71%
614 - EQUIPMENT MAINTENANCE 33,473 49,100 24,756 50.42% 18,063 35,000 40,492
115.69%
616 - VEHICLE MAINTENANCE 119,465 100,000 65,832 65.83% 620 - UTILITIES 112,124 95,180 118,387 124.38%
630 - SUPPLIES 343,180 488,425 420,546 86.10%
651 - EQUIPMENT 105 7,000 2,406 34.37%
670 - TRANSFERS OUT 428,802 919,533 869,533 94.56%
680 - OTHER EXPENDITURES 77,354 0 17,061
Total Expense: 11,527,133 12,101,803 12,093,135 99.93%
Ending Balance 0 0 52,118
* 2023-2024 activity is not complete as of July 30, 2024. 615 - BUILDING AND GROUNDS
MAINTENANCE
7 ATTACHMENT 2
Estimated Actuals 2023-2024, Insurance Fund
Budget Comparison Report
Central Marin Fire Authority
2022-2023
Total Activity
2023-2024
Revised Budget
2023-2024
YTD Activity*
Percent
Received /
Expended
SubCategory
Fund: 71 - CENTRAL MARIN FIRE AUTHORITY INSURANCE FUND
Beginning Balance 618,402 358,166 358,166
Revenue
490 - OTHER REVENUE 0 0 3,496
510 - TRANSFERS IN 295,488 686,219 636,219 92.71%
Total Revenue: 295,488 686,219 639,715 93.22%
Expense
602 - OTHER BENEFITS 188,177 192,000 211,709 110.27%
611 - OUTSIDE SERVICES 339,375 424,219 406,510 95.83%
617 - CLAIMS 28,171 70,000 78,844 112.63%
Total Expense: 555,723 686,219 697,063 101.58%
Total Fund: 71 - ENDING BALANCE 358,166 358,166 300,818 * 2023-2024 activity is not complete as of July 30, 2024. 9 ATTACHMENT 3
Estimated Actuals 2023-2024, Equipment Fund
Budget Comparison
Central Marin Fire Authority
2022-2023
Total
Activity
2023-2024
Revised
Budget
2023-2024
YTD
Activity*
Percentage
Received /
Expended
SubCategory
Beginning Balance 89,133 37,120 37,120
Fund: 72 - CMFA EQUIPMENT FUND
Revenue
470 - FEDERAL REVENUE 0 0 18,106
510 - TRANSFERS IN 133,314 233,314 233,314 100.00%
Total Revenue: 133,314 233,314 251,420 107.76%
Expense
630 - SUPPLIES 30,000 0 0 0.00%
640 - DEBT SERVICE 153,314 153,314 153,314 100.00%
651 - EQUIPMENT 2,013 0 19,476
652 - VEHICLES 0 80,000 73,908 92.38%
Total Expense: 185,327 233,314 246,697 105.74%
Total Fund: 72 - ENDING BALANCE 37,120 37,120 41,843
11 ATTACHMENT 4
Estimated Actuals 2023-2024, Measure C Fund
Budget Comparison Report
Central Marin Fire Authority
2022-2023
Total Activity
2023-2024
2023-2024
2023-2024
YTD Activity*
Percentage
Received /
Expended
SubCategory
Fund: 75 - MEASURE C FIRE TAX FUND
Beginning Balance 84,335 191,481 191,481
Revenue
400 - PROPERTY TAX 766,669 774,145 804,323 103.90%
480 - OTHER LOCAL AGENCY REVENUE 0 0 0 0.00%
481 - MEMBER CONTRIBUTIONS 91,828 89,707 96,388 107.45% 490 - OTHER REVENUE 407,062 0 0 0.00%
Total Revenue: 1,265,560 863,852 900,711 104.27%
Expense
600 - SALARIES 161,729 170,988 194,738 113.89%
601 - RETIREMENT 11,207 13,680 14,240 104.09%
602 - OTHER BENEFITS 27,030 34,560 33,298 96.35%
611 - OUTSIDE SERVICES 916,752 630,000 767,633 121.85%
630 - SUPPLIES 41,696 7,565 1,486 19.64%
652 - VEHICLES 0 0 0 0.00%
Total Expense: 1,158,414 856,793 1,011,395 118.04%
Total Fund: 75 - ENDING BALANCE: 191,481 198,540 80,797 * 2023-2024 activity is not complete as of July 30, 2024 1 6.D.
CENTRAL MARIN FIRE COUNCIL
STAFF REPORT
REPORT DATE: July 31, 2024
MEETING DATE: August 8, 2024
TO: Central Marin Fire Authority Council
FROM: Daria Carrillo, Finance Director
SUBJECT: Accounts Payable Checks, April 28 to July 31, 2024, transfers to Payroll Account, April 28 through July 31, 2024, and electronic payments to CalPERS
RECOMMENDED ACTION:
Acknowledge and file: 1) checks numbers 23301 to 23450 for a total of $732,505.87, 2) transfers to the payroll account in the amount of $2,810,954.01, and 3) electronic payments to CalPERS for health benefits in the amount of $4,393.28 and for unfunded retirement liability in the amount of $31,300.
BACKGROUND/DISCUSSION:
The attached Check Report was produced from the Town of Corte Madera’s financial system. It includes all checks issued from the Town’s Bank of Marin operating account during the period April 28 through July 31, 2024 on behalf of Central Marin Fire Authority The Bank of Marin operating account is a pooled account for the day-to-day operations of both the Town of Corte Madera and the Central Marin Fire Authority. The finances of the two separate entities are segregated within the Town’s financial system. Checks issued on behalf of Central Marin Fire Authority include the Central Marin Fire Authority’s name and logo and have a separate numbering system from that of the Town. On occasion, a check will be written for services or goods incurred by both the Town and Central Marin Fire Authority on the Town’s check stock, resulting in checks with a different numbering system appearing on the check report.
In addition to the operating account, the Town maintains a payroll account at Bank of Marin. This 2 account is for payroll transactions only. All payroll items are paid through the payroll account, including direct deposit payments to employees, state and federal tax payments, CalPERS payments for retirement and medical insurance and other payroll related items. Many of the payments are made electronically.
For the period April 28 through July 31, 2024, $2,810,954.01 was transferred from the operating account to the payroll account for payroll related expenditures.
Payments to CalPERS health benefits for items not paid through the payroll account in the amount of $4,393.28 were made via electronic debit. A payment for unfunded retirement liability was made to CalPERS in the amount of $31,300 via electronic debit.
FISCAL IMPACT:
There is no fiscal impact associated with this report.
ENVIRONMENTAL IMPACT:
This activity is not defined as a project under CEQA (Section 15378 CEQA Guidelines).
OPTIONS:
1. Accept the check listing as presented.
2. Take no action at this time and provide further direction to staff.
ATTACHMENTS:
1. Check Report, check numbers 23301 through 23450
THIS ITEM HAS BEEN REVIEWED AND APPROVED BY THE EXECUTIVE MANAGER. 3 ATTACHMENT 1
Check Report, check numbers 23301 through 23450
1'1111: 1,�..,.11 t•r
Ca•rt M.1rifftliAo
Vendor Number
Payable#
Corte Madera, CA
Vendor Name
Payable Type Post Date
Bank Code: AP Bank-AP Bank
ai560cm AIRGAS
5507177121 Invoice 05/02/2024
at004cm AT&T MOBILITY - 287293876016
293876016X0410 Invoice 05/02/2024
beOOlcm
INV042924
bo105cm
85201621
85311287
buOOScm
104555
BENEFIT TRUST COMPANY
Invoice 05/02/2024
BOUND TREE MEDICAL, LLC
Invoice 05/02/2024
Invoice 05/02/2024
BUCK'S SAW SERVICE, INC.
Invoice 05/02/2024
Payment Date Payment Type
Payable Description
05/02/2024 Regular
MEDICAL SUPPLIES
05/02/2024 Regular
UTILITIES - TELEPHONE
05/02/2024 Regular
FIRE DEPT OPEB
05/02/2024 Regular
MEDICAL SUPPLIES
MEDICAL SUPPLIES
05/02/2024
TOOLS
Regular
co165cm COMCAST- FIRE DEPT 0208565, 0055313, 030' 05/02/2024 Regular 0199613 041324 Invoice 05/02/2024 UTILITIES - INTENET
coOOlcm
04/2024 STMT
CORPORATE PAYMENT SYSTEMS
Invoice 05/02/2024
05/02/2024
04/2024 STMT
Regular
fo002cm FORSTER & KROEGER LANDSCAPE MAINTENAN 05/02/2024 Regular 9402 Invoice 05/02/2024 VEGETATION MGMT SPECALISTS
go031cm
Cl043422
al002cm
2606
jilOlcm
701363
ma600cm
12466
no045cm
0106085-IN
GOLDEN STATE EMERGENCY
Invoice 05/02/2024
HENRY ESCOBAR
Invoice 05/02/2024
JIM CORBET'S ACE HARDWARE
Invoice 05/02/2024
MARIN COUNTY SHERIFF'S OFFICE
Invoice 05/02/2024
NICK BARBIERI TRUCKING, LLC
Invoice 05/02/2024
pa176cm PACIFIC GAS & ELECTRIC
1939277301-6 04 Invoice 05/02/2024
ri003cm
108211248
usOOlcm
MAY 2024
ve002cm
9960835041
weOOlcm
30611
33621
ch250cm
96491380
RICOH USA, INC.
Invoice 05/02/2024
US BEHAVIORAL HEALTH PLAN, CA
Invoice 05/02/2024
VERIZON WIRELESS - 670722771-00004
Invoice 05/02/2024
WEST MARIN COMPOST
Invoice 05/02/2024
Invoice 05/02/2024
WEX BANK
Invoice 05/02/2024
05/02/2024 Regular
VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/
05/02/2024 Regular
VEGETATION MGMT SPECALISTS
05/02/2024 Regular
BUILDING SUPPLIES
05/02/2024 Regular
DISPATCH SERVICES
05/02/2024 Regular
FIRE DEPT FUEL
05/02/2024 Regular
UTILITIES - ELECTRICITY
05/02/2024 Regular
PRIVATE CONTRACTUAL SERVICES
05/02/2024 Regular
OTHER EMPLOYEE BENEFITS
05/02/2024 Regular
UTILITIES - TELEPHONE
05/02/2024 Regular
VEGETATION MGMT SPECALISTS
VEGETATION MGMT SPECALISTS
05/02/2024 Regular
VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/
Check Report
By Check Number
Date Range: 04/28/2024 - 07/31/2024
Discount Amount Payment Amount Number
Discount Amount Payable Amount
0.00 501.93 23301
0.00 501.93
0.00 948.01 23302
0.00 948.01
0.00 553.80 23303
0.00 553.80
0.00 1,494.25 23304
0.00 981.94
0.00 512.31
0.00 78.09 23305
0.00 78.09
0.00 761.75 23306
0.00 761.75
0.00 16,837.09 23308
0.00 16,837.09
0.00 4,200.00 23309
0.00 4,200.00
0.00 110.41 23310
0.00 110.41
0.00 19,200.00 23311
0.00 19,200.00
0.00 18.52 23312
0.00 18.52
0.00 21,731.75 23313
0.00 21,731.75
0.00 1,846.96 23314
0.00 1,846.96
0.00 3,300.79 23315
0.00 3,300.79
0.00 212.18 23316
0.00 212.18
0.00 415.00 23318
0.00 415.00
0.00 1,002.38 23319
0.00 1,002.38
0.00 6,200.00 23320
0.00 200.00
0.00 6,000.00
0.00 2,765.82 23321
0.00 2,765.82
Check Report Date Range: 04/28/2024 - 07/31/2024
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable# Payable Type Post Date Payable Description Discount Amount Payable Amount msOOlcm MSA DENTAL POOL 05/03/2024 Regular 0.00 483.16 23322 BENEFITS 05L202 Invoice 05/03/2024 BENEFITS 05/2024 0.00 483.16 vi099cm VISION SERVICE PLAN (CA) 05/03/2024 Regular 0.00 44.49 23323 BENEFITS 05L202 Invoice 05/03/2024 BENEFITS 05/2024 0.00 44.49 alOOlcm ALPINE SPRINGS WATER DISTRIBUTION 05/09/2024 Regular 0.00 12.00 23324 31000 Invoice 05/09/2024 BUILDING SUPPLIES 0.00 12.00
ba002cm BAY CITIES JOINT POWER INSURANCE AUTHOR 05/09/2024 Regular 0.00 3,497.39 23325 BCJPIA-00129-20 Invoice 05/09/2024 WORKERS COMPENSATION CLAIMS 0.00 3,497.39 beOOlcm BENEFIT TRUST COMPANY 05/09/2024 Regular 0.00 27.69 23326 INV050924 Invoice 05/09/2024 FIRE DEPT OPEB 0.00 27.69
bo105cm BOUND TREE MEDICAL, LLC 05/09/2024 Regular 0.00 834.10 23327 85323380 Invoice 05/09/2024 MEDICAL SUPPLIES 0.00 812.41 85327955 Invoice 05/09/2024 MEDICAL SUPPLIES 0.00 21.69 ci600cm CITYGATE ASSOCIATES, LLC 05/09/2024 Regular 0.00 3,063.75 23328 31531 Invoice 05/09/2024 OTHER CONTRACT SERVICES 0.00 3,063.75 co655cm COMPUTER COURAGE INC 05/09/2024 Regular 0.00 1,447.50 23329 56027 Invoice 05/09/2024 MANANGEMENT INFO SYSTEMS/COMPU 0.00 1,200.00 56083 Invoice 05/09/2024 MANANGEMENT INFO SYSTEMS/COMPU 0.00 247.50 da025cm D & K AUTO SERVICE 05/09/2024 Regular 0.00 3,048.23 23330 77773 Invoice 05/09/2024 VEHICLE MAINTENANCE AND REPAIRS 0.00 3,048.23 ln075cm l.N. CURTIS & SONS 05/09/2024 Regular 0.00 946.81 23331 INV820320 Invoice 05/09/2024 PROTECTIVE UNIFORMS AND EQUIPMENT 0.00 465.10 INV821280 Invoice 05/09/2024 PROTECTIVE UNIFORMS AND EQUIPMENT 0.00 481.71 ma550cm MARIN MUNICIPAL WATER DISTRICT 05/09/2024 Regular 0.00 1,240.44 23332 107103 041024 Invoice 05/09/2024 UTILITIES -WATER 0.00 79.54 146154 041124 Invoice 05/09/2024 UTILITIES - WATER 0.00 386.81 177547 041524 Invoice 05/09/2024 UTILITIES - WATER 0.00 95.66 179110 041524 Invoice 05/09/2024 UTILITIES - WATER 0.00 314.57 179110 042524 Invoice 05/09/2024 UTILITIES - WATER 0.00 314.57 347913 041124 Invoice 05/09/2024 UTILITIES - WATER 0.00 49.29 no045cm NICK BARBIERI TRUCKING, LLC 05/09/2024 Regular 0.00 2,660.47 23333 0109081-IN Invoice 05/09/2024 FIRE DEPT FUEL 0.00 2,660.47 ra002cm RACHEL KERTZ CONSULTING, LLC 05/09/2024 Regular 0.00 5,400.00 23334 05082024 Invoice 05/09/2024 NEIGHBORHOOD RESPONSE GROUP 0.00 5,400.00 re024c RESOLVE INSURANCE SYSTEMS 05/09/2024 Regular 0.00 986.58 23335 APRIL 2024 Invoice 05/09/2024 OTHER CONTRACT SERVICES 0.00 986.58 se134cm SEQUOIA ECOLOGICAL CONSULTING, INC 05/09/2024 Regular 0.00 751.29 23336 2023150 Invoice 05/09/2024 VEGETATION MGMT SPECALISTS 0.00 751.29 pu200cm THE PUN GROUP, LLP 05/09/2024 Regular 0.00 900.00 23337 114616 Invoice 05/09/2024 OUTSIDE SERVICES -ACCOUNTING/AUDIT 0.00 900.00 usOOlcm US BEHAVIORAL HEALTH PLAN, CA 05/09/2024 Regular 0.00 325.00 23338 28250 Invoice 05/09/2024 OTHER EMPLOYEE BENEFITS 0.00 325.00 bu444cm BURKE, WILLIAMS & SORENSEN LLP 05/16/2024 Regular 0.00 5,552.82 23339 320618 Invoice 05/16/2024 GENERAL LEGAL COUNSEL 0.00 5,552.82 col65cm COMCAST - FIRE DEPT 0208565, 0055313, 030, 05/16/2024 Regular 0.00 126.92 23340 0055313 Invoice 05/16/2024 UTILITIES - INTENET 0.00 126.92 ai560cm AIRGAS 05/23/2024 Regular 0.00 465.88 23341
I 'I,'.;_.,,, 11 I ' ,\jVI I•,. t•: I I
Check Report Date Range: 04/28/2024 - 07/31/2024
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable# Payable Type Post Date Payable Description Discount Amount Payable Amount 5507894318 Invoice 05/23/2024 MEDICAL SUPPLIES 0.00 465.88 at075cm AT & T -CALNET3 05/23/2024 Regular 0.00 2,199.36 23342 000021648602 Invoice 05/23/2024 UTILITIES - TELEPHONE 0.00 176.77 000021641,1950 Invoice 05/23/2024 UTILITIES - TELEPHONE 0.00 2,022.59 at056cm AT&T MOBILITY -ACCT#287293876016 05/23/2024 Regular 0.00 1,214.78 23343 293876016X0510 Invoice 05/23/2024 UTILITIES - TELEPHONE 0.00 1,214.78 bw025cm B.W.5. DISTRIBUTORS, INC. 05/23/2024 Regular 0.00 565.28 23344 291663 Invoice 05/23/2024 TOOLS 0.00 565.28
em989cm EMPLOYMENT DEVELOPMENT DEPARTMENT 05/23/2024 Regular 0.00 742.00 23345 L1540144464 Invoice 05/23/2024 UNEMPLOYMENT INSURANCE 0.00 742.00 joOOlcm JONES GARAGE DOOR CO., INC. 05/23/2024 Regular 0.00 240.00 23346 50442 Invoice 05/23/2024 BUILDING MAINTENANCE - OTHER 0.00 240.00 ln07Scm L.N. CURTIS & SONS 05/23/2024 Regular 0.00 827.09 23347 INV825341 Invoice 05/23/2024 CLOTHING/DAILY UNIFORMS 0.00 827.09 ma600cm MARIN COUNTY SHERIFF'S OFFICE 05/23/2024 Regular 0.00 21,731.75 23348 12512 Invoice 05/23/2024 DISPATCH SERVICES 0.00 21,731.75 ri003cm RICOH USA, INC. 05/23/2024 Regular 0.00 11.58 23349 5069431936 Invoice 05/23/2024 PRIVATE CONTRACTUAL SERVICES 0.00 11.58 ri042c RICOH USA, INC. {FIRE) 05/23/2024 Regular 0.00 212.18 23350 108291029 Invoice 05/23/2024 PRIVATE CONTRACTUAL SERVICES 0.00 212.18 sa002cm SANTA ROSA FIRE EQUIPMENT SERVICE, INC. 05/23/2024 Regular 0.00 350.00 23351 52618162 Invoice 05/23/2024 OTHER EQUIPMENT/MAINTENANCE REPA 0.00 350.00 ve002cm VERIZON WIRELESS - 670722771-00004 05/23/2024 Regular 0.00 1,002.40 23352 9963330120 Invoice 05/23/2024 UTILITIES - TELEPHONE 0.00 1,002.40 msOOlcm MSA DENTAL POOL 05/23/2024 Regular 0.00 483.16 23353 BENEFITS 06L202 Invoice 05/23/2024 BENEFITS 06/2024 0.00 483.16 vi099cm VISION SERVICE PLAN {CA) 05/23/2024 Regular 0.00 44.49 23354 BENEFITS 06L202 Invoice 05/23/2024 BENEFITS 06/2024 0.00 44.49 al200cm ALLSTAR FIRE EQUIPMENT, INC. 06/06/2024 Regular 0.00 342.03 23355 255894 Invoice 06/06/2024 CLOTHING/DAILY UNIFORMS 0.00 342.03 alOOlcm ALPINE SPRINGS WATER DISTRIBUTION 06/06/2024 Regular 0.00 12.00 23356 31952 Invoice 06/06/2024 BUILDING SUPPLIES 0.00 12.00
beOOlcm BENEFIT TRUST COMPANY 06/06/2024 Regular 0.00 526.11 23357 INV052324 Invoice 06/06/2024 FIRE DEPT OPEB 0.00 526.11 be053cm BERTRAND, FOX, ELLIOT, OSMAN & WENZEL 06/06/2024 Regular 0.00 5,146.64 23358 10843 Invoice 06/06/2024 GENERAL LEGAL COUNSEL 0.00 5,146.64 bolOScm BOUND TREE MEDICAL, LLC 06/06/2024 Regular 0.00 6,945.55 23359 85344359 Invoice 06/06/2024 MEDICAL SUPPLIES 0.00 2,784.40 85350533 Invoice 06/06/2024 MEDICAL SUPPLIES 0.00 1,713.81 85350534 Invoice 06/06/2024 MEDICAL SUPPLIES 0.00 41.76 85350535 Invoice 06/06/2024 MEDICAL SUPPLIES 0.00 83.93 85351852 Invoice 06/06/2024 MEDICAL SUPPLIES 0.00 2,321.65 buOOScm BUCK'S SAW SERVICE, INC. 06/06/2024 Regular 0.00 93.46 23360 107985 Invoice 06/06/2024 TOOLS 0.00 93.46
co16Scm COMCAST - FIRE DEPT 0208565, 0055313, 030• 06/06/2024 Regular 0.00 761.75 23361 0199613 051324 Invoice 06/06/2024 UTILITIES - INTENET 0.00 761.75 Check Report
Vendor Number
Payable#
coOOlcm
05L2024 STMT
da002cm
38126
go031cm
CI045151
pr068cm
INV 04L01-30L20
ln075cm
INV826236
le002cm
INVPRA1232741
kellOc
361
ma002cm
240075
240079
ma345cm
1053973
no045cm
01277770-IN
of029cm
365885927001
365887164001
365887165001
pa176cm
1939277301-6 OS
si210cm
INV051324
usOOlcm
JUNE 2024
ch250cm
97137926
beOOlcm
INV061024
co165cm
0055313 060224
at075cm
000021801852
ce002cm
FY2023-3
ma550cm
107103 061124
131645 052124
146154 061224
169024 052024
347913 061224
I • •I I
Vendor Name Payment Date Payment Type
Payable Type Post Date Payable Description
CORPORATE PAYMENT SYSTEMS 06/06/2024 Regular
Invoice 06/06/2024 OS/2024 STMT
DAVIS SIGN COMPANY, INC. 06/06/2024 Regular
Invoice 06/06/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/0 GOLDEN STATE EMERGENCY 06/06/2024 Regular
Invoice 06/06/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/0 HEATHER PRICE FAIR 06/06/2024 Regular
Invoice 06/06/2024 OTHER CONTRACT SERVICES
L.N. CURTIS & SONS 06/06/2024 Regular
Invoice 06/06/2024 CLOTHING/DAILY UNIFORMS
LEXIPOL, LLC 06/06/2024 Regular
Invoice 06/06/2024 MANANGEMENT INFO SYSTEMS/COMPU
MARIN COUNTY FIRE CHIEFS 06/06/2024 Regular
Invoice 06/06/2024 TRAINING AND EDUCATION
MARIN COUNTY FIRE DEPARTMENT 06/06/2024 Regular
Invoice 06/06/2024 VEGETATION MGMT SPECALISTS
Invoice 06/06/2024 VEGETATION MGMT SPECALISTS
MARIN COUNTY TAX COLLECTOR- 06/06/2024 Regular
Invoice 06/06/2024 RADIO MAINTENANCE/REPAIR
NICK BARBIERI TRUCKING, LLC 06/06/2024 Regular
Invoice 06/06/2024 FIRE DEPT FUEL
OFFICE DEPOT-FIRE-89507905 FILE #81901 06/06/2024 Regular Invoice 06/06/2024 OFFICE SUPPLIES
Invoice 06/06/2024 OFFICE SUPPLIES
Invoice 06/06/2024 OFFICE SUPPLIES
PACIFIC GAS & ELECTRIC 06/06/2024 Regular
Invoice 06/06/2024 UTILITIES - ELECTRICITY
THOMAS ANDREW SIRAGUSA 06/06/2024 Regular
Invoice 06/06/2024 TRAINING AND EDUCATION
US BEHAVIORAL HEALTH PLAN, CA 06/06/2024 Regular
Invoice 06/06/2024 OTHER EMPLOYEE BENEFITS
WEX BANK 06/06/2024 Regular
Invoice 06/06/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/0 BENEFIT TRUST COMPANY 06/13/2024 Regular
Invoice 06/13/2024 FIRE DEPT OPEB
COMCAST - FIRE DEPT 0208565, 0055313, 030, 06/13/2024 Regular Invoice 06/02/2024 UTILITIES - I NTENET
AT & T -CALNET3 06/20/2024 Regular
Invoice 06/20/2024 UTILITIES - TELEPHONE
CENTRAL MARIN POLICE AUTHORITY 06/20/2024 Regular
Invoice 06/20/2024 OTHER CONTRACT SERVICES
MARIN MUNICIPAL WATER DISTRICT 06/20/2024 Regular
Invoice 06/20/2024 UTILITIES - WATER
Invoice 06/20/2024 UTILITIES - WATER
Invoice 06/20/2024 UTILITIES -WATER
Invoice 06/20/2024 UTILITIES - WATER
Invoice 06/20/2024 UTILITIES - WATER
Date Range: 04/28/2024 - 07/31/2024
Discount Amount Payment Amount Number
Discount Amount Payable Amount
0.00 21,581.80 23362
0.00 21,581.80
0.00 796.25 23363
0.00 796.25
0.00 54.38 23364
0.00 54.38
0.00 2,575.00 23365
0.00 2,575.00
0.00 58.38 23366
0.00 58.38
0.00 3,517.02 23367
0.00 3,517.02
0.00 617.00 23368
0.00 617.00
0.00 193,978.21 23369
0.00 119,368.44
0.00 74,609.77
0.00 658.96 23370
0.00 658.96
0.00 2,286.58 23371
0.00 2,286.58
0.00 865.27 23372
0.00 392.83
0.00 56.07
0.00 416.37
0.00 3,011.13 23373
0.00 3,011.13
0.00 960.00 23374
0.00 960.00
0.00 415.00 23375
0.00 415.00
0.00 2,150.87 23376
0.00 2,lS0.87
0.00 1,052.22 23377
0.00 1,052.22
0.00 126.92 23378
0.00 126.92
0.00 176.77 23379
0.00 176.77
0.00 19,182.00 23380
0.00 19,182.00
0.00 1,617.31 23381
0.00 221.37
0.00 552.78
0.00 450.02
0.00 248.19
0.00 49.29
Check Report Date Range: 04/28/2024 - 07/31/2024
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable# Payable Type Post Date Payable Description Discount Amount Payable Amount 443790 052124 Invoice 06/20/2024 UTILITIES -WATER 0.00 95.66 ai560cm AIRGAS 06/27/2024 Regular 0.00 480.30 23382
5508600390 Invoice 06/27/2024 MEDICAL SUPPLIES 0.00 480.30 at004cm AT&T MOBILITY - 287293876016 06/27/2024 Regular 0.00 948.01 23383 293�76Q16X6010 Invoice 06/27/2024 UTILITIES - TELEPHONE 0.00 948.01 beOOlcm BENEFIT TRUST COMPANY 06/27/2024 Regular 0.00 526.11 23384 INV062424 Invoice 06/27/2024 FIRE DEPT OPEB 0.00 526.11 be053cm BERTRAND, FOX, ELLIOT, OSMAN & WENZEL 06/27/2024 Regular 0.00 5,276.25 23385 10932 Invoice 06/27/2024 GENERAL LEGAL COUNSEL 0.00 5,276.25 bolOScm BOUND TREE MEDICAL, LLC 06/27/2024 Regular 0.00 5,427.53 23386 5362428 Invoice 06/27/2024 MEDICAL SUPPLIES 0.00 2,890.81 85366102 Invoice 06/27/2024 MEDICAL SUPPLIES 0.00 133.95 85366103 Invoice 06/27/2024 MEDICAL SUPPLIES 0.00 267.90 85368134 Invoice 06/27/2024 MEDICAL SUPPLIES 0.00 2,134.87 bu005cm BUCK'S SAW SERVICE, INC. 06/27/2024 Regular 0.00 65.06 23387 108941 Invoice 06/27/2024 TOOLS 0.00 65.06
bu444cm BURKE, WILLIAMS & SORENSEN LLP 06/27/2024 Regular 0.00 3,992.34 23388 323341 Invoice 06/27/2024 GENERAL LEGAL COUNSEL 0.00 3,992.34 ci600cm CITYGATE ASSOCIATES, LLC 06/27/2024 Regular 0.00 6,228.28 23389 31571 Invoice 06/27/2024 OTHER CONTRACT SERVICES 0.00 6,228.28 co16Scm COMCAST - FIRE DEPT 0208565, 0055313, 030' 06/27/2024 Regular 0.00 761.75 23390 0199613 061324 Invoice 06/27/2024 UTILITIES - INTENET 0.00 761.75 co655cm COMPUTER COURAGE INC 06/27/2024 Regular 0.00 1,488.75 23391 56303 Invoice 06/27/2024 MANANGEMENT INFO SYSTEMS/COMPU 0.00 1,323.75 56347 Invoice 06/27/2024 MANANGEMENT INFO SYSTEMS/COMPU 0.00 165.00 da025cm D & K AUTO SERVICE 06/27/2024 Regular 0.00 518.41 23392 78264 Invoice 06/27/2024 VEHICLE MAINTENANCE AND REPAIRS 0.00 518.41 co992c EMS AGENCY COUNTY OF MARIN 06/27/2024 Regular 0.00 75.00 23393 020819-Ql Q6122 Invoice 06/27/2024 DUES AND MEMBERSHIPS 0.00 75.00 fo134cm FOSTER & FOSTER, INC 06/27/2024 Regular 0.00 15,000.00 23394 31241 Invoice 06/27/2024 OTHER CONTRACT SERVICES 0.00 15,000.00 go031cm GOLDEN STATE EMERGENCY 06/27/2024 Regular 0.00 750.20 23395 CI045338 Invoice 06/27/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/0 0.00 750.20 al002cm HENRY ESCOBAR 06/27/2024 Regular 0.00 56,000.00 23396 2663 Invoice 06/27/2024 VEGETATION MGMT SPECALISTS 0.00 28,000.00 2664 Invoice 06/27/2024 VEGETATION MGMT SPECALISTS 0.00 28,000.00 vmOOlcm IAN VAN METRE 06/27/2024 Regular 0.00 500.00 23397 REIM062524 Invoice 06/27/2024 OTHER EMPLOYEE BENEFITS 0.00 500.00 jilOlcm JIM CORBET'S ACE HARDWARE 06/27/2024 Regular 0.00 82.09 23398 701688 Invoice 06/27/2024 JANITORIAL SUPPLIES 0.00 29.48 701720 Invoice 06/27/2024 JANITORIAL SUPPLIES 0.00 52.61 ln075cm L.N. CURTIS & SONS 06/27/2024 Regular 0.00 698.38 23399 INV832284 Invoice 06/27/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/ 0.00 137.34 INV834794 Invoice 06/27/2024 CLOTHING/DAILY UNIFORMS 0.00 143.88 INV837124 Invoice 06/27/2024 CLOTHING/DAILY UNIFORMS 0.00 417.16 le115c LEHR AUTO ELECTRIC 06/27/2024 Regular 0.00 685.94 23400 1 . r
Chec k Report Da te Ra nge: 04/28/2024 - 07/31/2024
Ve ndor Number Ve ndor Na me Payment Da te Payment Type Disc ount Amount Payme nt Amount Numbe r Paya ble# Paya ble Type Pos t Da te Paya ble De scription Di sc ount Amount Paya ble Amount 51101283 Invoice 06/27/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/ 0.00 685.94 ma600cm MARIN COUNTY SHERIFF'S OFFICE 06/27/2024 Regular 0.00 21,731.75 23401 12528 Invoice 06/27/2024 DISPATCH SERVICES 0.00 21,731.75 ma550cm MARIN MUNICIPAL WATER DISTRICT 06/27/2024 Regular 0.00 413.21 23402 177547 061324 Invoice 06/27/2024 UTILITIES -WATER 0.00 95.66 574802 061324 Invoice 06/27/2024 UTILITIES · WATER 0.00 317.55 no045cm NICK BARBIERI TRUCKING, LLC 06/27/2024 Regular 0.00 2,230.27 23403 0132075-IN Invoice 06/27/2024 FIRE DEPT FUEL 0.00 2,230.27 no095cm NOVATO FIRE DISTRICT 06/27/2024 Regular 0.00 4,647.50 23404 2024-8 Invoice 06/27/2024 PRIVATE CONTRACTUAL SERVICES 0.00 4,647.50 ra002cm RACHEL KERTZ CONSULTING, LLC 06/27/2024 Regular 0.00 5,400.00 23405 06062024 Invoice 06/27/2024 NEIGHBORHOOD RESPONSE GROUP 0.00 5,400.00 ri003cm RICOH USA, INC. 06/27/2024 Regular 0.00 142.27 23406 5069601124 Invoice 06/27/2024 PRIVATE CONTRACTUAL SERVICES 0.00 11.S8 5069624644 Invoice 06/27/2024 PRIVATE CONTRACTUAL SERVICES 0.00 130.69 te056cm TELEFLEX 06/27/2024 Regular 0.00 1,465.20 23407 9508498373 Invoice 06/27/2024 MEDICAL SUPPLIES 0.00 1,465.20 th002cm THE KNOX COMPANY 06/27/2024 Regular 0.00 721.00 23408 INV-KA-302998 Invoice 06/27/2024 MANANGEMENT INFO SYSTEMS/COMPU 0.00 721.00 ve002cm VERIZON WIRELESS · 670722771-00004 06/27/2024 Regular 0.00 4,256.32 23409 9965837126 Invoice 06/27/2024 UTILITIES - TELEPHONE 0.00 4,256.32 ms00lcm MSA DENTAL POOL 06/28/2024 Regular 0.00 483.16 23410 07 [2024 BENEFIT Invoice 06/28/2024 07 /2024 BENEFITS 0.00 483.16 vi099cm VISION SERVICE PLAN (CA) 06/28/2024 Regular 0.00 44.49 23411 07 [2024 BENEFIT Invoice 06/28/2024 07 /2024 BENEFITS 0.00 44.49 al00lcm ALPINE SPRINGS WATER DISTRIBUTION 07/10/2024 Regular 0.00 12.00 23412 33406 Invoice 06/30/2024 BUILDING SUPPLIES 0.00 12.00
at075cm AT & T -CALNET3 07/10/2024 Regular 0.00 2,194.70 23413 000021948938 Invoice 06/30/2024 UTILITIES - TELEPHONE 0.00 2,022.71 0021948590 Invoice 06/30/2024 UTILITIES - TELEPHONE 0.00 171.99 ba002cm BAY CITIES JOINT POWER l�SURANCE AUTHOR 07/10/2024 Regular 0.00 22,730.50 23414 BCmA-00153-20 Invoice 06/30/2024 WORKERS COMPENSATION CLAIMS 0.00 22,730.50 CA070CM CALPERS 07/10/2024 Regular 0.00 2,524.50 23415
10000001758152 Invoice 06/30/2024 PERS SURVIVOR · EMPLOYER 0.00 132.00 10000001758188 Invoice 06/30/2024 PERS SURVIVOR · EMPLOYER 0.00 1,006.50 10000001758218 Invoice 06/30/2024 PERS SURVIVOR · EMPLOYER 0.00 66.00 10000001758270 Invoice 06/30/2024 PERS SURVIVOR - EMPLOYER 0.00 1,320.00 ce002cm CENTRAL MARIN POLICE AUTHORITY 07/10/2024 Regular 0.00 12,874.00 23416 FY2023-4 Invoice 06/30/2024 OTHER CONTRACT SERVICES 0.00 12,874.00 ci600cm CITYGATE ASSOCIATES, LLC 07/10/2024 Regular 0.00 11,450.09 23417 � Invoice 06/30/2024 OTHER CONTRACT SERVICES 0.00 11,450.09 co655cm COMPUTER COURAGE INC 07/10/2024 Regular 0.00 1,200.00 23418 S6527 Invoice 06/30/2024 MANANGEMENT INFO SYSTEMS/COMPU 0.00 1,200.00 co00lcm CORPORATE PAYMENT SYSTEMS 07/10/2024 Regular 0.00 10,332.75 23419 06[14[2024 STM Invoice 06/30/2024 06/14/2024 STMT 0.00 10,332.75 diOOlcm DIEGO TRUCK REPAIR, INC. 07/10/2024 Regular 0.00 1,010.73 23420 , I 11 'I t-l r ')
Check Report
Vendor Number Vendor Name Payment Date Payment Type
Payable# Payable Type Post Date Payable Description
69208 Invoice 06/30/2024 VEHICLE MAINTENANCE AND REPAIRS ln075cm L.N. CURTIS & SONS 07/10/2024 Regular
INV839397 Invoice 06/30/2024 PROTECTIVE UNIFORMS AND EQUIPMENT no045cm NICK BARBIERI TRUCKING, LLC 07/10/2024 Regular
0138675-IN Invoice 06/30/2024 FIRE DEPT FUEL
ch250cm WEX BANK 07/10/2024 Regular
97782257 Invoice 06/30/2024 VEHICLE SUPPLIES - FUEL/OIL, TIRES beOOlcm BENEFIT TRUST COMPANY 07/10/2024 Regular
INV070824 Invoice 07/10/2024 FIRE DEPT OPEB
la578cm MATTHEW LANDERS 07/10/2024 Regular
R37369 Invoice 07/10/2024 HIRING AND RECRUITMENT EXPENSES so143cm NICHOLAS SOJKA 07/10/2024 Regular
R37367 Invoice 07/10/2024 HIRING AND RECRUITMENT EXPENSES ri042c RICOH USA, INC. (FIRE) 07/10/2024 Regular
108369581 Invoice 07/10/2024 PRIVATE CONTRACTUAL SERVICES usOOlcm US BEHAVIORAL HEALTH PLAN, CA 07/10/2024 Regular JULY 2024 Invoice 07/10/2024 OTHER EMPLOYEE BENEFITS
ai560cm AIRGAS 07/26/2024 Regular
5509308122 Invoice 06/30/2024 MEDICAL SUPPLIES
at004cm AT&T MOBILITY - 287293876016 07/26/2024 Regular 293876016X0710 Invoice 06/30/2024 UTILITIES - TELEPHONE be053cm BERTRAND, FOX, ELLIOT, OSMAN & WENZEL 07/26/2024 Regular 11415 Invoice 06/30/2024 GENERAL LEGAL COUNSEL
bol05cm BOUND TREE MEDICAL, LLC 07/26/2024 Regular
85391969 Invoice 06/30/2024 MEDICAL SUPPLIES
85395411 Invoice 06/30/2024 MEDICAL SUPPLIES
85398453 Invoice 06/30/2024 MEDICAL SUPPLIES
bu444cm BURKE, WILLIAMS & SORENSEN LLP 07/26/2024 Regular 324348 Invoice 06/30/2024 GENERAL LEGAL COUNSEL
diOOlcm DIEGO TRUCK REPAIR, INC. 07/26/2024 Regular
� Invoice 06/30/2024 VEHICLE MAINTENANCE AND REPAIRS
fo002cm FORSTER & KROEGER LANDSCAPE MAINTENAN 07/26/2024 Regular 9597 Invoice 06/30/2024
al002cm HENRY ESCOBAR
2684 Invoice 06/30/2024
of029cm OFFICE DEPOT-FIRE-89507905 FILE #81901
370426393001 Invoice 06/30/2024
pal76cm PACIFIC GAS & ELECTRIC
1939277301-6 06 Invoice 06/30/2024
pr187cm PRECISION HYDRO INC
4-10-24-01 Invoice 06/30/2024
ra002cm RACHEL KERTZ CONSULTING, LLC
07022024 Invoice 06/30/2024
ve002cm VERIZON WIRELESS - 670722771-00004
9968274323 Invoice 06/30/2024
1• I I ;t , I' f4
VEGETATION MGMT SPECALISTS
07/26/2024 Regular
VEGETATION MGMT SPECALISTS
07/26/2024 Regular
OFFICE SUPPLIES
07/26/2024 Regular
UTILITIES - ELECTRICITY
07/26/2024 Regular
PROTECTIVE UNIFORMS AND EQUIPMEN
07/26/2024 Regular
NEIGHBORHOOD RESPONSE GROUP
07/26/2024 Regular
UTILITIES - TELEPHONE
Date Range: 04/28/2024 - 07/31/2024
Discount Amount Payment Amount Number
Discount Amount Payable Amount
0.00 1,010.73
0.00 4,597.30 23421
0.00 4,597.30
0.00 4,036.67 23422
0.00 4,036.67
0.00 2,152.47 23423
0.00 2,152.47
0.00 526.11 23424
0.00 526.11
0.00 12,220.00 23425
0.00 12,220.00
0.00 2,783.39 23426
0.00 2,783.39
0.00 212.18 23427
0.00 212.18
0.00 415.00 23428
0.00 415.00
0.00 468.21 23429
0.00 468.21
0.00 1,014.92 23430
0.00 1,014.92
0.00 9,840.90 23431
0.00 9,840.90
0.00 1,917.53 23432
0.00 1,204.15
0.00 453.40
0.00 259.98
0.00 11,863.33 23433
0.00 11,863.33
0.00 2,021.53 23434
0.00 2,021.53
0.00 27,560.00 23435
0.00 27,560.00
0.00 14,700.00 23436
0.00 14,700.00
0.00 223.01 23437
0.00 223.01
0.00 2,998.49 23438
0.00 2,998.49
0.00 4,300.00 23439
0.00 4,300.00
0.00 5,400.00 23440
0.00 5,400.00
0.00 1,002.43 23441
0.00 1,002.43
' I , I
Check Report Date Range: 04/28/2024 • 07/31/2024
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable# Payable Type Post Date Payable Description Discount Amount Payable Amount beOOlcm BENEFIT TRUST COMPANY 07/26/2024 Regular 0.00 526.11 23442 INV072224 Invoice 07/26/2024 FIRE DEPT OPEB 0.00 526.11 bo105cm BOUND TREE MEDICAL, LLC 07/26/2024 Regular 0.00 1,137.33 23443 85400031 Invoice 07/26/2024 MEDICAL SUPPLIES 0.00 353.23 85401743 Invoice 07/26/2024 MEDICAL SUPPLIES 0.00 784.10 col65cm COMCAST - FIRE DEPT 0208565, 0055313, 030, 07/26/2024 Regular 0.00 126.92 23444 0055313 070224 Invoice 07/26/2024 UTILITIES - I NTE NET 0.00 126.92 da025cm D & K AUTO SERVICE 07/26/2024 Regular 0.00 259.89 23446 78338 Invoice 07/26/2024 VEHICLE MAINTENANCE AND REPAIRS 0.00 259.89 diOOlcm DIEGO TRUCK REPAIR, INC. 07/26/2024 Regular 0.00 256.25 23447 69283 Invoice 07/26/2024 VEHICLE MAINTENANCE AND REPAIRS 0.00 256.25 jilOlcm JIM CORBET'S ACE HARDWARE 07/26/2024 Regular 0.00 21.28 23448 701876 Invoice 07/26/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/ 0.00 9.88 701892 Invoice 07/26/2024 JANITORIAL SUPPLIES 0.00 10.91 701928 Invoice 07/26/2024 VEHICLE SUPPLIES, PARTS/ EQUIP, FUEL/ 0.00 0.49 ln075cm L.N. CURTIS & SONS 07/26/2024 Regular 0.00 1,418.27 23449 INV841397 Invoice 07/26/2024 PROTECTIVE UNIFORMS AND EQUIPMEN 0.00 459.90 INV843083 Invoice 07/26/2024 PROTECTIVE UNIFORMS AND EQUIPMENT 0.00 189.08 INV844725 Invoice 07/26/2024 VEHICLE MAINTENANCE AND REPAIRS 0.00 214.02 INV844764 Invoice 07/26/2024 PROTECTIVE UNIFORMS AND EQUIPMENT 0.00 555.27 ri003cm RICOH USA, INC. 07/26/2024 Regular 0.00 11.58 23450 5069767251 Invoice 07/26/2024 PRIVATE CONTRACTUAL SERVICES 0.00 11.58 Bank Code AP Bank Summary
Payable Payment
Payment Type Count Count Discount Payment
Regular Checks 192 147 0.00 732,505.87
Manual Checks 0 0 0.00 0.00
Voided Checks 0 0 0.00 0.00
Bank Drafts 0 0 0.00 0.00
EFT's 0 0 0.00 0.00
192 147 0.00 732,505.87
I•
Check Report
7/31/2024 11: 07:15 AM
Fund
99 99
99 All Bank Codes Check Summary
Payment Type
Regular Checks
Manual Checks
Voided Checks
Bank Drafts
EFT's
Payable
Count
192
0 0
0 0
192
Payment
Count
147
0 0
0 0
147
Fund Summary
Name
POOLED CASH - OPERATING
POOLED CASH - OPERATING
POOLED CASH - OPERATING
Period
5/2024
6/2024
7/2024
Discount
0.00 0.00
0.00 0.00
0.00 0.00
Payment
732,505.87
0.00 0.00
0.00 0.00
732,505.87
Amount
143,617.32
410,548.18
178,340.37
732,505.87
Date Range: 04/28/2024 - 07/31/2024
1 7.A.
CENTRAL MARIN FIRE COUNCIL
STAFF REPORT
REPORT DATE: July 31, 2024
MEETING DATE: August 08, 2024
TO: Central Marin Fire Authority Council
FROM: Daria Carrillo, Finance Director
Management Committee
Ruben Martin, Fire Chief
SUBJECT: Authorize the Management Committee to Enter into a Memorandum of Understanding Between the Central Marin Fire Authority and the Central Marin Firefighters’ Association/IAFF Local 1775
☼ ☼ ☼ ☼ ☼ ☼ ☼ ☼
RECOMMENDED ACTION:
That Council adopt the proposed Resolution authorizing the Management Committee to enter into a Memorandum of Understanding between the Central Marin Fire Authority and the Central Marin Firefighters’ Association/IAFF Local 1775.
BACKGROUND/DISCUSSION:
The proposed Resolution (Attachment 1) includes the following pay increases:
Year 1 effective the first full pay period in July 2024:
• 6% pay increase for all unit members
• Longevity pay of 2% included with base pay beginning with the eighth (8th) year of employment with the Fire Authority
• Longevity pay of 4% included with base pay beginning with the twelfth (12th) year of employment with the Fire Authority.
2 Year 2: effective the first full pay period in July 2025:
• 4% pay increase for Captains
• 5.89% pay increase for Fire Engineers
• 5.83% pay increase for Firefighter/Paramedics
Year 3: effective the first full pay period in July 2026:
• 4% pay increase for Captains
• 5% pay increase for Fire Engineers
• 6% pay increase for Firefighter/Paramedics
The proposed Resolution includes an increase to the employer contribution for healthcare/medical benefits for employees hired after July 1, 2017; maximum of an additional 4% longevity pay; increase in eligible employer paid holidays; and a health and wellness reimbursement program for a maximum of $500 per year per employee.
FISCAL IMPACT:
Staff calculates the cost of the increase to IAFF, Local 1775 Unit salaries as follows:
• 7/2024-6/2025 $527,326
• 7/2025-6/2026 $525,326
• 7/2026-6/2027 $545,014
The amounts shown above are the total cost per year of the pay increases for IAFF, Local 1775, discussed above.
The total cost of the pay increases in Fiscal Year 2024/2025 for all units except Battalion Chiefs is $578,765. This includes Administrative Assistant, Fire Inspector, Management and IAFF, Local 1775. The current Battalion Chief MOU is in effect through June 30, 2025.
The Adopted Budget for 2024/2025, approved by the Fire Council on May 9, 2024, assumed a
3.5% increase to the salary schedule for all employees of Central Marin Fire Authority, and also included a $100,000 contingency because collective bargaining was in progress.
Based on the proposed salary increases for all units, the Fire Authority will need to expend approximately $332,000 more than the amount included in the Adopted Budget. This will result in additional member contributions of $166,000 per member for the 2024/2025 fiscal year. A budget revision will be presented to the Fire Council at the next Fire Council meeting in November 2024. Additionally, although overtime salaries were increased by nearly 14% in the Adopted Budget, the budget revision may include additional overtime expenditures, depending on when vacant positions are filled.
3 ENVIRONMENTAL IMPACT:
This activity is not defined as a project under CEQA (Section 15378 CEQA Guidelines).
OPTIONS:
1. Adopt Resolution No. 2024/06 as presented.
2. Adopt Resolution No. 2024/06 with modifications.
3. Take no action at this time and provide further direction to staff.
ATTACHMENTS:
1. Proposed Resolution No. 2024/06
2. MOU with Central Marin Firefighters’ Association/IAFF Local 1775 (Red-Line Version)
3. MOU with Central Marin Firefighters’ Association/IAFF Local 1775 (Clean Version)
THIS ITEM HAS BEEN REVIEWED AND APPROVED BY THE MANAGEMENT COMMITTEE 4 ATTACHMENT 1
Proposed Resolution No. 2024/06
RESOLUTION NO. 2024/06
A RESOLUTION OF THE CENTRAL MARIN FIRE COUNCIL OF THE CENTRAL
MARIN FIRE AUTHORITY AUTHORIZING THE MANAGEMENT COMMITTEE TO
ENTER INTO A MEMORANDUM OF UNDERSTANDING BETWEEN THE FIRE
AUTHORITY AND THE CENTRAL MARIN FIREFIGHTERS' ASSOCIATION, IAFF LOCAL 1775, FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30, 2027 WHEREAS, the Management Committee and the Central Marin Firefighters' Association, IAFF Local 1775, have reached an agreement regarding a Memorandum of Understanding effective July 1, 2024 through June 30, 2027; and WHEREAS, the parties hereby agree that all terms within the Memorandum of Understanding shall continue in full force and effect unless modified by mutual agreement of both parties.
NOW, THEREFORE, BE IT RESOLVED, that the Central Marin Fire Council hereby authorizes the Management Committee to enter into an agreement with the Central Marin Firefighters' Association, IAFF Local 1775 with regards to the Memorandum of Understanding in accordance with the terms set forth. ***********************
IT IS HEREBY CERTIFIED that the foregoing Resolution was duly passed and adopted by the Fire Council of the Central Marin Fire Authority at a Regular Meeting thereof held this 8th day of August 2024 by the following vote, to wit:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
APPROVED:
Charles Lee, Authority Chair
Central Marin Fire Authority
ATTEST:
Lorena Barrera, Authority Clerk
Central Marin Fire Authority
6 ATTACHMENT 2
MOU with Central Marin Firefighters’Association/IAFF Local 1775 (Red-Line Version)
MEMORANDUM OF UNDERSTANDING
Between
The Central Marin Fire Authority
And
International Association of Firefighters
Local1775
July 1, 20241 through June 30, 20274
MEMORANDUM OF UNDERSTANDING
Between
The Central Marin Fire Authority And
International Association of
Firefighters Local 1775
July 1, 20241 through June 30,
20274
TABLE OF CONTENTS
SECTION 1. Recognition ............................................................................................ 1
1. Union/Association Recognition ......................................................................... 1
2. Management Recognition ................................................................................. 1 SECTION 2. Organization Security ............................................................................ 2
1. Dues Deduction ................................................................................................ 2
2. Association Release ......................................................................................... 3 SECTION 3. Discrimination ........................................................................................... 3 SECTION 4. Probationary Period ............................................................................... 3
1. Duration ............................................................................................................ 3
2. Promotional Probation ...................................................................................... 3 SECTION 5. DISCIPLINARY ACTION ........................................................................ 4
1. Definitions ......................................................................................................... 4
2. Causes for Disciplinary Action .......................................................................... 4
3. Pre-Disciplinary (Skelly) Process ...................................................................... 5
4. Appeal Process ................................................................................................. 5 SECTION 6. Uniform Allowance ................................................................................. 6 SECTION 7. Retirement .............................................................................................. 6
1. Classic Employees ............................................................................................ 6
2. PEPRA Employees ........................................................................................... 7
3. Employee PERS Cost Sharing ......................................................................... 7 SECTION 8. Salaries................................................................................................... 7
1. Rates of Pay ...................................................................................................... 8
2. Equity Adjustment for Firefighter Paramedics ................................................... 8
3. SALARY RANGE - Effective 1st Full Pay Period July 2021 .............................. 8
4. SALARY RANGE - Effective 1st Full Pay Period July 2022 ............................. 9 Central Marin Fire Authority MOU 7/1/241 - 6/30/247
iii
5. SALARY RANGE - Effective 1st Full Pay Period July 2023 ............................. 9
6. Application of Salary Rates ............................................................................... 9 SECTION 9. Working Hours and Overtime Pay ........................................................ 10
1. Working Hours ................................................................................................ 10
2. Types of Service.............................................................................................. 10
3. Overtime Pay .................................................................................................. 10
4. FLSA Overtime ................................................................................................ 10
5. Compensating Time Off .................................................................................. 10
6. Minimum Overtime Requirements ................................................................... 10 SECTION 10. Holiday Pay .......................................................................................... 11
1. Benefit ............................................................................................................. 11
2. Exchange of Designated Holidays for Floating Holidays ................................. 11
3. Holidays on Saturday or Sunday ..................................................................... 11
4. "Holiday Pay" ................................................................................................... 11
5. "Holiday-In-Lieu Pay" for "Shift Personnel" ...................................................... 12 SECTION 11. Sick Leave ............................................................................................ 12
1. Accrual ............................................................................................................ 12
2. Accumulation ...................................................................................................12
3. Usage ..............................................................................................................12
4. Sick Leave While on Vacation .........................................................................12 SECTION 12. Education ..............................................................................................13 SECTION 13. Acting Pay ............................................................................................ 13 SECTION 14. Health and Welfare .............................................................................. 13
1. Medical ........................................................................................................... 13
2. Dental ............................................................................................................. 14
3. Life Insurance ................................................................................................. 14
4. Retiree Medical ............................................................................................... 15
5. Retirement Health Savings Account Supplemental Program ......................... 17
6. Change in Employee Benefit Plans ................................................................ 17 SECTION 15. Grievance Procedure ........................................................................... 18
1. Step 1 ............................................................................................................. 18
2. Step 2 ............................................................................................................. 18
3. Step 3 ............................................................................................................. 19
4. Step 4 ............................................................................................................. 19 Central Marin Fire Authority MOU 7/1/241 - 6/30/247
iv
5. General Provisions.......................................................................................... 20 SECTION 16. Reduction in Force ............................................................................... 21
1. Layoff .............................................................................................................. 21
2. Abolition of Position ........................................................................................ 21 SECTION 17. Bereavement Leave ............................................................................. 21 SECTION 18. Vacation Entitlement............................................................................. 22
1. Firefighters shall earn vacation in accordance with the following formula ....... 22
2. Vacation Accumulation .................................................................................... 22 SECTION 19. Leaves of Absence ............................................................................... 23
1. Family Illness Leave ....................................................................................... 23
2. Personal Leave ............................................................................................... 23
3. Jury Duty ......................................................................................................... 23
4. Family Medical Leave Act ............................................................................... 23
5. Wellness Program ........................................................................................... 23
6. Physical Fitness .............................................................................................. 24 SECTION 20. No Smoking .......................................................................................... 24 SECTION 21. Shift Trades .......................................................................................... 24 SECTION 22. EMT ...................................................................................................... 24 SECTION 23. Paramedic Program .............................................................................. 25 SECTION 24. Minimum Staffing .................................................................................. 26 SECTION 25. Past Practices ....................................................................................... 26 SECTION 26. Separability of Provisions ..................................................................... 26 SECTION 27. Zipper Clause ....................................................................................... 26 SECTION 28. Duration ................................................................................................ 27 SECTION 1. GENERAL PROVISIONS
1.1 RecognitionECOGNITION
1.2 Non-Discrimination
1.21.3 SECTION 2. ORGANIZATION SECURITY
2.1 DUES DEDUCTIONS
2.2 ASSOCIATION RELEASE
SECTION 3. COMPENSATION
SECTION 4. BENEFITS
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
v
SECTION 5. LEAVES
SECTION 6. TERMS AND CONDITIONS OF EMPLOYMENT
SECTION 7 PROCEDURES
LIST OF EXHIBITS
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
6 MEMORANDUM OF UNDERSTANDING
Between
The Central Marin Fire Authority And
International Association of
Firefighters Local1775
July 1, 20241 through June 30, 20274
This Memorandum of Understanding is entered into pursuant to the provisions of Section 3500, et seq of the Government Code of the State of California.
The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in said representation unit, and have freely exchanged information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employeremployee relations of such employees.
This Memorandum of Understanding shall be presented to the Central Marin Fire Council as the joint recommendation of the undersigned parties for salary and employee benefit adjustments for the period commencing July 1, 20241 through June 30, 20274.
As used throughout this Memorandum of Understanding, the pronoun designation "he" or "his" is intended to be applicable to both the male and female gender.
1. GENERAL PROVISIONS
1.1 Recognition
1.1.1 Union/Association Recognition
The Central Marin Firefighters Association, hereinafter referred to as the "Association," is represented by the International Association of Fire Fighters, Local 1775, (or the International Association of Fire Fighters, Local 1775 hereinafter referred to as the "Union"), is the exclusively recognized employee organization for the Fire Unit, comprised of those
classifications titled Fire Captain, Fire Engineer and Firefighter Paramedic.listed in Section 8.3 – 8.5 Salary Range
1.1.2 Management Recognition
The Fire Chief, or any person or organization duly authorized by the Management Committee Executive Manager of the Central Marin Fire Authority, as the representative of the Central Marin Fire Authority in employer-employee relations.
1.2 Non-Discrimination
1.2.1 No person shall be employed, promoted, demoted or discharged, or in any way favored or discriminated against because any basis prohibited by state or federal law, or because of the exercise of hishis/her rights under Section 3502 of the Government Code.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
7 1.2.2 Except for claims brought by the Association for discrimination or retaliation for associational activity or for a violation of rights under Government Code section 3502, violations of this section shall not be grievable under the parties' grievance procedure.
1.3 1.3 Inspection of Memorandum of Understanding
The parties agree to have an Association member review with an Authority representative to review the MOU language to ensure correct spelling, punctuation, gender neutrality, and formatting.
1.4 Past Practices
It is understood and agreed that any benefits and or working conditions within the scope of representation presently in effect and not modified by this Memorandum of Understanding shall remain unchanged until the Authority and the Association meet and confer pursuant to the provisions of the Government Code Section 3500, et seq and the Employer/Employee Relations Resolution concerning any proposed changes.
This Memorandum of Understanding shall supersede all existing memoranda of understanding between the Authority and the Association.
1.5 Strikes and Lockouts
1.6 Separability Of Provisions
In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum of Understanding shall be null and void, but such nullification shall not affect any other provisions of this Memorandum of Understanding, all of which other provisions shall remain in full force and effect.
1.7 Zipper Clause
Although nothing in this Memorandum of Understanding shall preclude the parties from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this Memorandum of Understanding, it is understood and agreed that neither party may require the other party to meet and confer on any subject matter covered herein or with respect to any other matter within the scope of representation during the term of this Memorandum of Understanding, except as noted below.
During the term of this Memorandum of Understanding, the parties agree to meet and conduct dialog in good faith, with an intent to develop and adopt a mutually acceptable policy on each of the areas of organizational interest listed below. The Authority will provide timely (at least two weeks) notification of proposed meeting dates and times on the various issues, and the Association will either provide a representative or representatives to attend, or will promptly propose a timely alternative meeting date and Central Marin Fire Authority MOU 7/1/241 - 6/30/247
8 time. Although the initiative for developing these organizational policies is the Authority's, both parties will make reasonable proposals and provide operationally and administratively feasible options in order to advance the process of adopting mutually agreed-upon policies to address the following areas of interest:
Nothing at this time Wellness Program
Full Understanding, Modification and Waiver
1.8 Duration
SECTION 28. DURATION
This Memorandum of Understanding shall be effective July 1, 20241, except for those provisions of the Memorandum of Understanding which have been expressly assigned other effective dates as hereinabove set forth and shall remain in full force and effect up to and including June 30, 20274., and shall continue thereafter from year to year unless at least one hundred and twenty (120) days prior to the first day of July 2024, or to the first day of July of any subsequent year either party shall file written notice with the other of its desire to amend, modify, or terminate this Memorandum of Understanding.
2. ORGANIZATION SECURITY
2.1 Association Rights
2.2 Management Rights
2.3 Organization Security
2.4 Dues Deduction
2.4.1 Payroll deductions for membership dues shall be granted by the Authority only to the Association. The following procedures shall be observed in the withholding of employee earnings:
2.4.1.1 Payroll deductions shall be for a specified amount and uniform as between employee members of the Association and shall not include fines, fees and/or assessments. Dues deduction shall be made only upon the employee's written authorization.
2.4.1.2 The Association shall notify the Authority in writing of the amount to be deducted from the employees who have provided written authorization for dues deduction to the Authority. The Association shall give the Authority ninety (90) day advance notice of any changes in the amount to be deducted from eligible employees.
2.4.1.3 Amounts deducted and withheld by the Authority shall be transmitted to the officer designated in writing by the Association as the person authorized to receive such funds, at the address specified.
2.4.1.4 The employee's earnings must be sufficient, after all other required deductions are made, to cover the amount of the deductions herein authorized. When an employee is in a non- Central Marin Fire Authority MOU 7/1/241 - 6/30/247
9 pay status for an entire pay period, no withholdings will be made to cover that pay period from future earnings nor will the employee deposit the amount with the Authority which would have been withheld if the employee had been in a pay status during that period. In the case of an employee who is in a nonpay status during a part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other required deductions have priority over the employee organization deduction.
2.4.1.5 The Association shall refund to the Authority any amounts paid to it in error upon presentation of supporting evidence. The Authority agrees to meet and confer with the Association if any of the provisions in this section are adversely affected by any legislation enacted within the lifetime of this agreement.
2.4.1.6 To the extent permitted by law the Association shall defend, indemnify and save the Authority harmless against any and all claims, demands, suits, orders, judgments or other forms of liability that shall arise out of or by reason of, action taken or not taken by the Authority under this section. This includes not only the Authority's attorney fees and costs but the cost of management preparation time as well. The Authority shall notify the Association of such costs on a case-by-case basis.
2.5 Association Release
2.5.1 Release Time
The Association may use up to ninety-six (96) hours of paid release time each calendar year for Association leadership (Officers, Stewards or other members of the Association as designated the Association) to attend Union training and/or functions as approved by the Fire Chief or designee. Scheduling of paid release time must be approved by the Fire Chief or his/her designee.
3. COMPENSATION
3.1 Total Compensation
The rates of pay set forth in this Section represent the standard rate of pay for full-time employment for each classification. Compensation for employees working less than full- time shall be adjusted proportionately.
The rates of pay set forth in this Section represent the total compensation due employees, except for overtime compensation and other benefits specifically provided for by the Authority or this Memorandum of Understanding.
The rates of pay set forth in this Section do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expense authorized and incurred incident to Authority employment.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
10 3.2 Rates of Pay
3.2.1 Rates of Pay
The monthly salary range to each sworn classification shall be as follows:
3.2.1.1 Effective the first full pay period in July 20241, or the first full pay period when the Authority approves a
successor MOU in open session, whichever is later,
the Authority shall increase the top step of the salary range for sworn employees by six percent (62.0%).
The Authority shall pay this increase retroactively to the first full pay period in July 2021 during the first full pay period after adoption of this Memorandum of
Understanding.
3.2.1.2 Effective the first full pay period in July 20252, the Authority shall increase the top step of the salary
range for sworn employeesCaptains by four percent
(4.0), for Engineers by five point eight-nine percent
(5.89%) and for Firefighters by five point eight three
percent (5.83%) by 3.0%.
3.2.1.3 Effective the first full pay period in July 20263, the Authority shall increase the top step of the salary
range for sworn employeesCaptains by four percent
(43.0%), for Engineers by five percent (5.0%) and for
Firefighters by six percent (6.0%).
3.2.2 Application of Salary Rates
Employees shall be assigned a salary by the Fire Chief within the range established for the appropriate position. The minimum rate generally shall be assigned to employees upon original appointment; however, the Fire Chief may, when circumstances warrant it, appoint, reinstate or promote at other than the minimum rate, but not more than the maximum rate.
Employee step increase shall occur annually on the anniversary of the employee’s hire date and/or when promoted to a different rank, on the anniversary of promotion date.
3.3 Temporary Assignment Salary Rate
Effective the first full pay period after the Authority approves the MOU, Association represented employees who are usually assigned to a shift schedule and are assigned to a temporary, less than four (4)-month, forty hourforty-hour (40-hour) work week shall be paid at base pay. Base pay is calculated at the monthly rate, in the salary schedule, times twelve (12) and divided by Two Thousand Eighty Hours (2080) – ((monthly rate x 12)/2080).
Additionally, the employee will receive an additional five percent (5.0%) added Central Marin Fire Authority MOU 7/1/241 - 6/30/247
11 to base pay while on temporary assignment.
Overtime will be paid for hours in excess of the scheduled work week (4 days/10 hours or 5 days/8 hours) which will be mutually agreed upon by the employee and the Fire Chief. Overtime pay will be based on the employee’s regular rate of pay.
Sick leave will continue to accrue at the shift personnel rate in Section 12.1.
Vacation leave will continue to accrue at the shift personnel rate in Section
19.1. 3.4
3.5 Educational Incentive
3.4 Out of Class Compensation
SECTION 143. ACTING PAY
An employee assigned by the Fire Chief or his/her designee to perform the duties of a higher classification shall receive acting pay at five percent (5.0%) above the employee's current regular rate of pay. In order to be eligible for acting pay, the assigned employee must meet the following:
(a) His or her assignment must be for a minimum of one (1) hour or more. (b) The employee must meet the minimum qualifications of the classification in which the employee is assigned to act.
3.5 Specialty Compensation
3.6 Other Compensation
SECTION 11. LONGEVITY PAY
Employees in represented classifications shall receive longevity pay of two percent (2.0%) included in base pay, beginning with the employee’s eighth (8th) year of employment with the Authority.
Employees in represented classifications shall receive an additional two percent (2.0%) of longevity pay for a total of four percent (4.0%) included in base pay, beginning with the employee’s twelfth (12th) year of employment with the Authority.
4. BENEFITS
4.1 Joint Benefits Committee
4.2 Health and Welfare
SECTION 154. HEALTH AND WELFARE
1. Medical
(a) For employees hired prior to July 1, 2017, the Authority shall contribute the below-listed amount per month toward each employee's Section 125 Central Marin Fire Authority MOU 7/1/241 - 6/30/247
12 Plan benefit allowance components. All contributions listed below include the Minimum Employer Contribution (MEC):
1) Employee Only: Up to the Bay AreaCalPERS Region 1
Kaiser rate for Employee Oonly.
2) Employee plus one: Up to CalPERS Region 1 the
Bay Area Kaiser rate for Employee plus one.
3) Employee plus two or more: Up to CalPERS Region 1
Bay Area Kaiser family rate.
(b) The employees listed below in section 154.1.(b) 1) shall continue to be allowed to apply the value of the CalPERS Region 1 Bay Area Kaiser family rate to the employee's current Section 125 Plan benefit. Subsequent to the date of this agreement, if any change is made to the number of family members covered or provider selection, this section shall no longer apply to the employee making said change and section 154.1 (a) shall immediately apply.
1) Ezra Colman, Steve Walton
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
13 (c) For employees hired subsequent to July 1, 2017 the Authority shall contribute below-listed amount per month toward each employee's Section 125 Plan benefit allowance components. All contributions listed below include the Minimum Employer Contribution (MEC):
1) Employee Only: Up to ninety percent (980%) of the
CalPERS Region 1 Bay Area Kaiser rate for Employee
only
2) Employee plus one: Up to ninety percent (980%) of the CalPERS Region 1 Bay Area Kaiser rate for Employee plus one
3) Employee plus two or more: Up to ninety percent
(980%) of the CalPERS Region 1 Bay Area Kaiser
family rate
An employee may use any benefit allowance stated above toward the cost of employer provided PERS Health insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
Any Employee that enrolls in a Medical Plan that has a higher premium than the Authority's contribution, as stated above, will pay the difference via pretax payroll deductions.
4.3 Dental Plan
2. Dental
For the duration of this MOU, the Authority shall contribute an amount necessary to provide dental insurance benefits.
The Authority may evaluate the dental plan currently available to employees to determine if similar or better coverage may be available at lower cost to the Authority. The Authority may substitute new insurance carriers or arrange for selfinsurance provided that the overall coverage is equal to or superior to the present coverage and provided that the Authority meets with the Association to discuss any new plan before it is implemented.
The Authority will make available a supplemental dental fund. This fund will be used to reimburse an employee up to $500 per year, for dental expenses incurred by a full-time employee, once the employee has reached the annual maximum provided for in the insured, primary dental plan. This supplemental plan is available only for expenses incurred by the employee, not his/her dependents.
4.4 Vision Plan
3. 4.5 Change In Employee Benefits Plans
The Authority intends to evaluate the medical and dental plans currently available Central Marin Fire Authority MOU 7/1/241 - 6/30/247
14 to employees to determine if similar or better coverage may be available at lower cost to the Authority. The Authority may substitute new insurance carriers or arrange for self-insurance provided that the overall coverage is equal to or superior to the present coverage and is acceptable to the Association.
4.6 Life Insurance
The Authority shall provide members of the bargaining unit with Fifty Thousand Dollars ($50,000.00) dollars of life insurance coverage. Authority provided life insurance benefit will terminate with the separation of employee.
4.7 Retirement Health Savings Account Supplemental Program The Authority will establish a Retirement Health Savings (RHS) account for the IAFF represented bargaining unit per the ICMA-RC/Mission Square model and pertinent IRS regulations. All bargaining unit employees must participate in the program. The RHS accounts will be funded as follows:
Employer Contributions: There shall be no employer contributions to the RHS plan described in this section beyond the contributions described in Section
14.4(b).
Employee Contributions: Employees with unused vacation accumulated balances at the end of any calendar year must contribute such unused vacation to the RHS plan, in an amount not to exceed forty-eight hours of vacation leave at the employee's current straight time hourly rate. Employee contributions to the RHS plan are vested immediately.
(a) Employees hired on or before March 31, 2015 will continue to contribute forty-eight (48) hours of accrued vacation leave in the first pay period of the calendar year. If the member’s vacation leave balance is less than forty-eight (48) hours, the entire amount of the member’s accrued vacation leave bank will be contributed to their RHS account. (b) Effective upon the date of adoption of this Memorandum of Understanding (MOU), members hired after March 31, 2015 will continue to contribute to their RHSA as described in Section 14.4(b) of this MOU. Members hired after March 31, 2015 will no longer contribute any accrued vacation leave hours to their RHS account.
4.8 Employee Wellness Benefit
The AssociationUnion and Authority desires to promote the health and well-being of members employees by encouraging physical fitness. Improved health and fitness are understood by both parties to improve members’ current sense of wellness and to reduce future medical issues and costs.
Effective the first full pay period in July 2024, the Authority shall reimburse members up to a maximum of Five Hundred Dollars ($500.00) per fiscal year for qualifying expenses.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
15 1, Health/fitness/wellness club memberships and programs (online or in person).
2. Classes and programs (online or in person) related to health/fitness/wellness.
3. Health/Fitness equipment. Generally, health/fitness equipment is defined to include any machine, apparatus, or item that would be available for use by the member at a health/fitness club or through an organized health/fitness/wellness group, course or program.
4. Medical, health, cancer blood screening tests, Mmassage, chiropractic treatment, or acupuncture treatment.
5. Classes or consultations related to nutritional health and sleep.The form and information required to claim reimbursement for this benefit are left to the discretion of the Fire Chief or designee.
6. The form and information required to claim reimbursement for this benefit are left to the discretion of the Fire Chief or designee.
Classes or consultations related to nutritional health and sleep.
Off-duty recreational, athletic and social activities may not be covered by workers/ compensation benefits if the injury arises out of voluntary participation and the activity is not part of the employee’s work-related duties per Labor Code section 3600(a)(9).
.
4.6 Retirement
Classic Employees
For employees hired prior to January 1, 2013:
The Authority agrees to provide fire safety members with PERS “3% at 55” full formula retirement plan and the following benefits:
• One year final compensation;
• 1959 Survivors Benefit 4th level (GCS 21574); and
• All unused sick leave credit (GCS 20965);
• Post Retirement Death Benefit with PRSA (Post Retirement Survivor Allowance) (GCS 21624, 21626 and 21628)
PEPRA Employees
For employees hired after December 31, 2012, who are not "classic members" as defined by CALPERS, the contract between the Central Marin Fire Authority and the Public Employees Retirement System (PERS) which provides retirement benefits for eligible employees, shall provide the following benefits:
• Retirement Formula - Full 2.7% at 57
• Final Compensation Average - 3 Years
• Unused Sick Leave Credit
• The employee contribution shall be determined by Government Code Section 7522.30.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
16 (For more specific information regarding PERS retirement benefits, refer to the Annual Employer Statement provided to the Central Marin Fire Authority by PERS.)
Employee PERS Cost Sharing
All Classic employees of the bargaining unit shall pay 100% of the required member contribution nine percent(9%).
In accordance with PEPRA and Government Code section 20516 the parties shall engage in sharing the "normal cost" of retirement benefits as described below.
• All classic employees in the bargaining unit shall contribute six percent (6.0%) of the Employer's costs for PERS retirement with a total employee contribution of fifteen percent (15%).
4. Retiree Medical
Retiree medical benefits will be provided to eligible employees who retire from the Authority as provided below.
(a) Employees with a Seniority Date on or before March 31, 2015 1) An employee, who retires from the Authority and is collecting a PERS retirement, with a combination of 15 or more consecutive years of service with the Authority, the City of Larkspur and/or the Town of Corte Madera shall be eligible for the following contribution towards retiree medical. All contributions include the MEC.
Family Status Authority Contribution
Employee Only CalPERS Region 1 Kaiser Bay Area
Employee Only
Employee + One CalPERS Region 1 Kaiser Bay Area
2-Party
Family CalPERS Region 1 Kaiser Bay Area
2-Party
M e d i c a r e E l i g i b l e
Employee Only
Medicare Eligible CalPERS Region 1
Kaiser Bay Area Employee Only
M e d i c a r e E l i g i b l e
Employee + One
Medicare Eligible CalPERS Region
1 Kaiser RateBay Area 2- Party
Medicare Eligible Family Medicare Eligible CalPERS Region 1 Kaiser Bay Area 2- Party
2) The following individuals will qualify for the benefit listed above even if they do not meet the 15 or more consecutive years of service with the Authority/City of Larkspur/Town of Corte Madera, when they Central Marin Fire Authority MOU 7/1/241 - 6/30/247
17 retire from the Authority using service credit only:
• Erik Schroth
• John Daley
• Rod Potts
3) Any of the employees listed below who receive an Industrial Disability Retirement from CalPERS and who has a combination of 5 or more consecutive years of service with the Department, the City of Larkspur and/or the Town of Corte Madera shall be eligible for the following contributions towards retiree medical. All contributions include the MEC.
• Nick Gabbard
• Andrew Lappert
• Ryan Fischer
• Bret Reed
• John Daley
• Matthew Phillips
• Rod Potts
• Erik Schroth
Family Status Authority Contribution
Employee Only CalPERS Region 1 Kaiser Bay Area
Employee Only
Employee + One CalPERS Region 1 Kaiser Bay Area
2-Party
Family CalPERS Region 1 Kaiser Bay Area
2-Party
M e d i c a r e E l i g i b l e
Employee Only
Medicare Eligible CalPERS Region 1
Kaiser Bay Area Employee Only
M e d i c a r e E l i g i b l e
Employee + One
Medicare Eligible CalPERS Region
1 Kaiser Bay Area 2- Party
Medicare Eligible Family Medicare Eligible CalPERS Region 1 Kaiser Bay Area 2- Party
4) Employee OPEB Contribution:
The parties agree that bargaining unit employees that have a seniority date on or prior to March 31, 2015 shall contribute the below outlined amounts to assist the Authority in retiring the OPEB liability. Employees with a seniority date on or after April 1, 2015 shall not be subject to contribute to the OPEB liability per this section.
a) Effective two pay periods after adoption, all existing bargaining unit employees shall pay $60.00 per month toward the
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
18 Authority’s OPEB liability.
(b) Employees Hired or with a Seniority After March 31, 2015 For employees hired or with a seniority date after March 31, 2015, the Authority shall contribute for all retirees enrolled in a CalPERS PEMHCA health plan, the minimum employers' contribution legally mandated under PEMHCA. No additional Authority contribution to retiree medical insurance premium costs will be provided. The Authority will provide the following contributions into a Retiree Health Savings Account (RHS).
Years of
Service
Employee
Contribution
Authority Contribution
0 -
Completion
of Probation
3.0% of a Top Step
Engineer Base Salary
No contribution
Completi
on of
Probation
3.0% of a Top Step
Engineer Base Salary
4.0% of a Top Step
Engineer Base Salary
1) Employee contributions are 100% vested upon hire. An employee will begin receiving employer contributions upon completion of the probationary period. Employees who do not qualify for Authority paid medical in retirement, as well as eligible dependents of retirees, are allowed access through the Authority, into the PERS medical plan after retirement, in accordance with the rules established by PERS. Such premiums will be paid for at the retiree's expense.
(c) PEMHCA Compliance
For all retirees enrolled in a CalPERS PEMHCA health plan, the Authority's contribution described above includes the minimum employer contribution amount legally mandated under PEMHCA. Any benefit beyond the annually adjusted minimum employer contribution shall be delivered as a medical premium reimbursement via an IRS section 115 compliant vehicle. In no event shall the combined minimum employer contribution and the IRS Section 115 reimbursement exceed the actual premium associated with the medical plan selected by the eligible retiree.
4.7 Retiree Health Savings Plan
4.8 Uniform Allowance
The Authority shall maintain and replace worn or damaged article(s) of the Authority required uniform.
Damaged and/or worn article(s) of a uniform which condition is a result of performance of duties while on the job shall be turned in to the Fire Chief or his/her designee, who shall determine if the article warrants replacement.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
19 Articles of uniform provided by the Authority shall remain the property of the Authority and shall be turned into the Fire Chief or his/her designaee, when replaced in kind or when the employee retires or terminates his/her employment with the Authority for any reason. ArticplesArticles of uniform purchased by the employee shall remain the property of the employee.
In addition to the Authority providing the designated uniform articles, employees shall be entitled to a uniform allowance of Seven Hundred Twenty Dollars ($720.00) annually. The uniform allowance shall be used to maintain additional required items that are not provided by the Authority and are required by the rules and regulations of the Authority.
Replacement of such required uniform equipment thereafter shall be the responsibility of the employee. Examples of these items included approved department T-shirts, physical training (PT) gear, job shirt, ball caps, jackets, exercise apparel, etc.
Classic Members – This benefit qualifies as “pensionable compensation” for classic employees in the amount of Twenty-Nine Dollars and Seventeen Cents ($29.17) per month.
PEPRA Members – This benefit is excluded from “pensionable compensation” reports for employees hired on or after January 1, 2013 who are “new members” of the CalPERS retirement system as defined by CA Government Code Section 7522.04(f).
4.9 5. LEAVE
5.1 Sick Leave
SECTION 121. SICK LEAVE
1. Accrual
Sick leave shall be accrued in accordance with the schedule below:
Sick Leave Accumulation
Academy Recruit(s) 5.54 hours biweekly
Shift Personnel 5.54 hours biweekly Non-Shift Personnel 3.70 hours bi-weekly
2. Accumulation
Sick leave accrual is unlimited. An employee who is off on sick leave shall continue to accumulate earned sick leave while using his/her previously earned sick leave. An employee who is on leave without pay shall not accumulate sick leave credits. In no event shall sick leave benefits be convertible to cash bonus.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
20 3. Usage
Sick leave credit shall not be considered as a privilege which an employee may use at his discretion but shall be allowed only in case of necessity and actual sickness or disability. In order to receive compensation while absent on sick leave, an employee shall notify the Battalion Chief on duty prior to the beginning of the shift from which the employee will be absent. If the contact is not personal, then sick leave is only approved by confirmation from the Battalion Chief. The employee will inform the Battalion Chief of the potential duration of his/her illness.
An employee, who has called in sick with a medical excuse, shall not be eligible to volunteer for overtime for a period of twenty-four (24) hours, following the shift(s) missed.
The Authority reserves the right, if an absence is in excess of 48 hours, to request physician verification of illness.
4. Sick Leave While on Vacation
If an employee becomes ill or injured while on vacation, he may use sick leave in lieu of vacation. Use of sick leave, while on vacation, will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to the Battalion Chief on duty on the date of illness or injury.
5.2 Vacation Entitlement
1. Firefighters shall earn vacation in accordance with the following formula:
Number of Months Number of shifts
accrued annually
Vacation Accumulation
Cap
0 – 60 months 6 shifts 400 hours
61 – 120 months 8 ½ shifts 400 hours
121 – 180 months 12 shifts 400 hours
181 or more months 13 shifts 400 hours
At the discretion of the Fire Chief or his/her designee, employees shall be allowed a reasonable number of splits of their vacation benefits. In addition, employees may use up to ninety-six (96) vacation hours in any one (1) year for emergency leave which is defined as a severe and personal emergency of the employee.
Designation of vacation hours to be used for emergencies shall be selected in advance and are irrevocable.
2. Vacation Accumulation
Effective December 31, 2018, no employee shall be allowed to have an accumulation of more than four hundred (400) hours of vacation accrual to his/her credit at any one time unless prior special arrangements have been made with the Fire Chief and approved by the Management CommitteeExecutive Central Marin Fire Authority MOU 7/1/241 - 6/30/247
21 Manager. An employee who is on vacation shall continue to accumulate vacation while using his/her previously earned vacation. An employee who is on leave without pay shall not accumulate vacation credits.
5.3 Compensating Time Off
Employees who work forty (40) hours per week may take compensatory time off in lieu of pay at time and one-half with the prior approval of the Fire Chief. Said time off shall not be allowed to accumulate in excess of forty (40) hours without the employee obtaining written approval of the Fire Chief and in no case, shall the amount of time exceed a maximum of eighty (80) hours.
5.4 Holiday Pay
1. Benefit
The following holidays are recognized by the Authority as paid holidays for full time regular and probationary employees:
• July 4th, known as "Independence Day"
• The first Monday in September known as "Labor Day"
• The second Monday in October, known as "Columbus Day"* • November 11th, known as "Veterans' Day"
• The fourth Thursday in November, known as "Thanksgiving Day" • The Friday following Thanksgiving
• December 25, known as "Christmas Day"
• One floating holiday to be taken on either the last working day prior to Christmas Day or New Year's Day, only after prior approval is obtained from the Fire Chief. Fire Department offices and non-emergency services are to be available to the public on both days.
• January 1st, known as "New Year's Day"
• The third Monday in January, known as "Martin Luther King's Birthday" • February 12th, known as "Lincoln's Birthday"*
• The third Monday in February, known as "Washington's Birthday" ~-
• The last Monday in May, known as "Memorial Day"
• June 19th, known as “Juneteenth”
*See "Exchange of Designated Holidays for Floating Holidays" below.
2. Exchange of Designated Holidays for Floating Holidays For employees, other than "Shift Personnel" - Columbus Day and Lincoln's Birthday shall be considered floating holidays and may be taken off on the date of the holiday or subsequent to the date of the holiday (i.e., the second Monday in October and February 12 respectively) with prior approval of the Fire Chief. Such floating holidays must be taken during the fiscal year in which the holiday was earned and if not taken, shall be forfeited. Employees must be in a pay status at Central Marin Fire Authority MOU 7/1/241 - 6/30/247
22 the time the Columbus Day and Lincoln's Birthday holidays occur in order to have earned such holidays.
3. Holidays on Saturday or Sunday
When a holiday falls on Sunday, the following Monday shall be observed. When a holiday falls on Saturday, the previous Friday shall be observed.
4. "Holiday Pay"
Regular or probationary full-time employees, other than "Shift Personnel," who are required to work on any of the holidays specified in Sub-Section 11.1 shall receive additional pay above their normal hourly wage. Such pay shall be referred to as "holiday pay" and shall be paid at straight time for each hour spent on duty during the holiday. "Holiday pay" shall only be paid for hours actually worked on such holidays.
5. "Holiday-In-Lieu Pay" for "Shift Personnel"
"Shift Personnel" assigned to the duty cycles specified in Sub-Section 11.1 are not eligible for holiday leave. In lieu of time off for holidays, "Shift Personnel" shall receive "holiday-in-lieu pay." The "holiday-in-lieu pay" shall be thirteen fourteen (1413) twelve- hour days per year at straight time (1314 x 12 = 168156 straight time hours). Such pay shall be received in the amount of six and four hundred sixty-two thousandths (6.462) hours of straight time pay with each regular bi-weekly paycheck.bi-weekly paycheck.
5.5 Leaves of Absence
SECTION 187. BEREAVEMENT LEAVE
In case of death within the immediate family of an employee, an employee shall be entitled to remain absent from duty with pay for up to three (3) shifts, when necessary to attend the funeral or memorial services. Such leave must be Central Marin Fire Authority MOU 7/1/241 - 6/30/247
23 approved in advance by the Fire Chief. "Immediate family" means spouse (or domestic partner registered according to California law) or parent, sibling, brotherin-law or sister-in-law of the employee, son, daughter, aunt, uncle, grandparents, grandchildren, niece or nephew of the employee or of the employee's spouse or registered domestic partner. For the purpose of this Agreement, stepparents are considered parents if the employee had been raised by them.
Said bereavement leave is not to be charged to sick or vacation leave.
This provision does not apply unless the notification of death to the employee is received prior to the funeral. Upon request of an employee for an exception to the above, the Fire Chief or his/her designee may allow an exception.
1. Family Illness Leave
The Fire Chief may, upon written request of an employee, grant a leave of absence a leave of absence with pay in case an employee's presence is required elsewhere because of sickness or disability of members of his/her immediate family.
Such family illness leave shall not exceed, for Non-Shift Personnel, six (6) days, or for Shift Personnel, three (3) 24-hour shifts per calendar year. In each such case, the Fire Chief shall grant such leave in accordance with the family leave rights provided for under state and federal law. Such family illness leave shall be deducted from the employee’s sick leave accumulation.
2.1. Personal Leave
The Fire Chief may, upon written request of an employee and due consideration of the circumstances, grant a leave of absence without pay. Upon expiration of an approved leave, the employee shall be returned to duty in an equivalent position and at the salary received at the time leave was granted.
2. Failure on the part of an employee on leave to report for duty at its expiration shall be cause for discharge. The time the employee is on a leave of absence without pay shall not be credited toward length of service in computing sick leave or vacation eligibility.
.
3. Jury Duty
In order to receive compensation while absent on jury duty, the employee shall notify his/her immediate superior in advance that he/she has been selected as a juror and the probable duration of the jury duty if known. Days of jury duty and al fees paid shall be verified by the court official responsible for issuing checks in payment of jury service.
4. Family Medical Leave Act
The Authority will comply with the Family and Medical Leave Act and the California Family Rights Act of 1993 al state and federal leave laws. (This section is not grievable).
An employee, at his/her discretion, may use accumulated sick leave and Central Marin Fire Authority MOU 7/1/241 - 6/30/247
24 vacation subject to the requirements of the Sick Leave Section and the Vacation Section, while covered by the FMLA.
5. Unauthorized Absence
Absence without authorized leave is a serious violation of the Authority policy for which discipline may be imposed. Absence without authorized leave for three (3) or more consecutive work shifts shall be termed a resignation and shall be processed accordingly. Any member deemed to have resigned by application of this section may, within thirty (30) days of such resignation, present to the Executive Manager of the Authority or to his/her designee those extenuating circumstances which the member feels mitigate against the resignation. The Executive Manager of the Authority or his/her designee shall have the final authority over whether the resignation shall remain in effect, be modified, or be set aside.
6. TERMS & CONDITIONS OF EMPLOYMENT
6.1 Hours of Work
1. Working Hours
During the term of this Agreement, the formal Fire Duty Cycle for Firefighter Paramedic, Fire Engineer, and Fire Captain shall consist of two (2) twenty-four (24) hour shifts followed by ninety-six (96) hours off duty. A normal duty cycle shall not exceed forty-eight (48) hours duration commencing at 7:00 a.m.
2. Types of Service
(a) Full Time - A full-time employee works the normal number of working hours for the position.
6.2 Overtime
3. Overtime Pay
All firefighters required to work overtime for any reason will be paid at one and one-half (1-1/2) times their regular regular rate of pay for the fifty-six (56) hour workweek. Overtime shall be compensated to the next quarter (1/4) hour.
4. FLSA Overtime
Overtime for Fair Labor Standards Act (FLSA) purposes is time worked by a Firefighter Paramedic, Engineer or Captain beyond one hundred and eighty-two (182) hours in a twenty-four (24) day work period (as that term is used by the wage andand hour division of the Department of Labor).
If a Firefighter Paramedic, Engineer or Captain is scheduled to be at work, but is absent due to vacation, or sick leave, and is in a paid status, such time shall be considered time worked for purposes of calculating FLSA overtime for that work period.
All hours paid at FLSA regular rate of pay.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
25 5. Minimum Overtime Requirements
Employees shall be compensated for a minimum of two (2) hours at the overtime rate for attendance at any meeting or class required by the Fire Chief or his/her designee for the employee to attend outside the employee's regularly scheduled work hours.
Overtime contiguous with the employees' shift will be calculated in 15-minute increments.
6.3 Shift Trade Policy
Firefighters may initiate any number of shift trades per year. Shift trades are subject to the following conditions:
(a)(d) If any employee trading time off is advised, at least 48 hours prior to the shift, of the inability of the covering employee to work the traded time, said initiating employee is responsible to cover the traded time. (b)(e) If a covering employee is injured on duty within forty-eight (48) hours of working on a traded shift and will be unable to work said shift, it will be their responsibility to cover same shift.
(c)(f) Shift trades will be paid back within twelve (12) months. The responsibility to track and pay back shifts is the employee's; the Authority will pay the normally-scheduled employee, and maintains no other records and provides no enforcement of trade payback.
6.4 Licenses, Certifications, Accreditations
6.4.1 DMV Licensure
All personnel will be required to possess a minimum DMV licensure consistent with the driver license requirement for the job class held (Minimum of a valid California Class “C” license for firefighter paramedic, and/or a valid California Class “B” or Class “C” with a firefighter endorsement “F” if operating fire apparatus) at all times. If the member fails to maintain licensure, the member may be assigned to duties which do not require driving, for up to sixty (60) calendar days from the date of the DMV report, to allow the member the opportunity to seek the reinstatement of his/her drive license, provided:
The member can still perform the majority of his/her job duties.
There is minimal impact on the department work output as determined by the Fire Chief.
After sixty (60) days, when there was an alternate assignment for the Central Marin Fire Authority MOU 7/1/241 - 6/30/247
26 member, if the member fails to regain and/or have their driver’s license reinstated their drive license, the member will be placed on Administrative Leave Without Pay (or allowed to use any accrued vacation and/or emergency leave) until such time they can regain their license, for a period not to exceed four (4) months. If the license has not been regained after six (6) months, the Authority reserves the right to administratively disqualify and release the member from employment in conformance with the Firefighters Procedural Bill of Rights Act.
6.5 EMT Certification
All members who are not State of California Certified and Marin County Accredited Paramedics must possess and maintain a valid EMT Certification from the State of California and the County of Marin always as a condition of employment. If the member fails to maintain certification, the member will be placed on unpaid Administrative Leave (or allowed to use any accrued vacation and/or emergency leave) until such time they can regain their EMT certification for a period not to exceed six (6) months. If the certification has not been regained after six (6), the Authority reserves the right to administratively disqualify and release the member from employment in conformance with the Firefighters Bill of Rights.
6.6 EMT-P (Paramedic)
All Firefighter Paramedics, and Captains or Engineers receiving a paramedic incentive must possess and maintain a valid EMT/Paramedic license from the State of California and EMT/Paramedic Accreditation with the County of Marin at all times as a condition of employment. Captains and Engineers who choose to longer be licensed and accredited as an EMT/Paramedic must maintain a minimum of an EMT Certification and will no longer receive the Paramedic incentive. If the member fails to maintain certification, the member will be placed on unpaid Administrative Leave (or allowed to use any accrued vacation and/or emergency leave) until such time they can regain their Paramedic certification for a period not to exceed six (6) months. If the certification has not been regained after six (6), the Authority reserves the right to administratively disqualify and release the member from employment in conformance with the Firefighters Bill of Rights.
All employees in the bargaining unit must, at a minimum, maintain an EMT Basic certification to be eligible for employment.
6.7 No Smoking
An applicant shall be disqualified for employment if said applicant has smoked tobacco within one (1) year preceding the date of the filing of an application for employment.
The use of tobacco products or the vaping of any substance shall be prohibited in all areas of the fire station and all apparatus or vehicles at all times. The use of tobacco products or the vaping of any substance shall Central Marin Fire Authority MOU 7/1/241 - 6/30/247
27 also be prohibited during public education activities, scheduled department training, inspections and fire prevention activities.
6.8 Probationary Period
6.8.1 Duration
All original and promotional appointments shall be tentative and subject to a probationary period of one (1) year (12 months) actual service (time in a non-paid status, or on leave such as injury leave shall not count as part of the 12-month actual service time). The probationary period for all original appointments shall begin after successful completion and graduation from any “New Hire” Academy.
Individual probationary periods may be extended with good cause upon requestupon request of the Fire Chief and concurrence of the Management CommitteeExecutive Manager; provided, however that no probationary period shall exceed eighteen (18) months' time in a non-paid status, or on leave such as injury leave shall not count as part of the 18-month maximum probationary period). The Fire Chief of his/her designee shall notify, in documented form, the probationary employee of their updated probation end date within forty-eight (48) hours upon their return from non-paid status or leave such as injury leave.
During the original probationary period, an employee may be terminated at any time by the appointing power without the right of appeal in any manner except as mandated by State or Federal law.
Notification of termination in writing shall be served on the probationer and a copy filed with the Management CommitteeExecutive Manager.
6.8.2 Promotional Probation
Promotional appointments shall be tentative and subject to a probationary period of one (1) or year twelve (12) months actual service time (time in a non-paid status, or on leave, such as an injury leave shall not count as part of the twelve (12) month actual service time). An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. The Fire Chief or his/her designee shall notify, in documented form, the probationary employee of their updated probation end date within 48 hours upon return from non-paid status or leave, such as injury leave.
An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed.
1.6. 6.9 Transfers/Reassignments Unauthorized Absence
Absence without authorized leave is a serious violation of the Authority policy for which discipline may be imposed. Absence without authorized leave for three (3) or more consecutive work shifts shall be termed a resignation and shall be Central Marin Fire Authority MOU 7/1/241 - 6/30/247
28 processed accordingly. Any member deemed to have resigned by application of this section may, within thirty (30) days of such resignation, present to the Management CommitteeExecutive Manager of the Authority or to his/her designee those extenuating circumstances which the member feels mitigate against the resignation. The Management CommitteeExecutive Manager of the Authority or his/her designee shall have the final authority over whether the resignation shall remain in effect, be modified, or be set aside.
6.10 Staffing Levels
6.10.1 Minimum Staffing
The Authority will provide twelve (12)1 personnel (including the BC) each shift. During the term of the MOU,the Authority and Association agree that the Authority at its option may initiate negotiations to meet and confer in accordance with the MMBA to provide staffing at eleven (11) personnel (including the BC) each shift.
6.11 Paramedic Program
SECTION 243. PARAMEDIC PROGRAM
On September 2, 2004, the Ross Valley Paramedic Authority (RVPA) approved a funding request by the Larkspur Fire Department to implement an Engine Company Paramedic Program. The funding does not increase daily staffing. It provides for differential pay, equipment and training coverage. Currently, the RVPA has authorized a total of up to seven Paramedics for the Larkspur Fire Department. As a result of the consolidation between Larkspur and Corte Madera Fire, a specific Firefighter Paramedic classification was created and Paramedic differential pay was incorporated into the base salary of the classification. Previous Paramedic differential pay was also considered in setting the salaries of other classifications.
The Authority shall utilize a Firefighter Paramedic classification for its paramedic programs. The Firefighter Paramedic classification shall not receive a differential for performing basic paramedic duties. The base salary for the Firefighter Paramedic classification includes the appropriate compensation for paramedic duties.
Fire Engineer:
An Engineer who is performing paramedic duties shall be eligible for a 4% paramedic differential.
Fire Captain:
A Fire Captain who is performing paramedic duties shall be eligible for a 4% paramedic differential.
Personnel serving as paramedics shall be expected to continuously maintain their Marin County paramedic accreditation. A paramedic may choose to no longer maintain accreditation and will therefore no longer receive a paramedic incentive pay. However, before discontinuing accreditation or if an employee wishes to no longer serve as a paramedic in the Authority, they must provide the Authority with advance notice. The Central Marin Fire Authority MOU 7/1/241 - 6/30/247
29 Authority will then remove the employee from paramedic duty after a replacement has been secured.
The Authority will set as a minimum standard for paramedics the possession of current certificates for PALS or equivalent, PHTLS or equivalent and ACLS. It will be the individual responsibility of each paramedic to maintain these certifications and any others mandated by the State of California and/or the County of Marin. All such recertification's will be completed by each paramedic in a timely manner so that no portion of a certification or minimum standard lapses during the course of employment as a paramedic by the Central Marin Fire Authority.
It is recognized that the maintenance of professional competency is the responsibility of each paramedic. The Authority will allow each paramedic up to 48 hours of Continuing Education annually to maintain these skills. The use of these hours must be approved in advance by the Fire Chief or designee and will be tracked by calendar year. The paramedic will attend all Continuing Education classes on duty as required by the Battalion Chief. If necessary, as determined by the Battalion Chief, a replacement employee may be hired to ensure adequate attendance for certification or renewal. If the Central Marin Fire Authority MOU 7/1/241 - 6/30/247
30 paramedic attends off duty Continuing Education Classes, that person will be compensated by the Authority at the overtime rate, for the amount of Continuing Education credits given for said class.
Employees who would receive a pay cut due to the elimination of educational incentive, shall be Y-rated until such time as a combination of the paramedic differential, step increases and/or salary increases would offset the reduction due to the elimination of their education incentive.
6.12 Wellness Program
With mutual agreement between the Authority and the Association, the Authority will provide routinely scheduled physical examinations of individual Firefighters and for special physical evaluations of individual Firefighters. These evaluations are conducted to identify opportunities for improved preventative maintenance, enhancing Firefighter physical fitness and to determine any physical impairments that might limit a Firefighter's ability to function properly. The results of these evaluations shall be confidential between the provider and the employee. The Authority shall only be entitled to aggregated data.
5. Wellness Program
With mutual agreement between the Authority and the Association, the Authority will provide routinely scheduled physical examinations of individual Firefighters and for special physical evaluations of individual Firefighters. These evaluations are conducted to identify opportunities for improved preventative maintenance, enhancing Firefighter physical fitness and to determine any physical impairments that might limit a Firefighter's ability to function properly. The results of these evaluations shall be confidential between the provider and the employee. The Authority shall only be entitled to aggregated data.
6.13 Physical Fitness
All shift personnel will participate in mandatory physical fitness/conditioning program; the intent of which is to provide employees with the opportunity to maintain and improve a constant level of physical fitness and conditioning which will better prepare them for the physical requirements of the job. Employees will be allowed up to one hour for participation in a physical fitness/conditioning program.
6. Physical Fitness
All shift personnel will participate in mandatory physical fitness/conditioning program; the intent of which is to provide employees with the opportunity to maintain and improve a constant level of physical fitness and conditioning which will better prepare them for the physical requirements of the job. Employees will be allowed up to one hour for participation in a physical fitness/conditioning program.
6.14 Education
SECTION 132. EDUCATION
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
31 The Education Committee will consist of two (2) management representatives and two (3) bargaining unit employee representatives. The committee shall assist with the creation and development of promotional criteria and act as the Joint Apprenticeship Committee. The committee may receive additional items to be addressed from the Fire Chief.
7. PROCEDURES
7.1 Disciplinary Action
7.1.1 Definitions
Non-probationary employees shall be disciplined for just cause and in compliance with the procedures set forth in the Firefighters Procedural Bill of Rights Act (FFBOR; see Gov. Code§§ 3250-3262).
Discipline may consist of the following penalties assessed against any non-probationary employee: written reprimand, reduction in salary, suspension without pay, demotion, transfer or
dismissal/discharge.
Probationary employees may be terminated at any time without just cause except as mandated by Federal or State law.
7.1.2 Causes for Disciplinary Action
The Authority shall have the right to discharge or discipline any employee for dishonesty, insubordination, drunkenness,
incompetence, negligence, failure to perform work as required or to observe the Authority's safety rules and regulations or for engaging in strikes, individual or group slowdowns or work stoppages, or for violating or ordering the violation of the Memorandum of Understanding.
The Authority may also discipline or discharge an employee for other misconduct, including, but not limited to, the following:
7.3.2.1.1 Fraud in securing appointment.
7.3.2.1.2 Negligence of duty.
7.3.2.1.3 Violation of safety rules.
7.3.2.1.4 Unacceptable attendance record including tardiness, overstaying lunch or break periods.
7.3.2.1.5 Possession, distribution or under the influence of alcoholic beverages, marijuana, nonprescription or unauthorized
narcotics or dangerous drugs during working hours.
7.3.2.1.6 Inability, unwillingness, refusal or failure to perform work as assigned, required or directed.
7.3.2.1.7 Unauthorized soliciting on City, Town or Authority property or time.
7.3.2.1.8 Violation of a felony or misdemeanor law of statute.
7.3.2.1.9 Unacceptable behavior toward (mistreatment or Central Marin Fire Authority MOU 7/1/241 - 6/30/247
32 discourteousness to) the general public or fellow employees or officers of the Authority.
7.3.2.1.10 Falsifying employment application materials, time reports, records, or payroll documents or other Authority records.
7.3.2.1.11 Disobedience to proper authority.
7.3.2.1.12 Misuse of City, Town or Authority property.
7.3.2.1.13 Violation of any of the provisions of these working rules and regulations or Authority rules and regulations.
7.3.2.1.14 Disorderly conduct, participation in fights, horseplay or brawls.
7.3.2.1.15 Dishonesty or theft.
7.3.2.1.16 Establishment of a pattern of violation of any Authority policy or rules and regulations over an extended period of time in which a specific incident in and of itself would not warrant disciplinary action, however, the cumulative effect would warrant such action. Failure to perform to an acceptable level of work quality and quantity.
7.3.2.1.17 Insubordination.
7.3.2.1.18 Other acts inimical to the public service.
7.3.2.1.19 Inability or refusal to provide medical statement on cause of illness or disability, in accordance with section 121.3
7.3.3 Pre-Disciplinary (Skelly) Process
Prior to the reprimand, discharge, demotion, reduction in salary for disciplinary purposes of suspension without pay of any regular employee, the following procedures shall apply:
7.3.3.1 Written Notice of Proposed Discipline
Written notice of the proposed disciplinary action shall be given to the employee. Such notice shall include a
statement of the reason(s) for the proposed action and
the charge(s) being considered.
7.3.3.2 Employee Review
The employee also shall be given the opportunity to
review the documents or materials upon which the
proposed disciplinary action is based, and, if practicable, he or she shall be supplied with a copy of all such
documents/material.
7.3.3.3 Employee Response (Skelly Hearing)
Within five (5) working days after service/receipt of the notice of proposed discipline, the employee shall have
the right to respond, orally or in writing or both, to the Fire Chief (or the Chief's designee) who thereafter shall conduct a Skelly hearing and then issue a final notice of discipline or other appropriate disposition. The five (5) Central Marin Fire Authority MOU 7/1/241 - 6/30/247
33 day time limit during which the employee must request a Skelly hearing may be extended by mutual
agreement.
7.3.4 Appeal Process
7.3.4.1 Whenever punitive action is undertaken against an employee, he or she shall have the right to an administrative appeal which will be conducted in conformance with this
Memorandum of Understanding and Government Code
Section 3254.5(b). Such an appeal must be requested in
writing from the Management CommitteeExecutive Manager
or his or her designee by the employee within fourteen (14) calendar days from the date of service of the notice of final discipline, and unless so filed the right of appeal is
waived/lost.
7.3.5 Arbitration
7.3.5.1 The employee may elect to have his or her appeal heard by the Management Committee Executive Manager or may
request arbitration. If an employee elects to have an appeal heard by the Management CommitteeExecutive Manager, the employee must state in writing that he or she waives his or her right to arbitration.
7.3.5.2 If arbitration is requested, the arbitration will be held in conformance with applicable statutes. Representatives of the Authority and the employee shall meet within fourteen (14) days to select a mutually-acceptable arbitrator.
7.3.5.3 The fees and expenses of the arbitrator and of a court reporter shall be shared equally by the employee and the Authority.
7.3.5.4 A hearing before the arbitrator shall be held within 60 days of the selection of the arbitrator unless the mutually-accepted arbitrator's schedule does not so permit, in which case the hearing shall be held not more than 120 days after the
selection of the arbitrator. Decisions of the Arbitrator on matters properly before him or her shall be final and binding on the parties hereto, subject to the limited challenges permitted by law.
7.3.5.5 In addition to arbitrators proposed by the State Mediation and Conciliation Service, the parties shall be free to select from a pool of arbitrators mutually agreed to by the Authority and the Association. The parties shall continue to meet and confer, after adoption of this MOU, on a mutually-agreeable panel of arbitrators. Once agreed to, the panel shall be identified by a side letter to this MOU.
7.4 Grievance Procedure
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
34 The application of this Section will not apply to the discipline of employees. Disputes arising from the remaining Sections of this Memorandum of Understanding between the Authority and the employee organization regarding the application or interpretation of this Memorandum of Understanding and Department Policy and Procedures shall be considered a grievance.
1. Step 1
An employee may present the grievance orally, either personally or through his Association representative, to the immediate supervisor within ten (10) calendar days following the event or events on which the grievance is based. The immediate supervisor shall make whatever investigation is necessary to obtain the facts pertaining to the grievance. Within ten (10) calendar days after receiving the oral grievance, the immediate supervisor shall give the employee a reply. If the employee is not satisfied with the reply of his immediate supervisor, the employee may appeal the grievance to Step 2.
2. Step 2
If the employee desires to appeal the grievance to Step 2, the grievance shall be reduced to writing, on forms provided, and presented to the Fire Chief or the Acting Chief within ten (10) calendar days following the receipt of the immediate supervisor's oral reply. The Fire Chief may refer the grievance to the appropriate supervisor.
The written grievance shall contain a complete statement of the grievance, the alleged facts upon which the grievance is based, the reason for the appeal, the remedy requested, and the Sections of the Memorandum of Understanding claimed to have been violated, if any. The grievance shall be signed and dated by the employee. The Fire Chief, or the appropriate supervisor to whom the grievance has been referred, may arrange a meeting between himself, the employee, the appropriate Association representative and the immediate supervisor in an attempt to resolve the grievance. In any event the Fire Chief, or his designated representative, shall give a written decision to the employee within ten (10) calendar days following receipt of the written appeal to Step 2.
3. Step 3
If the Association desires to appeal the grievance to Step 3, the Association shall complete the appropriate appeal section of the grievance form, sign the appeal, and present the grievance to the Management Committee Executive Manager within fifteen (15) calendar days following receipt of the written decision from Step 2. Within five (5) calendar days after the receipt of the appeal to Step 3, the Management CommitteeExecutive Manager shall hold a meeting with the appropriate Association representative, and the Fire Chief or the appropriate supervisor to discuss the matter. A written decision shall be given to the appropriate Association representative within fifteen (15) calendar days following the meeting.
If the employee is not satisfied with the decision of the Management CommitteeExecutive Manager, the Association may appeal their grievance to Step 4.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
35 4. Step 4
If the grievance has been properly processed through the previous steps of the procedure and not resolved, the Association may appeal the grievance to arbitration. The Association shall notify the Management CommitteeExecutive Manager in writing within twenty (20) calendar days following receipt of the written answer to Step 3.
Within twenty (20) calendar days following the receipt of the notice of appeal to Step 4, a meeting shall be arranged by the Management CommitteeExecutive Manager with the appropriate Association representative to prepare a joint statement of the issue or issues to be presented to the Arbitrator. If the parties are unable to agree upon the issue or issues, each party will prepare its statement of the issue or issues and jointly submit the separate statements of issue or issues to the Arbitrator for determination.
The parties may mutually agree upon the selection of the Arbitrator or shall jointly request the American Arbitration Association to provide a list of seven (7) persons qualified to act as Arbitrators. Within five (5) calendar days following receipt of the above-referenced list, the parties shall meet to select the Arbitrator. The right to strike the first name shall be determined by lot and the parties shall alternately strike one (1) name from the list until only one (1) name remains, and that person shall be the Arbitrator.
The Arbitrator shall hold a hearing on the issue or issues submitted, or as determined by the Arbitrator if the parties have not mutually agreed upon the issue or issues and render a written opinion and reasons for the opinion as soon after the hearing as possible.
The opinion shall be sent to the Management CommitteeExecutive Manager and to the employee or appropriate representative of the Association. The Management CommitteeExecutive Manager shall present the opinion to the Central Marin Fire Council at its next regular session. The Central Marin Fire Council shall render a final decision by adopting, rejecting or modifying the decision of the Arbitrator. The Central Marin Fire Council shall serve the decision upon the grievant within five (5) calendar days of the decision.
The Authority and the employee and/or Association shall equally share the fees and expenses of the Arbitrator as well as the cost of making a record of the arbitration. Each party shall bear its attorney's fees.
The rules of conduct of proceedings shall be according to those procedures for expedited fact-finding utilized by the American Arbitration Association.
Witnesses who are employees and who are on duty at the time of a scheduled appearance shall be released from duty without loss of compensation for the time required to testify. Individual grievants shall be released from duty without loss of pay for the time of the arbitration hearing. One spokesperson shall be permitted to be present without loss of compensation for grievances filed by the Association.
Central Marin Fire Authority MOU 7/1/241 - 6/30/247
36 Arrangements for release time for grievant's witnesses shall, whenever possible, be made with the Fire Chief no later than twenty-four (24) hours in advance of the scheduled hearing.
The parties agree that the Arbitrator shall not add to, subtract from, change or modify any provision of this Memorandum of Understanding and shall be authorized only to apply existing provisions of this Memorandum of Understanding to the specific facts involved and to interpret only applicable provisions of this Memorandum of Understanding.
The parties agree that the time limits set forth herein are of the essence to this procedure and are to be strictly complied with. Time limits may be extended only by written mutual agreement of the parties.
5. General Provisions
Although grievances may be processed during normally scheduled working hours, the Association agrees that the time spent by its designated representatives shall be kept to a reasonable minimum and that no Association representative shall be entitled to any additional compensation or premium pay for any time spent in processing grievances outside such representative's regularly scheduled hours. The Association also agrees that it will not process grievances during periods of overtime.
Any grievance not filed or appealed within the time limits specified shall be considered settled on the basis of the last disposition given. In the event the grievance is not answered within the time limits set forth herein, either the employee or the appropriate Association representative may appeal the grievance to the next higher step within the time limits provided.
Any of the time limits specified in Steps 1 through 3 may be extended by written mutual agreement of the parties.
No resolution of any grievance, as defined in this Section 16, shall be contrary to Central Marin Fire Authority MOU 7/1/241-
6/30/274
37 the provisions of this Memorandum of Understanding. Copies of the resolution of all grievances shall be sent to the appropriate Association representative.
It is understood and agreed that whenever a provision of this Section refers to an employee filing a grievance, the employee organization may file such grievance whether on the employee's behalf or on behalf of the employee organization. In such event the processing of the grievance shall comply with all other provisions of the grievance procedure Article.
7.5 Reduction In Force
7.5.1 Layoff
At least ten (10) working days prior to the effective day of the layoff, the Fire Chief shall notify the employees
affected in writing. Layoff shall be made within the classes of positions and all temporary employees in the affected classifications shall be laid off prior to layoff of any probationary or permanent employees. For the purposes
of determining order of layoff, total cumulative time shall include tie served in military leave of absence.
An employee laid off shall have the right to displace the employee in the same classification having the least
seniority; provided, however, there is no other employee in the classification of the laid-off employee with less
seniority. The laid-off employee may take a voluntary
demotion to a classification in which such employee had prior permanent status, thus displacing the employee
working in that classification who has less seniority. Upon request of the employee, demotion may be made to a
vacant position in place of layoff.
7.5.2 Re-Employment
Names of persons laid off shall be placed upon
reemployment lists in order of total cumulative time served and shall remain on such list for a period of two (2) years unless re-employed sooner. Sick leave and seniority rights earned prior to layoff will be returned to the employee upon reemployment.
7.5.3 Abolition of Position
Whenever in the judgment of the Central Marin Fire
Central Marin Fire Authority MOU 7/1/241-
6/30/274
38 Council it becomes necessary in the interest of economy, or because the necessity for a position no longer exists, the Central Marin Fire Council may abolish any position or employment in the competitive services; and the
employee holding such position for employment may be
laid off without taking disciplinary action and without right ofright of appeal.
The Association may request in writing, to the Fire Chief, to meet and confer regarding the impacts of abolishment of a position
IN WITNESS WHEREOF, the parties hereby have executed this Memorandum of Understanding this day of , 20241.
CENTRAL MARIN FIREFIGHTERS’ CENTRAL MARIN FIRE
AUTHORITY
ASSOCIATION, INTERNATIONAL
ASSOCIATION OF FIREFIGHTERS,
LOCAL 1775
By: By:
LIST OF EXHIBITS
Exhibit A Salary Schedules for MOU dated July 1, 2024 – June 30, 2027 Exhibit B Side Letter, 2024 Successor MOU Negotiations, dated July 6, 2024
EXHIBIT A
SALARY RANGE - Effective 1 Full Pay Period July 2024 (6%) Minimum Step 2 Midpt Step4 Max
Central Marin Fire Authority MOU 7/1/241-
6/30/274
39 Fire Captain Monthly $10,808 $11,348 $11,917 $12,512 $13,140 Hourly $44.54 $46.76 $49.11 $51.56 $54.15
Fire Engineer Monthly $9,551 $10,029 $10,531 $11,058 $11,610 Hourly $39.36 $41.33 $43.40 $45.57 $47.84
Firefighter/Paramedic Monthly $8,946 $9,394 $9,864 $10,356 $10,877 Hourly $36.87 $38.71 $40.65 $42.68 $44.82
(a)
SALARY RANGE - Effective 1
st
Full Pay Period July 2025 (4%)
Minimum Step 2 Midpt Step 4 Max
Fire Captain Monthly $11,240 $11,802 $12,394 $13,012 $13,666 Hourly $46.32 $48.63 $51.07 $53.62 $56.32
Fire Engineer Monthly $10,114 $10,620 $11,151 $11,709 $12,294 Hourly $41.68 $43.76 $45.95 $48.25 $50.66
Firefighter/Paramedic Monthly $9,468 $9,942 $10,439 $10,960 $11,511 Hourly $39.02 $40.97 $43.01 $45.16 $47.44
SALARY RANGE – Effective 1st Full Pay Period July 2026 (4%) Minimum Step 2 Midpt Step 4 Max
Fire Captain Monthly $11,690 $12,274 $12,890 $13,532 $14,213 Hourly $48.17 $50.58 $53.12 $55.76 $58,57
Fire Engineer Monthly $10,620 $11,151 $11,709 $12,294 $12,909 Central Marin Fire Authority MOU 7/1/241-
6/30/274
40 Hourly $43.76 $45.95 $48.25 $50.66 $53.20
Firefighter/Paramedic Monthly $10,036 $10,539 $11,065 $11,618 $12,202 Hourly $41.36 $43.43 $45.60 $47.88 $50.28
4. Equity Adjustment for Firefighter Paramedics
Effective the first full pay periods in July 2021, 2022, and 2023, Firefighter Paramedics will receive an equity adjustment of 2.5% in addition to the above listed increases to base salaries. The Authority shall pay the equity adjustment retroactively to the first full pay period in July 2021 during the first full pay period after adoption of this Memorandum of Understanding. Equity adjustments for Firefighter Paramedics are included in the salary tables depicted in Sections 8.3,
8.4, and 8.5.
st
4. SALARY RANGE - Effective 1 Full Pay Period July 2021 Minimum Step 2 Midpt Step4 Max
Fire Captain Monthly $9,610 $10,092 $10,597 $11,126 $11,684 Hourly $39.60 $41.59 $43.67 $45.85 $48.15
Fire Engineer Monthly $8,493 $8,918 $9,365 $9,833 $10,324 Hourly $35.00 $36.75 $38.59 $40.52 $42.55
Firefighter/Paramedic Monthly $7,573 $7,951 $8,349 $8,765 $9,206 Hourly $31.21 $32.76 $34.41 $36.12 $37.93
4. SALARY RANGE - Effective 1st Full Pay Period July 2022 Minimum Step 2 Midpt Step 4 Max
Fire Captain Monthly $9,899 $10,3 95 $10,915 $11,460 $12,035 Hourly $40.79 $42.8 3 $44.98 $47.22 $49.59
Fire Engineer Monthly $8,747 $9,18 5 $9,646 $10,128 $10,634 Central Marin Fire Authority MOU 7/1/241-
6/30/274
41 Hourly $36.05 $37.8 5 $39.75 $41.73 $43.82
Firefighter/Paramedic Monthly $7,995 $8,39 4 $8,815 $9,254 $9,719 Hourly $32.94 $34.5 9 $36.32 $38.13 $40.05
4. SALARY RANGE – Effective 1st Full Pay Period July 2023 Minimum Step 2 Midpt Step 4 Max
Fire Captain Monthly $10,196 $10,7 06 $11,242 $11,804 $12,396 Hourly $42.01 $44.1 2 $46.33 $48.64 $51.08
Fire Engineer Monthly $9,010 $9,46 1 $9,935 $10,432 $10,953 Hourly $37.13 $38.9 9 $40.94 $42.99 $45.14
Firefighter/Paramedic Monthly $8,440 $8,86 2 $9,306 $9,770 $10,261 Hourly $34.78 $36.5 2 $38.35 $40.26 $42.28
Central Marin Fire Authority MOU 7/1/241-
6/30/274
42 EXHIBIT B
Sideletter of Agreement – 2024 Successor MOU Negotiations dated July 6, 2024
00150027-1
Central Marin Fire Authority
And
Central Marin Firefighters Officers’ Association – Local 1775 I.A.F.F. 2024 Successor MOU Negotiations
July 6, 2024
The undesigned parties agree that approximately one (1) year prior to the end of their MOU, either party may require the other to begin discussion on comparable agencies, total compensation categories, and benchmarking with the goal of agreeing on the form of all three items for use in negotiations for a successor agreement in 2027.
Central Marin Firefighters Association, Central Marin Fire Authority IAFF Local 1775
____________________________
Gregg Adam
Date:
____________________________
Timothy Davis
Date: July 8, 2024
50 ATTACHMENT 3
MOU with Central Marin Firefighters’ Association/IAFF Local 1775 (Clean Version)
MEMORANDUM OF UNDERSTANDING
Between
THE CENTRAL MARIN FIRE AUTHORITY
And
CENTRAL MARIN FIREFIGHTERS’ ASSOCIATION
I.A.F.F. LOCAL 1775
JULY 1, 2024 – JUNE 30, 2027
CMFA MOU 2024-2027 2
TABLE OF CONTENTS
1. GENERAL PROVISIONS 4
1.1 RECOGNITION 4
1.2 NON-DISCRIMINATION 4
1.3 INSPECTION OF MEMORANDUM 5
1.4 PAST PRACTICE 5
1.5 SEVERABILITY OF PROVISIONS 5
1.6 ZIPPER CLAUSE 5
1.7 FULL UNDERSTANDING, MODIFICATION AND WAIVER 6
1.8 DURATION 6
2. ORGANIZATIONAL SECURITY 6
2.1 DUES DEDUCTIONS 6
2.2 ASSOCIATION RELEASE 7
3. COMPENSATION 7
3.1 TOTAL COMPENSATION 7
3.2 RATES OF PAY 8
3.3 TEMPORARY ASSIGNMENT 8
3.4 ACTING PAY 9
3.5 LONGEVITY PAY 9
4. BENEFITS – HEALTH AND WELFARE 9
4.1 MEDICAL 9
4.2 DENTAL PLAN 10
4.3 CHANGE IN EMPLOYEES BENEFIT PLAN 10
4.4 LIFE INSURANCE 11
4.5 RETIREMENT HEALTH SAVINGS ACCOUNT 11
4.6 EMPLOYEE WELLNESS BENEFIT 11
4.7 WELLNESS PROGRAM 12
4.8 PHYSICAL FITNESS 12
4.9 RETIREMENT 13
4.10 PEHMCA COMPLIANT 16
4.11 RETIREMENT HEALTH SAVINGS ACCOUNT SUPPLEMENTAL PROGRAM 16
4.12 CHANGE IN BENEFITS 17
5. LEAVE 17
5.1 SICK LEAVE 17
5.2 VACATION 18
5.3 COMPENSATING TIME OFF 19
5.4 HOLIDAY PAY 19
5.5 LEAVES OF ABSENCE 20
6. TERMS & CONDITIONS OF EMPLOYMENT 22
6.1 HOURS OF WORK 22
6.2 OVERTIME 22
6.3 SHIFT TRADES 23
6.4 LICENSES, CERTIFICATIONS, ACCREDITATIONS 23
6.5 NO SMOKING 24
6.6 PROBATIONARY PERIOD 25
6.7 UNAUTHORIZED ABSENCE 25
6.8 STAFFING LEVELS 26
6.9 PARAMEDIC PROGRAM 26
CMFA MOU 2024-2027 3
6.10 EDUCATION 27
7. PROCEDURES 27
7.1 DISCIPLINARY ACTION 27
7.2 GRIEVANCE PROCEDURE 30
7.3 REDUCTION IN FORCE 34
LIST OF EXHIBITS 36
EXHIBIT A 37
EXHIBIT B 39
CMFA MOU 2024-2027 4
MEMORANDUM OF UNDERSTANDING
between
Central Marin Fire Authority
and
Central Marin Firefighters’ Association, I.A.F.F. Local 1775 This Memorandum of Understanding is entered into pursuant to the provisions of Section 3500, et seq of the Government Code of the State of California.
The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in said representation unit, and have freely exchanged information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer- employee relations of such employees.
This Memorandum of Understanding shall be presented to the Central Marin Fire Council as the joint recommendation of the undersigned parties for salary and employee benefit adjustments for the period commencing July 1, 2024 through June 30, 2027.
As used throughout this Memorandum of Understanding, the pronoun designation "he" or "his" is intended to be applicable to both the male and female gender. 1 GENERAL PROVISIONS
1.1 RECOGNITION
1.1.1 Association Recognition
The Central Marin Firefighters Association, hereinafter referred to as the "Association," is represented by the International Association of Fire Fighters, Local 1775, (or the International Association of Fire Fighters, Local 1775 hereinafter referred to as the "Union"), is the exclusively recognized employee organization for the Fire Unit, comprised of those classifications titled Fire Captain, Fire Engineer and Firefighter Paramedic.
1.1.2 Management Recognition
The Fire Chief, or any person or organization duly authorized by the Management Committee of the Central Marin Fire Authority, as the representative of the Central Marin Fire Authority in employer-employee relations
1.2 NON-DISCRIMINATION
CMFA MOU 2024-2027 5
No person shall be employed, promoted, demoted or discharged, or in any way favored or discriminated against because any basis prohibited by state or federal law, or because of the exercise of his/her rights under Section 3502 of the Government Code.
Except for claims brought by the Association for discrimination or retaliation for associational activity or for a violation of rights under Government Code section 3502, violations of this section shall not be grievable under the parties’ grievance procedure.
1.3 INSPECTION OF MEMORANDUM
The parties agree to have an Association member review with an Authority representative to review the MOU language to ensure correct spelling, punctuation, gender neutrality, and formatting.
1.4 PAST PRACTICES
It is understood and agreed that any benefits and or working conditions within the scope of representation presently in effect and not modified by this Memorandum of Understanding shall remain unchanged until the Authority and the Association meet andconfer pursuant to the provisions of the Government Code Section 3500, et seq and the Employer/Employee Relations Resolution concerning any proposed changes.
1.5 SEVERABILITY OF PROVISIONS
In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of theMemorandum of Understanding shall be null and void, but such nullification shall not affect any other provisions of this Memorandum of Understanding, all of which other provisions shall remain in full force and effect.
1.6 ZIPPER CLAUSE
Although nothing in this Memorandum of Understanding shall preclude the parties from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this Memorandum of Understanding, it is understood and agreed that neither party may require the other party to meet and confer on any subject matter covered herein or with respect to any other matter within the scope of representation during the term of this Memorandum of Understanding, except as noted below.
During the term of this Memorandum of Understanding, the parties agree to meet and conduct dialog in good faith, with an intent to develop and adopt a mutually acceptable policy on each of the areas of organizational interest listed below.
The Authority will provide timely (at least two weeks) notification of proposed CMFA MOU 2024-2027 6
meeting dates and times on the various issues, and the Association will either provide a representative or representatives to attend, or will promptly propose a timely alternative meeting date and time. Although the initiative for developing these organizational policies is the Authority's, both parties will make reasonable proposals and provide operationally and administratively feasible options in order to advance the process of adopting mutually agreed-upon policies to address the following areas of interest:
1.7 FULL UNDERSTANDING, MODIFICATION AND WAIVER
This Memorandum of Understanding shall supersede all existing memoranda of understanding between the Authority and the Association.
1.8 DURATION
This Memorandum of Understanding shall be effective July 1, 2024, except for those provisions of the Memorandum of Understanding which have been expressly assigned other effective dates and shall remain in full force and effect up to and including June 30, 2027.
2 ORGANIZATIONAL SECURITY
2.1 DUES DEDUCTIONS
2.1.1 PROCEDURES
Payroll deductions for membership dues shall be granted by the Authority only to the Association. The following procedures shall be observed in the withholding ofemployee earnings:
2.1.1.1 Payroll deductions shall be for a specified amount and uniform as between employee members of the Association and shall not include fines, fees and/or assessments. Dues deduction shall be made only upon the employee's written authorization.
2.1.1.2 The Association shall notify the Authority in writing of the amount to be deducted from the employees who have provided written authorization for dues deduction to the Authority. The Association shall give the Authority ninety (90) day advance notice of any changes in the amount to bededucted from eligible employees.
2.1.1.3 Amounts deducted and withheld by the Authority shall be transmitted to the officer designated in writing by the Association as the person authorized to receive such funds, at the address specified.
2.1.1.4 The employee's earnings must be sufficient, after all other required deductions are made, to cover the amount of the deductions herein authorized. When an employee is in a non-pay status for an entire pay CMFA MOU 2024-2027 7
period, no withholdings will be made to cover that pay period from future earnings nor will the employee deposit the amount with the Authority which would have been withheld if the employee had been in a pay status during that period. In the case of an employee who is in a non-pay status during a part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other required deductions have priority over the employee organization deduction.
2.1.1.5 The Association shall refund to the Authority any amounts paid to it in error upon presentation of supporting evidence. The Authority agrees to meet and confer with the Association if any of the provisions in this section are adversely affected by any legislation enacted within the lifetime of this agreement.
2.1.1.6 To the extent permitted by law the Association shall defend, indemnify and save the Authority harmless against any and all claims, demands, suits, orders, judgments or other forms of liability that shall arise out of or by reason of, action taken or not taken by the Authority under this section. This includes not only the Authority's attorney fees and costs but the cost of management preparation time as well. The Authority shall notify the Association of such costs on a case-by-case basis.
2.2 ASSOCIATION RELEASE
2.2.1 RELEASE TIME
The Association may use up to ninety-six (96) hours of paid release time each calendar year for Association leadership (Officers, Stewards or other members of the Association as designated the Association) to attend Union training and/or functions as approved by the Fire Chief or designee. Scheduling of paid release time must be approved by the Fire Chief or his/her designee. 3 COMPENSATION
3.1 TOTAL COMPENSATION
The rates of pay set forth in this Section represent the standard rate of pay for full-time employment for each classification. Compensation for employees working less than full-time shall be adjusted proportionately.
The rates of pay set forth in this Section represent the total compensation due employees, except for overtime compensation and other benefits specifically provided for by the Authority or this Memorandum of Understanding.
The rates of pay set forth in this Section do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expense authorized and incurred incident toAuthority employment.
CMFA MOU 2024-2027 8
3.2 RATES OF PAY
3.2.1 RATES OF PAY
The monthly salary range to each sworn classification shall be as follows:
3.2.1.1 Effective the first full pay period in July 2024the Authority shall increase the top step of the salary range for sworn employees by six percent (6.0%).
3.2.1.2 Effective the first full pay period in July 2025, the Authority shall increase the top step of the salary range for Captains by four percent (4.0), for Engineers by five point eight-nine percent (5.89%) and for Firefighters by five point eight three percent (5.83%).
3.2.1.3 Effective the first full pay period in July 2026, the Authority shall increase the top step of the salary range for Captains by four percent (4.0%), for Engineers by five percent (5.0%) and for Firefighters by six percent (6.0%).
3.2.2 APPLICATION OF SALARY RATES
Employees shall be assigned a salary by the Fire Chief within the range established for the appropriate position. The minimum rate generally shall be assigned to employees upon original appointment; however, the Fire Chief may, when circumstances warrant it, appoint, reinstate or promote at other than the minimum rate, but not more than the maximum rate.
Employee step increase shall occur annually on the anniversary of the employee’s hire date and/or when promoted to a different rank, on the anniversary of promotion date.
3.3 TEMPORARY ASSIGNMENT
Effective the first full pay period after the Authority approves the MOU, Association represented employees who are usually assigned to a shift schedule and are assigned to a temporary, less than four (4)-month, forty-hour (40-hour) work week shall be paid at base pay. Base pay is calculated at the monthly rate, in the salary schedule, times twelve (12) and divided by Two Thousand Eighty Hours (2080) – (monthly rate x 12)/2080).
Additionally, the employee will receive an additional five percent (5.0%) added to base pay while on temporary assignment.
Overtime will be paid for hours in excess of the scheduled work week (4 days/10 hours or 5 days/8 hours), which will be mutually agreed upon by the employee and the Fire Chief. Overtime pay will be based on the employee’s regular rate of pay.
CMFA MOU 2024-2027 9
Sick leave will continue to accrue at the shift personnel rate in Section 5.1 Vacation leave will continue to accrue at the shift personnel rate in Section 5.2.
3.4 ACTING PAY
An employee assigned by the Fire Chief or his/her designee to perform the duties of a higher classification shall receive acting pay at five percent (5.0%) above the employee's current regular rate of pay. In order to be eligible for acting pay, the assigned employee must meet the following:
3.4.1 His or her assignment must be for a minimum of one (1) hour or more.
3.4.2 The employee must meet the minimum qualifications of the classification in which the employee is assigned to act.
3.5 LONGEVITY PAY
3.5.1 Employees in represented classifications shall receive longevity pay of two percent (2.0%) included in base pay, beginning with the employee’s eighth (8th) year of employment with the Authority.
3.5.2 Employees in represented classifications shall receive an additional two percent (2.0%) of longevity pay for a total of four percent (4.0%) included in base pay, beginning with the employee’s twelfth (12th) year of employment with the Authority.
4 BENEFITS – HEALTH AND WELFARE
4.1 MEDICAL
4.1.1 For employees hired prior to July 1, 2017, the Authority shall contribute the below-listed amount per month toward each employee's Section 125 Plan benefit allowance components. All contributions listed below include the Minimum Employer Contribution (MEC):
Employee Only: Up to the CalPERS Region 1 Kaiser rate for Employee only.
Employee plus one: Up to CalPERS Region 1 Kaiser rate for Employee plus one.
Employee plus two or more: Up to CalPERS Region 1 Kaiser family rate.
4.1.2 The employees listed below in section 4.1.2 shall continue to be allowed to apply the value of the CalPERS Region 1 Kaiser family rate to the employee's current Section 125 Plan benefit. Subsequent to the date of this agreement, if any change is made to the number of family members covered or provider selection, this section shall no longer apply to the employee making said change and section 4.1.1 shall immediately apply.
CMFA MOU 2024-2027 10
Ezra Colman, Steve Walton
4.1.3 For employees hired subsequent to July 1, 2017 the Authority shall contribute below-listed amount per month toward each employee's Section 125 Plan benefit allowance components. All contributions listed belowinclude the Minimum Employer Contribution (MEC):
Employee Only: Up to ninety percent (90%) of the CalPERS Region 1 Kaiser rate for Employee only.
Employee plus one: Up to ninety percent (90%) of the CalPERS Region 1 Kaiser rate for Employee plus one.
Employee plus two or more: Up to ninety percent (90%) of the CalPERS Region 1 Kaiser family rate.
4.1.4 An employee may use any benefit allowance stated above toward the costof employer provided PERS Health insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
4.1.5 An employee may use any benefit allowance stated above toward the costof employer provided PERS Health insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
4.2 DENTAL PLAN
For the duration of this MOU, the Authority shall contribute an amount necessary to provide dental insurance benefits.
The Authority may evaluate the dental plan currently available to employees to determine if similar or better coverage may be available at lower cost to the Authority. The Authority may substitute new insurance carriers or arrange for self- insurance provided that the overall coverage is equal to or superior to the presentcoverage and provided that the Authority meets with the Association to discuss any new plan before it is implemented.
The Authority will make available a supplemental dental fund. This fund will be used to reimburse an employee up to $500 per year, for dental expenses incurred by a full-time employee, once the employee has reached the annual maximum provided for in the insured, primary dental plan. This supplemental plan is available only for expenses incurred by the employee, not his/her dependents.
4.3 CHANGE IN EMPLOYEE BENEFITS PLAN
CMFA MOU 2024-2027 11
The Authority intends to evaluate the medical and dental plans currently available to employees to determine if similar or better coverage may be available at lower cost to the Authority. The Authority may substitute new insurance carriers or arrange for self-insurance provided that the overall coverage is equal to or superior to the present coverage and is acceptable to the Association.
4.4 LIFE INSURANCE
The Authority shall provide members of the bargaining unit with Fifty Thousand Dollars ($50,000.00) of life insurance coverage. Authority provided life insurance benefit will terminate with the separation of employee.
4.5 RETIREMENT HEALTH SAVINGS ACCOUNT
The Authority will establish a Retirement Health Savings (RHS) account for the IAFF represented bargaining unit per the ICMA-RC/Mission Square model and pertinent IRS regulations. All bargaining unit employees must participate in the program. The RHS accounts will be funded as follows:
4.5.1 Employer Contributions: There shall be no employer contributions to the RHS plan described in this section beyond the contributions described in Section14.4(b).
4.5.2 Employee Contributions: Employees with unused vacation accumulated balances at the end of any calendar year must contribute such unused vacation to the RHS plan, in an amount not to exceed forty-eight hours of vacation leave at the employee's current straight time hourly rate. Employee contributions to the RHS plan are vested immediately.
4.5.3 Employees hired on or before March 31, 2015 will continue to contribute fortyeight (48) hours of accrued vacation leave in the first pay period of the calendar year. If the member’s vacation leave balance is less than forty-eight (48) hours, the entire amount of the member’s accrued vacation leave bank will be contributed to their RHS account.
4.5.4 Effective upon the date of adoption of this Memorandum of Understanding (MOU), members hired after March 31, 2015 will continue to contribute to their RHSA as described in Section 14.4(b) of this MOU. Members hired after March 31, 2015 will no longer contribute any accrued vacation leave hours to their RHS account.
4.6 EMPLOYEE WELLNESS BENEFIT
The Association and the Authority desire to promote the health and well-being of employees by encouraging physical fitness. Improved health and fitness are CMFA MOU 2024-2027 12
understood by both parties to improve members’ current sense of wellness and to reduce future medical issues and costs.
4.6.1 Effective the first full pay period in July 2024, the Authority shall reimburse members up to a maximum of Five Hundred Dollars ($500.00) per fiscal year for qualifying expenses.
4.6.1.1 Health/fitness/wellness club membership and programs (online or in-person).
4.6.1.2 Classes and programs (online or in-person) related to health/fitness/wellness.
4.6.1.3 Health/Fitness equipment. Generally, health/fitness equipment is defined to include any machine, apparatus, or item that would be available for use by the member at a health/fitness club or through an organized health/fitness/wellness group, course or program.
4.6.1.4 Medical, health, cancer blood screening tests, massage, chiropractic treatment, or acupuncture treatment.
4.6.1.5 Classes or consultations related to nutritional health and sleep.
4.6.2 The form and information required to claim reimbursement for this benefit are left to the discretion of the Fire Chief or his/her designee.
4.6.3 Off-duty recreational, athletic and social activities may not be covered by workers/ compensation benefits if the injury arises out of voluntary participation and the activity is not part of the employee’s work-related duties per CA Labor Code section 3600(a)(9).
4.7 WELLNESS PROGRAM
With mutual agreement between the Authority and the Association, the Authority will provide routinely scheduled physical examinations of individual Firefighters and for special physical evaluations of individual Firefighters. These evaluations are conducted to identify opportunities for improved preventative maintenance, enhancing Firefighter physical fitness and to determine any physical impairments that might limit a Firefighter's ability to function properly.
The results of these evaluations shall be confidential between the provider and the employee. The Authority shall only be entitled to aggregated data.
4.8 PHYSICAL FITNESS
All shift personnel will participate in mandatory physical fitness/conditioning program; the intent of which is to provide employees with the opportunity to maintain and improve a constant level of physical fitness and conditioning which will better prepare them for the physical requirements of the job.
CMFA MOU 2024-2027 13
Employees will be allowed up to one hour for participation in a physical fitness/conditioning program.
4.9 RETIREMENT
4.9.1 CLASSIC EMPLOYEES
For employees hired prior to January 1, 2013:
The Authority agrees to provide fire safety members with PERS “3% at 55” full formula retirement plan and the following benefits:
• One year final compensation;
• 1959 Survivors Benefit 4th level (GCS 21574); and
• All unused sick leave credit (GCS 20965);
• Post Retirement Death Benefit with PRSA (Post
Retirement SurvivorAllowance) (GCS 21624,
21626 and 21628)
4.9.2 PEPRA EMPLOYEES
For employees hired after December 31, 2012, who are not "classic members" asdefined by CALPERS, the contract between the Central Marin Fire Authority andthe Public Employees Retirement System (PERS) which provides retirement benefits for eligible employees, shall provide the following benefits:
• Retirement Formula - Full 2.7% at 57
• Final Compensation Average - 3 Years
• Unused Sick Leave Credit
• The employee contribution shall be determined by
Government Code Section7522.30.
(For more specific information regarding PERS retirement benefits, refer to the Annual Employer Statement provided to the Central Marin Fire Authority by PERS.)
4.9.3 EMPLOYEE PERS COST SHARING
• All Classic employees of the bargaining unit shall pay 100% of the requiredmember contribution nine percent (9%).
In accordance with PEPRA and Government Code section 20516 the parties shall engage in sharing the "normal cost" of retirement benefits as described below.
CMFA MOU 2024-2027 14
• All classic employees in the bargaining unit shall contribute six percent (6.0%) of the Employer's costs for PERS retirement with a total employee contributionof fifteen percent (15%).
4.9.4 RETIREE MEDICAL
Retiree medical benefits will be provided to eligible employees who retire from theAuthority as provided below.
4.9.4.1 Employees with a Seniority Date on or before March 31, 2015 An employee, who retires from the Authority and is collecting a PERS retirement, with a combination of 15 or more consecutive years of service with the Authority, the City of Larkspur and/or the Town of Corte Madera shall be eligible for the following contribution towards retiree medical. All contributions include the MEC.
Family Status Authority Contribution
Employee Only CalPERS Region 1 Kaiser Employee
Only
Employee + One CalPERS Region 1 Kaiser 2-Party
Family CalPERS Region 1 Kaiser 2-Party
M e d i c a r e E l i g i b l e
Employee Only
Medicare Eligible CalPERS Region 1
Kaiser Employee Only
M e d i c a r e E l i g i b l e
Employee + One
Medicare Eligible CalPERS Region
1 Kaiser Rate 2-Party
Medicare Eligible Family Medicare Eligible CalPERS Region 1 Kaiser 2-Party
4.9.4.2 The following individuals will qualify for the benefit listed above even if they do not meet the 15 or more consecutive years of service with the Authority/City of Larkspur/Town of Corte Madera, when they retire from the Authority using service credit only:
Erik Schroth
John Daley
Rod Potts
4.9.4.3 Any of the employees listed below who receive an Industrial Disability Retirement from CalPERS and who has a combination of 5 or more consecutive years of service with the Department, the City of Larkspur and/or the Town of Corte Madera shall be eligible for the following contributions CMFA MOU 2024-2027 15
towards retiree medical. All contributions include the MEC.
Nick Gabbard
Ryan Fischer
Bret Reed
John Daley
Matthew Phillips
Rod Potts
Erik Schroth
Family Status Authority Contribution
Employee Only CalPERS Region 1 Kaiser Employee
Only
Employee + One CalPERS Region 1 Kaiser 2-Party
Family CalPERS Region 1 Kaiser 2-Party
M e d i c a r e E l i g i b l e
Employee Only
Medicare Eligible CalPERS Region 1
Kaiser Employee Only
M e d i c a r e E l i g i b l e
Employee + One
Medicare Eligible CalPERS Region
1 Kaiser 2-Party
Medicare Eligible Family Medicare Eligible CalPERS Region 1 Kaiser 2-Party
4.9.4.4 EMPLOYEE OPEB CONTRIBUTION
The parties agree that bargaining unit employees that have a seniority date on or prior to March 31, 2015 shall contribute the below outlined amounts to assist the Authority in retiring the OPEB liability. Employees with a seniority date on or after April 1, 2015 shall not be subject to contribute to the OPEB liability per this section.
Effective two pay periods after adoption, all existing bargainingunit employees shall pay Sixty Dollars and No Cents ($60.00) per month toward the Authority’s OPEB liability.
4.9.5 EMPLOYEES HIRED OR WITH A SENIORITY AFTER MARCH 31, 2015 For employees hired or with a seniority date after March 31, 2015, the Authority shall contribute for all retirees enrolled in a CalPERS PEMHCA health plan, the minimum employers' contribution legally mandated under PEMHCA. No additional Authority contribution to retiree medical insurance CMFA MOU 2024-2027 16
premium costs will be provided. The Authority will provide the following contributions into a Retiree Health Savings Account (RHS).
Years of
Service
Employee
Contribution
Authority Contribution
0 - Completion
of Probation
3.0% of a Top Step
Engineer Base Salary
No contribution
Completion
of
Probation
3.0% of a Top Step
EngineerBase Salary
4.0% of a Top Step
Engineer Base Salary
4.9.6 VESTING
Employee contributions are 100% vested upon hire. An employee will begin receiving employer contributions upon completion of the probationary period.
Employees who do not qualify for Authority paid medical in retirement, as well as eligible dependents of retirees, are allowed access through the Authority, into the PERS medical plan after retirement, in accordance with the rules established by PERS. Such premiums will bepaid for at the retiree’s expense.
4.10 PEHMCA COMPLIANCE
For all retirees enrolled in a CalPERS PEMHCA health plan, the Authority's contribution described above includes the minimum employer contribution amount legally mandated under PEMHCA. Any benefit beyond the annually adjusted minimum employer contribution shall be delivered as a medical premium reimbursement via an IRS section 115 compliant vehicle. In no event shall the combined minimum employer contribution and the IRS Section 115 reimbursement exceed the actual premium associated with the medical plan selected by the eligible retiree.
4.11 RETIREMENT HEALTH SAVINGS ACCOUNT SUPPLEMENTAL PROGRAM The Authority will establish a Retirement Health Savings (RHS) account for the IAFF represented bargaining unit per the ICMA-RC/Mission Square model and pertinent IRS regulations. All bargaining unit employees must participate in the program. The RHS accounts will be funded as follows:
4.11.1 Employer Contributions:
There shall be no employer contributions to the RHS plan described in this section beyond the contributions described in Section14.4(b).
CMFA MOU 2024-2027 17
4.11.2 Employee Contributions:
Employees with unused vacation accumulated balances at the end of any calendar year must contribute such unused vacationto the RHS plan, in an amount not to exceed forty-eight hours of vacation leave at the employee's current straight time hourly rate. Employee contributions to the RHS plan are vested immediately.
Employees hired on or before March 31, 2015 will continue to contribute fortyeight (48) hours of accrued vacation leave in the first pay period of the calendar year. If the member’s vacation leave balance is less than forty-eight (48) hours, the entire amount of the member’s accrued vacation leave bank will be contributed to their RHS account.
Effective upon the date of adoption of this Memorandum of Understanding (MOU), members hired after March 31, 2015 will continue to contribute to their RHSA as described in Section 14.4(b) of this MOU. Members hired after March 31, 2015 will no longer contribute any accrued vacation leave hours to their RHS account.
4.12 CHANGE IN BENEFITS
The Authority intends to evaluate the medical and dental plans currently available to employees to determine if similar or better coverage may be available at lower cost to the Authority. The Authority may substitute new insurance carriers or arrange for self-insurance provided that the overall coverage is equal to or superior to the present coverage and is acceptable to the Association.
5 LEAVE
5.1 SICK LEAVE
5.1.1 ACCRUAL
Sick leave shall be accrued in accordance with the schedule below:
Sick Leave Accumulation
Academy Recruit(s) 5.54 hours bi-weekly
Shift Personnel 5.54 hours bi-weekly
Non-Shift Personnel 3.70 hours bi-weekly
5.1.2 ACCUMULATION
CMFA MOU 2024-2027 18
Sick leave accrual is unlimited. An employee who is off on sick leave shall continueto accumulate earned sick leave while using his/her previously earned sick leave. An employee who is on leave without pay shall not accumulate sick leave credits. In no event shall sick leave benefits be convertible to cash bonus.
5.1.3 USAGE
Sick leave credit shall not be considered as a privilege which an employee may use at his discretion but shall be allowed only in case of necessity and actual sickness ordisability. In order to receive compensation while absent on sick leave, an employee shall notify the Battalion Chief on duty prior to the beginning of the shift from which the employee will be absent. If the contact is not personal, then sick leave is only approved by confirmation from the Battalion Chief. The employee will inform the Battalion Chief of the potential duration of his/her illness. An employee, who has called in sick with a medical excuse, shall not be eligible to volunteer for overtime for a period of twentyfour (24) hours, following the shift(s) missed.
The Authority reserves the right, if an absence is in excess of forty-eight (48) hours, to request physician verification of illness.
5.1.4 SICK LEAVE WHILE ON VACATION
If an employee becomes ill or injured while on vacation, he may use sick leave inlieu of vacation. Use of sick leave, while on vacation, will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to the Battalion Chief on duty on the date of illness or injury.
5.2 VACATION
5.2.1 VACATION ENTITLEMENT
Firefighters shall earn vacation in accordance with the following formula:
Number of Months Number of shifts
accrued annually
Vacation Accumulation
Cap
0 – 60 months 6 shifts 400 hours
61 – 120 months 8 ½ shifts 400 hours
121 – 180 months 12 shifts 400 hours
181 or more months 13 shifts 400 hours
At the discretion of the Fire Chief or his/her designee, employees shall be allowed a reasonable number of splits of their vacation benefits. In addition, employees may use up to ninety-six (96) vacation hours in any one (1) year for emergency leave CMFA MOU 2024-2027 19
which is defined as a severe and personal emergency of the employee.
Designation of vacation hours to be used for emergencies shall be selected in advance and are irrevocable.
5.2.2 VACATION ACCUMULATION
Effective December 31, 2018, no employee shall be allowed to have an accumulation of more than four hundred (400) hours of vacation accrual to his/her credit at any one time unless prior special arrangements have been made with the Fire Chief and approved by the Management Committee. An employee who is on vacation shall continue to accumulate vacation while using his/her previously earned vacation. An employee who is on leave without pay shall not accumulate vacation credits.
5.3 COMPENSATING TIME OFF
Employees who work forty (40) hours per week may take compensatory time off inlieu of pay at time and one-half with the prior approval of the Fire Chief. Said timeoff shall not be allowed to accumulate in excess of forty (40) hours without the employee obtaining written approval of the Fire Chief and in no case, shall the amount of time exceed a maximum of eighty (80) hours.
5.4 HOLIDAY PAY
5.4.1 BENEFIT
The following holidays are recognized by the Authority as paid holidays for fulltime regular and probationary employees:
• July 4th, known as "Independence Day"
• The first Monday in September known as "Labor Day"
• The second Monday in October, known as "Columbus Day"* • November 11th, known as "Veterans' Day"
• The fourth Thursday in November, known as "Thanksgiving Day" • The Friday following Thanksgiving
• December 25, known as "Christmas Day"
• One floating holiday to be taken on either the last working day prior to Christmas Day or New Year's Day, only after prior approval is obtained from the Fire Chief. Fire Department offices and non-emergency services are to be available to the public on both days. • January 1st, known as "New Year's Day"
• The third Monday in January, known as "Martin Luther King's Birthday" • February 12th, known as "Lincoln's Birthday"*
CMFA MOU 2024-2027 20
• The third Monday in February, known as "Washington's Birthday" ~-
• The last Monday in May, known as "Memorial Day"
• June 19th, known as “Juneteenth”
*See "Exchange of Designated Holidays for Floating Holidays" below.
5.4.2 EXCHANGE OF DESIGNATED HOLIDAY
For employees, other than "Shift Personnel" - Columbus Day and Lincoln's Birthday shall be considered floating holidays and may be taken off on the date ofthe holiday or subsequent to the date of the holiday (i.e., the second Monday in October and February 12 respectively) with prior approval of the Fire Chief.
Such floating holidays must be taken during the fiscal year in which the holiday was earned and if not taken, shall be forfeited. Employees must be in a pay status at the time the Columbus Day and Lincoln's Birthday holidays occur in order to have earned such holidays.
5.4.3 HOLIDAYS ON SATURDAY OR SUNDAY
When a holiday falls on Sunday, the following Monday shall be observed.
When a holiday falls on Saturday, the previous Friday shall be observed.
5.4.4 “HOLIDAY PAY”
Regular or probationary full-time employees, other than "Shift Personnel," who arerequired to work on any of the holidays specified in Sub-Section 11.1 shall receive additional pay above their normal hourly wage. Such pay shall be referred to as "holiday pay" and shall be paid at straight time for each hour spent on duty during the holiday. "Holiday pay" shall only be paid for hours actually worked on such holidays.
5.4.5 “HOLIDAY IN-LIEU PAY” FOR “SHIFT PERSONNEL”
"Shift Personnel" assigned to the duty cycles specified in Sub-Section 11.1 are not eligible for holiday leave. In lieu of time off for holidays, "Shift Personnel" shallreceive "holiday-in-lieu pay." The "holiday-in-lieu pay" shall be fourteen (14) twelve-hour days per year at straight time (14 x 12 = 168 straight time hours). Such payshall be received in the amount of six and four hundred sixty-two thousandths (6.462) hours of straight time pay with each regular bi-weekly paycheck.bi-weekly paycheck.
5.5 LEAVES OF ABSENCE
5.5.1 BEREAVEMENT LEAVE
CMFA MOU 2024-2027 21
In case of death within the immediate family of an employee, an employee shall be entitled to remain absent from duty with pay for up to three (3) shifts, whennecessary to attend the funeral or memorial services. Such leave must be approved in advance by the Fire Chief. "Immediate family" means spouse (ordomestic partner registered according to California law) or parent, sibling, brother-in-law or sister-in-law of the employee, son, daughter, aunt, uncle, grandparents, grandchildren, niece or nephew of the employee or of the employee's spouse or registered domestic partner. For the purpose of this Agreement, stepparents are considered parents if the employee had been raised by them.
Said bereavement leave is not to be charged to sick or vacation leave.
This provision does not apply unless the notification of death to the employee is received prior to the funeral. Upon request of an employee for an exception to the above, the Fire Chief or his/her designee may allow an exception.
5.5.2 PERSONAL LEAVE
The Fire Chief may, upon written request of an employee and due consideration of the circumstances, grant a leave of absence without pay.
Upon expiration of anapproved leave, the employee shall be returned to duty in an equivalent position and at the salary received at the time leave was granted.
5.5.2.1 Failure on the part of an employee on leave to report for duty at its expiration shall be cause for discharge. The time the employee is on a leave of absence without pay shall not be credited toward length of service in computing sick leave or vacation eligibility.
5.5.3 JURY DUTY
In order to receive compensation while absent on jury duty, the employee shall notify his/her immediate superior in advance that he/she has been selected as a juror and the probable duration of the jury duty if known. Days of jury duty and al fees paid shall be verified by the court official responsible for issuing checks in payment of jury service.
5.5.4 FAMILY MEDICAL LEAVE ACT (FMLA)
The Authority will comply with all state and federal leave laws. (This section is not grievable).
An employee, at his/her discretion, may use accumulated sick leave and vacation subject to the requirements of the Sick Leave Section and the CMFA MOU 2024-2027 22
Vacation Section, while covered by the FMLA.
5.5.5 FAILURE TO REPORT AFTER LEAVE
Failure on the part of an employee on leave to report for duty at its expiration shall be cause for discharge. The time the employee is on a leave of absence without pay shall not be credited toward length of service in computing sick leave or vacation eligibility.
6 TERMS & CONDITIONS OF EMPLOYMENT
6.1 HOURS OF WORK
6.1.1 WORKING HOUR
During the term of this Agreement, the formal Fire Duty Cycle for Firefighter Paramedic, Fire Engineer, and Fire Captain shall consist of two (2) twentyfour (24) hour shifts followed by ninety-six (96) hours off duty. A normal duty cycle shall not exceed forty-eight (48) hours duration commencing at 7:00 a.m.
6.1.2 TYPES OF SERVICE
Full Time - A full-time employee works the normal number of working hours for the position.
6.2 OVERTIME
6.2.1 OVERTIME PAY
All firefighters required to work overtime for any reason will be paid at one and one-half (1-1/2) times their regular rate of pay for the fifty-six (56) hour workweek. Overtime shall be compensated to the next quarter (1/4) hour.
6.2.2 FLSA OVERTIME
Overtime for Fair Labor Standards Act (FLSA) purposes is time worked by a Firefighter Paramedic, Engineer or Captain beyond one hundred and eightytwo (182) hours in a twenty-four (24) day work period (as that term is used by the wage and hour division of the Department of Labor).
If a Firefighter Paramedic, Engineer or Captain is scheduled to be at work, but is absent due to vacation, or sick leave, and is in a paid status, such time shall be considered time worked for purposes of calculating FLSA overtime for that work period.
All hours paid at FLSA regular rate of pay.
CMFA MOU 2024-2027 23
6.2.3 MINIMUM OVERTIME REQUIREMENTS
Employees shall be compensated for a minimum of two (2) hours at the overtime rate for attendance at any meeting or class required by the Fire Chief or his/her designee for the employee to attend outside the employee's regularly scheduled work hours.
Overtime contiguous with the employees' shift will be calculated in 15-minute increments.
6.3 SHIFT TRADE POLICY
Firefighters may initiate any number of shift trades per year. Shift trades are subject tothe following conditions:
6.3.1 If any employee trading time off is advised, at least 48 hours prior to the shift, of the inability of the covering employee to work the traded time, saidinitiating employee is responsible to cover the traded time.
6.3.2 If a covering employee is injured on duty within forty-eight (48) hours of working on a traded shift and will be unable to work said shift, it will be their responsibility to cover same shift
6.3.3 Shift trades will be paid back within twelve (12) months. The responsibility to track and pay back shifts is the employee's; the Authority will pay the normally scheduled employee, and maintains no other records and provides no enforcement of trade payback.
6.4 LICENSES, CERTIFICATIONS, ACCREDITATIONS
6.4.1 DMV LICENSURE
All personnel will be required to possess a minimum DMV licensure consistent with the driver license requirement for the job class held (Minimum of a valid California Class “C” license for firefighter paramedic, and/or a valid California Class “B” or Class “C” with a firefighter endorsement “F” if operating fire apparatus) at all times. If the member fails to maintain licensure, the member may be assigned to duties, which do not require driving, for up to sixty (60) calendar days from the date of the DMV report, to allow the member the opportunity to seek the reinstatement of his/her drive license, provided:
1. The member can still perform the majority of his/her job duties.
2. There is minimal impact on the department work output as determined by the Fire Chief.
CMFA MOU 2024-2027 24
3. After sixty (60) days, when there was an alternate assignment for the member, if the member fails to regain and/or have their driver’s license reinstated, the member will be placed on Administrative Leave Without Pay (or allowed to use any accrued vacation and/or emergency leave) until such time they can regain their license, for a period not to exceed four (4) months. If the license has not been regained after six (6) months, the Authority reserves the right to administratively disqualify and release the member from employment in conformance with the Firefighters Procedural Bill of Rights Act.
6.4.2 EMT CERTIFICATION
All members who are not State of California Certified and Marin County Accredited Paramedics must possess and maintain a valid EMT Certification from the State of California and the County of Marin always as a condition of employment. If the member fails to maintain certification, the member will be placed on unpaid Administrative Leave (or allowed to use any accrued vacation and/or emergency leave) until such time they can regain their EMT certification for a period not to exceed six (6) months. If the certification has not been regained after six (6), the Authority reserves the right to administratively disqualify and release the member from employment in conformance with the Firefighters Bill of Rights.
6.4.3 EMT-P (PARAMEDIC)
All Firefighter Paramedics, and Captains or Engineers receiving a paramedic incentive must possess and maintain a valid EMT/Paramedic license from the State of California and EMT/Paramedic Accreditation with the County of Marin at all times as a condition of employment. Captains and Engineers who choose to longer be licensed and accredited as an EMT/Paramedic must maintain a minimum of an EMT Certification and will no longer receive the Paramedic incentive. If the member fails to maintain certification, the member will be placed on unpaid Administrative Leave (or allowed to use any accrued vacation and/or emergency leave) until such time they can regain their Paramedic certification for a period not to exceed six (6) months. If the certification has not been regained after six (6), the Authority reserves the right to administratively disqualify and release the member from employment in conformance with the Firefighters Bill of Rights.
6.5 NO SMOKING
An applicant shall be disqualified for employment if said applicant has smoked tobaccowithin one (1) year preceding the date of the filing of an application for employment.
CMFA MOU 2024-2027 25
The use of tobacco products or the vaping of any substance shall be prohibited in all areas of the fire station and all apparatus or vehicles at all times. The use of tobacco products or the vaping of any substance shall also be prohibited during public educationactivities, scheduled department training, inspections and fire prevention activities.
6.6 PROBATIONARY PERIOD
6.6.1 DURATION
All original shall be tentative and subject to a probationary period of one (1) year (12 months) actual service (time in a non-paid status, or on leave such as injury leave shall not count as part of the 12-month actual service time). The probationary period for all original appointments shall begin after successful completion and graduation from any “New Hire” Academy. Individual probationary periods may be extended with good cause upon request of the Fire Chief and concurrence of the Management Committee; provided, however that no probationary period shall exceed eighteen (18) months' time in a nonpaid status, or on leave such as injury leave shall not count as part of the 18- month maximum probationary period. The Fire Chief of his/her designee shall notify, in documented form, the probationary employee of their updated probation end date within forty-eight (48) hours upon their return from non-paid status or leave such as injury leave.
During the original probationary period, an employee may be terminated at any time by the appointing power without the right of appeal in any manner except as mandated by State or Federal law. Notification of termination in writing shall be served on the probationer and a copy filed with the Management Committee.
6.6.2 PROMOTIONAL PROBATION
Promotional appointments shall be tentative and subject to a probationary period of one (1) or year twelve (12) months actual service time (time in a nonpaid status, or on leave, such as an injury leave shall not count as part of the twelve (12) month actual service time). An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. The Fire Chief or his/her designee shall notify, in documented form, the probationary employee of their updated probation end date within 48 hours upon return from non-paid status or leave, such as injury leave.
6.7 UNAUTHORIZED ABSENCE
Absence without authorized leave is a serious violation of the Authority policy CMFA MOU 2024-2027 26
for which discipline may be imposed. Absence without authorized leave for three (3) or more consecutive work shifts shall be termed a resignation and shall be processed accordingly. Any member deemed to have resigned by application of this section may, within thirty (30) days of such resignation, present to the Management Committee of the Authority or to his/her designee those extenuating circumstances which the member feels mitigate against the resignation. The Management Committee of the Authority or his/her designee shall have the final authority over whether the resignation shall remain in effect, be modified, or be set aside.
6.8 STAFFING LEVELS
6.8.1 MINIMUM STAFFING
The Authority will provide twelve (12) personnel (including the BC) each shift.
During the term of the MOU, the Authority and Association agree that the Authority at its option may initiate negotiations to meet and confer in accordance with the MMBA to provide staffing at eleven (11) personnel (including the BC) each shift.
6.9 PARAMEDIC PROGRAM
On September 2, 2004, the Ross Valley Paramedic Authority (RVPA) approved a funding request by the Larkspur Fire Department to implement an Engine Company Paramedic Program. The funding does not increase daily staffing. It provides for differential pay, equipment and training coverage. Currently, the RVPA has authorized a total of up to seven Paramedics for the Larkspur Fire Department. As a result of the consolidation between Larkspur and Corte Madera Fire, a specific Firefighter Paramedic classification was created and Paramedic differential pay was incorporated into the base salary of the classification. Previous Paramedic differential pay was also considered in setting the salaries of other classifications.
The Authority shall utilize a Firefighter Paramedic classification for its paramedic programs. The Firefighter Paramedic classification shall not receive a differential for performing basic paramedic duties. The base salary for the Firefighter Paramedic classification includes the appropriate compensation for paramedic duties.
6.9.1 FIRE ENGINEER
An Engineer who is performing paramedic duties shall be eligible for a 4%paramedic differential.
6.9.2 FIRE CAPTAIN
6.9.3 A Fire Captain who is performing paramedic duties shall be eligible for a 4% CMFA MOU 2024-2027 27
paramedic differential.
Personnel serving as paramedics shall be expected to continuously maintain their Marin County paramedic accreditation. A paramedic may choose to no longer maintain accreditation and will therefore no longer receive a paramedic incentive pay. However, before discontinuing accreditation or if an employee wishes to no longer serve as a paramedic in the Authority, they must provide the Authority with advance notice. The Authority will then remove the employee from paramedic duty after a replacement has been secured.
The Authority will set as a minimum standard for paramedics the possession of current certificates for PALS or equivalent, PHTLS or equivalent and ACLS. It will be the individual responsibility of each paramedic to maintain these certifications and any others mandated by the State of California and/or the County of Marin. All such recertification's will be completed by each paramedic in a timely manner so that no portion of a certification or minimum standard lapses during the course of employmentas a paramedic by the Central Marin Fire Authority.
It is recognized that the maintenance of professional competency is the responsibility of each paramedic. The Authority will allow each paramedic up to 48 hours of Continuing Education annually to maintain these skills. The use of these hours must be approved inadvance by the Fire Chief or designee and will be tracked by calendar year. The paramedic will attend all Continuing Education classes on duty as required by the Battalion Chief. If necessary, as determined by the Battalion Chief, a replacement employee may be hired to ensure adequate attendance for certification or renewal. If the paramedic attends off duty Continuing Education Classes, that person will be compensated by the Authority at the overtime rate, for the amount of Continuing Education credits given for said class.
6.10 EDUCATION
6.10.1 EDUCATION COMMITTEE
The Education Committee will consist of two (2) management representatives and two bargaining unit employee representatives. The committee shall assist with the creation and development of promotional criteria and act as the Joint Apprenticeship Committee. The committee may receive additional items to be addressed from the Fire Chief.
7 PROCEDURES
7.1 DISCIPLINARY ACTION
CMFA MOU 2024-2027 28
7.1.1 DEFINITIONS
Non-probationary employees shall be disciplined for just cause and in compliance with the procedures set forth in the Firefighters Procedural Bill of Rights Act (FFBOR;see Gov. Code§§ 3250-3262). Discipline may consist of the following penalties assessed against any non-probationary employee:
written reprimand, reduction in salary, suspension without pay, demotion, transfer and/or dismissal/discharge.
Probationary employees may be terminated at any time without just cause except asmandated by Federal or State law.
7.1.2 CAUSES FOR DISCIPLINARY ACTION
The Authority shall have the right to discharge or discipline any employee for dishonesty, insubordination, drunkenness, incompetence, negligence, failure to perform work as required or to observe the Authority's safety rules and regulations orfor engaging in strikes, individual or group slowdowns or work stoppages, or for violating or ordering the violation of the Memorandum of Understanding.
The Authority may also discipline or discharge an employee for other misconduct, including, but not limited to, the following:
7.1.2.1 Fraud in securing appointment.
7.1.2.2 Negligence of duty.
7.1.2.3 Violation of safety rules.
7.1.2.4 Unacceptable attendance record including tardiness, overstayinglunch or break periods.
7.1.2.5 Possession, distribution or under the influence of alcoholic beverages, marijuana, nonprescription or unauthorized narcotics or dangerous drugs during working hours.
7.1.2.6 Inability, unwillingness, refusal or failure to perform work as assigned,required or directed.
7.1.2.7 Unauthorized soliciting on City, Town or Authority property or time.
7.1.2.8 Violation of a felony or misdemeanor law of statute.
7.1.2.9 Unacceptable behavior toward (mistreatment or discourteousness to) the general public or fellow employees or officers of the Authority.
7.1.2.10 Falsifying employment application materials, time reports, records, or payroll documents or other Authority records.
7.1.2.11 Disobedience to proper authority.
CMFA MOU 2024-2027 29
7.1.2.12 Misuse of City, Town or Authority property.
7.1.2.13 Violation of any of the provisions of these working rules andregulations or Authority rules and regulations.
7.1.2.14 Disorderly conduct, participation in fights, horseplay or brawls.
7.1.2.15 Dishonesty or theft.
7.1.2.16 Establishment of a pattern of violation of any Authority policy or rules andregulations over an extended period of time in which a specific incident in and of itself would not warrant disciplinary action, however, the cumulative effect would warrant such action. Failure to perform to an acceptable level of work quality and quantity.
7.1.2.17 Insubordination.
7.1.2.18 Other acts inimical to the public service.
7.1.2.19 Inability or refusal to provide medical statement on cause of illness or disability, in accordance with section 12.3
7.1.3 PRE-DISCIPLINARY (SKELLY) PROCESS
Prior to the reprimand, discharge, demotion, reduction in salary for disciplinarypurposes of suspension without pay of any regular employee, the following procedures shall apply:
7.1.3.1 WRITTEN NOTICE OF PROPOSED DISCIPLINE
Written notice of the proposed disciplinary action shall be given to the employee. Such notice shall include a statement of the reason(s) for the proposed action and the charge(s) being considered.
7.1.3.2 EMPLOYEE REVIEW
The employee also shall be given the opportunity to review the documents or materials upon which the proposed disciplinary action is based, and, if practicable, he or she shall be supplied with a copy of all such documents/material.
7.1.3.3 EMPLOYEE RESPONSE (SKELLY HEARING)
Within five (5) working days after service/receipt of the notice of proposed discipline, the employee shall have the right to respond, orally or in writing or both, to the Fire Chief (or the Chief's designee) who thereafter shall conduct a Skelly hearing and then issue a final notice of discipline or other appropriate disposition. The five (5) day time limit during which the employee must request a Skelly hearing may be extended by mutual CMFA MOU 2024-2027 30
agreement.
7.1.4 APPEAL PROCESS
Whenever punitive action is undertaken against an employee, he or she shall have the right to an administrative appeal which will be conducted in conformance with this Memorandum of Understanding and Government Code Section 3254.5(b). Such an appeal must be requested in writing from the Management Committee or his or her designee by the employee within fourteen (14)calendar days from the date of service of the notice of final discipline, and unless so filed the right of appeal is waived/lost.
7.1.5 ARBITRATION
7.1.5.1 The employee may elect to have his or her appeal heard by the Management Committee or may request arbitration. If an employee elects to have an appeal heard by the Management Committee, the employee must state in writing that he or she waives his or her right to arbitration.
7.1.5.2 If arbitration is requested, the arbitration will be held in conformance with applicable statutes. Representatives of the Authority and the employee shall meet within fourteen (14) days to select a mutually acceptable arbitrator.
7.1.5.3 The fees and expenses of the arbitrator and of a court reporter shall be shared equally by the employee and the Authority.
7.1.5.4 A hearing before the arbitrator shall be held within 60 days of the selection of the arbitrator unless the mutually-accepted arbitrator's schedule does not so permit, in which case the hearing shall be held not more than 120 days after the selectionof the arbitrator. Decisions of the Arbitrator on matters properly before him or her shall be final and binding on the parties hereto, subject to the limited challenges permitted by law.
7.1.5.5 In addition to arbitrators proposed by the State Mediation and Conciliation Service, the parties shall be free to select from a pool of arbitrators mutually agreed to by the Authority and the Association. The parties shall continue to meet and confer, after adoption of this MOU, on a mutually agreeable panel ofarbitrators. Once agreed to, the panel shall be identified by a side letter to this MOU.
7.2 GRIEVANCE PROCEDURE
The application of this Section will not apply to the discipline of employees.
Disputes arising from the remaining Sections of this Memorandum of Understanding between the Authority and the employee organization CMFA MOU 2024-2027 31
regarding the application or interpretation of this Memorandum of Understanding and Department Policy and Procedures shall be considered a grievance.
7.2.1 STEPS
7.2.1.1 STEP 1
An employee may present the grievance orally, either personally or through his Association representative, to the immediate supervisor within ten (10) calendar days following the event or events on which the grievance is based.
The immediate supervisor shall make whatever investigation is necessary to obtain the facts pertaining to the grievance. Within ten (10) calendar days after receiving the oral grievance, the immediate supervisor shall give the employee a reply. If the employee is not satisfied with the reply of his immediate supervisor, the employee may appeal the grievance to Step 2.
7.2.1.2 STEP 2
If the employee desires to appeal the grievance to Step 2, the grievance shall be reduced to writing, on forms provided, and presented to the Fire Chief or the Acting Chief within ten (10) calendar days following the receipt of the immediate supervisor's oral reply. The Fire Chief may refer the grievance to the appropriate supervisor.
The written grievance shall contain a complete statement of the grievance, the alleged facts upon which the grievance is based, the reason for the appeal, the remedy requested, and the Sections of the Memorandum of Understanding claimed to have been violated, if any. The grievance shall be signed and dated by the employee. The Fire Chief, or the appropriate supervisor to whom the grievance has been referred, may arrange a meeting between himself, the employee, the appropriate Association representative and the immediate supervisor in an attempt to resolve the grievance. In any event the Fire Chief, or his designated representative, shall give a written decision to the employeewithin ten (10) calendar days following receipt of the written appeal to Step 2.
7.2.1.3 STEP 3
If the Association desires to appeal the grievance to Step 3, the Association shall complete the appropriate appeal section of the grievance form, sign the appeal, and present the grievance to the Management Committee within fifteen (15) calendar days following receipt of the written decision from Step 2. Within five (5) calendar days after the receipt of the appeal to Step 3, the Management Committee shall hold a meeting with the CMFA MOU 2024-2027 32
appropriate Association representative, and the FireChief or the appropriate supervisor to discuss the matter. A written decision shall be given to the appropriate Association representative within fifteen (15) calendar days following the meeting.
If the employee is not satisfied with the decision of the Management Committee, the Association may appeal their grievance to Step 4.
7.2.1.4 STEP 4
If the grievance has been properly processed through the previous steps of the procedure and not resolved, the Association may appeal the grievance to arbitration. The Association shall notify the Management Committee in writing within twenty (20) calendar days following receipt of the written answer to Step 3.
Within twenty (20) calendar days following the receipt of the notice of appeal to Step 4, a meeting shall be arranged by the Management Committee with the appropriate Association representative to prepare a joint statement of the issue or issues to be presented to the Arbitrator. If the parties are unable to agree upon the issue or issues, each party will prepare its statement of the issue or issues and jointly submit the separate statements of issue or issues to the Arbitrator for determination.
The parties may mutually agree upon the selection of the Arbitrator or shall jointlyrequest the American Arbitration Association to provide a list of seven (7) persons qualified to act as Arbitrators. Within five (5) calendar days following receipt of theabove-referenced list, the parties shall meet to select the Arbitrator. The right to strike the first name shall be determined by lot and the parties shall alternately strike one (1) name from the list until only one (1) name remains, and that personshall be the Arbitrator.
The Arbitrator shall hold a hearing on the issue or issues submitted, or as determined by the Arbitrator if the parties have not mutually agreed upon the issue or issues and render a written opinion and reasons for the opinion as soon after the hearing as possible.
The opinion shall be sent to the Management Committee and to the employee or appropriate representative of the Association. The Management Committee shall present the opinion to the Central Marin Fire Council at its next regular session. The Central Marin Fire Council shall render a final decision by adopting, rejectingor modifying the decision of the Arbitrator. The Central Marin Fire Council shall serve the decision upon the grievant within five (5) calendar days of the decision.
CMFA MOU 2024-2027 33
The Authority and the employee and/or Association shall equally share the fees and expenses of the Arbitrator as well as the cost of making a record of the arbitration. Each party shall bear its attorney's fees.
The rules of conduct of proceedings shall be according to those procedures for expedited fact-finding utilized by the American Arbitration Association.
Witnesses who are employees and who are on duty at the time of a scheduled appearance shall be released from duty without loss of compensation for the time required to testify. Individual grievants shall be released from duty without loss of pay for the time of the arbitration hearing. One spokesperson shall be permitted to be present without loss of compensation for grievances filed by the Association.
Arrangements for release time for grievant's witnesses shall, whenever possible, be made with the Fire Chief no later than twenty-four (24) hours in advance of the scheduled hearing.
The parties agree that the Arbitrator shall not add to, subtract from, change or modify any provision of this Memorandum of Understanding and shall be authorized only to apply existing provisions of this Memorandum of Understanding to the specific facts involved and to interpret only applicable provisions of this Memorandum of Understanding.
The parties agree that the time limits set forth herein are of the essence to this procedure and are to be strictly complied with. Time limits may be extended only by written mutual agreement of the parties.
7.2.2 GENERAL PROVISIONS
Although grievances may be processed during normally scheduled working hours, the Association agrees that the time spent by its designated representatives shall be kept to a reasonable minimum and that no Association representative shall be entitled to any additional compensation or premium pay for any time spent in processing grievances outside such representative's regularly scheduled hours. The Association also agrees that it will not process grievances during periods of overtime.
Any grievance not filed or appealed within the time limits specified shall be considered settled on the basis of the last disposition given. In the event the grievance is not answered within the time limits set forth herein, either the employee or the appropriate Association representative may appeal the grievance to the next higher step within the time limits provided.
CMFA MOU 2024-2027 34
Any of the time limits specified in Steps 1 through 3 may be extended by written mutual agreement of the parties.
No resolution of any grievance, as defined in this Section 16, shall be contrary to the provisions of this Memorandum of Understanding. Copies of the resolution of all grievances shall be sent to the appropriate Association representative.
It is understood and agreed that whenever a provision of this Section refers to an employee filing a grievance, the employee organization may file such grievance whether on the employee's behalf or on behalf of the employee organization. In such event the processing of the grievance shall comply with all other provisions of the grievance procedure Article.
7.3 REDUCTION IN FORCE
7.3.1 LAYOFF
At least ten (10) working days prior to the effective day of the layoff, the Fire Chiefshall notify the employees affected in writing. Layoff shall be made within the classes of positions and all temporary employees in the affected classifications shall be laid off prior to layoff of any probationary or permanent employees. For the purposes of determining order of layoff, total cumulative time shall include tie served in military leave of absence.
An employee laid off shall have the right to displace the employee in the same classification having the least seniority; provided, however, there is no other employee in the classification of the laid-off employee with less seniority. The laid-off employee may take a voluntary demotion to a classification in which such employee had prior permanent status, thus displacing the employee working in that classification who has less seniority. Upon request of the employee, demotion may be made to a vacant position in place of layoff.
7.3.2 RE-EMPLOYMENT
Names of persons laid off shall be placed upon reemployment lists in order of total cumulative time served and shall remain on such list for a period of two (2) years unless re-employed sooner. Sick leave and seniority rights earned prior to layoff will be returned to the employee upon reemployment.
7.3.3 ABOLITION OF POSITION
Whenever in the judgment of the Central Marin Fire Council it becomes necessary in the interest of economy, or because the necessity for a position no longer exists, the Central Marin Fire Council may abolish any position or CMFA MOU 2024-2027 35
employment in the competitive services; and the employee holding such position for employment may be laid off without taking disciplinary action and without rightof appeal.
The Association may request in writing, to the Fire Chief, to meet and confer regarding the impacts of abolishment of a position
IN WITNESS WHEREOF, the parties hereby have executed this Memorandum of Understanding this 8
th day of August 2024.
CENTRAL MARIN FIREIFGHTERS’
ASSOCIATION, I.A.F.F. LOCAL 1775
By:
CENTRAL MARIN FIRE AUTHORITY
By:
CMFA MOU 2024-2027 36
List of Exhibits
Exhibit A Salary Schedules for MOU dated July 1, 2024 – June 30, 2027 Exhibit B Side Letter, 2024 Successor MOU Negotiations, dated July 6, 2024 CMFA MOU 2024-2027 37
EXHIBIT A
SALARY RANGE – Effective 1st Full Pay Period July 2024 (6%) Minimum Step 2 Midpt Step4 Max
Fire Captain Monthly $10,808 $11,348 $11,917 $12,512 $13,140 Hourly $44.54 $46.76 $49.11 $51.56 $54.15
Fire Engineer Monthly $9,551 $10,029 $10,531 $11,058 $11,610 Hourly $39.36 $41.33 $43.40 $45.57 $47.84
Firefighter/Paramedic Monthly $8,946 $9,394 $9,864 $10,356 $10,877 Hourly $36.87 $38.71 $40.65 $42.68 $44.82
SALARY RANGE – Effective 1st Full Pay Period July 2025 (4%) Minimum Step2 Midpt Step 4 Max
Fire Captain Monthly $11,240 $11,802 $12,394 $13,012 $13,666 Hourly $46.32 $48.63 $51.07 $53.62 $56.32
Fire Engineer Monthly $10,114 $10,620 $11,151 $11,709 $12,294 Hourly $41.68 $43.76 $45.95 $48.25 $50.66
Firefighter/Paramedic Monthly $9,468 $9,942 $10,439 $10,960 $11,511 Hourly $39.02 $40.97 $43.01 $45.16 $47.44
CMFA MOU 2024-2027 38
SALARY RANGE – Effective 1st Full Pay Period July 2026 (4%) Minimum Step 2 Midpt Step 4 Max
Fire Captain Monthly $11,690 $12,274 $12,890 $13,532 $14,213 Hourly $48.17 $50.58 $53.12 $55.76 $58,57
Fire Engineer Monthly $10,620 $11,151 $11,709 $12,294 $12,909 Hourly $43.76 $45.95 $48.25 $50.66 $53.20
Firefighter/Paramedic Monthly $10,036 $10,539 $11,065 $11,618 $12,202 Hourly $41.36 $43.43 $45.60 $47.88 $50.28
CMFA MOU 2024-2027 39
EXHIBIT B
Side letter of Agreement – 2024 Successor MOU Negotiations dated July 6, 2024. 00150027-1
Central Marin Fire Authority
And
Central Marin Firefighters Officers’ Association – Local 1775 I.A.F.F. 2024 Successor MOU Negotiations
July 6, 2024
The undesigned parties agree that approximately one (1) year prior to the end of their MOU, either party may require the other to begin discussion on comparable agencies, total compensation categories, and benchmarking with the goal of agreeing on the form of all three items for use in negotiations for a successor agreement in 2027.
Central Marin Firefighters Association, Central Marin Fire Authority IAFF Local 1775
____________________________
Gregg Adam
Date:
____________________________
Timothy Davis
Date: July 8, 2024
1 7.B.
CENTRAL MARIN FIRE COUNCIL
STAFF REPORT
REPORT DATE: August 02, 2024
MEETING DATE: August 08, 2024
TO: Central Marin Fire Authority Council
FROM: Daria Carrillo, Finance Director
Management Committee
Ruben Martin, Fire Chief
SUBJECT: Authorize the Management Committee to Execute Amendments to the Salaries and Benefits for Members of the Fire Management Unit for the Period of July 1, 2024 Through June 30, 2027
☼ ☼ ☼ ☼ ☼ ☼ ☼ ☼
RECOMMENDED ACTION:
That Council adopt the attached Resolution No. 2024/07 approving the salaries and benefits for the Fire Management Unit.
BACKGROUND/DISCUSSION:
The attached Resolution provides for a 6% salary increase to the salary schedule effective the first pay period in July 2024, a 4% increase to the salary schedule effective the first full pay period in July 2025 and a 4% increase to the salary schedule effective the first full pay period in July 2026.
The proposed Resolution includes an equity adjustment for the Fire Chief of 5%; an increase to the employer contribution for healthcare/medical benefits; maximum of an additional 4% longevity pay; increase in eligible employer paid holidays; and a health and wellness reimbursement program.
FISCAL IMPACT:
Staff calculates the cost of the increase to Management Unit salaries as follows:
• 7/2024 - 6/2025 $35,244
2 • 7/2025 - 6/2026 $31,836
• 7/2026 - 6/2027 $18,612
ENVIRONMENTAL IMPACT:
This activity is not defined as a project under CEQA (Section 15378 CEQA Guidelines).
OPTIONS:
1. Adopt Resolution No. 2024/07 as presented.
2. Adopt Resolution No. 2024/07 with modifications.
3. Take no action at this time and provide further direction to staff.
ATTACHMENTS:
1. Resolution No. 2024/07
2. Central Marin Fire Authority outline of the Fire Management Unit salary and benefits (RedLine Version)
3. Central Marin Fire Authority outline of the Fire Management Unit salary and benefits (Clean Version)
THIS ITEM HAS BEEN REVIEWED AND APPROVED BY THE MANAGEMENT COMMITTEE.
CENTRAL MARIN FIRE AUTHORITY
Corte Madera ~ Larkspur
RUBEN MARTIN
Fire Chief
342 Tamalpais Drive, Corte Madera, CA 94925 ~ Phone: (415)927-5077 Fax: (415)927-5788 ~ centralmarinfire.org ADDENDUM TO RES. No. 2024/07
Management Unit Staff Report
DATE: August 06, 2024
TO: CMFA Fire Council
FROM: Ruben Martin, Fire Chief
RE: Resolution 2024/07 Staff Report Error (Fiscal Impact) An error was identified within the Management Unit employment agreement staff report regarding the fiscal impacts after the agenda packet was published on August 05, 2024. Below please accept the corrected fiscal impacts regarding the Management Unit Employment Agreement.
Incorrect Fiscal Impact
7/2024-6/2025 $35,244
7/2025-6/2026 $31,836
7/2026-6/2027 $18,612
Corrected Fiscal Impact
Staff calculates the cost of the increase to Management Unit salaries as follows:
• 7/2024-6/2025 $45,579
• 7/2025-6/2026 $25,154
• 7/2026-6/2027 $20,410
• Total $91,143
The Hazard Mitigation Specialist is paid out of the proceeds on the Measure C parcel tax and the salary for this position does not affect the General Fund. Of the amounts shown above, the following amounts will be paid by the Measure C fund:
• 7/2024-6/2025 $14,998
• 7/2025-6/2026 $ 8,347
• 7/2026-6/2027 $ 8,681
• Total $32,026
3 ATTACHMENT 1
Resolution No. 2024/07
RESOLUTION NO. 2024/07
A RESOLUTION OF THE CENTRAL MARIN FIRE COUNCIL OF THE CENTRAL
MARIN FIRE AUTHORITY AUTHORIZING THE MANAGEMENT COMMITTEE TO
EXECUTE AMENDMENTS TO THE SALARIES AND BENEFITS FOR MEMBERS OF THE FIRE MANAGEMENT UNIT FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, the Central Marin Fire Authority has adopted a budget that authorizes the Management Committee to employ individuals for positions in a Management Unit; and
WHEREAS, Management Unit employees are unrepresented and serve at-will to the Management Committee; and
WHEREAS, the Central Marin Fire Council desires to amend the salaries and benefits for Management Unit employees; and
WHEREAS, the attached "Exhibit A" provides a listing of job classifications and job descriptions included in the Management Unit; and WHEREAS, the attached "Exhibit B" provides an outline of salaries and benefits for the Management Unit; and
WHEREAS, the attached "Exhibit C" provides a salary schedule for the Management Unit.
NOW THEREFORE, BE IT RESOLVED that the Central Marin Fire Council authorizes the Management Committee to implement the provisions of Exhibit B with the discretion afforded therein and consistent with the budget adopted annually by the Fire Council.
BE IT FURTHER RESOLVED that the Central Marin Fire Council authorizes the Management Committee, at the time of recruitment for a management position authorized by the budget, to offer a competitive package of salary and benefits. ***********************
IT IS HEREBY CERTIFIED that the foregoing Resolution No. 2024/07 was duly and regularly adopted by the Central Marin Fire Council of the Central Marin Fire Authority at a regular meeting thereof held this 8th day of August, 2024.
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
APPROVED:
Charles Lee, Authority Chair
Central Marin Fire Authority
ATTEST:
Lorena Barrera, Authority Clerk
Central Marin Fire Authority
6 ATTACHMENT 2
Central Marin Fire Authority outline of the Fire Management Unit salary and benefits (Red-Line Version)
RESOLUTION NO. 2024/07XX 2021/05
EXHIBIT A
CLASSIFICATIONS WITHIN THE MANAGEMENT UNIT
The Central Marin Fire Authority Management Unit (“Management Unit”) is defined to include the following classifications:
Fire Chief
Deputy Fire Chief – Vacant 20241-20252
Fire Marshal – Vacant 20241-20252
Hazard Mitigation Specialist
RESOLUTION NO. 2024/07XX2021/05
EXHIBIT B
CENTRAL MARIN FIRE AUTHORITY
OUTLINE OF FIRE MANAGEMENT UNIT SALARIES AND BENEFITS
1. CONDITIONS OF EMPLOYMENT
a) At-Will Status
Managers are unrepresented employees that serve at-will to the Executive Manager.Management Committee. The Management CommitteeExecutive Manager shall supervise the Fire Chief, who is responsible for the supervision of all other chief officers. Consistent with the provisions of this outline and the annually adopted budget, the Management Committee Executive Manager shall assign salary and benefits to managers.
b) Terms of Employment
Managers shall receive a letter of employment from the Management Committee Executive Manager that shall review terms of employment. c) Comportment Consistent with the Policies, Practices, and Expectations of the Fire Department
Managers are expected to comport themselves consistent with the policies, practices, and expectations of the Fire Department. Such comportment includes refraining from the use of tobacco products while on duty.
2. SALARY
The Central Marin Fire Authority recognizes the value of attracting and retaining qualified managers and is committed to providing a fair and competitive salary to management employees.
a) Annual Adoption of Salary Table
The Central Marin Fire Authority, as part of its annual review and adoption of a budget, shall review and adopt salaries for managers.
b) Salary Adjustments
i) No later than the last working day of May, the Management Committee Executive Manager shall inform each manager if the proposed budget will include a recommendation for a salary adjustment for that manager.
Recommendations for salary adjustments will be based on an assessment that shall include, but not be limited to, consideration of the following criteria:
(a) performance reviews
(b) market competitiveness
(c) internal equity and compaction
ii) the financial condition of Central Marin Fire Authority and member agencies
c) Performance Reviews and Performance Pay
The Management Committee Executive Manager or his or her designee shall conduct a regular performance review of each manager. Market Competitiveness Review
The Executive Manager shall provide the Management Unit with the methodology by which managers may conduct a market competitiveness review. d) Market Competitiveness Review
The Management Committee Executive Manager shall provide the Management Unit with the methodology by which managers may conduct a market competitiveness review.
e) Cost of Living Increases
i) Effective the first full pay period in July 2024, the Authority shall increase the top step of the salary range for Management Unit employees by 6%.
The Authority shall pay this increase retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Memorandum of Understanding.
ii) Effective the first full pay period in July 2025, the Authority shall increase the top step of the salary range for Management Unit employees by 4%. iii) Effective the first full pay period in July 2026, the Authority shall increase the top step of the salary range for Management Unit employees by 4%. f) Equity Adjustment for Fire Chief
Equity Adjustment for Fire Chief effective the first full pay periods in July 2024.
The Fire Chief will receive an equity adjustment of 5% in addition to the above listed increases to base salaries. The Authority shall pay the equity adjustment retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Memorandum of Understanding. Equity adjustments for Firefighter Paramedics are included in the salary tables depicted in Attachment C.
3. LONGEVITY PAY
Employees in represented classifications shall receive longevity pay, of two percent (2.0%) of the base pay, beginning with the employee’s eighth (8th) consecutive year of employment with the Authority.
Employees in represented classifications shall receive an additional two percent (2%) of longevity pay for a total of four percent (4%) of the base pay, beginning with the employee’s twelfth (12th) consecutive year of employment with the Authority.
3.4. BENEFITS
a) Mobile Technology Expense Allowance
Fire Management Unit members are expected to own and maintain a mobile phone device sufficient to be in contact with City employees while outside of the office. Fire Management Unit members shall receive a monthly mobile technology allowance of $150 to assist with the cost of such a device and the associated service plan.
b) Conformity with International Association of Fire Fighters, Local 1775 MOU The following benefits shall be provided to managers in the manner described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding:
i) Uniform Allowance
ii) Retirement Health Savings Account (as described in the Retirement Section of the MOU). See Section 7.e of this document which applies to all members of the Management Unit, not only employees hired before 3/31/2015 as in the IAFF MOU.
c) Deferred Compensation
457 Plan: The Central Marin Fire Authority currently contracts with ICMA Retirement Corporation and CalPERS 457 plans. Employees may defer up to the IRS established limits each year through payroll deduction.
There is a mandatory 1% of salary contribution and a 1% of salary employer match to the employee’s choice of the two plans.
d) Automobile Expense Allowance
For those managers whose duties require the use of a personal automobile to carry out their duties and assignments, the Management Committee Executive Manager may authorize a monthly allowance of up to $350. A manager who does not receive an automobile allowance may request reimbursement for mileage at the current Internal Revenue Service (IRS) Standard Rate. e) Health and Welfare – Active Employees
Central Marin Fire Authority will provide group medical, dental and life insurance to active employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
i) For employees hired subsequent to July 1, 2017 the Authority shall contribute below-listed amount per month toward each employee’s Section 125 Plan benefit allowance components. All contributions listed below include the Minimum Employer Contribution (MEC):
(1) Employee Only: Up to 90% of the Bay Area Kaiser rate for Employee only (2) Employee plus one: Up to 90% of the Bay Area Kaiser rate for Employee plus one
(3) Employee plus two or more: Up to 90% of the Bay Area Kaiser family rate An employee may use any benefit allowance stated above toward the cost of employer provided PERS Health insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
Any Employee that enrolls in a Medical Plan that has a higher premium than the Authority’s contribution, as stated above, will pay the difference via pre- tax payroll deductions.
ii) The Authority desires to promote the health and well-being of members by encouraging physical fitness. Improved health and fitness are understood by both parties to improve members’ current sense of wellness and to reduce future medical issues and costs.
Effective the first full pay period in July 2024, the Authority shall reimburse members up to a maximum of five hundred ($500) per fiscal year for qualifying expenses.
(1) Health/fitness/wellness club memberships and programs, (online or in person) memberships and programs.
(2) Classes and programs (online or in person) related to health, fitness, and/or wellness.
(3) Health/Fitness equipment. Generally, health/fitness equipment is defined to include any machine, apparatus, or item that would be available for use by the member at a health/fitness club or through an organized health/fitness/wellness group, course, or program.
(4) Massage, chiropractic treatment, or acupuncture treatment. (5) The form and information required to claim reimbursement for this benefit are left to the discretion of the Fire Chief (or his/her designee). (6) Medical, health, cancer, and bloodwork screening tests. (7) Classes or consultations related to nutritional health and sleep.
Off-duty recreational, athletic, and social activities may not be covered by workers’ compensation benefits if the injury arises out of voluntary participation and the activity is not part of the employee’s work-related duties per Labor Code section 3600(a)(9).
f) Retiree Medical
Central Marin Fire Authority will provide retiree medical benefits to eligible employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
4.5. LEAVE
a) Holidays
Central Marin Fire Authority will provide the following fixed paid holidays each year:
New Year’s Day
Martin Luther King, Jr.’s Birthday (Third Monday in January) Lincoln’s Birthday (February 12th)
Presidents’ Day (Third Monday in February)
Memorial Day (Last Monday in May)
Juneteenth (June 19th)
Independence Day (July 4th)
Labor Day (First Monday in September)
Columbus Day (Second Monday in October)
Veterans Day (November 11th)
Thanksgiving Day (Fourth Thursday in November)
Day after Thanksgiving Day
Christmas Day (December 25th)
One floating holiday to be taken on either the last working day prior to Christmas Day or New Year's Day, only after prior approval is obtained from the Fire Chief. Fire Department offices and non-emergency services are to be available to the public on both days.
b) Personal Leave
At the beginning of the fiscal year, managers shall be credited personal leave as described herein. Personal leave is paid time off and any outstanding balance of personal leave shall expire on the last day of the fiscal year. i) Fire Management Unit employees shall receive four (4) days of personal leave in lieu of floating holidays.
ii) Annual Allocation: In addition to the personal leave described in Paragraph 4(b)(i), Fire Management Unit employees shall be credited with five (5) days of personal leave each year. The allocation shall be prorated for any employee who begins work after the beginning of the fiscal year. c) Vacation Leave
i) Rate of Accrual: Managers shall accrue vacation leave in a manner consistent with the methodology described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding. d) Sick Leave
Full time, regular employees, including probationary employees, shall accrue sick leave at the rate of eight (8) hours per month for employees regularly assigned a 40 hour40-hour work week. Sick leave accruals are prorated for employees regularly assigned to less than a 40 hour40-hour work week. Employees may use accumulated sick leave for any reason allowed under state and federal law including illness, injury, pregnancy, diagnosis, care, treatment or dental appointments. With appropriate certification, sick leave may also be used for issues related to domestic violence or stalking. Sick leave may also be used to care for a parent, child, spouse, registered domestic partner, parent-in-law, sibling, grandchild or grandparent as provided for in AB1825. Unused sick leave may be accumulated without limit.
e) Jury Duty
If called for jury duty in a Superior or Federal Court, an employee will remain in his/her regular pay status while serving as a juror or while awaiting jury service and return to the Central Marin Fire Authority all fees received (other than mileage allowances). The employee shall furnish upon completion of jury duty a certificate which shall indicate the days attended and fees received. f) Military Leave
The Central Marin Fire Authority grants military leave and related benefits maintenance, job seniority and retention rights to all employees for service in a uniformed service in accordance with state and federal law. The employee must notify his/her supervisor of upcoming military duty as soon as he/she becomes aware of his/her obligation.
g) Sick Leave on Vacation
If an employee becomes ill or injured while on vacation, he/she is entitled to take sick leave in lieu of vacation. Use of sick leave while on vacation will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to immediate supervisor on the date of illness or injury and verification by a doctor’s certificate.
h) Emergency Leave
Upon request of the employee, up to six (6) days of paid sick leave per year may be used for illness of the employee’s spouse, children, parents, brother, sister or persons of a familial relationship residing in the household. Additional unpaid family medical leave may be available as provided by law.
In the event of a death in an employee’s immediate family, three (3) days of bereavement leave may be granted. For purposes of this Section, the immediate family shall consist of spouse, children, mother, father, brother, sister, aunt, uncle and grandparent of the employee or his/her spouse, or persons of a familial relationship residing in the household. Up to five (5) days of bereavement leave may be granted if the funeral is held outside of the State of California.
Bereavement leave applies only in instances in which the employee attends the funeral or is required to make funeral arrangements but is not applicable for other purposes such as settling the estate of the deceased.
i) Leave at Childbirth/Adoption
Maternity Leave
An employee, who becomes disabled due to pregnancy and/or normal recovery from childbirth, shall be granted leave for the period of disability up to a maximum of sixteen weeks. During such leave, the employee must use her accumulated sick leave time. A doctor’s certificate will be required for such leave. Time away from work will be granted in accordance with the provisions of the Family Medical Leave Act and/or California Pregnancy Disability Leave Act. An employee may request the use of other accrued leaves, such as vacation or comp time, in conjunction with such sick leave use, as herein provided. When other leave balances are exhausted, additional time away may be requested as leave of absence without pay.
Paternity Leave
A maximum of three (3) days leave with pay shall be granted to employees for the purpose of preparation for and care of the employee’s newborn or newly adopted child. This paternity leave shall be charged against the employee’s accumulated sick leave. Such leave should be scheduled in advance when possible. Additional time off work will be granted in accordance with the Family Medical Leave Act and/or the California Family Rights Act, as applicable. j) Family and Medical Leave Act
The parties acknowledge the applicability of the federal Family and Medical Leave Act and of the California Family Rights Act, and intend to comply with the provisions of these acts.
5.6. ADMINISTRATIVE LEAVE
It is the desire of the Central Marin Fire Authority to recognize the many additional hours of service its Management employees provide through an Administrative Leave program.
a) Annual Allocation: At the beginning of the fiscal year, managers shall be credited with ten (10) days of annual administrative leave to be used to compensate for additional work performed outside the normal business day. (This allocation will be prorated for employment that begins after the start of the fiscal year.) Administrative leave may be taken as paid time off during the course of the fiscal year.
b) Expiration of Administrative Leave: Administrative leave must be used during the fiscal year granted. For those managers who do not meet the following criteria, upon the issuance of the first paycheck in June:
i) remain employed in good standing with Central Marin Fire Authority; and ii) have used at least 5 working days of vacation leave during the current fiscal year (prior to June 1).
iii)ii)
c) Conversion to Personal Leave: No later than the last working day in May, managers who have met or will meet the criteria in Paragraph 5(b) may notify the Management Committee Executive Manager of their desire to convert any amount of administrative leave to personal leave.
d) Direct Compensation for Administrative Leave: No later than the last working day in May, managers who met or will meet the criteria in Paragraph 5(b) may notify the Management Committee Executive Manager of their desire to receive direct compensation for all or a portion of their administrative leave balances.
Direct compensation shall be made on the first paycheck in June. e) Deferred Compensation for Administrative Leave: Following the first paycheck in June, remaining administrative leave balances shall be converted to deferred compensation and deposited into a Retiree Health Savings (RHS) account, a 457 account, or some combination of the two accounts administered by ICMA-RC. The program will be set-up and maintained in accordance with the guidelines of ICMA-RC.
6.7. INVOLUNTARY SEPARATION AND SERVERANCE
In the event a Management employee is terminated or asked to resign by the Management Committee Executive Manager during such time as the Management employee continues to be willing and able to perform his or her duties, the Central Marin Fire Authority shall pay the employee a lump sum cash payment equal to three (3) months’ base salary. Receipt of this lump sum payment is contingent upon execution by the Management Committee Executive Manager and the employee of a separation agreement and general release of a form approved by the Central Marin Fire Authority attorney. In the addition, the Central Marin Fire Authority shall extend to the employee the right to continue health insurance as may be required and pursuant to the terms and conditions of the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA).
7.8. RETIREMENT
a) California Public Employees’ Retirement System (CalPERS) The Central Marin Fire Authority contracts with CalPERS for the provision of a retirement program for its safety employees. The Central Marin Fire Authority does not administer the retirement program and makes no representation of the specific parameters of the program beyond what is provided in the Central Marin Fire Authority’s contract with CalPERS.
The program currently offered to classic safety employees is the “3% at 55” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
The program offered to PEPRA safety employees is the 2.7 “2.7% at 57” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Central Marin Fire Authority does not currently employ any miscellaneous classic CalPERS members in the management unit.
The program offered to miscellaneous PERPA members is the “2% at 62” program.
b) Employee PERS Cost Sharing
Employee cost sharing for safety members will be implemented as described in Memorandum of Understanding between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Employee cost sharing for miscellaneous members is in accordance with CalPERS PEPRA rules for miscellaneous PEPRA members. Central Marin Fire Authority does not currently employ any miscellaneous classic PERS members in the management unit.
c) Medicare
The Central Marin Fire Authority does not participate in Social Security for its full and part- time permanent employees. However, employees are subject to the Medicare portion of Social Security which mandates that the employee and the employer must contribute 1.45% of the employee’s salary up to a maximum dollar amount.
d) Retiree Medical
Retiree medical benefits will be provided to eligible employees who retire from Central Marin Authority in accordance with the Memorandum of Understanding between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
e) Retirement Health Savings Account Supplemental Program The Fire Authority will establish a Retirement Health Savings (RHS) account for management employees per the ICMA model included in the IAFF MOU, and pertinent to IRS regulations. All management employees must participate in the program. The RHS accounts will be funded as follows:
Employee Contributions: Employees with unused vacation accumulated vacation balances at the end of any calendar year must contribute such unused vacation to the RHS plan, in an amount not to exceed forty-eight hours of vacation leave at the employee’s current straight time hourly rate. Employee contributions to the RHS plan are vested immediately. This applies to all Management employees, regardless of hire date.
Employer Contributions: There shall be no employer contributions to the RHS plan described in this section.
RESOLUTION NO. 2024/07
EXHIBIT C
CENTRAL MARIN FIRE AUTHORITY MANAGEMENT UNIT
SALARY SCHEDULE 20241-20252
Fire Chief Monthly $17,287 $18,152 $19,060 $20,012 $21,012 Deputy
Fire Chief
Monthly $14,859 $15,641 $16,253 $17,311 $18,244
Fire
Marshal
Monthly $13,050 $13,702 $14,386 $15,104 $15,862
Hazard
Mitigation
Specialist
Monthly $13,050 $13,702 $14,386 $15,104 $15,862
Step Step Step Step Step
CLASSIFICATION TITLE 1 2 3 4 5
FIRE CHIEF 14,680 15,414 16,185 16,994 17,843
MANAGEMENT
Deputy Fire Chief - no steps - position may be paid up to a maximum amount 16,233 Fire Marshal - no steps - position may be paid up to a maximum amount 14,106 Hazard Mitigation Specialist 11,604 12,184 12,793 13,431 14,105 SALARY SCHEDULE 20252-20263
Fire Chief Monthly $17,978 $18,878 $19,822 $20,812 $21,852 Deputy
Fire Chief
Monthly $15,453 $16,267 $16,903 18,003 $18,974
Fire
Marshal
Monthly 13,572 14,250 14,961 15,708 16,496
Hazard
Mitigation
Specialist
Monthly 13,572 14,250 14,961 15,708 16,496
Step Step Step Step Step
CLASSIFICATION TITLE 1 2 3 4 5
FIRE CHIEF 15,120 15,876 16,671 17,504 18,378
MANAGEMENT
Deputy Fire Chief - no steps - position may be paid up to a maximum amount 16,710 Fire Marshal - no steps - position may be paid up to a maximum amount 14,529 Hazard Mitigation Specialist 11,952 12,550 13,177 13,834 14,528 SALARY SCHEDULE 20263-20274
Fire Chief Monthly $18,697 $19,633 $20,615 $21,644 $22,726 Deputy
Fire Chief
Monthly $16,071 $16,918 $15,579 $18,723 $19,733
Fire
Marshal
Monthly $14,115 $14,820 $15,559 $16,366 $17,156
Hazard
Mitigation
Specialist
Monthly $14,115 $14,820 $15,559 $16,366 $17,156
Step Step Step Step Step
CLASSIFICATION TITLE 1 2 3 4 5
FIRE CHIEF 15,574 16,353 17,171 18,029 18,930
MANAGEMENT
Deputy Fire Chief - no steps - position may be paid up to a maximum amount 17,211 Fire Marshal - no steps - position may be paid up to a maximum amount 14,965 Hazard Mitigation Specialist 12,311 12,926 13,572 14,249 14,964 21 ATTACHMENT 3
Central Marin Fire Authority outline of the Fire Management Unit salary and benefits (Clean Version)
RESOLUTION NO. 2024/07
EXHIBIT A
CLASSIFICATIONS WITHIN THE MANAGEMENT UNIT
The Central Marin Fire Authority Management Unit (“Management Unit”) is defined to include the following classifications:
Fire Chief
Deputy Fire Chief – Vacant 2024-2025
Fire Marshal – Vacant 2024-2025
Hazard Mitigation Specialist
RESOLUTION NO. 2024/07
EXHIBIT B
CENTRAL MARIN FIRE AUTHORITY
OUTLINE OF FIRE MANAGEMENT UNIT SALARIES AND BENEFITS
1. CONDITIONS OF EMPLOYMENT
a) At-Will Status
Managers are unrepresented employees that serve at-will to the Management Committee. The Management Committee shall supervise the Fire Chief, who is responsible for the supervision of all other chief officers. Consistent with the provisions of this outline and the annually adopted budget, the Management Committee shall assign salary and benefits to managers. b) Terms of Employment
Managers shall receive a letter of employment from the Management Committee that shall review terms of employment.
c) Comportment Consistent with the Policies, Practices, and Expectations of the Fire Department
Managers are expected to comport themselves consistent with the policies, practices, and expectations of the Fire Department. Such comportment includes refraining from the use of tobacco products while on duty.
2. SALARY
The Central Marin Fire Authority recognizes the value of attracting and retaining qualified managers and is committed to providing a fair and competitive salary to management employees.
a) Annual Adoption of Salary Table
The Central Marin Fire Authority, as part of its annual review and adoption of a budget, shall review and adopt salaries for managers.
b) Salary Adjustments
i) No later than the last working day of May, the Management Committee shall inform each manager if the proposed budget will include a recommendation for a salary adjustment for that manager.
Recommendations for salary adjustments will be based on an assessment that shall include, but not be limited to, consideration of the following criteria:
(a) performance reviews
(b) market competitiveness
(c) internal equity and compaction
ii) the financial condition of Central Marin Fire Authority and member agencies
c) Performance Reviews and Performance Pay
The Management Committee shall conduct a regular performance review of each manager.
d) Market Competitiveness Review
The Management Committee shall provide the Management Unit with the methodology by which managers may conduct a market competitiveness review. e) Cost of Living Increases
i) Effective the first full pay period in July 2024, the Authority shall increase the top step of the salary range for Management Unit employees by 6%.
The Authority shall pay this increase retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Memorandum of Understanding.
ii) Effective the first full pay period in July 2025, the Authority shall increase the top step of the salary range for Management Unit employees by 4%. iii) Effective the first full pay period in July 2026, the Authority shall increase the top step of the salary range for Management Unit employees by 4%. f) Equity Adjustment for Fire Chief
Equity Adjustment for Fire Chief effective the first full pay periods in July 2024.
The Fire Chief will receive an equity adjustment of 5% in addition to the above listed increases to base salaries. The Authority shall pay the equity adjustment retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Memorandum of Understanding. Equity adjustments for Firefighter Paramedics are included in the salary tables depicted in Attachment C.
3. LONGEVITY PAY
Employees in represented classifications shall receive longevity pay, of two percent (2.0%) of the base pay, beginning with the employee’s eighth (8th) consecutive year of employment with the Authority.
Employees in represented classifications shall receive an additional two percent (2%) of longevity pay for a total of four percent (4%) of the base pay, beginning with the employee’s twelfth (12th) consecutive year of employment with the Authority.
4. BENEFITS
a) Mobile Technology Expense Allowance
Fire Management Unit members are expected to own and maintain a mobile phone device sufficient to be in contact with City employees while outside of the office. Fire Management Unit members shall receive a monthly mobile technology allowance of $150 to assist with the cost of such a device and the associated service plan.
b) Conformity with International Association of Fire Fighters, Local 1775 MOU The following benefits shall be provided to managers in the manner described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding:
i) Uniform Allowance
ii) Retirement Health Savings Account (as described in the Retirement Section of the MOU). See Section 7.e of this document which applies to all members of the Management Unit, not only employees hired before 3/31/2015 as in the IAFF MOU.
c) Deferred Compensation
457 Plan: The Central Marin Fire Authority currently contracts with ICMA Retirement Corporation and CalPERS 457 plans. Employees may defer up to the IRS established limits each year through payroll deduction.
There is a mandatory 1% of salary contribution and a 1% of salary employer match to the employee’s choice of the two plans.
d) Automobile Expense Allowance
For those managers whose duties require the use of a personal automobile to carry out their duties and assignments, the Management Committee may authorize a monthly allowance of up to $350. A manager who does not receive an automobile allowance may request reimbursement for mileage at the current Internal Revenue Service (IRS) Standard Rate.
e) Health and Welfare – Active Employees
Central Marin Fire Authority will provide group medical, dental and life insurance to active employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
i) For employees hired subsequent to July 1, 2017, the Authority shall contribute below-listed amount per month toward each employee’s Section 125 Plan benefit allowance components. All contributions listed below include the Minimum Employer Contribution (MEC):
(1) Employee Only: Up to 90% of the Bay Area Kaiser rate for Employee only (2) Employee plus one: Up to 90% of the Bay Area Kaiser rate for Employee plus one
(3) Employee plus two or more: Up to 90% of the Bay Area Kaiser family rate An employee may use any benefit allowance stated above toward the cost of employer provided PERS Health insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
Any Employee that enrolls in a Medical Plan that has a higher premium than the Authority’s contribution, as stated above, will pay the difference via pre tax payroll deductions.
ii) The Authority desires to promote the health and well-being of members by encouraging physical fitness. Improved health and fitness are understood by both parties to improve members’ current sense of wellness and to reduce future medical issues and costs.
Effective the first full pay period in July 2024, the Authority shall reimburse members up to a maximum of five hundred ($500) per fiscal year for qualifying expenses.
(1) Health/fitness/wellness club memberships and programs, (online or in person) memberships and programs.
(2) Classes and programs (online or in person) related to health, fitness, and/or wellness.
(3) Health/Fitness equipment. Generally, health/fitness equipment is defined to include any machine, apparatus, or item that would be available for use by the member at a health/fitness club or through an organized health/fitness/wellness group, course, or program.
(4) Massage, chiropractic treatment, or acupuncture treatment. (5) The form and information required to claim reimbursement for this benefit are left to the discretion of the Fire Chief (or his/her designee). (6) Medical, health, cancer, and bloodwork screening tests. (7) Classes or consultations related to nutritional health and sleep.
Off-duty recreational, athletic, and social activities may not be covered by workers’ compensation benefits if the injury arises out of voluntary participation and the activity is not part of the employee’s work-related duties per Labor Code section 3600(a)(9).
f) Retiree Medical
Central Marin Fire Authority will provide retiree medical benefits to eligible employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
5. LEAVE
a) Holidays
Central Marin Fire Authority will provide the following fixed paid holidays each year:
• New Year’s Day
• Martin Luther King, Jr.’s Birthday (Third Monday in January) • Lincoln’s Birthday (February 12th)
• Presidents’ Day (Third Monday in February)
• Memorial Day (Last Monday in May)
• Juneteenth (June 19th)
• Independence Day (July 4th)
• Labor Day (First Monday in September)
• Columbus Day (Second Monday in October)
• Veterans Day (November 11th)
• Thanksgiving Day (Fourth Thursday in November)
• Day after Thanksgiving Day
• Christmas Day (December 25th)
• One floating holiday to be taken on either the last working day prior to Christmas Day or New Year's Day, only after prior approval is obtained from the Fire Chief. Fire Department offices and nonemergency services are to be available to the public on both days. b) Personal Leave
At the beginning of the fiscal year, managers shall be credited personal leave as described herein. Personal leave is paid time off and any outstanding balance of personal leave shall expire on the last day of the fiscal year. i) Fire Management Unit employees shall receive four (4) days of personal leave in lieu of floating holidays.
ii) Annual Allocation: In addition to the personal leave described in Paragraph 4(b)(i), Fire Management Unit employees shall be credited with five (5) days of personal leave each year. The allocation shall be prorated for any employee who begins work after the beginning of the fiscal year. c) Vacation Leave
i) Rate of Accrual: Managers shall accrue vacation leave in a manner consistent with the methodology described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding. d) Sick Leave
Full time, regular employees, including probationary employees, shall accrue sick leave at the rate of eight (8) hours per month for employees regularly assigned a 40-hour work week. Sick leave accruals are prorated for employees regularly assigned to less than a 40-hour work week. Employees may use accumulated sick leave for any reason allowed under state and federal law including illness, injury, pregnancy, diagnosis, care, treatment or dental appointments. With appropriate certification, sick leave may also be used for issues related to domestic violence or stalking. Sick leave may also be used to care for a parent, child, spouse, registered domestic partner, parent-in-law, sibling, grandchild or grandparent as provided for in AB1825. Unused sick leave may be accumulated without limit.
e) Jury Duty
If called for jury duty in a Superior or Federal Court, an employee will remain in his/her regular pay status while serving as a juror or while awaiting jury service and return to the Central Marin Fire Authority all fees received (other than mileage allowances). The employee shall furnish upon completion of jury duty a certificate which shall indicate the days attended and fees received. f) Military Leave
The Central Marin Fire Authority grants military leave and related benefits maintenance, job seniority and retention rights to all employees for service in a uniformed service in accordance with state and federal law. The employee must notify his/her supervisor of upcoming military duty as soon as he/she becomes aware of his/her obligation.
g) Sick Leave on Vacation
If an employee becomes ill or injured while on vacation, he/she is entitled to take sick leave in lieu of vacation. Use of sick leave while on vacation will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to immediate supervisor on the date of illness or injury and verification by a doctor’s certificate.
h) Emergency Leave
Upon request of the employee, up to six (6) days of paid sick leave per year may be used for illness of the employee’s spouse, children, parents, brother, sister or persons of a familial relationship residing in the household. Additional unpaid family medical leave may be available as provided by law.
In the event of a death in an employee’s immediate family, three (3) days of bereavement leave may be granted. For purposes of this Section, the immediate family shall consist of spouse, children, mother, father, brother, sister, aunt, uncle and grandparent of the employee or his/her spouse, or persons of a familial relationship residing in the household. Up to five (5) days of bereavement leave may be granted if the funeral is held outside of the State of California.
Bereavement leave applies only in instances in which the employee attends the funeral or is required to make funeral arrangements but is not applicable for other purposes such as settling the estate of the deceased.
i) Leave at Childbirth/Adoption
Maternity Leave
An employee, who becomes disabled due to pregnancy and/or normal recovery from childbirth, shall be granted leave for the period of disability up to a maximum of sixteen weeks. During such leave, the employee must use her accumulated sick leave time. A doctor’s certificate will be required for such leave. Time away from work will be granted in accordance with the provisions of the Family Medical Leave Act and/or California Pregnancy Disability Leave Act. An employee may request the use of other accrued leaves, such as vacation or comp time, in conjunction with such sick leave use, as herein provided. When other leave balances are exhausted, additional time away may be requested as leave of absence without pay.
Paternity Leave
A maximum of three (3) days leave with pay shall be granted to employees for the purpose of preparation for and care of the employee’s newborn or newly adopted child. This paternity leave shall be charged against the employee’s accumulated sick leave. Such leave should be scheduled in advance when possible. Additional time off work will be granted in accordance with the Family Medical Leave Act and/or the California Family Rights Act, as applicable. j) Family and Medical Leave Act
The parties acknowledge the applicability of the federal Family and Medical Leave Act and of the California Family Rights Act, and intend to comply with the provisions of these acts.
6. ADMINISTRATIVE LEAVE
It is the desire of the Central Marin Fire Authority to recognize the many additional hours of service its Management employees provide through an Administrative Leave program.
a) Annual Allocation: At the beginning of the fiscal year, managers shall be credited with ten (10) days of annual administrative leave to be used to compensate for additional work performed outside the normal business day. (This allocation will be prorated for employment that begins after the start of the fiscal year.) Administrative leave may be taken as paid time off during the course of the fiscal year.
b) Expiration of Administrative Leave: Administrative leave must be used during the fiscal year granted. For those managers who do not meet the following criteria, upon the issuance of the first paycheck in June:
i) remain employed in good standing with Central Marin Fire Authority; and ii) have used at least 5 working days of vacation leave during the current fiscal year (prior to June 1).
c) Conversion to Personal Leave: No later than the last working day in May, managers who have met or will meet the criteria in Paragraph 5(b) may notify the Management Committee of their desire to convert any amount of administrative leave to personal leave.
d) Direct Compensation for Administrative Leave: No later than the last working day in May, managers who met or will meet the criteria in Paragraph 5(b) may notify the Management Committee of their desire to receive direct compensation for all or a portion of their administrative leave balances. Direct compensation shall be made on the first paycheck in June.
e) Deferred Compensation for Administrative Leave: Following the first paycheck in June, remaining administrative leave balances shall be converted to deferred compensation and deposited into a Retiree Health Savings (RHS) account, a 457 account, or some combination of the two accounts administered by ICMA-RC. The program will be set-up and maintained in accordance with the guidelines of ICMA-RC.
7. INVOLUNTARY SEPARATION AND SERVERANCE
In the event a Management employee is terminated or asked to resign by the Management Committee during such time as the Management employee continues to be willing and able to perform his or her duties, the Central Marin Fire Authority shall pay the employee a lump sum cash payment equal to three (3) months’ base salary. Receipt of this lump sum payment is contingent upon execution by the Management Committee and the employee of a separation agreement and general release of a form approved by the Central Marin Fire Authority attorney. In the addition, the Central Marin Fire Authority shall extend to the employee the right to continue health insurance as may be required and pursuant to the terms and conditions of the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA).
8. RETIREMENT
a) California Public Employees’ Retirement System (CalPERS) The Central Marin Fire Authority contracts with CalPERS for the provision of a retirement program for its safety employees. The Central Marin Fire Authority does not administer the retirement program and makes no representation of the specific parameters of the program beyond what is provided in the Central Marin Fire Authority’s contract with CalPERS.
The program currently offered to classic safety employees is the “3% at 55” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
The program offered to PEPRA safety employees is the 2.7 “2.7% at 57” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Central Marin Fire Authority does not currently employ any miscellaneous classic CalPERS members in the management unit.
The program offered to miscellaneous PERPA members is the “2% at 62” program.
b) Employee PERS Cost Sharing
Employee cost sharing for safety members will be implemented as described in Memorandum of Understanding between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Employee cost sharing for miscellaneous members is in accordance with CalPERS PEPRA rules for miscellaneous PEPRA members. Central Marin Fire Authority does not currently employ any miscellaneous classic PERS members in the management unit.
c) Medicare
The Central Marin Fire Authority does not participate in Social Security for its full and part- time permanent employees. However, employees are subject to the Medicare portion of Social Security which mandates that the employee and the employer must contribute 1.45% of the employee’s salary up to a maximum dollar amount.
d) Retiree Medical
Retiree medical benefits will be provided to eligible employees who retire from Central Marin Authority in accordance with the Memorandum of Understanding between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
e) Retirement Health Savings Account Supplemental Program The Fire Authority will establish a Retirement Health Savings (RHS) account for management employees per the ICMA model included in the IAFF MOU, and pertinent to IRS regulations. All management employees must participate in the program. The RHS accounts will be funded as follows:
Employee Contributions: Employees with unused vacation accumulated vacation balances at the end of any calendar year must contribute such unused vacation to the RHS plan, in an amount not to exceed forty-eight hours of vacation leave at the employee’s current straight time hourly rate. Employee contributions to the RHS plan are vested immediately. This applies to all Management employees, regardless of hire date.
Employer Contributions: There shall be no employer contributions to the RHS plan described in this section.
RESOLUTION NO. 2024/07
EXHIBIT C
CENTRAL MARIN FIRE AUTHORITY MANAGEMENT UNIT
SALARY SCHEDULE 2024-2025
Fire Chief Monthly $17,287 $18,152 $19,060 $20,012 $21,012 Deputy
Fire Chief
Monthly $14,859 $15,641 $16,253 $17,311 $18,244
Fire
Marshal
Monthly $13,050 $13,702 $14,386 $15,104 $15,862
Hazard
Mitigation
Specialist
Monthly $13,050 $13,702 $14,386 $15,104 $15,862
SALARY SCHEDULE 2025-2026
Fire Chief Monthly $17,978 $18,878 $19,822 $20,812 $21,852 Deputy
Fire Chief
Monthly $15,453 $16,267 $16,903 18,003 $18,974
Fire
Marshal
Monthly 13,572 14,250 14,961 15,708 16,496
Hazard
Mitigation
Specialist
Monthly 13,572 14,250 14,961 15,708 16,496
SALARY SCHEDULE 2026-2027
Fire Chief Monthly $18,697 $19,633 $20,615 $21,644 $22,726 Deputy
Fire Chief
Monthly $16,071 $16,918 $15,579 $18,723 $19,733
Fire
Marshal
Monthly $14,115 $14,820 $15,559 $16,366 $17,156
Hazard
Mitigation
Specialist
Monthly $14,115 $14,820 $15,559 $16,366 $17,156
1 7.C.
CENTRAL MARIN FIRE COUNCIL
STAFF REPORT
REPORT DATE: August 01, 2024
MEETING DATE: August 08, 2024
TO: Central Marin Fire Authority Council
FROM: Ruben Martin, Fire Chief
Management Committee
Daria Carrillo, Finance Director
SUBJECT: Authorization to the Management Committee to Execute Amendments to the Salary and Benefits for the Position of Fire Inspector/Investigator for the Period of July 1, 2024 through June 30, 2027
☼ ☼ ☼ ☼ ☼ ☼ ☼ ☼
RECOMMENDED ACTION:
That council adopt Resolution No. 2024/08, authorizing the Management Committee execute amendments to the salary and benefits for the Central Marin Fire Inspector/Investigator for the period of July 1, 2024, through June 30, 2027.
BACKGROUND:
The current Employment Resolution with the Central Marin Fire Inspector/Investigator expired on June 30, 2024. In February of 2021, the Fire Council for the Fire Authority approved the creation of the Fire Inspector/Investigator position, which directly tied the salary range for the position to the Engineer(s) salary range outlined in the Memorandum of Understanding between the Central Marin Firefighters Association/IAFF Local 1775. It is the desire of the Management Committee to continue to tie the Fire Inspector position salary range to that of the Fire Engineer position salary range.
The previous Fire Inspector employment agreement was from July 2021 through June 2024. The major economic items within the employment agreement are as follows:
• Set the salary range effective the first full pay period in July 2024 for the classifications 2 of Fire Inspector / Investigator and sets overtime pay rates. • Provided an increase in Employer Healthcare contributions from 80% to 90% of the Kaiser North Bay Area rates.
• Provided an opportunity for members to get reimbursed up to $500 annually for Health & Wellness related items and/or programs.
• Provided an additional holiday (Juneteenth)
• Provided an increase of 6%, 4%, and 4% over a three (3) year period to the salary range. • Provided longevity pay of up to 4% maximum for members that remain with the Authority for 12 years or more.
• Language change to allow for overtime pay for extra hours worked.
DISCUSSION:
Staff undertook the evaluation process with the following goals in mind:
• Maintain salaries competitive.
• Maintain a fair and equitable salary and benefits to improve recruitment and retention. • Maintain the cost of base salary increase to no more than 6%-4%-4% for a three-year period.
Proposal Cost Increase Recommendation
Duration 3 Years – July 1, 2024-June 30,
2027
Staff Recommends
Proposal
COLA Fire Inspector/Investigator
• 7/24 – 6.0% COLA
• 7/25 – 4% COLA
• 7/26 – 4% COLA
Equity Adjustments (In addition
to COLA)
• 7/25 – 1.89% Equity
Adjustment
• 7/26 – 1% Equity
Adjustment
Year 1 – $12,331
Year 2 – $12,494
Year 3 – $10,841
Included in the above
calculations
Staff Recommends
Proposal
Proposal Cost Increase Recommendation
Longevity
Pay
• 2% @ 8 years of service
in addition to COLA
(2029).
• 2% @ 12years of service
in addition to COLA
(2033).
No cost increase in this
MOU
Staff Recommends
Proposal
FISCAL IMPACT:
Staff estimates the total cost of the proposal to be:
3 • 7/2024-6/2025 $12,331
• 7/2025-6/2026 $12,494
• 7/2026-6/2027 $10,841
ENVIRONMENTAL IMPACT:
This activity is not defined as a project under CEQA (Section 15378 CEQA Guidelines).
OPTIONS:
1. Adopt Resolution No. 2024/08 as presented.
2. Adopt Resolution No. 2024/08 with modifications.
3. Take no action at this time and provide further direction to staff.
ATTACHMENTS:
1. Resolution No. 2024/08
2. Central Marin Fire Authority outline of the Fire Inspector/Investigator salary and benefits (Mark-Up Version)
3. Central Marin Fire Authority outline of the Fire Inspector/Investigator salary and benefits (Clean Version)
THIS ITEM HAS BEEN REVIEWED AND APPROVED BY THE MANAGEMENT COMMITTEE. 4 ATTACHMENT 1
Draft Resolution No. 2024/08
RESOLUTION NO. 2024/08
A RESOLUTION OF THE CENTRAL MARIN FIRE COUNCIL OF THE CENTRAL
MARIN FIRE AUTHORITY AUTHORIZING THE MANAGEMENT COMMITTEE TO
EXECUTE AMENDMENTS TO THE SALARY AND BENEFITS FOR THE POSITION
OF FIRE INSPECTOR/INVESTIGATOR FOR THE PERIOD OF
JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, the Management Committee and the Central Marin Fire Inspector/Investigator have reached an agreement regarding salary and benefits effective July 1, 2024, through June 30, 2027; and
WHEREAS, the parties hereby agree that all terms within the Employment Agreement shall continue in full force and effect unless modified by mutual agreement of both parties.
NOW, THEREFORE, BE IT RESOLVED, that the Central Marin Fire Council hereby authorizes the Management Committee to execute amendments to the salary and benefits for the position of Fire Inspector / Investigator in accordance with the terms set forth in Exhibit A.
***********************
IT IS HEREBY CERTIFIED that the foregoing Resolution was duly passed and adopted by the Fire Council of the Central Marin Fire Authority at a Regular Meeting thereof held this 8th day of August 2024 by the following vote, to wit:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
APPROVED:
Charles Lee, Authority Chair
Central Marin Fire Authority
ATTEST:
Lorena Barrera, Authority Clerk
Central Marin Fire Authority
5 ATTACHMENT 2
Central Marin Fire Authority outline of the Fire Inspector/Investigator salary and benefits (Mark-Up Version)
RESOLUTION NO. 20241/08XX
EXHIBIT AB
CENTRAL MARIN FIRE AUTHORITY
OUTLINE OF THE FIRE INSPECTOR / INVESTIGATOR SALARY AND BENEFITS
1. CONDITIONS OF EMPLOYMENT
a) At-Will Status
The Fire Inspector / Investigator is an unrepresented employee that will serve at-will to the Fire Chief. Consistent with the provisions of this outline and the annually adopted budget, the Executive Manager shall assign salary and benefits to unrepresented employees.
b) Terms of Employment
The Fire Inspector / Investigator shall receive a letter of employment from the Executive Manager and/or the Fire Chief that shall review terms of employment.
c) Comportment Consistent with the Policies, Practices, and Expectations of the Fire Department
The Fire Inspector / Investigator is expected to comport themselves consistent with the policies, practices, and expectations of the Fire Department. Such comportment includes refraining from the use of tobacco products while on duty.
2. SALARY
The Central Marin Fire Authority recognizes the value of attracting and retaining qualified fire inspectors /investigators and is committed to providing a fair and competitive salary to unrepresented employees.
The rates of pay set forth in this Section represent the standard rate of pay for fulltime employment. Compensation for employees working less than full- time shall be adjusted proportionately.
The rates of pay set forth in this Section represent the total compensation due employees, except for overtime compensation and other benefits specifically provided for by the Authority or this Memorandum of Understanding.
The rates of pay set forth in this Section do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expense authorized and incurred incident to Authority employment.
a) Annual Adoption of Salary Table
The Central Marin Fire Authority, as part of its annual review and adoption of a budget, shall review and adopt salaries for the fire inspector / investigator. b) Salary Adjustments
No later than the last working day of May, the Executive Manager and/or Fire Chief shall inform each unrepresented employee if the proposed budget will include a recommendation for a salary adjustment for that employee. Recommendations for salary adjustments will be based on an assessment that shall include, but not be limited to, consideration of the following criteria:
performance reviews
market competitiveness
internal equity and compaction
the financial condition of Central Marin Fire Authority and member agencies
c) Performance Reviews and Performance Pay
The Fire Chief or his or her designee shall conduct a regular performance review of each Fire Inspector / Investigator. manager. Market Competitiveness Review d) Market Competitiveness Review
The Executive Manager and/or the Fire Chief shall provide the Fire Inspector / Investigator Management Unit with the methodology by which managers may conduct a market competitiveness review.
Effective the first full pay period in July 2024, the Authority shall increase the top step of the salary range for sworn employees by 6%. The Authority shall pay this increase retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Memorandum of Understanding.
Effective the first full pay period in July 2025, the Authority shall increase the top step of the salary range for sworn employees by 5.89%.
Effective the first full pay period in July 2026, the Authority shall increase the top step of the salary range for sworn employees by 5%.
e) SALARY RANGE - Effective 1 Full Pay Period July 2024 Fire
Inspector
Monthly $9,551 10,029 $10,530 $11,057 $11,609
Hourly (55.10) (57.86) (60.75) (63.79) (66.98)
f) SALARY RANGE - Effective 1 Full Pay Period July 2025 Fire
Inspector
Monthly $10,114 $10,619 $11,150 $11,708 $12,293
Hourly (58.35) (61.27) (64.33) (67.55) (70.92)
g) SALARY RANGE - Effective 1 Full Pay Period July 2026 Fire
Inspector
Monthly $10,619 $11,150 $11,708 $12,293 $12,908
Hourly (61.27) (64.33) (67.55) (70.92) (74.47)
The Executive Manager shall provide the Management Unit with the methodology by which managers may conduct a market competitiveness review.
3. WORKING HOURS AND OVERTIME PAY
a) Working Hours
During the term of this Agreement, the formal Duty Cycle for Fire Inspector / Investigator is a 40 hour per week work schedule.
b) Overtime Pay
All Fire Inspectors / Investigators required to work overtime for any reason will be paid at one and one- half (1-1/2) times their regular rate of pay for the forty (40) hour workweek. Overtime shall be compensated to the next quarter (1/4) hour. c) Compensating Time Off
Employees who work forty (40) hours per week may take compensatory time off in lieu of pay at time and one-half with the prior approval of the Fire Chief. Said time off shall not be allowed to accumulate in excess of forty (40) hours without the employee obtaining written approval of the Fire Chief and in no case, shall the amount of time exceed a maximum of eighty (80) hours. d) Minimum Overtime Requirements
Employees shall be compensated for a minimum of two (2) hours at the overtime rate for attendance at any meeting or class required by the Fire Chief or his/her designee for the employee to attend outside the employee's regularly scheduled work hours.
Overtime contiguous with the employees' shift will be calculated in 15-minute increments.
4. LONGEVITY PAY
Employees in represented classifications shall receive longevity pay, of two percent (2.0%) of included in base pay, beginning with the employee’s eighth (8th) consecutive year of employment with the Authority.
Employees in represented classifications shall receive an additional two percent (2%) of longevity pay for a total of four percent (4%) of included in base pay, beginning with the employee’s twelfth (12th) consecutive year of employment with the Authority.
3.5. BENEFITS
a) Conformity with International Association of Fire Fighters, Local 1775 MOU The following benefits shall be provided to managers in the manner described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding:
(1) Uniform Allowance
(2) Retirement Health Savings Account (as described in the Retirement Section of the MOU)
b) Deferred Compensation
i) 457 Plan: The Central Marin Fire Authority currently contracts with Mission Square / ICMA Retirement Corporation and CalPERS 457 plans. Employees may defer up to the IRS established limits each year through payroll deduction.
There is a mandatory 1% of salary contribution and a 1% of salary employer match to the employee’s choice of the two plans.
c) Health and Welfare – Active Employees
Central Marin Fire Authority will provide group medical, dental and life insurance to active employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
For employees hired subsequent to July 1, 2017 the Authority shall contribute below-listed amount per month toward each employee’s Section 125 Plan benefit allowance components. All contributions listed below include the Minimum Employer Contribution (MEC):
1) Employee Only: Up to 90% of the Bay Area Kaiser rate for Employee only
2) Employee plus one: Up to 90% of the Bay Area Kaiser rate for Employee plus one
3) Employee plus two or more: Up to 90% of the Bay Area Kaiser family rate
An employee may use any benefit allowance stated above toward the cost of employer provided PERS Health insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
Any Employee that enrolls in a Medical Plan that has a higher premium than the Authority’s contribution, as stated above, will pay the difference via pre- tax payroll deductions.
d) Retiree Medical
Central Marin Fire Authority will provide retiree medical benefits to eligible employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
e) The Authority desires to promote the health and well-being of members by encouraging physical fitness. Improved health and fitness are understood by both parties to improve members’ current sense of wellness and to reduce future medical issues and costs.
Effective the first full pay period in July 2024, the Authority shall reimburse members up to a maximum of five hundred ($500) per fiscal year for qualifying expenses.
1. Health/fitness/wellness club memberships and programs, (online or in person) memberships and programs.
2. Classes and programs (online or in person) related to health/fitness/wellness.
3. Health/Fitness equipment. Generally, health/fitness equipment is defined to include any machine, apparatus, or item that would be available for use by the member at a health/fitness club or through an organized health/fitness/wellness group, course, or program.
4. Massage, chiropractic treatment, or acupuncture treatment.
5. The form and information required to claim reimbursement for this benefit are left to the discretion of the Fire Chief (or his/her designee).
6. Medical, health, cancer, and bloodwork screening tests.
7. Classes or consultations related to nutritional health and sleep.
Off-duty recreational, athletic, and social activities may not be covered by workers’ compensation benefits if the injury arises out of voluntary participation and the activity is not part of the employee’s work-related duties per Labor Code section 3600(a)(9).
4.6. LEAVE
a) Holidays
Central Marin Fire Authority will provide the following fixed paid holidays each calendar year:
New Year’s Day
Martin Luther King, Jr.’s Birthday (third Monday in January) Lincoln’s Birthday (February 12th)
Presidents’ Day (Third Monday in February)
Memorial Day (Last Monday in May)
Juneteenth (June 19th)
Independence Day (July 4th)
Labor Day (First Monday in September)
Columbus Day (Second Monday in October)
Veterans Day (November 11th)
Thanksgiving Day (Fourth Thursday in November)
Day after Thanksgiving Day
Christmas Day (December 25th)
One floating holiday to be taken on either the last working day prior to Christmas Day or New Year's Day, only after prior approval is obtained from the Fire Chief. Fire Department offices and non-emergency services are to be available to the public on both days.
b) Personal Leave At the beginning of the fiscal year, managers shall be credited personal leave as described herein. Personal leave is paid time off and any outstanding balance of personal leave shall expire on the last day of the fiscal year.
i). Unrepresented employees shall receive four (4) days of personal leave in lieu of floating holidays.
c)b) Vacation Leave
Rate of Accrual: Unrepresented employees shall accrue vacation leave in a manner consistent with the methodology described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding. d)c) Sick-Leave
Full time, regular employees, including probationary employees, shall accrue sick leave at the rate of eight (8) hours per month for employees regularly assigned a 40-hour work week. Sick leave accruals are prorated for employees regularly assigned to less than a 40-hour work week. Employees may use accumulated sick leave for any reason allowed under state and federal law including illness, injury, pregnancy, diagnosis, care, treatment, or dental appointments. With appropriate certification, sick leave may also be used for issues related to domestic violence or stalking. Sick leave may also be used to care for a parent, child, spouse, registered domestic partner, parent-in-law, sibling, grandchild, or grandparent as provided for in AB1825. Unused sick leave may be accumulated without limit.
e)d) Jury Duty
If called for jury duty in a Superior or Federal Court, an employee will remain in his/her regular pay status while serving as a juror or while awaiting jury service and return to the Central Marin Fire Authority all fees received (other than mileage allowances). The employee shall furnish upon completion of jury duty a certificate which shall indicate the days attended and fees received. f)e) Military Leave
The Central Marin Fire Authority grants military leave and related benefits maintenance, job seniority and retention rights to all employees for service in a uniformed service in accordance with state and federal law. The employee must notify his/her supervisor of upcoming military duty as soon as he/she becomes aware of his/her obligation.
g)f) Sick Leave on Vacation
If an employee becomes ill or injured while on vacation, he/she is entitled to take sick leave in lieu of vacation. Use of sick leave while on vacation will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to immediate supervisor on the date of illness or injury and verification by a doctor’s certificate.
h)g) Emergency Leave
Upon request of the employee, up to six (6) days of paid sick leave per year may be used for illness of the employee’s spouse, children, parents, brother, sister or persons of a familial relationship residing in the household. Additional unpaid family medical leave may be available as provided by law.
In the event of a death in an employee’s immediate family, three (3) days of bereavement leave may be granted. For purposes of this Section, the immediate family shall consist of spouse, children, mother, father, brother, sister, aunt, uncle and grandparent of the employee or his/her spouse, or persons of a familial relationship residing in the household. Up to five (5) days of bereavement leave may be granted if the funeral is held outside of the State of California.
Bereavement leave applies only in instances in which the employee attends the funeral or is required to make funeral arrangements but is not applicable for other purposes such as settling the estate of the deceased.
i)h) Leave at Childbirth/Adoption Maternity Leave
An employee, who becomes disabled due to pregnancy and/or normal recovery from childbirth, shall be granted leave for the period of disability up to a maximum of sixteen weeks. During such leave, the employee must use her accumulated sick leave time. A doctor’s certificate will be required for such leave. Time away from work will be granted in accordance with the provisions of the Family Medical Leave Act and/or California Pregnancy Disability Leave Act. An employee may request the use of other accrued leaves, such as vacation or comp time, in conjunction with such sick leave use, as herein provided. When other leave balances are exhausted, additional time away may be requested as leave of absence without pay.
Paternity Leave
A maximum of three (3) days leave with pay shall be granted to employees for the purpose of preparation for and care of the employee’s newborn or newly adopted child. This paternity leave shall be charged against the employee’s accumulated sick leave. Such leave should be scheduled in advance when possible. Additional time off work will be granted in accordance with the Family Medical Leave Act and/or the California Family Rights Act, as applicable. j)i) Family and Medical Leave Act
The parties acknowledge the applicability of the federal Family and Medical Leave Act and of the California Family Rights Act; and intend to comply with the provisions of these acts.
5. Administrative Leave
It is the desire of the Central Marin Fire Authority to recognize the many additional hours of service its unrepresented employees provide through an Administrative Leave program.
a) Annual Allocation: At the beginning of the fiscal year, unrepresented employees shall be credited with ten (10) days of annual administrative leave to be used to compensate for additional work performed outside the normal business day. (This allocation will be prorated for employment that begins after the start of the fiscal year.) Administrative leave may be taken as paid time off during the course of the fiscal year.
b) Expiration of Administrative Leave: Administrative leave must be used during the fiscal year granted. For those unrepresented employees who do not meet the following criteria, upon the issuance of the first paycheck in June:
(i) remain employed in good standing with Central Marin Fire Authority,
(ii) and have used at least 5 working days of vacation leave during the current fiscal year (prior to June 1)
c) Conversion to Personal Leave: No later than the last working day in May, unrepresented employees who have met or will meet the criteria in Paragraph 5(b) may notify the Fire Chief and/or Executive Manager of their desire to convert any amount of administrative leave to personal leave.
d) Direct Compensation for Administrative Leave: No later than the last working day in May, unrepresented employees who met or will meet the criteria in Paragraph 5(b) may notify the Fire Chief and/or Executive Manager of their desire to receive direct compensation for all or a portion of their administrative leave balances. Direct compensation shall be made on the first paycheck in June.
e) Deferred Compensation for Administrative Leave: Following the first paycheck in June, remaining administrative leave balances shall be converted to deferred compensation and deposited into a Retiree Health Savings (RHS) account, a 457 account, or some combination of the two accounts administered by ICMA-RC/Mission Square. The program will be set- up and maintained in accordance with the guidelines of ICMA-RC/Mission Square.
6. INVOLUNTARY SEPARATION AND SERVERANCE In the event a Management employee is terminated or asked to resign by the Executive Manager during such time as the Management employee continues to be willing and able to perform his or her duties, the Central Marin Fire Authority shall pay the employee a lump sum cash payment equal to three (3) months’ base salary. Receipt of this lump sum payment is contingent upon execution by the Executive Manager and the employee of a separation agreement and general release of a form approved by the Central Marin Fire Authority attorney. In the addition, the Central Marin Fire Authority shall extend to the employee the right to continue health insurance as may be required and pursuant to the terms and conditions of the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA).
7. RETIREMENT
a) California Public Employees’ Retirement System (CalPERS) The Central Marin Fire Authority contracts with CalPERS for the provision of a retirement program for its safety employees. The Central Marin Fire Authority does not administer the retirement program and makes no representation of the specific parameters of the program beyond what is provided in the Central Marin Fire Authority’s contract with CalPERS.
The program currently offered to classic safety employees is the “3%@55” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
The program offered to PEPRA safety employees is the 2.7 “2.7% at 57” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Central Marin Fire Authority does not currently employ any miscellaneous classic CalPERS members in the unrepresented employee unit.
The program offered to miscellaneous PERPA members is the “2% at 62” program.
b) Employee PERS Cost Sharing.
Employee cost sharing for safety members will be implemented as described in Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Employee cost sharing for miscellaneous members is in accordance with CalPERS PEPRA rules for miscellaneous PEPRA members.
c) Medicare
The Central Marin Fire Authority does not participate in Social Security for its full and part-time permanent employees. However, employees are subject to the Medicare portion of Social Security which mandates that the employeeemployee, and the employer must contribute 1.45% of the employee’s salary up to a maximum dollar amount.
d) Retiree Medical
Retiree medical benefits will be provided to eligible employees who retire from Central Marin Authority in accordance with the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
6 ATTACHMENT 3
Central Marin Fire Authority outline of the Fire Inspector/Investigator salary and benefits (Clean Version)
RESOLUTION NO. 2024/08
EXHIBIT A
CENTRAL MARIN FIRE AUTHORITY
OUTLINE OF THE FIRE INSPECTOR / INVESTIGATOR SALARY AND BENEFITS
1. CONDITIONS OF EMPLOYMENT
a) At-Will Status
The Fire Inspector / Investigator is an unrepresented employee that will serve at-will to the Fire Chief. Consistent with the provisions of this outline and the annually adopted budget, the Executive Manager shall assign salary and benefits to unrepresented employees.
b) Terms of Employment
The Fire Inspector / Investigator shall receive a letter of employment from the Executive Manager and/or the Fire Chief that shall review terms of employment.
c) Comportment Consistent with the Policies, Practices, and Expectations of the Fire Department
The Fire Inspector / Investigator is expected to comport themselves consistent with the policies, practices, and expectations of the Fire Department. Such comportment includes refraining from the use of tobacco products while on duty.
2. SALARY
The Central Marin Fire Authority recognizes the value of attracting and retaining qualified fire inspectors /investigators and is committed to providing a fair and competitive salary to unrepresented employees.
The rates of pay set forth in this Section represent the standard rate of pay for fulltime employment. Compensation for employees working less than full- time shall be adjusted proportionately.
The rates of pay set forth in this Section represent the total compensation due employees, except for overtime compensation and other benefits specifically provided for by the Authority or this Memorandum of Understanding.
The rates of pay set forth in this Section do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expense authorized and incurred incident to Authority employment.
a) Annual Adoption of Salary Table
The Central Marin Fire Authority, as part of its annual review and adoption of a budget, shall review and adopt salaries for the fire inspector / investigator. b) Salary Adjustments
• No later than the last working day of May, the Executive Manager and/or Fire Chief shall inform each unrepresented employee if the proposed budget will include a recommendation for a salary adjustment for that employee. Recommendations for salary adjustments will be based on an assessment that shall include, but not be limited to, consideration of the following criteria:
• performance reviews
• market competitiveness
• internal equity and compaction
• the financial condition of Central Marin Fire Authority and member agencies
c) Performance Reviews and Performance Pay
The Fire Chief or his or her designee shall conduct a regular performance review of each Fire Inspector / Investigator.
d) Market Competitiveness Review
The Executive Manager and/or the Fire Chief shall provide the Fire Inspector / Investigator Management Unit with the methodology by which managers may conduct a market competitiveness review.
Effective the first full pay period in July 2024, the Authority shall increase the top step of the salary range for sworn employees by 6%. The Authority shall pay this increase retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Memorandum of Understanding.
Effective the first full pay period in July 2025, the Authority shall increase the top step of the salary range for sworn employees by 5.89%.
Effective the first full pay period in July 2026, the Authority shall increase the top step of the salary range for sworn employees by 5%.
e) SALARY RANGE - Effective 1 Full Pay Period July 2024 Fire
Inspector
Monthly $9,551 10,029 $10,530 $11,057 $11,609
Hourly (55.10) (57.86) (60.75) (63.79) (66.98)
f) SALARY RANGE - Effective 1 Full Pay Period July 2025 Fire
Inspector
Monthly $10,114 $10,619 $11,150 $11,708 $12,293
Hourly (58.35) (61.27) (64.33) (67.55) (70.92)
g) SALARY RANGE - Effective 1 Full Pay Period July 2026 Fire
Inspector
Monthly $10,619 $11,150 $11,708 $12,293 $12,908
Hourly (61.27) (64.33) (67.55) (70.92) (74.47)
3. WORKING HOURS AND OVERTIME PAY
a) Working Hours
During the term of this Agreement, the formal Duty Cycle for Fire Inspector / Investigator is a 40 hour per week work schedule.
b) Overtime Pay
All Fire Inspectors / Investigators required to work overtime for any reason will be paid at one and one- half (1-1/2) times their regular rate of pay for the forty (40) hour workweek. Overtime shall be compensated to the next quarter (1/4) hour. c) Compensating Time Off
Employees who work forty (40) hours per week may take compensatory time off in lieu of pay at time and one-half with the prior approval of the Fire Chief. Said time off shall not be allowed to accumulate in excess of forty (40) hours without the employee obtaining written approval of the Fire Chief and in no case, shall the amount of time exceed a maximum of eighty (80) hours. d) Minimum Overtime Requirements
Employees shall be compensated for a minimum of two (2) hours at the overtime rate for attendance at any meeting or class required by the Fire Chief or his/her designee for the employee to attend outside the employee's regularly scheduled work hours.
Overtime contiguous with the employees' shift will be calculated in 15-minute increments.
4. LONGEVITY PAY
Employees in represented classifications shall receive longevity pay, of two percent (2.0%) of included in base pay, beginning with the employee’s eighth (8th) consecutive year of employment with the Authority.
Employees in represented classifications shall receive an additional two percent (2%) of longevity pay for a total of four percent (4%) of the base pay, beginning with the employee’s twelfth (12th) consecutive year of employment with the Authority.
5. BENEFITS
a) Conformity with International Association of Fire Fighters, Local 1775 MOU The following benefits shall be provided to managers in the manner described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding:
(1) Uniform Allowance
(2) Retirement Health Savings Account (as described in the Retirement Section of the MOU)
b) Deferred Compensation
i) 457 Plan: The Central Marin Fire Authority currently contracts with Mission Square / ICMA Retirement Corporation and CalPERS 457 plans. Employees may defer up to the IRS established limits each year through payroll deduction.
There is a mandatory 1% of salary contribution and a 1% of salary employer match to the employee’s choice of the two plans.
c) Health and Welfare – Active Employees
Central Marin Fire Authority will provide group medical, dental and life insurance to active employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
For employees hired subsequent to July 1, 2017 the Authority shall contribute below-listed amount per month toward each employee’s Section 125 Plan benefit allowance components. All contributions listed below include the Minimum Employer Contribution (MEC):
1) Employee Only: Up to 90% of the Bay Area Kaiser rate for Employee only
2) Employee plus one: Up to 90% of the Bay Area Kaiser rate for Employee plus one
3) Employee plus two or more: Up to 90% of the Bay Area Kaiser family rate
An employee may use any benefit allowance stated above toward the cost of employer provided PERS Health insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
Any Employee that enrolls in a Medical Plan that has a higher premium than the Authority’s contribution, as stated above, will pay the difference via pre- tax payroll deductions.
d) Retiree Medical
Central Marin Fire Authority will provide retiree medical benefits to eligible employees as described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding.
e) The Authority desires to promote the health and well-being of members by encouraging physical fitness. Improved health and fitness are understood by both parties to improve members’ current sense of wellness and to reduce future medical issues and costs.
Effective the first full pay period in July 2024, the Authority shall reimburse members up to a maximum of five hundred ($500) per fiscal year for qualifying expenses.
1. Health/fitness/wellness club memberships and programs, (online or in person) memberships and programs.
2. Classes and programs (online or in person) related to health/fitness/wellness.
3. Health/Fitness equipment. Generally, health/fitness equipment is defined to include any machine, apparatus, or item that would be available for use by the member at a health/fitness club or through an organized health/fitness/wellness group, course, or program.
4. Massage, chiropractic treatment, or acupuncture treatment.
5. The form and information required to claim reimbursement for this benefit are left to the discretion of the Fire Chief (or his/her designee).
6. Medical, health, cancer, and bloodwork screening tests.
7. Classes or consultations related to nutritional health and sleep.
Off-duty recreational, athletic, and social activities may not be covered by workers’ compensation benefits if the injury arises out of voluntary participation and the activity is not part of the employee’s work-related duties per Labor Code section 3600(a)(9).
6. LEAVE
a) Holidays
Central Marin Fire Authority will provide the following fixed paid holidays each calendar year:
• New Year’s Day
• Martin Luther King, Jr.’s Birthday (third Monday in January) • Lincoln’s Birthday (February 12th)
• Presidents’ Day (Third Monday in February)
• Memorial Day (Last Monday in May)
• Juneteenth (June 19th)
• Independence Day (July 4th)
• Labor Day (First Monday in September)
• Columbus Day (Second Monday in October)
• Veterans Day (November 11th)
• Thanksgiving Day (Fourth Thursday in November)
• Day after Thanksgiving Day
• Christmas Day (December 25th)
• One floating holiday to be taken on either the last working day prior to Christmas Day or New Year's Day, only after prior approval is obtained from the Fire Chief. Fire Department offices and non-emergency services are to be available to the public on both days.
b) Vacation Leave
Rate of Accrual: Unrepresented employees shall accrue vacation leave in a manner consistent with the methodology described in the International Association of Fire Fighters, Local 1775 Memorandum of Understanding. c) Sick-Leave
Full time, regular employees, including probationary employees, shall accrue sick leave at the rate of eight (8) hours per month for employees regularly assigned a 40-hour work week. Sick leave accruals are prorated for employees regularly assigned to less than a 40-hour work week. Employees may use accumulated sick leave for any reason allowed under state and federal law including illness, injury, pregnancy, diagnosis, care, treatment, or dental appointments. With appropriate certification, sick leave may also be used for issues related to domestic violence or stalking. Sick leave may also be used to care for a parent, child, spouse, registered domestic partner, parent-in-law, sibling, grandchild, or grandparent as provided for in AB1825. Unused sick leave may be accumulated without limit.
d) Jury Duty
If called for jury duty in a Superior or Federal Court, an employee will remain in his/her regular pay status while serving as a juror or while awaiting jury service and return to the Central Marin Fire Authority all fees received (other than mileage allowances). The employee shall furnish upon completion of jury duty a certificate which shall indicate the days attended and fees received. e) Military Leave
The Central Marin Fire Authority grants military leave and related benefits maintenance, job seniority and retention rights to all employees for service in a uniformed service in accordance with state and federal law. The employee must notify his/her supervisor of upcoming military duty as soon as he/she becomes aware of his/her obligation.
f) Sick Leave on Vacation
If an employee becomes ill or injured while on vacation, he/she is entitled to take sick leave in lieu of vacation. Use of sick leave while on vacation will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to immediate supervisor on the date of illness or injury and verification by a doctor’s certificate.
g) Emergency Leave
Upon request of the employee, up to six (6) days of paid sick leave per year may be used for illness of the employee’s spouse, children, parents, brother, sister or persons of a familial relationship residing in the household. Additional unpaid family medical leave may be available as provided by law.
In the event of a death in an employee’s immediate family, three (3) days of bereavement leave may be granted. For purposes of this Section, the immediate family shall consist of spouse, children, mother, father, brother, sister, aunt, uncle and grandparent of the employee or his/her spouse, or persons of a familial relationship residing in the household. Up to five (5) days of bereavement leave may be granted if the funeral is held outside of the State of California.
Bereavement leave applies only in instances in which the employee attends the funeral or is required to make funeral arrangements but is not applicable for other purposes such as settling the estate of the deceased.
h) Leave at Childbirth/Adoption Maternity Leave
An employee, who becomes disabled due to pregnancy and/or normal recovery from childbirth, shall be granted leave for the period of disability up to a maximum of sixteen weeks. During such leave, the employee must use her accumulated sick leave time. A doctor’s certificate will be required for such leave. Time away from work will be granted in accordance with the provisions of the Family Medical Leave Act and/or California Pregnancy Disability Leave Act. An employee may request the use of other accrued leaves, such as vacation or comp time, in conjunction with such sick leave use, as herein provided. When other leave balances are exhausted, additional time away may be requested as leave of absence without pay.
Paternity Leave
A maximum of three (3) days leave with pay shall be granted to employees for the purpose of preparation for and care of the employee’s newborn or newly adopted child. This paternity leave shall be charged against the employee’s accumulated sick leave. Such leave should be scheduled in advance when possible. Additional time off work will be granted in accordance with the Family Medical Leave Act and/or the California Family Rights Act, as applicable. i) Family and Medical Leave Act
The parties acknowledge the applicability of the federal Family and Medical Leave Act and of the California Family Rights Act; and intend to comply with the provisions of these acts.
7. RETIREMENT
a) California Public Employees’ Retirement System (CalPERS) The Central Marin Fire Authority contracts with CalPERS for the provision of a retirement program for its safety employees. The Central Marin Fire Authority does not administer the retirement program and makes no representation of the specific parameters of the program beyond what is provided in the Central Marin Fire Authority’s contract with CalPERS.
The program currently offered to classic safety employees is the “3%@55” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
The program offered to PEPRA safety employees is the 2.7 “2.7% at 57” program as described in the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Central Marin Fire Authority does not currently employ any miscellaneous classic CalPERS members in the unrepresented employee unit.
The program offered to miscellaneous PERPA members is the “2% at 62” program.
b) Employee PERS Cost Sharing.
Employee cost sharing for safety members will be implemented as described in Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
Employee cost sharing for miscellaneous members is in accordance with CalPERS PEPRA rules for miscellaneous PEPRA members.
c) Medicare
The Central Marin Fire Authority does not participate in Social Security for its full and part-time permanent employees. However, employees are subject to the Medicare portion of Social Security which mandates that the employee, and the employer must contribute 1.45% of the employee’s salary up to a maximum dollar amount.
d) Retiree Medical
Retiree medical benefits will be provided to eligible employees who retire from Central Marin Authority in accordance with the Memorandum of Understanding Between the Central Marin Fire Authority and the International Association of Firefighters Local 1775.
CENTRAL MARIN FIRE COUNCIL
STAFF REPORT
1 7.D.
REPORT DATE: August 01, 2024
MEETING DATE: August 08, 2024
TO: Central Marin Fire Authority Council
FROM: Ruben Martin, Fire Chief
Management Committee
Daria Carrillo, Finance Director
SUBJECT: Authorize the Management Committee to Execute Amendments to the Salary and Benefits for the Position of Administrative Assistant for the Period of July 1, 2024 Through June 30, 2027
RECOMMENDED ACTION:
Review draft Resolution No. 2024/09 authorizing the Management Committee to execute amendments to the salary and benefits for the position of Administrative Assistant for the period of July 1, 2024 through June 30, 2027.
BACKGROUND/DISCUSSION:
In 2018, when the Central Marin Fire Authority (CMFA) was created as a result of the consolidation/merger of the Corte Madera and Larkspur Fire Departments, our incumbent Administrative Assistant, Meaghan Pang, who was a Corte Madera Fire and Town employee, remained as the Administrative Assistant for the newly formed fire agency. During the transition, an oversight occurred with the employment status of the administrative position.
At the November 10, 2022 CMFA Fire Council meeting, the Fire Council adopted Resolution No. 2022/07 which established a salary and benefits for the Administrative Assistant. The employment agreement and resolution changed the employer of record from the Town of Corte Madera to the Central Marin Fire Authority while maintaining and honoring the same existing salary and benefits that were agreed upon while being represented by the Town of Corte Madera miscellaneous employees (refer to Attachment 1).
The amendments to the Administrative Assistant’s salary and benefits included in draft Resolution No. 2024/09 (Attachment 3) provide for a four percent (4%) salary increase to the 2 salary schedule effective the first full pay period in July 2024, a three percent (3%) increase effective the first full pay period in July 2025, and a three percent (3%) increase the first full pay period in July 2026.
The proposed Resolution No. 2024/09 includes additional provisions as follows:
• Supplemental Dental Fund for Employee Only – adds a benefit of Four Hundred Dollars ($400.00). Employees in this Employee Group may request up to $400.00 from the Supplemental Dental Fund after presenting written proof that the employee (as patient) has reached the employee’s out-of-pocket maximum for the year. • Opt-Out of Medical Coverage – adds the ability to opt-out of CMFA-provided medical coverage. Employees who provide proof of other medical coverage may opt out of the Town-provided Section 125 Plan benefit for medical coverage and receive Three Hundred and Fifty Dollars ($350.00) per month in lieu of CMFA provided medical coverage.
• Retiree Medical benefit – increases the annual contribution to each employee’s Health Savings Account to One Thousand Five Hundred Dollars ($1500.00) for employees with 4-10 years’ service and to One Thousand Eight Hundred Seventy-Five Dollars ($1875.00) for employees with 11+ years of service. CMFA’s previous contribution to employee’s Retirement Health Savings Account (RHSA) was $1,200 and $1,500 respectively.
• Holidays – adds June 19th (Juneteenth) as an additional floating holiday bringing the total number of holidays to fourteen (14).
• Leaves of Absence section was updated to include domestic partners registered with the state of California as a recognized member of an employee’s immediate family in compliance with California state law.
• Family Medical Leave Act – language updated to comply with current federal and state laws.
These proposed amendments can be seen in the red-line version of draft Resolution No. 2024/09 (Attachment 2).
ENVIRONMENTAL IMPACT:
This activity is not defined as a project under CEQA (Section 15378 CEQA Guidelines).
FISCAL IMPACT:
Staff calculates that the cost of the increase to the salary schedule is as follows:
3 • 4% increase effective July 2024 is $3,864
• 3% increase effective July 2025 is $3,012
• 3% increase effective July 2026 is $3,096
OPTIONS:
1. Adopt Resolution No. 2024/09 as presented.
2. Adopt Resolution No. 2024/09 with modifications.
3. Take no action at this time and provide further direction to staff.
ATTACHMENTS:
1. 2022 Employment Letter to Meaghan Pang including adopted Resolution No. 2022-07
2. Draft Resolution No. 2024/09 Red-Line Version
3. Draft Resolution No. 2024/09 Clean Version
THIS ITEM HAS BEEN REVIEWED AND APPROVED BY THE MANAGEMENT COMMITTEE. 4 ATTACHMENT 1
2022 Employment Letter to Meaghan Pang including adopted Resolution No. 2022-07
CENTRAL MARIN FIRE AUTHORITY
Corte Madera ~ Larkspur
RUBEN MARTIN
Fire Chief
342 Tamalpais Drive, Corte Madera, CA 94925 ~ Phone: (415)927-5077 Fax: (415)927-5788 ~ centralmarinfire.org October 26, 2022 Sent via email to: [email protected] Meaghan Pang
478 Pipestone Circle
Petaluma, CA 94954
Dear Meaghan,
I am very pleased to offer you an opportunity to continue in your position as Administrative Assistant as an employee with the Central Marin Fire Authority. The most notable change in your employment status would involve a change of your employer of record from Town of Corte Madera to becoming an employee of the Central Marin Fire Authority. We will honor the terms and conditions of your current employment as a member of the Town of Corte Madera’s Confidential, Professional, Technical and Mid-Managers’ employee group as they relate to salary and benefits for a Confidential employee and then renegotiate a new employment agreement with you on or before July 7, 2024, when the Town of Corte Madera’s current agreement with the above referenced employee group expires.
As a single classification, non-sworn position employed by the Central Marin Fire Authority, you will be subject to all of the Central Marin Fire Authority’s policies, standard operating procedures, and personnel rules and regulations versus those of an employee with the Town of Corte Madera. As a non-sworn employee of the Central Marin Fire Authority, you will not be afforded employment rights covered under the State of California’s Firefighters Procedural Bill of Rights (FBOR). You will be afforded the administrative rights of other non-sworn personnel employed by the Central Marin Fire Authority. The effective date of this change in your employment will be finalized once you have signed this employment letter and the Executive Manager of the Central Marin Fire Authority has approved adding the classification of Administrative Assistant to staffing plan and budget for the Central Marin Fire Authority.
The Administrative Assistant position is an at-will position in the Central Marin Fire Authority. You will retain your current salary and any eligibility for a merit-based step increase based upon your current anniversary date as an employee of the Town of Corte Madera. In addition, you will be eligible for the salary range increase scheduled for July 10, 2023.
Please feel free to contact the Authority’s Human Resources Manager, Janet Thiessen, or Chief Ruben Martin with any questions related to this change in employer of record or any changes to the terms and conditions of your employment.
Please sign below to acknowledge acceptance of this offer of employment and return a signed copy to Janet Thiessen at [email protected] Sincerely,
Ruben Martin
Fire Chief
Cc: Daria Carrillo, Finance Director, Town of Corte Madera File Copy
I accept this position of Administrative Assistant with the Central Marin Police Authority as stated in this letter.
_______________________________ __________________________ Signature Date
CENTRAL MARIN FIRE AUTHORITY
RESOLUTION NO. 2022/07
A RESOLUTION OF THE CENTRAL MARIN FIRE COUNCIL OF THE CENTRAL
MARIN FIRE AUTHORITY ESTABLISHING A SALARY AND BENEFITS FOR THE ADMINISTRATIVE ASSISTANT FOR FISCAL YEARS 2022-2023 AND 2023-2024 WHEREAS, the Central Marin Fire Authority has adopted a budget that authorizes the Executive Manager to employ an Administrative Assistant; and WHEREAS, the Administrative Assistant is unrepresented and serves at will to the Executive Manager or his designee; and
WHEREAS, the Central Marin Fire Authority Council desires to establish a salary and benefits for the Administrative Assistant; and
WHEREAS, the attached "Exhibit A" provides a job classification and job description for the Administrative Assistant; and
WHEREAS, the attached "Exhibit B" provides an outline of a salary schedule for the Administrative Assistant and includes the link to Corte Madera Resolution No. 38/2021, the existing Memorandum of Understanding (MOU) applicable to the Administrative Assistant position for fiscal years 2022-2023 and 2023-2024.
NOW THEREFORE, BE IT RESOLVED that the Central Marin Fire Authority adopts Resolution No. 2022/07 establishing the definition of the Administrative Assistant described in Exhibit A and establishing a salary schedule and benefits as outlined in Exhibit B; and BE IT FURTHER RESOLVED that the Central Marin Fire Authority Council authorizes the Executive Manager to implement the provisions of Exhibit B with the discretion afforded therein and consistent with the budget adopted annually by the Fire Council; and BE IT FURTHER RESOLVED that the Central Marin Fire Authority Council authorizes the Executive Manager, at the time of recruitment for the Administrative Assistant position authorized by the budget, to offer a competitive package of salary and benefits.
IT IS HEREBY CERTIFIED that the foregoing Resolution No. 2022/07 was duly and regularly adopted by the Central Marin Fire Council of the Central Marin Fire Authority at a regular meeting thereof held this I 0
th day of November, 2022.
***********************
AYES:
NOES:
COUNCILMEMBERS: Beckman, Ravasio, Way
COUNCILMEMBERS: - None -
ABSENT: COUNCILMEMBERS: Haroff
ABSTAIN: COUNCILMEMBERS: - None -
Effic man, Authority Chair
Central Marin Fire Authority
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EXHIBIT A
CENTRAL MARIN FIRE AUTHORITY
ADMINISTRATIVE ASSISTANT
DEFINITION
To perform a variety of responsible, confidential secretarial, clerical, and administrative support functions to the daily operations of Fire Department management staff and in support of the assigned department; and to serve as office and counter receptionist providing information and assistance to the public.
DISTINGUISHING CHARACTERISTICS
This classification is characterized by the responsibility for performing complex clerical and administrative support tasks and for applying specialized knowledge of departmental program procedures, services and methods. Employees in this class perform tasks without specific instructions or assistance. Incumbents provide direct secretarial support, and relieve the Fire Chief of administrative detail. Incumbents have routine contact with the public, answering procedural questions or giving out factual information. Positions at this level frequently work outside the immediate proximity of a supervisor. This classification is distinguished from SecretaryConfidential by the latitude in decision making and applying broader aspects of established practices and procedures to problems not falling concisely within the limitations of accepted standards or precedents.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from the Fire Chief.
May oversee the work of part-time clerical support staff.
EXAMPLES OF IMPORT ANT AND ESSENTIAL DUTIES
Serve as primary support to the Fire Chief and other management or professional staff; receive; compile, compose, proofread and edit routine and non-routine reports, correspondence, forms, and formal minutes or meeting notes and other documents; select appropriate document formats; gather information necessary for document composition, meetings, and/or presentations; receive direction regarding or determine document content, distribution, and preparation priority; compose and prepare for signature routine letters/notices, resolutions, notices, and agendas; process subpoenas.
Type general correspondence, memoranda, labels, contracts, bid packages, legal documents, and reports from handwritten or typed notes, drafts, or machine dictated tapes; format documents and check drafts for punctuation, spelling, and grammar; make or suggest corrections to drafts; distribute copies of materials.
- I -
Central Marin Fire Authority
Administrative Assistant (Continued)
Serve as receptionist; assist callers and visitors by telephone and in person by directing them to appropriate Town staff; answer procedural questions and give out factual information requiring interpretation of policies and procedures within specific guidelines.
Provide forms, applications, and other materials; may assist citizens and others in completing applications or forms; process applications and issue permits, registrations, and other documents; record and file documents; receive money and issue receipts; prepare and process deposits; track permit transactions into logs or tracking systems.
Prepare and maintain records; enter and retrieve data; produce various documents, summaries and reports utilizing standard and advanced equipment and computer functions and programs, developing formats and manipulating data to achieve desired results.
Assist in the development and implement procedures for smooth worktlow processes within the department; coordinate and track operations and activities to ensure completion of projects and operations.
Research, compile and summarize information from a variety of sources for reports; prepare routine reports.
Maintain departmental files; file copies of letters, memoranda, reports, and other materials in departmental and/or central files; ensure compliance with records retention system procedures; prepare labels.
Maintain manuals and update resource materials.
Maintain inventory and stock of supplies for the assigned area; order office supplies; coordinate repair of office equipment.
Maintain purchasing, budgeting, accounting, inventory, and related records for assigned areas; code invoices per chart of accounts; assist in gathering information for budget; maintain department petty cash.
Maintain calendar; schedule and prepare rooms for meetings and training sessions; make travel arrangements for staff.
Assist with planning, coordinating and staffing special events and projects.
Read, prioritize and screen mail; route and/or deliver mail and other material to staff or other departments for handling; attach back-up materials; initiate responses to routine correspondence and mail receipts.
Attend, record, and transcribe minutes for a variety of meetings and commissions as assigned. - 2 -
Central Marin Fire Authority
Administrative Assistant (Continued)
Place advertisements in local newspapers and/or online recruitment platforms; conduct background investigations; schedule appointments and interviews; proctor hiring/selection procedures.
May oversee the work of part-time clerical support staff.
Compose and broadcast informational and emergency messages on local radio station; train other staff on how to use the system.
Assist with maintaining department social media accounts.
JOB RELATED AND ESSENTIAL QUALIFICATIONS
Knowledge of:
General knowledge of all functions, policies, and procedures of the department.
Operations and structures of municipal governments.
Principles and procedures of record keeping.
Principles and procedures used in report preparation.
Secretarial and office methods, procedures and techniques, including public contact, manual and automated filing systems, information storage and retrieval systems, business correspondence, report writing, minute and agenda preparation, and correct English usage; standard operating policies, procedures and administrative structure.
Basic mathematical principles.
Skill to:
Operate modern office equipment including computer equipment.
Type and enter data at a speed necessary for successful job performance.
Ability to:
Learn, interpret, and apply pertinent Federal, State, and local laws, codes, and regulations including administrative and departmental policies and procedures pertaining to assigned programs and functions.
Provide varied complex secretarial and office administrative assistance to a department head and other staff; organize and prioritize work to meet deadlines; follow-up on assignments. - 3 -
Central Marin Fire Authority
Administrative Assistant (Continued)
Perform general clerical work including maintenance of appropriate records and compiling information for reports.
Maintain confidential data and information.
Work independently in the absence of supervision.
Prepare reports using spreadsheets and other software.
Respond to requests and inquiries from the general public.
Perform routine mathematical calculations.
Compile, prepare and maintain accurate records, files and reports.
Work cooperatively with other departments, Town and City officials, and outside agencies.
Understand and follow oral and written instructions.
Oversee the work of lower level support staff.
Maintain and enforce confidentiality related to the privacy of, and access to, patient health information in accordance with the Federal Health Insurance Portability and Accountability Act (HIPAA).
Communicate clearly and concisely, both orally and in writing.
Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work.
Experience and Training Guidelines:
Any combination equivalent to experience and training that would provide the required knowledge, skills, and abilities would be qualifying. A typical way to obtain the knowledge, skills, and abilities would be:
Experience:
Three years of responsible clerical experience.
Training:
Equivalent to the completion of the twelfth grade.
Associate's or Bachelor's degree desirable.
Special Requirements:
- 4 -
Central Marin Fire Authority
Administrative Assistant (Continued)
Essential duties require the following physical skills and work environment:
Ability to work in a standard office environment; requires the ability to exert a small amount of physical effort in sedentary to light work involving moving from one area of the office to another; requires sufficient hand/eye coordination to perform semi-skilled repetitive movements, such as typing, filing, data entry, and/or use of calculators, ten-key adding machine, or other office equipment or supplies; may involve extensive computer screen use.
Effective Date: December 13, 2018
Fire Council Resolution: 2022/07
Fire Council Approval: 11/10/2022
- 5 -
EXHIBIT B
CENTRAL MARIN FIRE AUTHORITY OUTLINE OF THE
SALARY SCHEDULE FOR ADMINISTRATIVE ASSISTANT
Salary Range Effective July 11, 2022
Administrative Assistant Stepl Step 2 Step 3 Step 4 Step 5 Monthly 6,424 6,745 7,082 7,436 7,808
Hourly 37.06 38.91 40.86 42.90 45.05
Salary Range Effective July 10, 2023
Administrative Assistant Step 1 Step 2 Step 3 Step 4 Step 5 Monthly 6,617 6,947 7,295 7,660 8,043
Hourly 38.17 40.08 42.09 44.19 46.40
Link to Corte Madera Resolution No. 38/2021, the existing Memorandum of Understanding (MOU) applicable to the Administrative Assistant position for fiscal years 2022-2023 and 2023- 2024:
https ://www.townofcortemadera.org/ Arch i veCen ter/View Fi le/ltem/3 7 89 15 ATTACHMENT 2
Draft Resolution No. 2024/09 Red-Line Version
CENTRAL MARIN FIRE AUTHORITY
RESOLUTION NO. 202438/09XX2021
A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF CORTE MADERA
FIXING COMPENSATION AND ESTABLISHING CERTAIN BENEFITS FOR
CONFIDENTIAL, PROFESSIONAL/TECHNICAL, AND MID-MANAGEMENT
EMPLOYEES OF THE TOWN OF CORTE MADERA
A RESOLUTION OF THE CENTRAL MARIN FIRE COUNCIL OF THE CENTRAL
MARIN FIRE AUTHORITY AUTHORIZING THE MANAGEMENT COMMITTEE TO
EXECUTE AMENDMENTS TO THE SALARY
AND BENEFITS FOR THE POSITION OF ADMINISTRATIVE
ASSISTANT FOR THE PERIOD OF JULY 01, 2024 THROUGH JUNE 30, 2027
AUTHORITY
ESTABLISHING SALARIES AND BENEFITS FOR THE ADMINISTARTIVE ASSISTANT COMMENCINGCOMMENCING JULY 0112, 20241 AND ENDING JUNE 30JULY 7, 20274
RESOLVED, by the Town Council Fire Council of the Town of Corte MaderaCentral Marin Fire Authority that:
1. Table of ContentsTABLE OF CONTENTS
Section Title Page
1. Compensation Schedules 2
2. Application of Salary and Wage Rates 2
3. Probationary Periods 2
4. Insurance Allowances-Active Employee 2
5. Retiree Medical 4
6. Compensatory Time Policy 4
7. Employer Paid PERS Member Contribution 4
8. CalPERS “Classic” Employees payment of a portion of the Employer’s (Central Marin Fire Authority) Contribution Rate towards PERS 5
9. Holidays 5
10. Vacations 6
11. Sick Leave 7
12. Leaves of Absence: Job Incurred, Bereavement, Family Illness, Personal, Jury Duty 8
13. Family Medical Leave Act 10
14. Military Family Leave 11
15. School Participation Leave 11
16. Domestic Violence Leave 11
17. Educational Reimbursement 12
18. Reimbursable Expenses 12
19. No Relationship to Other Employee Agreements 12
20. Retroactive Pay 13
Section Title Page
2. Compensation Schedules .................................................................................................. 2
3. Application of Salary and Wage Rates ............................................................................. 2 2 4. Advancement Within Salary and Wage Range ................................................................. 2
5. Salary After Promotion or Demotion ................................................................................ 2
6. Pay for Temporary Assignment to a Higher Classification .............................................. 3
7. Probationary Periods ......................................................................................................... 3
8. Part Time Confidential, Professional/Technical and Mid-Management Employees ........ 3
9. Insurance Allowances - Active Employees ...................................................................... 4
10. Retiree Medical ................................................................................................................. 4
11. Confidential and Professional/Technical Employees Compensatory Time Policy .......... 5
12. Mid-Management Employees Administrative Leave Policy ............................................ 5
13. Employer Paid PERS Member Contributions ................................................................... 5
14. CalPERS "Classic" Confidential, Professional/Technical, and Mid-Management Employees payment of a portion of the Employer's (Town's) Contribution Rate towards PERS ................................................................................................................................. 6
15. Holidays ............................................................................................................................ 6
16. Vacations ........................................................................................................................... 7
17. Sick Leave ......................................................................................................................... 8
18. Leaves of Absence: Job Incurred, Funeral, Family Illness, Personal, Jury Duty ............. 9
19. Family Medical Leave Act .............................................................................................. 10
20. Military Family Leave .................................................................................................... 12
21. School Participation Leave ............................................................................................. 12
22. Domestic Violence Leave ............................................................................................... 12
23. Military Leave ................................................................................................................. 12
24. Mileage Reimbursements ................................................................................................ 12
25. Educational Reimbursements .......................................................................................... 12
26. Reimbursable Expenses .................................................................................................. 13
27. Mobile Technology Expense Allowance ........................................................................ 13
28. No Relationship To Other Employee Agreements ......................................................... 14
29. Retroactive Pay ............................................................................................................... 14
30. Repeal of Conflicting Resolutions .................................................................................. 14
1. Compensation Schedules
1. The compensation schedules attached hereto and entitled, respectively "Compensation Schedule A", hereby is incorporated and adopted as the Compensation Schedule for the employee(s) of the Central Marin Fire Authority (CMFA) shown therein beginning July 1, 2024, and ending June 30, 2027. Compensation Schedule B", and Compensation Schedule C", hereby are incorporated and are adopted as the Compensation Schedules for the employees of the Town of Corte Madera shown therein beginning July 12, 2021 and ending July 7, 2024.
2. Application of Salary and Wage Rates
2. Employees shall be assigned a salary or wage by the Town ManagerFire Chief within the range established for the appropriate position. The minimum rate generally shall be assigned to employees upon original appointment; however, the Town ManagerFire Chief may, when 3 circumstances warrant it, appoint, reinstate or promote at other than the minimum rate, but not more than the maximum rate.
a. Rates of Pay
The monthly salary range for each classification shall be as follows:
i. Effective the First full pay period in July 2024, the TownCMFA shall increase the top step of the salary range for each classification by four percent (4%). The TownCMFA shall pay this increase retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Resolution.
ii. Effective the first full pay period in July 2025, the TownCMFA shall increase the top step of the salary range for each classification by three percent (3%). iii. Effective the first full pay period in July 2026, the TownCMFA shall increase the top step of the salary range for each classification by three percent (3%).
3. Advancement Within Salary and Wage Range
Employees who have performed at satisfactory levels in a given classification for the periods specified above shall be eligible for advancement to the next higher step in the salary range for the classification if they have not reached the salary range maximum. 'If the Town Manager concludes that an employee has not performed satisfactorily, the employee will not be advanced and such decision of the Town Manager is not subject to the grievance procedure.
Salary advancement shall be only at the recommendation of the Department Head and approval of the Town Manager and shall be based on merit as established by record of the employee's performance. The Department Head shall discuss the employee's performance and possible salary advance with the employee's immediate supervisor, if any, prior to finalizing the recommendation.
No salary advancement shall be made so as to exceed any maximum rate established in the Salary Schedule for the employee's position nor be automatic merely upon completion of a specified period of service.
Employees who have performed at satisfactory levels in a given classification for a period of six (6) months of continuous service after initial appointment shall be eligible for advancement to a higher rate in the salary range for the classification. Such salary advancement shall be in an amount 5%. After the initial salary advancement as specified above, employees who have performed at satisfactory levels may be considered for periodic increases one year from the prior increase. Continued satisfactory performance is required to maintain any salary increases above the initial increase.
An employee's performance will be evaluated at least every six (6) months until he/she is receiving the maximum rate for the classification at which time performance evaluations shall occur annually. Only performance evaluations which have been designated as "salary review" performance evaluations will be utilized to advance an employee through the salary range.
Although performance evaluations are not subject to the grievance procedure, the employee may request that the Town Manager review the evaluation.
4. Salary After Promotion or Demotion
When an employee is moved from one class to a class with a higher maximum salary (promotion), he/she shall be appointed at the minimum step of the salary range in the new class or be placed at the step that provides at least a five percent (5%) increase above the salary rate the employee was 4 receiving, whichever is higher; provided, however, that the salary rate received does not exceed the maximum rate for such higher class.
When an employee is moved from one class to a class with a lower maximum salary (demotion), the employee shall be placed at the rate of the salary range prescribed for such lower class that most nearly approximates the salary the employee was receiving; provided, however, that such salary does not exceed the maximum rate for such lower class.
5. Pay for Temporary Assignment to a Higher Classification When an employee has been appointed temporarily to perform the work of a permanent position having a different classification and being paid at a higher rate, and if he/she has worked in such higher classification for more than ten (10) consecutive working days, he/she shall be entitled to a five percent (5%) increase in salary starting on the first (1st) workday and continuing during the period of temporary assignment. Such appointment shall be in writing by the Department Head in advance of the beginning date of the temporary appointment, if possible.
Probationary Periods
6. All original and promotional appointments shall be tentative and subject to a probationary period of one (1) year (12 months) actual service (time in a non-paid status, or on leave such as injury leave shall not count as part of the 12-month actual service time). Individual probationary periods may be extended with good cause upon request of the Fire Chief and concurrence of the Executive Manager; provided, however that no probationary period shall exceed eighteen (18) months' time in a non- paid status, or on leave such as injury leave shall not count as part of the 18-month maximum probationary period).
During the original probationary period, an employee may be terminated at any time by the appointing power without the right of appeal in any manner except as mandated by State or Federal law. Notification of termination in writing shall be served on the probationer and a copy filed with the Executive Manager.
All original and promotional appointments shall be tentative and subject to a probationary period of one (1) year actual service. Individual probationary periods may be extended with good cause upon request of the Department Head and concurrence of the Town Manager; provided, however, that no probationary period shall exceed eighteen (18) months.
During the original probationary period, or any extension thereof, an employee may be terminated at any time by the appointing power without the right of appeal in any manner. A probationary employee whose service is not satisfactory may be dismissed or, in the case of a promotional probationer, may be returned to his/her former classification upon the recommendation department supervisor at any time before the completion of the probationary period. Notification of termination in writing shall be served on the probationer and a copy filed with the Town Manager.
7. Part Time Confidential, Professional/Technical and Mid-Management Employees a. Part-time Position – Definition
A part-time position shall so be officially designated as such and shall regularly be assigned to work for at least forty (40) hours but less than eighty (80) hours of work per bi-weekly pay period. This section does not apply to seasonal employees or those employees working 5 less than forty (40) hours per pay period or nine hundred and fifty (950) hours per fiscal year.
b. Pro-ration of Benefits
Hours that are not worked within the 80 hour bi-weekly pay period may be deducted from the employee's leave balances (provided that the employee complies with all applicable rules and procedures for the use of such leave) or remain uncompensated, except that holidays shall be compensated on a pro-rated basis.
Subject to the provisions of the following paragraph, benefits provided under this resolution shall be calculated on a pro-rated basis by applying the percentage of full time hours that the employee works to the amount of each category of benefits provided to full-time employees under this resolution. (Formula: Number of hours worked by employee divided by 80 equals percentage of full-time benefits accrued by employee. Example: 50 hours worked divided by 80 equals 62.5% of the benefits of a full-time position that is accrued by part-time employee). Benefits as used in this section shall include the Town's dollar contribution to insurance allowances, administrate leave (for exempt classes), holidays, floating holidays, vacations, sick leave, other forms of leave, all PERS related contributions, and any other non-salary forms of compensation provided by the Town.
8.3.Insurance Allowances - Active Employees Insurance Allowances – Active Employees The Town establishes a flexible benefit plan structure effective February 3, 2014 for Confidential, Professional/Technical, and Mid-Management Employees' to accommodate the tiered retiree medical benefit provision in Section 10 of this Resolution.
a. Under the Flexible Benefit Plan the Central Marin Fire AuthorityTown's monthly contribution for the individual employee and the employee's eligible dependents shall be One Hundred and Thirty ThreeFifty-Seven Dollars ($15733.00) per month toward the CalPERS medical plan of the employee's choice and shall adjust in accordance with the Minimum Employer Contribution (MEC) established by the Public Employees Medical and Hospital Care Act.
In addition, the Town Central Marin Fire Authority provides an Internal Revenue Code Section 125 Plan that contains the components of benefit allowance, premium conversion, health care reimbursement account, and dependent care reimbursement account.
The Central Marin Fire AuthorityTown shall contribute the below-listed amount per month toward each employee's Section 125 Plan benefit allowance components:
Family Status Central Marin Fire Authority Contribution Employee only CalPERS Bay Area Kaiser rate for Employee Only, less PERS required MEC
Employee plus one CalPERS Bay Area Kaiser rate for Employee plus one, less PERS required MEC
Employee plus two or more CalPERS Bay Area family rate, less PERS required MEC
6 Family Status
• Employee only
• Employee plus one
• Employee plus two or more
An employee may use any benefit allowance stated above toward the cost of employer- provided PERS Health Insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
Any employee that enrolls in a Medical Plan that has a higher premium than the Central Marin Fire Authority contribution, as stated above, will pay the difference via pre-tax payroll deductions.
The Central Marin Fire Authority shall contribute an amount necessary to pay the full cost for maintaining the existing (1) dental insurance, (2) life insurance, (3) long-term disability insurance, and (4) vision insurance.
b. Supplemental Dental Fund
For the duration of this Resolution, the TownCMFA will make available a supplemental dental fund. This fund may be used to reimburse an employee up to Four Hundred Dollars ($400.00) per year, for dental expenses incurred by a full-time employee, once the employee has reached the annual maximum provided for in the insured employees’ dental plan. The employee will need to provide written proof that the employee has reached the annual maximum amount provided for in the insured’s dental plan. This supplemental plan is available only for expenses incurred by the employee as the patient, not the employee’s dependents.
c. Opt Out of Town Medical Coverage
Employees may opt out of CMFATown-provided Section 125 Plan benefit for medical coverage in Section 9a provided evidence is submitted that the employee has obtained medical insurance coverage elsewhere. An employee that opts out of the Town-provided Section 125 Plan benefit for medical coverage in Section 9a shall be paid Three Hundred and Fifty Dollars ($350)/month. The employee may choose to have the monthly opt out payment placed into their Deferred Compensation account provided such contribution will not exceed allowable limits.
Any employee that enrolls in a Medical Plan that has a higher premium than the Town's contribution, as stated above, will pay the difference via pre-tax payroll deductions.
The Town shall contribute an amount necessary to pay the full cost for maintaining the existing (1) dental insurance, (2) life insurance, (3) long-term disability insurance, and (4) vision insurance.
Town Contribution
• CalPERS Bay Area Kaiser rate for Employee
Only, less PERS required MEC
• CalPERS Bay Area Kaiser rate for Employee plus
one, less PERS required MEC
• CalPERS Bay Area family rate, less PERS
required MEC
7 9.4.Retiree Medical
a. Employees hired or rehired by the Central Marin Fire Authority (Corte Madera and/or Larkspur Fire Departments) after August 1, 2011. Confidential, Professional/Technical, and Mid-Management Employees hired or rehired by the Town after August 1, 2011 The Town's Central Marin Fire Authority retiree medical contribution shall be limited to the PERS Minimum Employer Contribution (MEC). In addition to the MEC, the Central Marin Fire Authority Town shall make the contributions to a Retirement Health Savings Account (RHSA) in accordance with the table below for employees hired or rehired after August 1, 2011:
Years of Service Central Marin Fire Contribution
0 -3 No contribution
Beginning of 4th – 10 $1,500.00 annual
Beginning of 11th plus $1,875.00 annual
Years of Service
• 0 – 1
• Beginning of 2nd – 10
• Beginning of 11th plus
b. Confidential, Professional/Technical, and Mid-Management Employees hired and continuously employed by the Town before August 1, 2011 The Town's Retiree medical contribution shall be in accordance with the following table:
Family Status
• Employee only
• Employee plus one
• Employee plus two or more
• Medicare eligible employee only
• Medicare eligible employee plus one
• Medicare eligible employee plus two
10.5. Confidential and Professional/Technical Employees Compensatory Time Policy Confidential and Professional/Technical employees shall not work more than 40 hours per workweek without the prior approval of the Town Manager. In the event that any Confidential and Professional/Technical employee works more than 40 hours during any workweek (exclusive of any hours not actually worked during that workweek), with the advance approval of the Town Manager, such employee shall receive either (1) overtime pay at one and onehalftimes their straight time hourly rate or (2) compensatory time off at one and one-halftimes Town Contribution
• No contribution
• $1,200 annual
• $1,500 annual
Town Contribution
• CalPERS Bay Area Kaiser rate for
Employee Only, less PERS required MEC
• Marin Kaiser rate for Employee plus One,
less PERS required MEC
• Marin Kaiser rate for Employee plus One,
less PERS required MEC
• Medicare Eligible Marin Kaiser rate for
Employee Only, less PERS required MEC
• Medicare Eligible Marin Kaiser rate for
Employee plus One, less PERS required
MEC
• Medicare Eligible Marin Kaiser rate for
Employee plus One, less PERS required
MEC
8 the additional time worked. The time at which compensatory time is taken shall be determined by the Department Head with due regard for the wishes of the employee and the needs of the Town. Such employees may have accrued no more than 56 hours of compensatory time. Any time accrued beyond 56 hours will automatically be paid for in cash. Employees shall not work more than 40 hours per workweek without the prior approval of the Fire Chief. In the event that an employee works more than 40 hours during any workweek (exclusive of any hours not actually worked during that workweek), with the advance approval of the Fire Chief, such employee shall receive either (1) overtime pay at one and one-half times their straight time hourly rate or (2) compensatory time off at one and one-half times the additional time worked. The time at which compensatory time is taken shall be determined by the Fire Chief with due regard for the wishes of the employee and the needs of the Fire Authority. Such employees may have accrued no more than 56 hours of compensatory time. Any time accrued beyond 56 hours will automatically be paid for in cash.
11. Mid-Management Employees Administrative Leave Policy The Town Manager may at his/her discretion grant up to twelve (12) working days off per fiscal year to MidManagement employees for administrative leave. Any such award shall be based upon hours previously worked during the fiscal year for regular overtime, Town required evening meeting attendance, emergency call-back, required weekend work, or in recognition of other time put in beyond a normal management work week as defined by the Town Manager. Said time off may not be accumulated beyond the fiscal year earned.
6. Employer Paid PERS Member Contributions
12. Classic PERS employees will be members of the Town's Central Marin Fire Authority miscellaneous 2.5% at 55 PERS plan. Classic PERS employees covered under this Resolution will pay the 8% employee PERS contribution.
Employees who meet the definition of a new member under PEPRA will be members of the Central Marin Fire AuthorityTown's 2% at 62 miscellaneous PERS retirement plan. Such members shall contribute at least 50% of the normal cost to PERS.
All employee contributions to PERS shall be pursuant to Internal Revenue Code Section 414 (h) (2).
13.7. CalPERS "Classic" Confidential, Professional/Technical, and Mid-Management Employees payment of a portion of the Employer's (Town'sCentral Marin Fire Authority's) Contribution Rate towards PERS
As cited above in Section 613, Confidential, Professional/Technical, and Mid-Management employees shall participate in the PERS Retirement Tax Deferral Plan as authorized under Section 414 (h) (2) of the Internal Revenue Code. All employee contributions made on the behalf of the Town Central Marin Fire Authority shall be pursuant to Internal Revenue Code Section 414 (h) (2):
Classic PERS employees will pay 5.5% of salary toward the PERS employer contribution rate.
14.8. Holidays
9 a. Benefit
Regular and probationary full-time employees shall be entitled to take the following authorized holidays at full pay, not to exceed eight (8) hours for any one day (unless section 15.d. applies to the employee):
1. July 1st, Floating Holiday.*
(This holiday received in exchange for the first Tuesday after the first Monday in November, known as "Election Day".)
2.1.July 4th, known as "Independence Day".
3.2.The first Monday in September, known as "Labor Day".
4.3.The second Monday in October, known as "Columbus Day".*
5.4.November 11th, known as "Veteran's Day".
6.5.The fourth Thursday in November, known as "Thanksgiving Day".
7.6.The Friday following Thanksgiving.
(This holiday received in exchange for September 9th, known as "Admission Day".)
8.7.December 25th, known as "Christmas Day".
9.8.One floating holiday to be taken on either the last working day prior to Christmas or New Years Day, only after prior approval is obtained from the Fire Chief.Department Head. Town offices and services are to be available to the public on both days on a full-time basis.
10.9. January 1st, known as "New Years Day".
11.10. The third Monday in January, known as "Martin Luther King's Birthday".
12.11. February 12th, known as "Lincoln's Birthday".*
12. The third Monday in February, known as "Washington's Birthday".
13. The last Monday in May, known as "Memorial Day".
14. June 19th known as “Juneteenth”* The last Monday in May, known as "Memorial Day".
*See subsection "b" below.
b. Exchange of Designated Holidays for Floating Holidays Columbus Day, Lincoln's Birthday, and Juneteenth shall be considered floating holidays and may be taken off on the date of the holiday or subsequent to the date of the holiday (i.e., the second Monday in October, and February 12th and June 19th respectively) with prior approval of the Fire Chief.
Such floating holidays must be taken during the fiscal year in which the holiday was earned and if not taken, shall be forfeited. Employees must be in a pay status at the time the Columbus Day, Lincoln's Birthday, and Juneteenth holidays occur in order to have earned such holidays.
July 1st, Columbus Day and Lincoln's Birthday shall be considered floating holidays and may be taken off on the date of the holiday or subsequent to the date of the holiday (i.e., July 1st, the second Monday in October and February 12th respectively) with prior 10 approval of the Department Head. Such floating holidays must be taken during the fiscal year in which the holiday was earned and if not taken, shall be forfeited. Employees must be in a pay status at the time the July 1st, Columbus Day and Lincoln's Birthday holidays occur in order to have earned such holidays.
c. Holidays on Saturday or Sunday
When a holiday falls on Sunday, the following Monday shall be observed. When a holiday falls on Saturday, the previous Friday shall be observed. d. Accounting for Holidays
Holiday Pay will be counted in eight (8) hour increments if the employee is working on an 8/40 schedule; nine (9) hour increments if the employee is working on a 9/80 schedule; and ten (10) hour increments if the employee is working on a 10/40 schedule.
15.9. Vacations
a. Vacation Allowance
Regular and probationary full-time employees shall be entitled to vacation leave as follows:
Vacation Accumulation
Confidential, Professional/Technical, and Mid-Management Employees hired or rehired by the Town Central Marin Fire Authority (Corte Madera and/or Larkspur Fire Departments) after August 1, 2011
Years of Service
Hours of Vacation
Per Year
Hours of Vacation
Bi-Weekly
0 through 1 Year 80 3.08
2 through 5 Years 96 3.70
6 through 10 Years 120 4.62
11 through 19 Years 160 6.16
20 or more Years 168 6.46
Vacation Accumulation
Confidential, Professional/Technical, and Mid-Management Employees hired and continuously employed by the Town before August 1, 2011 Years of Service
Hours of Vacation
Per Year
Hours of Vacation
Bi-Weekly
0 through 5 Year 96 3.70
6 through 10 Years 120 4.62
11 through 15 Years 160 6.16
16 or more Years 200 7.69
After six (6) months of continuous service, employees shall be eligible to use the vacation leave actually accrued.
b. Vacation Accumulation
11 No employee shall be allowed to have an accumulation of more than three hundred hours of vacation accrual to his/her credit at any one time unless prior special arrangements have been made with the Town ManagerFire Chief. An employee who is on vacation shall continue to accumulate vacation while using his/her previously earned vacation. An employee who is on leave without pay shall not accumulate vacation credits. c. Vacation Scheduling
The time during a fiscal year at which an employee may take his/her vacation shall be determined by the Town Manager with due regard for the wishes of the employee and the needs of the Town.
d.c. Holiday During Vacation
When a paid holiday falls within a vacation period assigned to an employee by prior arrangement with the employee and with due regard for his/her preference, the Town Fire Chief may extend the vacation period by the length of the paid holiday or may return to the employee's vacation leave balance the length of the paid holiday. e.d. Vacation Pay at Termination
After completion of six (6) months of Town service, an employee shall be paid for his/her accrued vacation upon resignation (after giving two (2) weeks written notice) or upon separation by any other method except dismissal for fraud or other act as a result of which the employee owes the Town Central Marin Fire Authority money.
16.10. Sick Leave
a. Accrual
Sick leave, with pay, shall be allowed for all full-time regular and probationary employees only in case of necessity and actual personal sickness or disability and for necessary medical and dental appointments. Sick leave shall be accrued in accordance with the below schedule.
Sick Leave Accumulation
Hours of Sick Leave Hours of Sick Leave
Per Year Bi-Weekly
96 3.70
Sick Leave Accumulation
Hours of Sick Leave Per Year Hours of Sick Leave Bi-Weekly 96 3.70
b. Usage
Sick leave credit shall not be considered as a privilege which an employee may use at his/her discretion but shall be allowed only in case of necessity and actual sickness or disability. In order to receive compensation while absent on sick leave, an employee shall notify the Fire Chief and/or his/her designee prior to the beginning of the shift from which the employee will be absent. The employee will inform the Fire Chief and/or his/her designee of the potential duration of his/her illness.
12 The Authority reserves the right, if an absence is more than 3 consecutive days, to request physician verification of illness.
In order to receive compensation while absent on sick leave as provided above, the employee shall notify his/her immediate supervisor at least 15 minutes prior to beginning his/her daily duties. An employee taking sick leave may be required to file a physician's certificate or other proof of illness with the Town Manager. c. Accumulation
Sick leave accrual is unlimited. An employee who is off on sick leave shall continue to accumulate earned sick leave while using his/her previously earned sick leave. An employee who is on leave without pay shall not accumulate sick leave credits. In no event shall sick leave benefits be convertible to cash bonus. d. Holidays During Absence on Sick Leave
In the event that one or more Town holidays fall within a period of an employee's illness on paid sick leave, such holiday shall not be charged against the employee's sick leave balance.Sick Leave While on Vacation or on Paid Holiday If an employee becomes ill or injured while on vacation, hethe employee may use sick leave in lieu of vacation. Use of sick leave, while on vacation, will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to the Fire Chief and/or his/her designee on the date of illness or injury.
17.11. Leaves of Absence: Job Incurred, Funeral, Family Illness, Personal, Jury Duty a. Job Incurred Illness or Injury Leave Local Miscellaneous Employees A regular or probationary full-time Confidential, Professional/Technical, MidManagement, or Unrepresented employee of the Town Central Marin Fire Authority who has suffered a disability caused by illness or injury arising out of and in the course of his/her employment, as defined by the Workers' Compensation laws of the State of California, shall be entitled to disability leave while so disabled as follows:
i. Full pay for the first day on which the employee is injured or becomes ill. ii. During the next five (5) workdays of disability, the employee may utilize unused sick leave integrated with Workers' Compensation payments. iii. If the disability extends beyond the five (5) workdays specified in (b) above, the employee shall be entitled to disability leave while so disabled without loss of compensation for the continuing period of disability to a maximum of sixty (60) calendar days. Said sixty (60) day period shall not apply if an employee has a recurrence of a specific illness or injury or suffers an injury or illness directly related to a prior illness or injury. (For example, if an employee suffers a job relatedjob-related back injury, and is unable to work at full capacity because of his/her back pain or re-injures his/her back while performing work, said employee would be paid for the last day worked and thereafter any pay would be deducted from his/her sick leave balance, if any).
13 iv. If the employee's disability caused by illness or injury arising out of and in the course of his/her employment extends beyond the sixty (60) calendar days described in (c) above, the employee may integrate his/her unused sick leave with the Workers' Compensation payments provided that the sum of the Workers' Compensation payments and paid leave does not exceed the employee's regular rate pay for said period.
During the period the employee is paid by the TownCentral Marin Fire Authority, the employee shall endorse to the Town any benefit payments received as a result of Workers' Compensation insurance coverage. The Town reserves the right to withhold payment of any disability benefit until such time as it is determined whether or not the illness or injury is covered by Workers' Compensation.
b. BereavementFuneral Leave
In case of death within the immediate family of an employee, an employee shall be entitled to remain absent from duty with pay for up to three (3) days, when necessary to attend the funeral or memorial services. Such leave must be approved in advance by the Fire Chief.
In no event shall funeral leave be granted in excess of five (5) working days in any one (1) fiscal year.
"Immediate family" means spouse (or domestic partner registered according to California law) or parent, sibling, brother- in-law or sister-in-law of the employee, son, daughter, aunt, uncle, grandparents, grandchildren, niece or nephew of the employee or of the employee's spouse or registered domestic partner. For the purpose of this Agreement, stepparents are considered parents if the employee had been raised by them.
Said bereavement leave is not to be charged to sick or vacation leave.
This provision does not apply unless the notification of death to the employee is received prior to the funeral. Upon request of an employee for an exception to the above, the Fire Chief or his/her designee may allow an exception.
In the event of a death in the immediate family of an employee, he/she shall, upon request, be granted such time off with pay as is necessary to make arrangements for the funeral and attend same, not to exceed three (3) working days for each leave unless extended by the Town for good cause. In no event shall funeral leave be granted in excess of five (5) working days in any one (1) fiscal year. This provision does not apply if the death occurs during the employee's paid vacation, or while the employee is on leave of absence, sick leave, or layoff. "Immediate family" includes father, mother, brother, sister, spouse, spouse's parents, child of the employee or spouse, and grandparents and grandchildren of the employee or spouse. At the request of the Town, the employee shall furnish a death certificate and proof of relationship.
Funeral leave applies only in instances in which the employee attends the funeral, or is required to make funeral arrangements, but is not applicable for other purposes such as settling the estate of the deceased.
The employee may request to use accrued vacation if he/she desires to extend such leave. 14 c. Family Illness Leave
A maximum of five (5) days of accumulated sick leave may be taken each calendar year in case an employee's presence is required elsewhere because of sickness or disability of members of his/her immediate family as defined in Sub- Section 1139b. In each such case, leave shall be granted by the Department HeadFire Chief when, in his/her opinion, the relationship of the sick or disabled person to the employee and the specific circumstances warrant such use of accumulated sick leave.
d. Personal Leave
The Town ManagerFire Chief Authority Management Committee may, upon written request of an employee and due consideration of the circumstances, grant a leave of absence without pay. Upon expiration of an approved leave, the employee shall be returned to duty in an equivalent position and at the salary received at the time leave was granted. Failure on the part of an employee on leave to report for duty at its expiration shall be cause for discharge. The time the employee is on a leave of absence without pay shall not be credited toward length of service in computing sick leave or vacation eligibility.
e. Jury Duty
Any employee required for jury service shall be entitled to the difference between jury duty pay and his/her regularly scheduled pay during such period of time. In order to receive compensation while absent on jury duty, the employee shall notify his/her immediate supervisor in advance that he/she has been selected as a juror and the probable duration of the jury duty if known. Days of jury duty and all fees paid shall be verified by the court official responsible for issuing checks in payment of jury service.
18.12. Family Medical Leave Act
a. Eligibility
Under the California Family Rights Act (CFRA) and the federal Family Medical Leave Act (FMLA), if you have more than twelve (12) months of service with the Central Marin Fire Authority Town and have worked at least one thousand two hundred and fifty (1,250) hours in the twelve (12)-month period before the date you want to begin your leave, you may have a right to a family care or medical leave ("FMLA/CFRA leave"). FMLA/CFRA leave may be taken for maternity or parental bonding leave related to the birth, adoption, or foster care placement of your child, or for your own serious health condition, or for the serious health condition of your child, parent, spouse, or domestic partner. b. Protection
Both the FMLA and CFRA contain a guarantee of reinstatement to the same or to a comparable position at the end of the leave, subject to some exceptions. They also protect you from discrimination against you for exercising your right to such leave. To secure protection for this leave, you must comply with the notice, certification, and other requirements of the Town's Central Marin Fire Authority’s "FMLA/CFRA Family and Medical Leave Policy". Forms for this purpose are available from your supervisor or the Human ResourcesAdministrative Services Finance Department. c. Duration
FMLA/CFRA leave may be up to twelve (12) work weeks in a twelve (12)-month period. 15 Even if you are not eligible for FMLA/CFRA leave, if disabled by pregnancy, childbirth, or related medical conditions, you are entitled to take a Pregnancy Disability Leave of up to four months, depending on your period(s) of actual disability. Pregnant women who are CFRA-eligible have certain rights to take up to four (4) months of Pregnancy Disability Leave PLUS up to twelve (12) additional weeks of CFRA leave for parental bonding. d. Intermittent Leave
When medically necessary, leave may be taken on an intermittent or a reduced work schedule. If you are taking a parental bonding leave for the birth, adoption or foster care placement of a child, the basic minimum duration of the leave is two (2) weeks and you must conclude the leave within one year of the birth or placement for adoption or foster care.
e. Notice
If possible, you must provide at least thirty (30) days advance notice for foreseeable events (such as the expected birth of a child or a planned medical treatment for yourself or of a family member). Failure to comply with these notice rules is grounds for, and may result in, deferral of the requested leave until you comply with this notice policy. For events which are unforeseeable, you must notify the Central Marin Fire AuthorityTown, at least verbally, as soon as you learn of the need for the leave. f. Certification
The Central Marin Fire AuthorityTown requires certification from your health care provider before authorizing a protected leave for pregnancy or your own serious health condition. The Central Marin Fire AuthortiyTown requiresAuthority requires certification from the health care provider of your child, parent, spouse, or domestic partner who has a serious health condition before allowing you a leave to take care of that family member.
Medical certification forms are available from the Administrative Services Department. g. Pay and Benefits
The Central Marin Fire AuthorityTown may require you to use sick, vacation or other accrued time, consistent with policies for use of such time, before taking the remainder of your FMLA/CFRA leave as an unpaid leave. Members of some bargaining units may also be eligible to supplement their leave with disability insurance or state disability insurance and paid family leave (SDI/PFL) payments. The Town Central Marin Fire Authority will continue to pay the employer contribution to your health benefits while you are on FMLA/CFRA leave.
19.13. Military Family Leave
Eligible employees are entitled to up to twelve (12) weeks of leave under the federal Family Medical Leave Act (FMLA) because of any qualifying requirement arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation.
An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to twenty-six (26) weeks of leave in a single twelve (12)-month period to care for the service member.
16 20.14. School Participation Leave
An employee who has custody of a child (parent, guardian or grandparent) may take unpaid* leave to participate in an activity at a child's school or licensed child day care facility up to forty (40) hours per child, per year. Such leave may be limited to eight (8) hours per month.
21.15. Domestic Violence Leave
An employee who is a victim of domestic violence work may take unpaid* leave to obtain relief or attempt to obtain relief to help ensure his or her health, safety, or welfare, or that of his or her children.
22. Military Leave
A regular Town employee with at least one year of Town or military service may receive a military leave of absence of up to 180 calendar days when called to active military duty. Military leave of up to 90 calendar days will not be considered a break in continuous service. The first 30 calendar days of any such absence, not to exceed thirty 30 calendar days in any July-June fiscal year, will be paid leave*. The Town Council may approve special rules during times of active conflict. * Where a leave is unpaid, in most cases, employees may use their available paid leave balances (vacation, personal leave, compensatory time) for salary replacement.
23. Mileage Reimbursements
Mileage reimbursements to Town employees for use of their own motor vehicles on Town business shall be at the rate of $0.545 per mile or, only if higher, the rate accepted by the IRS.
24.16. Educational Reimbursements
The Central Marin Fire AuthorityTown shall may reimburse Confidential, Professional/Technical, and Mid-Management employees’ receipted costs for tuition, fees and books incurred by attending educational programs/classes which are related to the present or known future needs of the Central Marin Fire AuthorityTown or to employee's career development in employee's current professional field. This includes individual classes meeting requirements for an undergraduate or graduate degree that is job-related. In order to be reimbursed for such costs, the educational program must be approved in advance by the Town ManagerFire Chief and/or the Management CommitteeExecutive Manager(s), and the employee must attain a passing grade of "B" or better. For programs where a passing grade is not provided, presentation of a certificate of completion will be required. Reimbursement will be made for each employee up to one thousand two hundred ($1,200) per fiscal year. The number of courses reimbursed each year shall be limited to four (4) under the quarter system and three (3) under the semester system.
25.17. Reimbursable Expenses
The Central Marin Fire AuthorityTown may shall reimbursepay a maximum of one thousand five hundred ($1500) per year per employee for certain Health and Wellness expenses, Green commuting expenses, or to Town of Corte Madera's Parks and Recreation program expenses, such as classes, childcare, afterschool and summer programs. Employees may choose any combination of the above three reimbursable and may request reimbursement or direct payment to the service provider types of expenses up to a maximum of one thousand five hundred ($1500) per year per employee.
a. Health and Wellness
17 Health and Wellness expenses may include membership in a health club or for other wellness expenses. Employees may request reimbursement or request the Central Marin Fire Authority provide direct payment to the employee’s health club or wellness services provider. An invoice or receipt is required for reimbursement or direct payment.
Health and wellness expenses may include membership in a health club or gym and membership fees for digital classes directly related to workout machines purchased through the Town’s health and wellness reimbursable expenses program (i.e. Peloton Digital Membership if an employee’s purchase for a Peloton bike was approved by the Town through this program), workout machines, exercise equipment (excluding things like workout attire, activewear, dietary supplements, sports supplements or bodybuilding supplements), expenses for programs that would be directly related and designed to improving a person’s physical and/or mental well-being (i.e. nutrition programs, alternative medicine, or physical recovery programs) or fitness applications specifically designed to increase physical activity (like Runkeeper or StepBet). Purchased workout machines or exercise equipment may not be shipped to a third party. Employees may request the Town provide direct payment to the employee's health club, gym or wellness service provider. An invoice is required for direct payment. Employees may also request permission to use a Town credit card for purchases where direct payment is not an option.
Employees who do not have a Town-issued credit card should contact the Finance Department to make their purchase. b. Green Commuting
Green Commuting includes public transit such as SMART train, bus, and transportation to and from public transit. Employees may request reimbursement or request the Central Marin Fire Authority provide direct payment to the transportation provider. An invoice or receipt is required for reimbursement or direct payment. In no case, will this benefit be eligible for reimbursement towards the lease or purchase of an electric vehicle.
The Central Marin Fire Authority will also work with the outside benefits Administrator to establish a program which will allow employees to purchase public transit tickets on a pretax basis.
Green commuting includes public transit such as SMART train, bus, and transportation to and from public transit. Employees may request reimbursement or request the Town provide direct payment to the transportation provider. An invoice or receipt is required for reimbursement or direct payment.
1. The Town will also work with the outside benefits Administrator to establish a program which will allow employees to purchase public transit tickets on a pretax basis.
2. The Town will work with the Town's Risk Manager to explore the possibility of making available, as Town owned vehicles are no longer needed for Town business, vehicles that may be used for employee carpooling to and from work. c. Parks and Recreation Programs
Town of Corte Madera Parks and Recreation programs shall include all programs provided by the Town of Corte Madera where a fee is imposed for attendance, except facility, field and park rental which are not included. Employees may request reimbursement or request the Town provide direct payment to the Town
18 26. Mobile Technology Expense Allowance
For those employees whose regularly assigned duties necessitate the use of a personal mobile technology device to be accessible while outside of the workplace, the Town Manager may authorize a monthly allowance of $60.
27.18. No Relationship To Other Employee Agreements
The compensation and benefits for employees are established entirely apart from the compensation and benefits provided in agreements with employee unions or other bargaining groups.
The compensation and benefits for Confidential, Professional/Technical, and Mid- Management employees are established entirely apart from the compensation and benefits provided in agreements with employee unions or other bargaining groups.
28.19. Retroactive Pay
Retroactive pay, if applicable, shall be rendered to personnel who are employed by the Central Marin Fire AuthorityTown on the date this Resolution is adopted. Former employees who have left the Fire Authority’sTown's employment prior to that date shall not be eligible for any retroactive pay.
29. Repeal of Conflicting Resolutions
a. Resolution No. 41/2019 and any other resolution to the extent that it is inconsistent with the terms stated herein are hereby repealed and superseded by this Resolution, effective July 12, 2021.
NOW BE IT FURTHER RESOLVED that the compensation herein fixed shall be effective as of July 01,202412, 2021 and ending June 30, 2027July 7, 2024. * * * * * * * * *
IT IS HEREBY CERTIFIEDY that the foregoing Resolution was duly and regularly adopted by the Fire Council of the Central Marin Fire Authority, at a regular meeting thereof held on the 89th day of August 2024 by the following vote, to wit:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
I HEREBY CERTIFY that the foregoing is a full, true and complete copy of a resolution duly and regularly adopted by the Town Council of the Town of Corte Madera, at a meeting thereof held on the 20th day of July, 2021 by the following vote:
___________________________________
Catherine WayCharles Lee, Council Chair
ATTEST:
19 ___________________________________
Lorena Barrera, Town Clerk
Ayes, and in favor thereof, Councilmembers:
Noes, Councilmembers:
Abstain, Councilmembers:
Approved:
Eli Beckman, Mayor
ATTEST
Rebecca Vaughn, Town Clerk
SALARY SCHEDULE FOR ADMINISTRATIVE ASSISTANT
Salary Range Effective July 01, 2024
Administrative Assistant Step1 Step 2 Step 3 Step 4 Step 5 Monthly 6,882 7,226 7,587 7,966 8,365
Hourly 39.70 41.69 43.77 45.96 48.26
Salary Range Effective July 01, 2025
Administrative Assistant Step1 Step 2 Step 3 Step 4 Step 5 Monthly 7,088 7,443 7,815 8,205 8,616
Hourly 40.89 42.94 45.09 47.34 49.71
Salary Range Effective July 01, 2026
Administrative Assistant Step1 Step 2 Step 3 Step 4 Step 5 Monthly 7,301 7,666 8,049 8,452 8,874
Hourly 42.12 44.23 46.64 48.76 51.20
CENTRAL MARIN FIRE AUTHORITY OUTLINE OF THE
SALARY SCHEDULE FOR ADMINISTRATIVE ASSISTANT
Salary Range Effective July 11, 2022
Administrative Assistant Step1 Step 2 Step 3 Step 4 Step 5 Monthly 6,424 6,745 7,082 7,436 7,808
Hourly 37.06 38.91 40.86 42.90 45.05
Salary Range Effective July 10, 2023
Administrative Assistant Step1 Step 2 Step 3 Step 4 Step 5 Monthly 6,617 6,947 7,295 7,660 8,043
Hourly 38.17 40.08 42.09 44.19 46.40
Link to Corte Madera Resolution No. 38/2021, the existing Memorandum of Understanding (MOU) applicable to the Administrative Assistant position for fiscal years 2022-2023 and 2023- 2024:
https://www.townofcortemadera.org/ArchiveCenter/ViewFile/Item/3789 36 ATTACHMENT 3
Draft Resolution No. 2024/09 Clean Version
RESOLUTION NO. 2024/09
A RESOLUTION OF THE CENTRAL MARIN FIRE COUNCIL OF THE CENTRAL
MARIN FIRE AUTHORITY AUTHORIZING THE MANAGEMENT COMMITTEE TO
EXECUTE AMENDMENTS TO THE SALARY AND BENEFITS FOR THE POSITION
OF ADMINISTRATIVE ASSISTANT FOR THE PERIOD OF
JULY 1, 2024 THROUGH JUNE 30, 2027
RESOLVED, by the Fire Council of the Central Marin Fire Authority that:
TABLE OF CONTENTS
Section Title Page
1. Compensation Schedules 2
2. Application of Salary and Wage Rates 2
3. Insurance Allowances-Active Employee 2
4. Retiree Medical 3
5. Compensatory Time Policy 4
6. Employer Paid PERS Member Contribution 4
7. CalPERS “Classic” Employees payment of a portion of the Employer’s (Central Marin Fire Authority) Contribution Rate towards PERS 4
8. Holidays 5
9. Vacations 6
10. Sick Leave 6
11. Leaves of Absence: Job Incurred, Bereavement, Family Illness, Personal, Jury Duty 7
12. Family Medical Leave Act 9
13. Military Family Leave 10
14. School Participation Leave 11
15. Domestic Violence Leave 11
16. Educational Reimbursement 11
17. Reimbursable Expenses 11
18. No Relationship to Other Employee Agreements 12
19. Retroactive Pay 12
2 1. Compensation Schedules
The compensation schedules attached hereto and entitled, respectively "Compensation Schedule”, hereby is incorporated and adopted as the Compensation Schedule for the employee(s) of the Central Marin Fire Authority (CMFA) shown therein beginning July 1, 2024, and ending June 30, 2027.
2. Application of Salary and Wage Rates
Employees shall be assigned a salary or wage by the Fire Chief within the range established for the appropriate position. The minimum rate generally shall be assigned to employees upon original appointment; however, the Fire Chief may, when circumstances warrant it, appoint, reinstate, or promote at other than the minimum rate, but not more than the maximum rate.
a. Rates of Pay
The monthly salary range for each classification shall be as follows:
i. Effective the First full pay period in July 2024, CMFA shall increase the top step of the salary range for each classification by four percent (4%). CMFA shall pay this increase retroactively to the first full pay period in July 2024 during the first full pay period after adoption of this Resolution.
ii. Effective the first full pay period in July 2025, CMFA shall increase the top step of the salary range for each classification by three percent (3%). iii. Effective the first full pay period in July 2026, CMFA shall increase the top step of the salary range for each classification by three percent (3%).
3. Insurance Allowances – Active Employees
a. Under the Flexible Benefit Plan the Central Marin Fire Authority monthly contribution for the individual employee and the employee’s eligible dependents shall be One Hundred and Fifty-Seven Dollars ($157.00) per month toward the CalPERS medical plan of the employee’s choice and shall adjust in accordance with the Minimum Employer Contribution (MEC) established by the Public Employees Medical and Hospital Care Act.
In addition, the Central Marin Fire Authority provides an Internal Revenue Code Section 125 Plan that contains the components of benefit allowance, premium conversion, health care reimbursement account, and dependent care reimbursement account.
The Central Marin Fire Authority shall contribute the below-listed amount per month toward each employee’s Section 125 Plan benefit allowance components:
3 Family Status Central Marin Fire Authority Contribution Employee only CalPERS Bay Area Kaiser rate for
Employee Only, less PERS required MEC
Employee plus one CalPERS Bay Area Kaiser rate for
Employee plus one, less PERS required
MEC
Employee plus two or more CalPERS Bay Area family rate, less PERS required MEC
An employee may use any benefit allowance stated above toward the cost of employerprovided PERS Health Insurance for the employee and eligible dependents. An employee may not use the benefit allowance for other reasons.
Any employee that enrolls in a Medical Plan that has a higher premium than the Central Marin Fire Authority contribution, as stated above, will pay the difference via pre-tax payroll deductions.
The Central Marin Fire Authority shall contribute an amount necessary to pay the full cost for maintaining the existing (1) dental insurance, (2) life insurance, (3) long-term disability insurance, and (4) vision insurance.
b. Supplemental Dental Fund
For the duration of this Resolution, CMFA will make available a supplemental dental fund. This fund may be used to reimburse an employee up to Four Hundred Dollars ($400.00) per year, for dental expenses incurred by a full-time employee, once the employee has reached the annual maximum provided for in the insured employees’ dental plan. The employee will need to provide written proof that the employee has reached the annual maximum amount provided for in the insured’s dental plan. This supplemental plan is available only for expenses incurred by the employee as the patient, not the employee’s dependents.
c. Opt Out of Medical Coverage
Employees may opt out of CMFA-provided Section 125 Plan benefit for medical coverage in Section 4 provided evidence is submitted that the employee has obtained medical insurance coverage elsewhere. An employee that opts out of the CMFA provided Section 125 Plan benefit for medical coverage in Section 9a shall be paid Three Hundred and Fifty Dollars ($350)/month. The employee may choose to have the monthly opt out payment placed into their Deferred Compensation account provided such contribution will not exceed allowable limits.
4. Retiree Medical
Employees hired or rehired by the Central Marin Fire Authority (Corte Madera and/or Larkspur Fire Departments) after August 1, 2011.
The Central Marin Fire Authority retiree medical contribution shall be limited to the PERS 4 Minimum Employer Contribution (MEC). In addition to the MEC, CMFA shall make the contributions to a Retirement Health Savings Account (RHSA) in accordance with the table below for employees hired or rehired after August 1, 2011:
Years of Service Central Marin Fire Contribution
0 -3 No contribution
Beginning of 4th– 10 $1,500.00 annual
Beginning of 11th plus $1,875.00 annual
5. Compensatory Time Policy
Employees shall not work more than 40 hours per work week without the prior approval of the Fire Chief. In the event that an employee works more than 40 hours during any workweek (exclusive of any hours not actually worked during that workweek), with the advance approval of the Fire Chief, such employee shall receive either (1) overtime pay at one and one-half times their straight time hourly rate or (2) compensatory time off at one and one-half times the additional time worked. The time at which compensatory time is taken shall be determined by the Fire Chief with due regard for the wishes of the employee and the needs of the Fire Authority. Such employees may have accrued no more than 56 hours of compensatory time. Any time accrued beyond 56 hours will automatically be paid for in cash.
6. Employer Paid PERS Member Contribution
Classic PERS employees will be members of the Central Marin Fire Authority miscellaneous
2.5% at 55 PERS plan. Classic PERS employees covered under this Resolution will pay the 8% employee PERS contribution.
Employees who meet the definition of a new member under PEPRA will be members of the Central Marin Fire Authority 2% at 62 miscellaneous PERS retirement plan. Such members shall contribute at least 50% of the normal cost to PERS.
All employee contributions to PERS shall be pursuant to Internal Revenue Code Section 414 (h) (2).
7. CalPERS “Classic” Employees payment of a portion of the Employer’s (Central Marin Fire Authority) Contribution Rate towards PERS
As cited above in Section 6, employees shall participate in the PERS Retirement Tax Deferral Plan as authorized under Section 414 (h) (2) of the Internal Revenue Code. All employee contributions made on the behalf of the Central Marin Fire Authority shall be pursuant to Internal Revenue Code Section 414 (h) (2):
Classic PERS employees will pay 5.5% of salary toward the PERS employer contribution rate.
5 8. Holidays
a. Benefit
Regular and probationary full-time employees shall be entitled to take the following authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day:
1. July 4th, known as "Independence Day".
2. The first Monday in September, known as "Labor Day".
3. The second Monday in October, known as "Columbus Day".*
4. November 11th, known as "Veteran's Day".
5. The fourth Thursday in November, known as "Thanksgiving Day".
6. The Friday following Thanksgiving.
7. December 25th, known as "Christmas Day".
8. One floating holiday to be taken on either the last working day prior to Christmas or New Years Day, only after prior approval is obtained from the Fire Chief.
9. January 1st, known as "New Years Day".
10. The third Monday in January, known as "Martin Luther King's Birthday".
11. February 12th, known as "Lincoln's Birthday".*
12. The third Monday in February, known as "Washington's Birthday".
13. The last Monday in May, known as "Memorial Day".
14. June 19th, known as “Juneteenth”.*
* See subsection "b" below.
b. Exchange of Designated Holidays for Floating Holidays Columbus Day, Lincoln's Birthday, and Juneteenth shall be considered floating holidays and may be taken off on the date of the holiday or subsequent to the date of the holiday (i.e., the second Monday in October, February 12th and June 19th respectively) with prior approval of the Fire Chief.
Such floating holidays must be taken during the fiscal year in which the holiday was earned and if not taken, shall be forfeited. Employees must be in a pay status at the time the Columbus Day, Lincoln's Birthday, and Juneteenth holidays occur in order to have earned such holidays.
c. Holidays on Saturday or Sunday
When a holiday falls on Sunday, the following Monday shall be observed. When a holiday falls on Saturday, the previous Friday shall be observed. d. Accounting for Holidays
Holiday Pay will be counted in eight (8) hour increments if the employee is working on an 8/40 schedule; nine (9) hour increments if the employee is working on a 9/80 schedule; and ten (10) hour increments if the employee is working on a 10/40 schedule. 6 9. Vacations
a. Vacation Allowance
Regular and probationary full-time employees shall be entitled to vacation leave as follows:
Employees hired or rehired by the Central Marin Fire Authority (Corte Madera and/or Larkspur Fire Departments) after August 1, 2011
Hours of Vacation Hours of Vacation
Years of Service Per Year Bi-Weekly
0 through 1 Year 80 3.08
2 through 5 Years 96 3.70
6 through 10 Years 120 4.62
11 through 19 Years 160 6.16
20 or more Years 168 6.46
b. Vacation Accumulation
No employee shall be allowed to have an accumulation of more than three hundred hours of vacation accrual to his/her credit at any one time unless prior special arrangements have been made with the Fire Chief. An employee who is on vacation shall continue to accumulate vacation while using his/her previously earned vacation.
An employee who is on leave without pay shall not accumulate vacation credits. c. Holiday During Vacation
When a paid holiday falls within a vacation period assigned to an employee by prior arrangement with the employee and with due regard for his/her preference, the Fire Chief may extend the vacation period by the length of the paid holiday or may return to the employee's vacation leave balance the length of the paid holiday. d. Vacation Pay at Termination
After completion of six (6) months of service, an employee shall be paid for his/her accrued vacation upon resignation (after giving two (2) weeks written notice) or upon separation by any other method except dismissal for fraud or other act as a result of which the employee owes the Central Marin Fire Authority money.
10. Sick Leave
a. Accrual
Sick leave, with pay, shall be allowed for all full-time regular and probationary employees only in case of necessity and actual personal sickness or disability and for necessary medical and dental appointments. Sick leave shall be accrued in accordance with the below schedule.
7 Sick Leave Accumulation
Hours of Sick Leave Hours of Sick Leave
Per Year Bi-Weekly
96 3.70
b. Usage
Sick leave credit shall not be considered as a privilege which an employee may use at his/her discretion but shall be allowed only in case of necessity and actual sickness or disability. In order to receive compensation while absent on sick leave, an employee shall notify the Fire Chief and/or his/her designee prior to the beginning of the shift from which the employee will be absent. The employee will inform the Fire Chief and/or his/her designee of the potential duration of his/her illness.
The Authority reserves the right, if an absence is more than 3 consecutive days, to request physician verification of illness.
c. Accumulation
Sick leave accrual is unlimited. An employee who is off on sick leave shall continue to accumulate earned sick leave while using his/her previously earned sick leave. An employee who is on leave without pay shall not accumulate sick leave credits. In no event shall sick leave benefits be convertible to cash bonus. d. Sick Leave While on Vacation or on Paid Holiday
If an employee becomes ill or injured while on vacation, the employee may use sick leave in lieu of vacation. Use of sick leave, while on vacation, will be approved for the same reasons that would have justified sick leave had the employee been at work, including notification to the Fire Chief and/or his/her designee on the date of illness or injury.
11. Leaves of Absence: Job Incurred, Bereavement, Family Illness, Personal, Jury Duty a. Job Incurred Illness or Injury Leave
A regular or probationary full-time employee of the Central Marin Fire Authority who has suffered a disability caused by illness or injury arising out of and in the course of his/her employment, as defined by the Workers' Compensation laws of the State of California, shall be entitled to disability leave while so disabled as follows:
i. Full pay for the first day on which the employee is injured or becomes ill. ii. During the next five (5) workdays of disability, the employee may utilize unused sick leave integrated with Workers' Compensation payments. iii. If the disability extends beyond the five (5) workdays specified in (b) above, the employee shall be entitled to disability leave while so disabled without loss of compensation for the continuing period of disability to a maximum of sixty (60) calendar days. Said sixty (60) day period shall not apply if an employee has a recurrence of a specific illness or injury or suffers an injury or illness directly 8 related to a prior illness or injury. (For example, if an employee suffers a jobrelated back injury, and is unable to work at full capacity because of his/her back pain or re-injures his/her back while performing work, said employee would be paid for the last day worked and thereafter any pay would be deducted from his/her sick leave balance, if any).
iv. If the employee's disability caused by illness or injury arising out of and in the course of his/her employment extends beyond the sixty (60) calendar days described in (c) above, the employee may integrate his/her unused sick leave with the Workers' Compensation payments provided that the sum of the Workers' Compensation payments and paid leave does not exceed the employee's regular rate pay for said period.
During the period the employee is paid by the Central Marin Fire Authority, the employee shall endorse to the Central Marin Fire Authority any benefit payments received as a result of Workers' Compensation insurance coverage. The Central Marin Fire Authority reserves the right to withhold payment of any disability benefit until such time as it is determined whether or not the illness or injury is covered by Workers' Compensation.
b. Bereavement Leave
In case of death within the immediate family of an employee, an employee shall be entitled to remain absent from duty with pay for up to three (3) days, when necessary to attend the funeral or memorial services. Such leave must be approved in advance by the Fire Chief. In no event shall funeral leave be granted in excess of five (5) working days in any one (1) fiscal year.
"Immediate family" means spouse (or domestic partner registered according to California law) or parent, sibling, brother- in-law or sister-in-law of the employee, son, daughter, aunt, uncle, grandparents, grandchildren, niece or nephew of the employee or of the employee's spouse or registered domestic partner. For the purpose of this Agreement, stepparents are considered parents if the employee had been raised by them.
Said bereavement leave is not to be charged to sick or vacation leave.
This provision does not apply unless the notification of death to the employee is received prior to the funeral. Upon request of an employee for an exception to the above, the Fire Chief or his/her designee may allow an exception. c. Family Illness Leave
A maximum of five (5) days of accumulated sick leave may be taken each calendar year in case an employee's presence is required elsewhere because of sickness or disability of members of his/her immediate family as defined in Sub-Section 11b. In each such case, leave shall be granted by the Fire Chief when, in his/her opinion, the relationship of the sick or disabled person to the employee and the specific circumstances warrant such use of accumulated sick leave. 9 d. Personal Leave
The Fire Authority Management Committee may, upon written request of an employee and due consideration of the circumstances, grant a leave of absence without pay.
Upon expiration of an approved leave, the employee shall be returned to duty in an equivalent position and at the salary received at the time leave was granted.
Failure on the part of an employee on leave to report for duty at its expiration shall be cause for discharge. The time the employee is on a leave of absence without pay shall not be credited toward length of service in computing sick leave or vacation eligibility. e. Jury Duty
Any employee required for jury service shall be entitled to the difference between jury duty pay and his/her regularly scheduled pay during such period of time. In order to receive compensation while absent on jury duty, the employee shall notify his/her immediate supervisor in advance that he/she has been selected as a juror and the probable duration of the jury duty if known. Days of jury duty and all fees paid shall be verified by the court official responsible for issuing checks in payment of jury service.
12. Family Medical Leave Act
a. Eligibility
Under the California Family Rights Act (CFRA) and the federal Family Medical Leave Act (FMLA), if you have more than twelve (12) months of service with the Central Marin Fire Authority and have worked at least one thousand two hundred and fifty (1,250) hours in the twelve (12)-month period before the date you want to begin your leave, you may have a right to a family care or medical leave (“FMLA/CFRA leave”).
FMLA/CFRA leave may be taken for maternity or parental bonding leave related to the birth, adoption, or foster care placement of your child, or for your own serious health condition, or for the serious health condition of your child, parent, spouse, or domestic partner.
b. Protection
Both the FMLA and CFRA contain a guarantee of reinstatement to the same or to a comparable position at the end of the leave, subject to some exceptions. They also protect you from discrimination against you for exercising your right to such leave. To secure protection for this leave, you must comply with the notice, certification, and other requirements of the Central Marin Fire Authority’s “FMLA/CFRA Family and Medical Leave Policy”. Forms for this purpose are available from your supervisor or the Finance Department.
c. Duration
FMLA/CFRA leave may be up to twelve (12) work weeks in a twelve (12)-month period. Even if you are not eligible for FMLA/CFRA leave, if disabled by pregnancy, childbirth, or related medical conditions, you are entitled to take a Pregnancy Disability Leave of up to four months, depending on your period(s) of actual disability. Pregnant 10 women who are CFRA-eligible have certain rights to take up to four (4) months of Pregnancy Disability Leave PLUS up to twelve (12) additional weeks of CFRA leave for parental bonding.
d. Intermittent Leave
When medically necessary, leave may be taken on an intermittent or a reduced work schedule. If you are taking a parental bonding leave for the birth, adoption or foster care placement of a child, the basic minimum duration of the leave is two (2) weeks, and you must conclude the leave within one year of the birth or placement for adoption or foster care.
e. Notice
If possible, you must provide at least thirty (30) days advance notice for foreseeable events (such as the expected birth of a child or a planned medical treatment for yourself or of a family member). Failure to comply with these notice rules is grounds for, and may result in, deferral of the requested leave until you comply with this notice policy.
For events which are unforeseeable, you must notify the Central Marin Fire Authority, at least verbally, as soon as you learn of the need for the leave. f. Certification
The Central Marin Fire Authority requires certification from your health care provider before authorizing a protected leave for pregnancy or your own serious health condition. The Central Marin Fire Authority requires certification from the health care provider of your child, parent, spouse, or domestic partner who has a serious health condition before allowing you a leave to take care of that family member. Medical certification forms are available from the Finance Department. g. Pay and Benefits
The Central Marin Fire Authority may require you to use sick, vacation or other accrued time, consistent with policies for use of such time, before taking the remainder of your FMLA/CFRA leave as an unpaid leave. Members of some bargaining units may also be eligible to supplement their leave with disability insurance or state disability insurance and paid family leave (SDI/PFL) payments. The Central Marin Fire Authority will continue to pay the employer contribution to your health benefits while you are on FMLA/CFRA leave.
13. Military Family Leave
Eligible employees are entitled to up to twelve (12) weeks of leave under the federal Family Medical Leave Act (FMLA) because of any qualifying requirement arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active-duty status, in support of a contingency operation.
An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to twenty-six (26) weeks of leave in a single twelve (12)- 11 month period to care for the service member.
14. School Participation Leave
An employee who has custody of a child (parent, guardian or grandparent) may take unpaid* leave to participate in an activity at a child’s school or licensed child day care facility up to forty (40) hours per child, per year. Such leave may be limited to eight (8) hours per month.
15. Domestic Violence Leave
An employee who is a victim of domestic violence work may take unpaid* leave to obtain relief or attempt to obtain relief to help ensure his or her health, safety, or welfare, or that of his or her children.
16. Educational Reimbursement
The Central Marin Fire Authority shall reimburse employees’ receipted costs for tuition, fees and books incurred by attending educational programs/classes which are related to the present or known future needs of the Central Marin Fire Authority or to employee's career development in employee's current professional field. This includes individual classes meeting requirements for an undergraduate or graduate degree that is job-related. In order to be reimbursed for such costs, the educational program must be approved in advance by the Fire Chief and/or the Management Committee, and the employee must attain a passing grade of "B" or better. For programs where a passing grade is not provided, presentation of a certificate of completion will be required. Reimbursement will be made for each employee up to one thousand two hundred ($1,200) per fiscal year. The number of courses reimbursed each year shall be limited to four (4) under the quarter system and three (3) under the semester system.
17. Reimbursable Expenses
The Central Marin Fire Authority may reimburse employees a maximum of one thousand five hundred ($1500) per year per employee for certain Health and Wellness expenses, Green commuting expenses, or to Town of Corte Madera’s Parks and Recreation program expenses, such as classes, childcare, afterschool and summer programs. Employees may choose any combination of the above three types of reimbursable expenses and may request reimbursement or direct payment to the service provider up to a maximum of one thousand five hundred ($1500) per year per employee.
a. Health and Wellness expenses may include membership in a health club or for other wellness expenses. Employees may request reimbursement or request the Central Marin Fire Authority provide direct payment to the employee’s health club or wellness services provider. An invoice or receipt is required for reimbursement or direct payment.
12 18. No Relationship To Other Employee Agreements
The compensation and benefits for employees are established entirely apart from the compensation and benefits provided in agreements with employee unions or other bargaining groups.
19. Retroactive Pay
Retroactive pay, if applicable, shall be rendered to personnel who are employed by the Central Marin Fire Authority on the date this Resolution is adopted. Former employees who have left the Fire Authority's employment prior to that date shall not be eligible for any retroactive pay.
NOW BE IT FURTHER RESOLVED that the compensation herein fixed shall be effective as of July 01, 2024, and ending June 30, 2027.
* * * * * * * * *
IT IS HEREBY CERTIFIED that the foregoing Resolution was duly and regularly adopted by the Fire Council of the Central Marin Fire Authority, at a regular meeting thereof held on the 8th of August 2024 by the following vote, to wit:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
APPROVED:
_______________________________
Charles Lee, Council Chair
Central Marin Fire Authority
ATTEST:
____________________________
Lorena Barrera, Authority Clerk
Central Marin Fire Authority
SALARY SCHEDULE FOR ADMINISTRATIVE ASSISTANT
Salary Range Effective July 01, 2024
Administrative
Assistant
Step1 Step 2 Step
3 Step 4 Step
5 Monthly 6,882 7,226 7,587 7,966 8,365
Hourly 39.70 41.69 43.77 45.96 48.26
Salary Range Effective July 01, 2025
Administrative
Assistant
Step1 Step 2 Step
3 Step 4 Step
5 Monthly 7,088 7,443 7,815 8,205 8,616
Hourly 40.89 42.94 45.09 47.34 49.71
Salary Range Effective July 01, 2026
Administrative
Assistant
Step1 Step 2 Step
3 Step 4 Step
5 Monthly 7,301 7,666 8,049 8,452 8,874
Hourly 42.12 44.23 46.64 48.76 51.20
1 7.E.
CENTRAL MARIN FIRE COUNCIL
STAFF REPORT
REPORT DATE: July 30, 2024
MEETING DATE: August 8, 2024
TO: Central Marin Fire Authority Council
FROM: Daria Carrillo, Finance Director
SUBJECT: Publicly Available Pay Schedule as Required by CalPERS
RECOMMENDED ACTION:
That Council adopt the attached Resolution approving a Publicly Available Pay Schedule for 2024- 2025 as required by Cal PERS.
BACKGROUND:
In 2011, CalPERS adopted regulations setting forth the required elements necessary to meet the definition of a publicly available pay schedule. The required elements are as follows:
1) Has been duly approved and adopted by the employer’s governing body in accordance with the requirements of applicable meetings laws;
2) Identifies the position title for every employee position; 3) Shows the payrate for each identified position, which may be stated as a single amount or as multiple amounts within a range;
4) Indicates the time base, including, but not limited to, whether the time base is hourly, daily, bi-weekly, monthly, bi-monthly or annually;
5) Is posted at the office of the employer or immediately available for public review from the employer during normal business hours or posted on the employer’s internet website; 6) Indicates an effective date and date of any revisions; 7) Is retained by the employer and available for public inspection for not less than five years; and
8) Does not reference another document in lieu of disclosing the payrate.
DISCUSSION
This version of the Publicly Available Pay Schedule includes the salaries for positions which are currently vacant, including Deputy Fire Chief and Fire Marshal. 2 FISCAL IMPACT:
There is no fiscal impact associated with approving this salary schedule. The impact of salary increases for positions covered by International Association of Firefighters, Local 1775, as well as Unrepresented, Management and Confidential employees are presented in a separate item on this agenda which includes the fiscal impact of the salary increases. The salaries for positions covered by International Associational of Firefighters, Local 1775 (Battalion Chiefs Division) were previously approved by Central Marin Fire Council as part of the Memorandum of Understanding which includes fiscal year 2024-2025.
ENVIRONMENTAL IMPACT:
This activity is not defined as a project under CEQA (Section 15378 CEQA Guidelines).
OPTIONS:
1. Adopt Resolution as presented.
2. Adopt Resolution with modifications.
3. Take no action at this time and provide further direction to staff.
ATTACHMENTS:
1. Proposed Resolution No. 2024/10 with Exhibit A, Publicly Available Pay Schedule, 2024-2025 THIS ITEM HAS BEEN REVIEWED AND APPROVED BY THE EXECUTIVE MANAGER. 3 ATTACHMENT 1
Proposed Resolution No. 2024/10
RESOLUTION NO. 2024/10
A RESOLUTION OF THE CENTRAL MARIN FIRE COUNCIL OF THE
CENTRAL MARIN FIRE AUTHORITY APPROVING A PUBLICLY
AVAILABLE PAY SCHEDULE
WHEREAS, the governing body of the Central Marin Fire Authority has the authority to implement Government Code Section 20636 (b) (1); and WHEREAS, the governing body of the Central Marin Fire Authority has approved salary schedules or contracts for all Fire Authority positions; and WHEREAS, one of the requirements for Government Code Section 20636 (b) (1) is approval by the governing body of the Central Marin Fire Authority of a Publicly Available Pay Schedule.
NOW, THEREFORE BE IT RESOLVED, that the Central Marin Fire Council approves the attached Publicly Available Pay Schedule for the 2024-2025 fiscal year.
***********************
IT IS HEREBY CERTIFIED that the foregoing Resolution was duly passed and adopted by the Fire Council of the Central Marin Fire Authority at a Regular Meeting thereof held this 8th day of August 2024 by the following vote, to wit:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
APPROVED:
Charles Lee, Authority Chair
Central Marin Fire Authority
ATTEST:
Lorena Barrera, Authority Clerk
Central Marin Fire Authority
Step Step Step Step Step
CLASSIFICATION TITLE 1 2 3 4 5
FIRE CHIEF 17,287 18,152 19,060 20,012 21,012
MANAGEMENT
Deputy Fire Chief 14,859 15,641 16,253 17,311 18,244
Fire Marshal 13,050 13,702 14,386 15,104 15,862
Hazard Mitigation Specialist 13,050 13,702 14,386 15,104 15,862
FIRE PERSONNEL
Fire Battalion Chief 12,555 13,182 13,842 14,533 15,262 Fire Captain 10,808 11,348 11,917 12,512 13,140
Fire Engineer 9,551 10,029 10,531 11,058 11,610
Firefighter/Paramedic 8,946 9,394 9,864 10,356 10,877
CONFIDENTIAL
Administrative Assistant 6,882 7,226 7,587 7,966 8,365
UNREPRESENTED
Fire Inspector 9,551 10,029 10,530 11,057 11,609
MONTHLY
CENTRAL MARIN FIRE AUTHORITY
SALARY SCHEDULE 2024-2025
Exhibit A