3-A ID 25-61 Supplement Packet — Fresno City Council, January 9, 2025

Regular Council Meeting
January 9, 2025 RECr.:IVED

FRESNO CITY COUNCIL
1615 JAN -9 A 9: 0 I
3-A (ID 25-61)
Supplement Packet
ITEM{S)
Actions pertaining to the City of Fresno Professional Employees Association, Inc., CFPEA for Unit 13
[TITLE TRUNCATED FOR SUPPLEMENTAL PACKET COVER PAGE]
Contents of Supplement: Staff report and Attachments:

City of Fresno and CFPEA MOU - Redline
City of Fresno and CFPEA MOU - Final
Resolution - Eleventh Amendment to FY 2025 Salary Resolution No. 2024- 120
Salary Tables - Eleventh Amendment to FY 2025 Salary Resolution No. 2024-120 - Redline
Salary Tables - Eleventh Amendment to FY 2025 Salary Resolution No. 2024-120 - Final
Supplemental Information:

Any agenda related public documents received and distributed to a majority of the City Council after the Agenda Packet is printed are included in Supplemental Packets.

Supplemental Packets are produced as needed. The Supplemental Packet is available for public inspection in the City Clerk's Office, 2600 Fresno Street, during normal business hours (main location pursuant to the Brown Act, G.C. 54957.5(2). In addition, Supplemental Packets are available for public review at the City Council meeting in the City Council Chambers, 2600 Fresno Street. Supplemental Packets are also available on-line on the City Clerk's website.

Americans with Disabilities Act (ADA):

REPORT

TO THE CITY COUNCIL
FROM: SUMEET MALHI, Director
Personnel Services Department
BY: JENNIFER MISNER, Assistant Director
Personnel Services Department
YER TAYLOR, Principal Labor Relations Analyst
Personnel Services Department

SUBJECT
..Title
Actions pertaining to the City of Fresno Professional Employees Association, Inc., CFPEA for Unit 13

1. ***Adopt a successor Memorandum of Understanding between the City of Fresno and City of Fresno Professional Employees Associat ion, Inc. (Exempt Supervisory and Professional and Non-Exempt Professional – Unit 13) (Subject to Mayor’s veto)

2. ***RESOLUTION: Adopt the Eleventh Amendment to FY 2025 Sala ry Resolution No. 2024-120, amending Exhibit 13-1, Exempt Supervisory and Professional, and Exhibit 13-2, Non-Exempt Professional, to provide a salary increase for res pective classes as require d by the Memorandum of Understanding between the City of Fresno and City of Fresno Professional Em ployees Association, Inc. (Exempt Supervisory and Prof essional and Non-Exempt Professional – Unit 13) (Subject to Mayor’s veto)
..Body

RECOMMENDATION
It is recommended Council (1) approve the attached successor Memorandum of Understanding (MOU) to implement wages, hours and other terms and conditions of employment for City employees in Unit 13 – Exempt Supervisory and Professional and Non-Exempt Professional, represented by CFPEA; and (2) adopt the Eleventh Amendment to FY 2025 Sala ry Resolution No. 2024-120 to amend Exhibit 13- 1, Exempt Supervisory and Professional, and Exhibit 13-2, Non-Exempt Professional.

EXECUTIVE SUMMARY
The City and City of Fresno Profe ssional Employees Association, Inc. (Exempt Supervisory and Professional and Non-Exempt Professional – Unit 13) reached a tentative agreement on a successor MOU which will replace the MOU that expired on December 31, 2023. The MOU provides for an agreement from January 1, 2024 th rough June 15, 2025, increases to wages, and other changes in terms or conditions of employment.

Upon Council approval of the Elev enth Amendment to the FY25 Salary Resolution, Exhibit 13-1 and Exhibit 13-2 of the FY25 Salary Resolution will be updated to reflect the amended Exhibit 13-1 and Exhibit 13-2 as approved by Council.

BACKGROUND

The City and City of Fresno Profe ssional Employees Association, Inc. (Exempt Supervisory and Professional and Non-Exempt Professional – Unit 13) started meeting in November 2023 to work towards reaching agreement on a successor MOU. T he parties reached a tent ative agreement on December 17, 2024.

Significant changes to the MOU are summarized below.

 Term: June 17, 2024 through June 15, 2025.
 Salaries: FY25: 2% wage increase retroactively effective June 17, 2024 and a 0.5% wage increase retroactively effective December 16, 2024.
 Classification & Compensation Study: Implement remainder compensation adjustments from the previous classification & compensation study retroactively effective June 17, 2024.  Safety Shoes & Prescription Safety Glasses: Increase regular safety shoes voucher to $250 and specialty safety shoes voucher to $300; add reimbursement of up to $125 annually for prescription safety glasses.
 Swing & Night Shift Premium Pay: Increase swing shift premium pay to $1.45 per hour and night shift premium pay to $2.30 per hour.
 Master Auto/Heavy Duty Truck Tech Certificate Pay : Increase certificate pays for both to $200 per month.
 Blue Seal of Excellence Premium Pay: Add a new Blue Seal of Excellence premium pay of $600 per year for those employees whose ASE certifications contributed to the recognition.  Uniform Allowance: Increase uniform allowance to $73 per month for Supervising Crime Scene Technicians and increase uniform allowance to $876 per year for Fire Prevention Engineers and Supervising Fire Prevention Inspectors, prorated for new employees.  Health Reimbursement Arrangement (HRA): Add an option for employees to credit any amount of Holiday Leave at 100% of the em ployee’s base rate of pay into an HRA account at the time of retirement if eligible for HRA.
 Holiday Leave Option into HRA : Add an option for employees to credit any amount of Holiday Leave at 100% of the employee’s base rate of pay into an HRA account at the time of retirement if eligible for HRA.
 New Annual Leave Tier: Employees with 20 or more years will accrue 20 hours per month.  Guaranteed Day Off: Provides for employees not to be required to respond to contact (e.g., calls, text messages, etc.) by the City on their second r egular day off on a 5/8 schedule, on their third regular day off on a 4/10 schedule, on their second regular day off on the week they work five (5) days on a 9/80 schedule, and on thei r third regular day off on the w eek they work four (4) days on a 9/80 schedule with exceptions T hose exceptions include: emergencies, when an employee is assigned to be on-call, or when an employee opts to voluntarily engage. This provision does not prohibit the City from contacting members for lawful, work-related purposes on any day, and does not entitle exempt members to any additional compensation for such contact on any day.  Shift Bid By Seniority: Both parties agree to meet and conf er on shift bid by seniority proposals at the request of either party, and to adopt su ch proposals only by mutual agreement where operations are not negatively impacted.
 PARCS Supervisor On-Call: Both parties agreed there will be no impact to shift assignment or work locations, and is specific to on-call assignm ents. CFPEA will notice the City of any proposed on-call process. The parties shall meet and confer. Such proposals shall only be adopted by mutual agreement where operations are not negatively impacted.

In addition to the above, there was language clean up throughout the MOU.

The City Attorney’s Office has approved the new MOU and Salary Resolution Amendment as to form.

ENVIRONMENTAL FINDINGS
By the definition prov ided in the California E nvironmental Quality Act Guidelines Section 15378 this item does not qualify as a “project” and is therefore exempt from the California Environmental Quality Act requirements.

LOCAL PREFERENCE
Loc
al preference is not implicated because this item does not involve public contracting or bidding with the City of Fresno.

FISCAL IMPACT
Approval of the MOU and Salar y Resolution Amendment will result in estimated additional salary and benefit expenses of $1,108,729 to the General Fund and $2,204,836 to All Funds in FY25 for the term of the MOU, which expires June 15, 2025.

Attachments:

City of Fresno and CFPEA MOU – Redline
City of Fresno and CFPEA MOU – Final
Resolution – Eleventh Amendment to FY 2025 Salary Resolution No. 2024-120 Salary Tables – Eleventh Amendment to FY 2025 Salary Resolution No. 2024-120 – Redline Salary Tables – Eleventh Amendment to FY 2025 Salary Resolution No. 2024-120 – Final

MEMORANDUM OF

UNDERSTANDING

BETWEEN AND FOR THE

CITY OF FRESNO

AND

CITY OF FRESNO
PROFESSIONAL EMPLOYEES ASSOCIATION, INC.

(Exempt Supervisory and Professional Unit and
Non-Exempt Professional Unit - Unit 13)

December 6, 2021 – December 31, 2023
January 1, 2024 – June 15, 2025

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page i

TABLE OF CONTENTS
ARTICLE I – PREAMBLE ................................................................................................ 1 A. PURPOSE ............................................................................................................. 1 B. DEFINITIONS ........................................................................................................ 1 C. GOVERNING LAWS .............................................................................................. 1 ARTICLE II CITY RIGHTS .............................................................................................. 2 A. GENERAL .............................................................................................................. 2 B. NONDISCRIMINATION ......................................................................................... 2 C. EMPLOYEE RESPONSIBILITIES .......................................................................... 2 D. PERSONNEL FILES .............................................................................................. 2 ARTICLE III – CITY RIGHTS .......................................................................................... 4 A. GENERAL .............................................................................................................. 4 ARTICLE IV – RECOGNITION ....................................................................................... 6 A. ASSOCIATION RECOGNITION ............................................................................ 6 B. UNIT DESCRIPTION ............................................................................................. 6 C. CITY RECOGNITION ............................................................................................. 6 D. RECOGNITION OF MUTUAL OBLIGATION .......................................................... 7 E. LOCKOUT AND STRIKE ....................................................................................... 7 ARTICLE V – REPRESENTATION AND RESOLUTION OF CONCERNS ..................... 8 A. SCOPE OF REPRESENTATION ........................................................................... 8 B. REPRESENTATION OF EMPLOYEES ................................................................. 8 C. RESOLUTION OF CONCERNS ............................................................................. 9 D. CORRECTIVE ACTIONS ....................................................................................... 9 ARTICLE VI – COMMUNICATIONS ............................................................................. 10 A. ASSOCIATION BUSINESS ................................................................................. 10 B. ASSOCIATION OFFICERS AND DIRECTORS ................................................... 10 C. ASSOCIATION BULLETIN BOARDS ................................................................... 10 D. EXCHANGE OF INFORMATION ......................................................................... 11 ARTICLE VII – DUES DEDUCTION .............................................................................. 13 A. GENERAL ............................................................................................................ 13 B. EXCEPTION TO THE DUES DEDUCTION AUTHORIZATION ............................ 13 C. DUES DEDUCTION ............................................................................................. 13 ARTICLE VIII – COMPENSATION AND BENEFITS ..................................................... 14 A. SALARIES ........................................................................................................... 14 B. PENSION CONTRIBUTION ................................................................................ 15 C. PREMIUM PAY .................................................................................................... 15

1. Swing and Night Shift Premium ......................................................................... 15

2. Bilingual Premium Pay Program ........................................................................ 16

3. Certificate/License/Registration Premium Pay .................................................. 16

4. Salary Spread Differential Premium Pay ........................................................... 18

5. Professional Engineer/Supervising Professional Engineer Assignment Required Specialized Expertise ......................................................................... 19

6. Supervising Crime Scene Technician Premium Pay: ........................................ 19 MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page ii

7. Blue Seal of Excellence Recognition Premium Pay……………………………20

8. Acting Assignments – Police Department: ........................................................ 20

9. Additional Shifts (Full or Partial) Premium Pay .................................................. 21 D. PARALEGAL CERTIFICATION REIMBURSEMENT ........................................... 21 E. LIFE INSURANCE AND DISABILITY COVERAGE .............................................. 22 F. FRESNO CITY EMPLOYEES HEALTH AND WELFARE TRUST ........................ 22 G. LEAVES ............................................................................................................... 22

1. Attendance Policy .............................................................................................. 23

2. Annual Leave .................................................................................................... 23

3. Supplemental Sick Leave .................................................................................. 26

4. Holiday Leave .................................................................................................... 27

5. Management Leave (formerly “Administrative Leave”) ...................................... 28

6. Management Time Off (formerly “Administrative Time Off”) .............................. 29

7. 13-2 Non-Exempt Professional Employee Incentive Program ........................... 29 H. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR NEW

EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S LONG TERM DISABILITY INSURANCE PLAN .................................................................................................... 29 I. HEALTH REIMBURSEMENT ARRANGEMENT (HRA) ....................................... 31 J. WORKERS’ COMPENSATION ............................................................................ 32 K. COURT TIME ....................................................................................................... 34 L. COURT APPEARANCES .................................................................................... 34 M. WORK SCHEDULES ........................................................................................... 36 N. ALTERNATIVE WORKWEEK WORK SCHEDULES ........................................... 36 O. USE OF PERSONAL VEHICLES ......................................................................... 38 P. GUARANTEED LEAVE ........................................................................................ 39 Q. PAY FOR PERFORMANCE ................................................................................. 39 Q. BUS PASSES – FAX OPERATIONS .................................................................... 39 R. BENEFITS FOR PERMANENT PART-TIME EMPLOYEES ................................. 40 S. UNIFORMS, SAFETY SHOES, AND PRESCRIPTION SAFETY GLASSES ....... 40 T. BUILDING INSPECTIONS .................................................................................. 40 U. LICENSED PROFESSIONAL ENGINEER CLASSIFICATION ........................... 40 V. VOLUNTARY LEAVE TIME (VLT) PROGRAM ................................................... 40 W. GUARANTEED DAY OFF ................................................................................... 40 X. SHIFT BID BY SENIORITY .................................................................................. 40 Y. PARCS SUPERVISOR ON-CALL ....................................................................... 40

ARTICLE IX – SAVING CLAUSE AND FULL UNDERSTANDING ............................... 48 A. SAVING CLAUSE ................................................................................................ 48 B. FULL UNDERSTANDING .................................................................................... 48 ARTICLE X – TERMINATION ....................................................................................... 49

EXHIBIT I – CLASS & COMP STUDY SALARIES EFFECTIVE 6/17/20246/21/2021 EXHIBIT II – 2% WAGE INCREASE SALARIES EFFECTIVE 6/17/20246/20/2022 EXHIBIT III – 0.5% SALARIES EFFECTIVE 12/16/20246/19/2023

SIDE LETTER OF AGREEMENT – Pensions for New Employees
SIDE LETTER OF AGREEMENT – Building Inspection Program and Contracting Out MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page iii

SIDE LETTER OF AGREEMENT – FY23 Class & Comp Study Equity Adjustments SIDE LETTER OF AGREEMENT – Licensed Professional Engineer Classification

LEGEND

* * * = deleted old language
[§ deleted] = section/subsection deleted
[§§ deleted] = two or more
sections/subsections deleted
bold type = new language

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 1

ARTICLE I

PREAMBLE

A. PURPOSE

This Memorandum of Understanding (MOU), entered into between the City of Fresno, hereinafter referred to as the City, and the City of Fresno Professional Employees Association, Exempt Supervisory and Professional Unit and Non- Exempt Professional Unit, hereinafter referred to collectively as the Association, CFPEA, or as Unit has as its purpose the establishment of wages, hours, and other terms and conditions of employment, and to promote collaboration in the resolution of issues affecting all parties. The parties have met and conferred in good faith and have freely exchanged information, opinions and proposals and have reached agreement on all matters relating to the employment conditions and employer - employee relations of such employees.

B. DEFINITIONS

Unless the particular provision or the context otherwise requires, and, except to the extent that a particular word or phrase is otherwise specifically defined in this MOU, the definitions and provisions contained in Chapter 3 , and Sections 3-101, 3-201, 3-202, 3-501 and 3-603 of the Fresno Municipal Code (FMC) shall govern the construction, meaning, and applicatio n of words and phrases herein. The definition of each word or phrase shall constitute, to the extent applicable, the definition of each word or phrase which is derivative from it, or from which it is a derivative, as the case may be.

C. GOVERNING LAWS

The employer-employee relationship between the City and its employees, and the City and the Association, is governed by applicable state bargaining laws as may be amended from time to time, and Article 6 of Chapter 3 of the FMC. In the event of any conflict between said laws and this MOU, said laws shall govern.

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ARTICLE II

EMPLOYEE RIGHTS

A. GENERAL

The rights of employees are set forth in Section 3-604 of the FMC, and said Section presently reads as follows:

"Employees shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer -employee relations including, but not limited to, wages, hours, and other terms and conditions of employment. Employees shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relationship with the C ity. No employees shall be interfered with, intimidated, restrained, coerced, or discriminated against by the City or by an employee or an employee organization because of their exercise of any of these rights. No management employee or confidential employee shall act as a representative of any employee organization which represents employees other than management employees or confidential employees."

B. NONDISCRIMINATION

The provisions of this MOU shall apply to and be exercised by all members of the Association, consistent with state and federal nondiscrimination statutes.

C. EMPLOYEE RESPONSIBILITIES

All employees in the Units acknowledge that the City shall consider the positions and proposals of the Association as the meet and confer positions and proposals of all employees, individually and collectively, in said Units.

D. PERSONNEL FILES

1. The Human Resources Division Personnel Services Department , under the direction of the Director of Personnel Services, shall maintain the official personnel file for each employee. Each employee may review, or authorize in writing its review by a designated representative, subject to reasonable rules and regulations, and receive a copy of all material placed in their personnel file. If an employee disagrees with the content of a document placed in either file, it shall be the right of the employee to submit a response to the Director of Personnel Services to be attached to the document in question and included in the appropriate file. Personnel files are confidential and access is limited.

2. Documents, including performance evaluations, shall be forwarded to the Human Resources Division Personnel Services Department to be

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 3

maintained as the official personnel file as noted in D. 1., above. In addition, the departmental file shall be forwarded to the employee’s new department if the employee transfers, promotes, or demotes. The file should be forwarded to Human Resources the Personnel Services Department when the employee leaves City service.

3. Inquiries regarding employment references shall be administered in accordance with existing City policies.

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ARTICLE III

CITY RIGHTS

A. GENERAL

1. The rights of the City include those r ights enumerated in FMC Section 3- 605, as the same may be amended from time to time. Specifically:

(a) The exclusive rights to the City include, but are not limited to, the right to

(1) determine the missions of its constituent departments, divisions, commissions, and boards;

(2) set standards of service and municipal fees and charges;

(3) determine the procedures and standards of selection for employment, assignment, transfer, and promotion;

(4) direct its employees;

(5) take disciplinary action;

(6) relieve its employees from duty because of lack of work or other legitimate reasons;

(7) maintain the efficiency of governmental operations;

(8) determine the methods, means, and personnel by which government operations are to be conducted;

(9) determine the content of job classifications;

(10) take all necessary actions to carry out its mission;

(11) exercise complete control and discretion over its organization and technology of performing its work."

2. The rights of the City include the determination of staffing levels, including but not limited to, staffing by shift and class.

3. All other rights formerly or presently enjoyed by or vested in the City on the effective date of this MOU and not mentioned in Section 1. (a) above are retained by and reserved to the City unless explicitly waived by the City by resolution of the Council or by Council-approved MOU.

4. Nothing in this MOU shall be construed as delegating to others the authority

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 5

conferred by law on the City, or in any way abridging or reducing such authority.

5. This MOU is not intended to restrict consultation in good faith with the Association regarding matters within the right of the City to determine.

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ARTICLE IV

RECOGNITION

A. ASSOCIATION RECOGNITION

1. The City acknowledges the Association as the recognized employee organization representing the Exempt Supervisory and Professional Unit and Non-Exempt Professional Unit., and therefore, The parties shall meet and confer in good faith promptly upon request by either party and continue for a reasonable period of time in order to exchange freely information, options, and proposals, and to endeavor to reach agreement on a successor MOU. MOU negotiations may be initiated five (5) months prior to the expiration of the MOU.

2. It is expressly agreed and understood by the parties that under Government Code section 3502.5, an agency shop agreement shall not apply to management, confidential or supervisory employees. As used in this Section, "agency shop" means an arrangement that requires an employee, as a condition of continued employment, either to join the recognized employee organization, or to pay the organization a service fee in an amount not to exceed the standard initiation fee, periodic dues, and general assessments of such organization for the duration of the agreement, or a period of three years from the effective date of such agreement, whichever comes first. Employees of the City shall have the right to refuse to join or participate in the activities of the Association and shall have the right to represent themselves individually in their employment relationship with the City of Fresno. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by the Association because of the exercise of these rights.

B. UNIT DESCRIPTION

The Association represents two (2) Units consisting of Exempt Supervisory and Professional Unit and Non- Exempt Professional Unit employees holding a permanent position, as defined in FMC Section 3-202(p)(4), in one of the classes listed in Exhibits 13- 1 or 13-2 of the Salary Resolution, as such Units may be modified from time to time in the manner designated in the FMC.

C. CITY RECOGNITION

The Association recognizes the City Manager of the City of Fresno, or such person as may be designated in writing, as the designated representative of the City , pursuant to FMC Section 3-615, and shall meet and confer in good faith promptly upon request by the City and continue for a reasonable period of time in order to exchange freely information, options, and proposals, and to endeavor to reach agreement on a successor MOU.

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 7

D. RECOGNITION OF MUTUAL OBLIGATION

The Association and the City recognize and acknowledge their mutual obligation and responsibility to effectuate the purposes set forth in, and to adhere to the conditions and clauses set forth in this MOU.

E. LOCKOUT AND STRIKE

1. In the event the meet and confer process beginning prior to the expiration of this MOU results in an impasse, the City shall not take unilateral action regarding wages, hours, and other terms and conditions of employment prior to completion of any impasse resolution procedures provided in FMC Section 3-617 and State law.

2. No unlawful strike or work stoppages by City employees, as defined in FMC Section 3-624 or applicable state bargaining laws and regulations, shall be caused, instigated, encouraged, condoned, participated in, or honored by the Association or its members during the term of this MOU.

3. No lockout of employees shall be instituted by the City during the term of this MOU.

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ARTICLE V

REPRESENTATION AND RESOLUTION OF CONCERNS

A. SCOPE OF REPRESENTATION

"Scope of representation" shall be as defined in FMC Section 3- 603(w), as the same may be amended from time to time. Said Section presently reads as follows:

"Scope of representation" means all matters relating to employer -employee relations, including, but not limited to, wages, hours, and other terms and conditions of employment. Employee rights, as set forth in Section 3-604, and City rights as set forth i n Section 3- 605 (a), are excluded from the scope of representation."

B. REPRESENTATION OF EMPLOYEES

1. A member of the Association whose presence is requested by management to discuss or review an action of the employee has the right to be represented by an Officer, Director, or member of the Association if it appears that the discussion or review may result in a reprimand (oral or written), fine, suspension, demotion, or termination. Should an employee request such representation, no further discussion or review may occur until a representative is present, except that an unreasonable delay shall n ot result from such a request. The presence of a representative of the employee's own choosing who is not an Officer, Director, or member of the Association shall also satisfy the requirements of this section. An employee shall not represent nor be represented by an individual within their line of supervision.

2. This Section does not apply to the normal ongoing employment relationship or supervisor/subordinate relationship between the City and its employees, when such matters include, but are not limited to, work direction, scheduling, and non-disciplinary counseling or performance evaluations.

3. The Association agrees to represent employees in these Units in a manner consistent with the requirements of the Meyers -Milias-Brown Act and applicable state and federal regulations.

4. Executive Board Member Release Time: Association Executive Board Members will be allowed time off to attend to Association business. At least two (2) calendar days advance notice shall be provided by the Association President to the Labor Relations Manager Chief Labor Negotiator or designee so that release time may be arranged with the affected department, exceptions may be made on a case-by-case basis upon mutual agreement of the parties. Executive Board members may take up to twenty- four (24) hours annually. The President may take up to forty (40) hours annually. Such time may be charged to the employee’s A nnual Leave,

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Holiday Leave, or Management Leave banks.

5. Grievance/Disciplinary Action Release Time: The Association President will designate Executive Board Members to investigate grievances or disciplinary actions and/or to observe working conditions stemming from grievances. The Association agrees to provide a minimum of seventy -two (72) hours advance notice of the request for Grievance/Discipline Release Time. The Association President shall provide such notice to the Labor Relations Manager Chief Labor Negotiator or designee so that release time may be arranged with the affected department. Designated Association representatives may receive up to a maximum of two (2) hours of release time per grievance/discipline for investigative purposes.

6. Negotiations and Grievance Advisory Committee Release Time: An Association representative, designated by the Association President, shall be able to represent employees in negotiations, and Grievance Advisory Committee meetings. The Association agrees to provide reasonable advance notice of the request for Release Time for these instances. The Association President shall provide such notice to the Labor Relations Manager Chief Labor Negotiator or designee so that release time may be arranged with the affected Department.

C. RESOLUTION OF CONCERNS

Concerns regarding the interpretation or application of the provisions of this MOU shall be resolved exclusively as outlined in Administrative Order 2- 15, Resolution of Concerns of Management and Confidential Employees. The City recognizes the right of employees who are members of the Association to be represented by the Association in resolving concerns.

D. CORRECTIVE ACTIONS

Pursuant to FMC Sections 3-283 and 3-284, employees in the Classified Service may elect to appeal a corrective action resulting in fine, suspension, demotion or termination to the Civil Service Board for a hearing before the Board under FMC Section 3- 284, or may request that the action be heard by a hearing officer pursuant to FMC Section 3-283. The recommendation of the hearing officer shall be filed with the Civil Service Board, which may affirm, modify or set aside the recommendation. The decision of the Civil Service Board shall be final and binding on all parties, and there shall be no further administrative appeal available.

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ARTICLE VI

COMMUNICATIONS

A. ASSOCIATION BUSINESS

1. The City agrees to allow Association Officers, subject to the approval of each employee's supervisor and the needs of the City, reasonable leave in accordance with Article V, Section B. , for the day -to-day conduct of Association business, including representation of employees as provided in Article V. Attendance at Association conferences, workshops, training, etc., will be charged to the employee’s accrued leave benefits, to be designated by the employee. Approval of such leave will not be unreasonably withheld.

2. The use of City equipment or computer network to conduct personal business is prohibited. Both parties agree that there are times that the use of City equipment is unavoidable by the Association, and at times is in the best interests of the City. Routine City business may be conducted without charge, and shall include the use of land or cellular phones to contact family members if the employee is required to work late, or has their shift changed without advanced notice. Occasional use of e- mail to commun icate on issues of mutual labor -management interest, such as the scheduling of negotiations meetings, shall be permitted.

B. ASSOCIATION OFFICERS AND DIRECTORS

1. A written list of the Officers of the Association and the Association Directors, with the specific areas they represent, shall be furnished to the City immediately after their designation and the Association shall notify the City promptly in writing of any changes of such Association Officers or Directors.

2. The Personnel Services Department shall provide the Association the names of all new members of this Unit within 30 days of hire in compliance with AB 119 ten (10) calendar days of their employment, and shall notify the Association of transfers, promotions, terminations from City service, and retirements.

C. ASSOCIATION BULLETIN BOARDS

The City shall provide space, or access to space, for the exclusive use of the Association on one bulletin board in each work or reporting location.

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D. EXCHANGE OF INFORMATION

1. General

On a timely basis, the City shall provide notification to the Association upon proposing amendments to Administrative Orders, hereinafter AO, new and amended Salary Resolutions, new and amended Position Authorization Resolutions, and job bulletins applicable to the Unit and Unit employees.

2. Class Specifications

Revisions to specifications for classes contained in these Units will be provided to the Association for review and comment prior to their adoption by the Director of Personnel Services.

3. If new classes are created which the City determines appropriate for inclusion in these Units, the City shall provide a copy of the specifications to the Association and reasonable notice and opportunity to meet and confer prior to the action to adopt a base salary for the class. If, after a reasonable period of meeting and conferring, agreement cannot be reached, staff, after notifying the Association, shall forward their recommendation to the City Council.

4. The Association shall provide the Labor Relations Division with a copy of its By-Laws. Whenever those By -Laws are amended, the Association shall promptly provide an updated copy of the By -Laws to the Labor Relations Division.

5. New Employee Orientation

The Personnel Services Department (PSD) provides a new employee orientation program to all new City employees (i.e., NEO). PSD will notify the Association at least ten (10) calendar days’ in advance of a scheduled NEO, and at the end of the work week immediately preceding the NEO if the NEO will include any individuals who will be represented by the Association, unless the City is unable to reasonably do so because of an unforeseeable urgent need critical to City operations.

A representative of the bargaining unit will be invited to the NEO meeting room immediately prior to a session to be conducted by the bargaining unit and will be introduced by a City staff member. The bargaining unit will be provided an opportunity to meet with new bargaining unit members at the last session of during the NEO. The session will be scheduled for twenty (20) minutes. This session will not be held if there are no new bargaining unit members attending the NEO or if the bargaining unit representative is not available.

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6. Employee Information

The City will provide the employee information it has on file in compliance with Assembly Bill ( AB) 119 California Government Code Sections 3555- 3559) for all new hires in the bargaining unit within 30 days of hire, as well as all employees represented by the Association at least once per quarter.

Pursuant to Government Code §3358 (in AB 119), employees may opt out of releasing the following information to the Association: home address, home and personal cellular telephone numbers, and personal email addresses. The City of Fresno’s Dues Deduction Au thorization shall be modified to include the opportunity for the employee to opt out of releasing the above information, and notification that the City will furnish Unit required information pursuant to AB 119.

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ARTICLE VII

DUES DEDUCTION

A. GENERAL

1. The City shall deduct the dues or benefit premiums, or both, following receipt of notice from the Association that authorization has been provided to the Association by members in these Units. The City shall stop dues deductions or benefit premium deductions, or both, upon receipt of notice from the Association that authorization has been provided to the Association by members in these Units. Should there be a dispute regarding the deduction of dues, the Association shall provide the City with a copy of the authorization(s) signed by the employee.

2. Dues deductions will be terminated when an employee leaves the bargaining unit.

3. The Association, in consideration for and as a condition of the City withholding and transmitting payroll and benefit deductions authorized by this Section and in compliance with SB 866 Government Code Section 1157.12, shall indemnify and hold harmless the City of Fresno, its officers, and employees from any liability that may result from making, canceling, or changing requested deductions.

B. EXCEPTION TO THE DUES DEDUCTION AUTHORIZATION

The member’s earnings must be sufficient after other legal and required deductions are made to cover the amount of the dues deduction authorized. When a member is in unpaid status for an entire pay period, no dues deduction shall be made from future earnings to cover that pay period, nor will the member be allowed to deposit with the City Controller the amount which would have been deducted if the member had been in a paid status during the pay period. Whenever the member's salary is not sufficient to cover other legal and required deductions, no dues deduction or deposit shall be made.

C. DUES DEDUCTION

Dues deduction shall be transmitted at least monthly by electronic funds transfer to an account specified by the City of Fresno Professional Employees Association.

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ARTICLE VIII

COMPENSATION AND BENEFITS

A. SALARIES

1. Effective June 17, 2024, the base rate of pay for all permanent employees in this unit active at the beginning of the first full pay period following Council approval shall be increased by two percent (2%) as reflected in Exhibit II, attached hereto and incorporated by this reference. In the regular paycheck on December 24, 2021, active employees in a permanent position on December 6, 2021, shall receive a one-time lump sum payment equivalent to three percent (3%) of actual base wages earned while the employee was in a permanent position in this Unit from June 22, 2020 through June 20, 2021. For purposes of this section, actual base wages earned will include the hours an employee was absent without pay due to a statutorily protected leave such as, but not li mited to, leaves taken under the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), and Military Leave, but shall not include hours an employee was absent due to unprotected leave without pay status (e.g., on disciplinary suspension, etc.). The employee shall bear responsibility for any and all individual income tax consequences resulting from this lump sum payment. The lump sum payment shall be compensable for retirement purposes.

2. Effective December 16, 2024, the base rate of pay for all permanent employees in this unit active at the beginning of the first full pay period following Council approval shall be increased by an additional one- half percent (0.5%) as reflected in Exhibit I II, attached hereto and incorporated by this reference. The additional one-half percent will be calculated based on the employee’s base rate of pay, inclusive of the two percent increase described in section 1 above. Retroactively effective June 21, 2021, the base rate of pay for all employees in this unit shall be increased by three percent (3%) as reflected in Exhibit I, attached hereto and incorporated by this reference. Employees will receive payment for retroactive wages earned from June 21, 2021 through December 5, 2021 in their regular paycheck on February 4, 2022.

3. Effective June 20, 2022, the base rate of pay for all employees in this unit shall be increased by three percent (3%) as reflected in Exhibit II, attached hereto and incorporated by this reference.

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4. Effective June 19, 2023, the base rate of pay for all employees in this unit shall be increased by three percent (3%) as reflected in Exhibit II, attached hereto and incorporated by this reference.

35. The parties have reached agreement on compensation adjustments resulting from a Classification and Compensation Study. The parties have also agreed that compensation adjustments will be implemented in phases, with the first phase commencing with Equity Inc reases effective July 23, 2018, and subsequent phases to be implemented as negotiated in future MOU negotiations or as otherwise mutually agreed between the parties.

The percentage adjustments to classifications to implement the first phase are reflected i n Exhibit IV, attached hereto and incorporated by this reference. The parties have agreed to implement the remainder compensation adjustments effective June 17, 2024, which is reflected in Exhibit I, attached hereto and incorporated by this reference.

B. PENSION CONTRIBUTION

Employees in Unit 13 who are hired by the City on or after June 29, 2015, shall make an additional contribution equal to one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. Employees who transfer, demote or promote into Unit 13 on or after June 25, 2018 and were paying an additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System immediately prior to entering Unit 13, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick-up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Employees Retirement System. The employee shall have no option to receive the one and one half percent (1.5%) contribution in cash.

The one and one half percent (1.5%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Option Program (“DROP”) account.

The City and the Association agree to a limited reopener of this provision in regard to the possible revision of Normal Contributions to the Employee Retirement System for those employees paying an additional one and one half percent (1.5%).

C. PREMIUM PAY

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swing shift premium of one dollar and forty- five cents ($1.00 $1.45) per hour for all hours worked that shift. If one-half or more of an employee's shift falls between the hours of midnight and 8:00 a.m., the employee will receive a night shift premium of one and 50/100 two dollars and thirty cents ($1.50 $2.30) per hour for all hours worked that shift. The swing or night shift premium will be paid only to an employee who is regularly assigned to a swing or night shift and who actually works such shift. Should a shift fall under the definitions of both swing and night shift, the shift will be paid at the higher rate. This pay is pensionable under the City of Fresno Retirement System.

2. Bilingual Premium Pay Program - The City and the Association jointly encourage employees to use their language skills to provide the highest level of service to the community. The bilingual certification program consists of a City administered examination process whereby employees may apply for bilingual examination and if certified by the examiner, receive bilingual premium pay for interpreting and translating.

a. The Bilingual certification examinations will be conducted as needed.

Examination applications will be available at the Personnel Services Department, Human Resources Division, and City department personnel units. In order to remain eligible to receive bilingual premium pay, employees must take and pass the certification examination once every five (5) years. Employees who must recertify will be provided notice prior to recertification.

b. Department Directors, or their designees, shall designate those positions or assignments in which bilingual skill is desired.

c. Bilingual certification examinations are conducted for languages as specified in the Salary Resolution.

d. Employees who have passed the bilingual examination and who are receiving bilingual premium pay may not refuse to translate while on the job.

e. Employees who are bilingual but who have chosen to not receive bilingual premium pay shall not be required to translate on the job except in an emergency.

f. Effective December 6, 2021, the bilingual premium pay rate for classified employees in these Units will be one hundred dollars ($100) per month regardless of how many languages for which an employee is certified.

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“a” through “g” the subsections below are determined by the City to be minimum qualifications in job classifications, premium pay for that particular certificate, license and/or registration shall not be paid. Premium pays listed in the subsections are pensionable under the City of Fresno Retirement System.

Premium pay for certificates, licenses, and registration will become effective on the first day of the pay period in which the employee submits the applicable new or renewal license, registration, or certificate to their department or the effective date of the new or renewal license, registration, or certificate, whichever is later. Upon expiration of the license, registration, or certificate for which an employee is receiving premium pay, premium pay will be discontinued until such time the employee submit s their renewal license, registration, or certificate to their department. Premium pay will not be paid retroactively. Exceptions due to exigent circumstances, such as an error or delay on behalf of the organization issuing the certificate, may be consider ed on a case- by-case basis by the Director of Personnel Services or designee.

a. Permanent employees in the classes of Planner III or Traffic Engineering Assistant, who possess a valid registration as an Architect, Civil Engineer, Electrical Engineer, Structural Engineer, or Traffic Engineer issued by the State of California, shall receive an additional five percent (5%) of their base rate of pay per month.

b. Permanent employees in the classes of Principal Accountant, Senior Accountant-Auditor, or Treasury Officer, who possess a valid license as a Certified Public Accountant issued by the State of California, shall receive an additional five percent (5%) of their base rate of pay per month.

c. Permanent employees in the class of Equipment Supervisor, who possess a valid Master Automobile Technician Certificate or a valid Master Heavy Duty Truck Technician Certificate issued by the National Institute for Automotive Service Excellence (NIASE) , shall receive one hundred-sixty two hundred dollars ($160.00) ($200.00) per month.

d. Permanent employees in the class of Wastewater Operations Supervisor who are assigned to the operational area of Mechanical Maintenance and who possess a valid Grade IV Wastewater Collection Systems Technical Certificate issued by the California Water Environment Association, shall receive forty dollars ($40.00) per month.

e. Permanent employees in the class of Chief of Wastewater Facilities Maintenance, who possess a valid Grade I V Mechanical
Technologist Certificate or valid Grade I V Electrical Instrumentation Certificate issued by the California Water Environment Association,

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shall receive seventy-five dollars ($75.00) per month.

f. Permanent employees in the class of Wastewater Treatment Maintenance System Supervisor, who possess a valid Grade IV Mechanical Technologist Certificate issued by the California Water Environment Association or a valid Grade IV Wastewater Treatment Plant Operator Certificate issued by the State Water Resources Control Board, shall receive seventy-five dollars ($75.00) per month.

g. Subject to policies, procedures and criteria determined and established by the City Manager, permanent employees in classes requiring the possession and maintenance of valid registration as a professional engineer Professional Engineer issued by the State of California, shall be reimbursed by the City for registration fee renewals.

h. Subject to policies, procedures and criteria determined and established by the City Manager, permanent employees in classes requiring the possession and maintenance of valid certification issued by the California Water Environment Association, shall be reimbursed by the City for certification fee renewals.

4. Salary Spread Differential Premium Pay

a. Upon the filing of an Employee Action Form (“EAF”) by a department director, the Director of Personnel Services shall approve a premium pay increase in order to establish a salary spread differential of ten (10%) between a supervisory employee in these Units, and the supervisory employee’s highest paid subordinate.

b. Premium pay received under MOU Article VIII, Section C., Subsection 4a shall not be considered base pay, and shall not be applied towards the calculation of leave benefit payouts, holiday payouts, life/disability compensation, or retirement calculations/ benefits.

c. The actual amount of salary spread differential premium pay received shall be the difference between the base pay of the highest paid subordinate, and the amount necessary to be added to the supervisory employee’s base rate of pay to maintain a ten perc ent (10%) salary spread differential. Receipt of this premium pay shall be discontinued upon the supervisor’s separation from City service, or upon any modification which eliminates the
supervisor/subordinate relationship.

d. The parties agree to meet each quarter during the term of the MOU to discuss and strategize alternative solutions to Salary Spread Differential Premium Pay . Any change to Article VIII, Section C. 4. will require mutual agreement.

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5. Licensed Professional Engineer /Supervising Professional Engineer Assignment Required Specialized Expertise

a. As determined solely by the department director Appointing Authority with City Manager approval, a Licensed Professional Engineer may receive premium pay up to ten percent (10%) above the Professional Engineer’s base rate of three hundred dollars ($300) per month when the Licensed Professional Engineer’s assignment requires specialized expertise, supervision of other professional engineers, or other job-related criteria as determined by management. Eligibility for such premium pay will not continue beyond twelve (12) months without review, an EAF, Appointing Authority recommendation, and City Manager approval. This pay is pensionable under the City of Fresno Retirement System.

b. As determined solely by the department director with City Manager approval, a Supervising Professional Engineer may receive premium pay up to ten percent (10%) above the Supervising Professional Engineer’s base rate of pay when the Supervising Professional Engineer’s assignment requires specialized expertise, supervision of other Supervising Professional Engineers, or other job- related criteria as determined by management. Eligibility for such premium pay will not continue beyond twelve (12) months without rev iew, an EAF, and City Manager approval.

bc. It is expressly understood that reduction in force and lay off processes are governed by the FMC; however, in addition to the Code, a senior employee occupying the class of Licensed Professional Engineer /Supervising Professional Engineer affected by a reduction in force will not bump a more junior employee occupying the same class if the position occupied by the junior employee requires specialized certification/licensure/training not possessed by the more senior employee.

6. Supervising Crime Scene Technician Premium Pay:

a. Bachelor’s Degree Pay

Employees in the classes of Supervising Crime Scene Technician who possess a four (4) year college degree (Bachelor’s Degree) from an accredited institution shall be paid an additional three percent (3%) of their base rate of pay. This pay is pensionable under the City of Fresno Retirement System.

b. POST Premium Pay

(1) Employees who have served at least five (5) years of full-time work in the classification of Supervising Crime Scene
Technician in the City of Fresno Crime Scene Bureau and have successfully completed the basic POST Crime Scene

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Bureau Technician course shall be paid an additional four percent (4%) of their base rate of pay.

(2)c. Employees who have served at least ten (10) years of full-time work in the classification of Supervising Crime Scene
Technician in the City of Fresno Crime Scene Bureau and who have successfully completed the POST certified training for law enforcement supervisors shall be paid an additional four percent (4%) of their base rate of pay.

(3) The POST Premium Pay listed in subsections 6.b(1) and

6.b(2) above shall be stackable.

(4) POST Premium Pay is pensionable under the City of
Fresno Retirement System.

7. Blue Seal of Excellence Recognition Premium Pay:

a. Employees in this Unit assigned to FAX or Fleet facilities in the class of Equipment Supervisor or in any other class in this Unit whose Automotive Service Excellence (ASE) certification contributes to the receipt of the respective facility’s ASE Blue Seal of Excellence Recognition, shall become eligible to receive six hundred dollars ($600) per year premium pay to be paid in the regular paycheck of the first pay period following the facility’s designation date, pursuant to the requirements outlined in subsections (1) and (2) below. Only employees in this Unit active as of the facility’s designation date shall receive the premium pay. The pay is pensionable under the City of Fresno Retirement System.

(1) A FAX or Fleet facility must receive the ASE Blue Seal of Excellence Recognition pursuant to the program criteria established by the NIASE;

(2) The employee in this Unit must possess at a minimum two (2) applicable ASE certificates pursuant to the
program criteria established by the NIASE (i.e., the
employee’s name was included as an ASE -Certified
Service Professional on the Blue Seal Recognition
Program application submitted by the facility).

87. Acting Assignments – Police Department:

An employee in the Police Department who otherwise meets all criteria for Temporary Assignment to Perform Duties of an Absent Employee (see FMC 3-260), but is ineligible because the absent employee is a sworn peace officer, shall receive premium pay of fiv e percent (5%) of the employee’s

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base salary when assigned to perform the managerial duties of a sworn officer appointed to an administrative position.

98. Additional Shifts (Full or Partial) Premium Pay

a. Ten-Hour Shifts - Employees occupying the class of Emergency Services Communications Dispatch Supervisor may work full or partial 10-hour shifts on a voluntary or management -directed basis.

If an employee works a full or partial 10-hour shift, in addition to any shift which is part of the employee’s normal work schedule, the employee shall be paid the sum of $320 for such full shift, or an amount which is proportionate to the fraction of a shift worked (Formula: ($320 ÷ 10 full shift hours ) amount of shi ft worked = $ amount to be applied to partial shifts worked).

Eight-Hour Shifts - In the event the department changes from 10- hour to 8-hour shifts, employees occupying the class of Emergency Services Communications Dispatch Supervisor may work full or partial 8-hour shifts on a voluntary or management-directed basis. If an employee works a full or partial 8-hour shift, in addition to any shift which is part of the employee’s normal work schedule, the employee shall be paid the sum of $260 for such full shift, or an amount which is proportionate to the fraction of a shift worked (Formula: 260 ÷ 8 full shift hours) amount of shift worked = $ amount to be applied to partial shifts worked).

b. Eight-Hour Shifts - Employees occupying the class of Records Police Support Services Supervisor may work full or partial 8-hour shifts on a voluntary or management-directed basis. If an employee works a full or partial 8-hour shift, in addition to any shift which is part of the employee’s normal work schedule, the employee shall be paid the sum of $250 for such full shift, or an amount which is proportionate to the fraction of a shift worked (Formula: ($250 ÷ 8 full shift hours) amount of shift worked = $ amount to be applied to partial shifts worked).

D. PARALEGAL CERTIFICATION REIMBURSEMENT

Effective December 6, 2021, employees Employees in the classes of Paralegal, Senior Paralegal, and Supervising Paralegal may request and be reimbursed up to $500 during a period of two fiscal years for actual out -of-pocket expenses associated with continuing education required for maintaining a paralegal certification as approved by the City Attorney or designee, including course registration fees and the cost of required materials. Employees requesting reimbursement for registration fees and cost of materials must complete a Travel and Expense Reimburs ement form provided by the Finance Department, obtain signature of the City Attorney or designee, and attach proof of attendance and costs incurred for such course(s) within ten (10) calendar days after completion of the course(s).

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E. LIFE INSURANCE AND DISABILITY COVERAGE

The City shall provide Life Insurance and Long Term Disability Insurance for members of these Units in the amounts and formulas currently provided.

Employees who leave City employment may continue Life Insurance Coverage in accordance with the terms of the insurance carrier if permitted by those terms.

F. FRESNO CITY EMPLOYEES HEALTH AND WELFARE TRUST

The City and the Association agree that the Fresno City Employees Health and Welfare Trust has the sole authority to determine the benefits that will be provided during the term of this MOU. The sole responsibility of the City under this clause is to provi de a set dollar amount percentage of the total premium for such benefits to be contributed to the Trust on behalf of the employees represented by the Association. Effective July 1, 2015, the City’s contribution will be seventy -five percent (75%) of the premium established by the Fresno City Employees Health and Welfare Trust Board prior to July 1, 2015 plus the cost of any increases in the health and welfare premium which will be shared on a fifty percent (50%) basis by the City and employees , except that employees will be required to pay no more than thirty percent (30%) of the premium established by the Fresno City Employees Health and Welfare Trust Board. At such time as the employee share is set at 30%, the City shall pay 70%. The City contribution of the total premium shall be seventy percent (70%) and the employee share of the total premium shall be thirty percent (30%) Employees may elect to contribute the employee share through payroll deductions to make up the difference between the total premium and the City contribution to receive the maximum benefit coverage provided under the Trust, or elect not to contribute the employee share and accept a reduced coverage option.

Should any other represented bargaining unit in the City negotiate a successor MOU, or extend the period of an MOU, or have terms imposed resulting in a greater contribution by the City, upon the Association’s request, the parties will meet to determine a match to that benefit.

The City and the Association shall meet and confer on an alternative health plan and/or modifications to the Health & Welfare Trust upon the request of either party.

The meet and confer process may include other bargaining units.

The parties also agree to work collectively in conjunction with their Board representatives to research and recommend potential cost -saving measures for the Health & Welfare Trust, which may include a choice of health program options based on individual need or preference, including a reduced option equivalent to the City’s premium contribution, a separate rate for single employees with no dependents, or other flex plan programs; mandatory generic mail order drug maintenance for employees who require prescr iption drug therapy for any period of 90 days or more; or other measures that may be identified as this work progresses.

G. LEAVES

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1. Attendance Policy

Effective July 1, 2006, the FMC, City administrative orders, City policies, procedures, rules and regulations concerning sick leave Sick Leave usage and administration shall apply. Administrative Order 2 -19.1, Attendance Policy, shall no longer apply to members of this Unit.

2. Annual Leave

a. Annual Leave Accrual - Employees in these Units do not accrue Vacation Leave and Sick Leave will no longer be accumulated as provided in the FMC , but and instead accrue Annual Leave as detailed below. Except for any exceptions noted herein, all provisions of the FMC, City administrative orders Administrative Orders, policies, procedures, rules and regulations concerning leave administration will continue to apply.

(1) Less than Ten Years - For such employees who were hired into a permanent position prior to June 29, 2015, and who have been continuously employed by the City for less than ten (10) years, the Annual Leave accrual rate will be 15.5 hours for each completed calendar month of employment.

Employees hired on or after June 29, 2015, and who have been continuously employed by the City for less than ten (10) years, the Annual Leave accrual rate will be 13.33 hours for each complete calendar month of employment. Effective
January 1, 2022 employees in these units who have been
continuously employed by the City for less than ten years will accrue 15.5 hours for each completed calendar month of
employment regardless of their hire date.

(2) More than Ten Years But Less Than Twenty Years - For such employees who were hired into a permanent position prior to June 29, 2015, and who have been continuously
employed by the City for ten (10) years or more, the Annual Leave accrual rate will be 18.83 hours for each completed calendar month of employment. Employees hired on or after June 29, 2015 and who have been continuously employed by the City for ten (10) years or more, the Annual Leave accrual rate will be sixteen (16) hours for each complete calendar month of employment. Effective January 1, 2022, employees in these units who have been continuously employed by the City for ten years or more will accrue 18.83 hours for each completed calendar month of employment regardless of their hire date.

(3) Twenty Years or More - For employees who have been
continuously employed by the City for twenty (20) years or more, the Annual Leave accrual rate will be 20 hours for each completed calendar month of employment.

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(43) Annual Leave Accumulation Limit

Employees with Annual Leave balances of nine hundred (900) hours or more on June 29, 2015, will not exceed one thousand two hundred (1,200) hours.

Employees with Annual Leave balances of eight hundred
hours or more, but less than nine hundred (900) hours on June 29, 2015, will not exceed one thousand (1,000) hours.

All other employees will have a cap of eight hundred forty (840) hours.

No extension to the Annual Leave accumulation limit will be allowed.

(54) Use of Annual Leave – Annual Leave requests will be administered in accordance with existing FMC provisions, City administrative orders, policies, procedures, rules and
regulations.

(65) Annual Leave Cash Out – Employees may request payment and be compensated for up to 48 hours or ten percent (10%) of their Annual Leave balances, whichever is greater, each fiscal year between July 1 and December 31 of the applicable fiscal year during the term of this MOU. Employees may
request payment and be compensated for up to five percent (5%) of their Annual Leave balance between January 1 and March 31 of any fiscal year except that payments between January 1 and March 31 may be halted when the C ity
Manager declares that the City’s fiscal condition is such that it is not feasible to make such payments. The City will meet with the Association before making such declaration, but the final decision shall be at the City Manager’s sole discretion and shall not be grievable.

(76) Unused Annual Leave Pay Out - Upon separation from City service, an employee will be compensated for all unused Annual Leave balances at their applicable base rate of pay.

Compensation received under this provision will not be
considered pensionable for retirement purposes.

(87) Transfer - An employee transferring to a position represented by a different bargaining group, which is not covered by Annual Leave, may either cash out their unused Annual Leave balance at their applicable base rate of pay, or have the unused Annual Leave balance converted to a non- accruing Annual Leave balance of hours. The conversion is obtained by multiplying unused Annual Leave hours by the applicable

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Association class’ base rate of pay (converted to an hourly figure), dividing the product by the applicable non-Association class’ base rate of pay (converted to an hourly figure), and placing the resulting balance for leave usage as requested and designated by the employee. (Conversion example: 100 [unused Annual Leave hours] x $15.00 [CFPEA class monthly base rate converted to hourly] = $1,500.00 [product] ÷ $20.00 [non-CFPEA class monthly base rate converted to hourly] = 75 [converted hours to be placed in non- accruing Annual Leave balance account].) Upon separation from City service, the employee who transferred to a position outside the
Association will be compensated for all unused Annual Leave hours at their applicable base rate of pay. Compensation received under this provision will not be considered
pensionable for retirement purposes.

(98) Employees with at least twenty (20) years of service who bid on leave in accordance with department/division procedures shall not be prohibited from bidding on or requesting up to five (5) weeks of leave and shall not be required to take leave in blocks of more than one week. In order to take such leave, employees must have sufficient leave to cover the bid time period at the time of bid placement. The ability to take leave shall be subject to needs of the department.

(109) Annual Leave Used for Protected Sick Leave – An employee may use up to half of their yearly Annual Leave accrual accrued and available in six months per fiscal year for Protected Sick Leave used only for those purposes defined in accordance with California Labor Code section 233. The first three days or twenty -four hours, whichever is greater, shall also be considered leave taken under California Labor Code section 246.5 (i.e., AB 1522, Healthy Workplace Healthy Family Act of 2014).

Protected Sick Leave, as described above, may be used
under the following circumstances, and may be
designated as protected time pursuant to state law at the employee’s discretion:

• Diagnosis, care, or treatment of an existing health
condition of, or preventative care for, an employee.
• Diagnosis, care, or treatment of an existing health
condition of, or preventive care for an employee’s
parent (a biological, adoptive, or foster parent,
stepparent, or legal guardian of an employee or the
employee’s spouse or registered domestic partner,

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or a person who stood in loco parentis when the
employee was a minor child), child(a child, which
for purposes of this article means a biological,
adopted, or foster child, stepchild, legal ward, or a
child to whom the employee stands in loco
parentis – this definition of a child is applicable
regardless of age or dependency status), spouse,
registered domestic partner, sibling, grandparent,
or grandchild; or,

• For an employee who is a victim of domestic
violence, sexual assault, or stalking, the purposes
described in Labor Code Section 230(c) and Labor
Code Section 230.1(a).

3. Supplemental Sick Leave

On each July 1 Employees employees in these Units in an active status on the effective date of this MOU, shall be credited with forty (40) hours of Supplemental Sick Leave, each fiscal year thereafter during the term of this MOU with an a total accrual limit of eighty (80) hours. Employees who have earned eighty (80) hours or more prior to June 29, 2015 shall retain those hours but shall not accrue any additional time. Upon their employment with the City, new employees appointed to such positions shall be credited with a pro-rated number of hours for each full calendar month remaining on such appointment in the fiscal year. On January 1, 2022, all active employees in 13-2, the Non-Exempt Professional Unit, shall receive a one- time credit of thirty-two (32) hours of Supplemental Sick Leave, notwithstanding the accrual limit of eighty (80) hours. Employees may utilize the hours as follows:

a. Once Sick Leave and Annual Leave has been exhausted;

b. Employees may use up to one -half of their Supplemental Sick Leave accrual as Protected Sick Leave during the fiscal years in which the hours are accrued;

cb. Placed in a Health Reimbursement Arrangement in accordance with Article VIII, Section G.;

dc. To be cashed out at separation from the City if not eligible for participation in the Health Reimbursement Arrangement; or,

ed. May be used in the performance of community activities during the course of the employee’s normal work day, with the appropriate approval.

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fe. Notwithstanding the above, employees shall have the option of utilizing available Supplemental Sick Leave before using any other Sick Leave or Annual Leave for any of the following circumstances:

(1) They are subject to a federal, state, or local quarantine or isolation order;

(2) They are unable to telework, are only able to telework for a portion of their schedule, or are prohibited from working due to a federal, state, or local quarantine or isolation order.

4. Holiday Leave

a. Except as may be modified in this Section, Holidays shall be governed by FMC Section 3-116.

Effective January 1, 1989 the following are the holidays recognized by the City for these Units:

• January 1
• The third Monday in January
• The third Monday in February
• The last Monday in May
• July 4
• The first Monday in September
• November 11
• Thanksgiving Day in November
• The Friday after Thanksgiving Day in November
• December 25
• Employee's Birthday
• Two (2) Personal Business Days (8 hours credited to Holiday Leave balance on July 1 and on January 1 of each year)
• Any day or part of a day declared by the Council, by
Ordinance or Resolution, to be a holiday.

If January 1, July 4, November 11, or December 25 falls upon a Sunday, then the following Monday will be observed as the holiday in lieu of Sunday for employees who are not regularly scheduled to work on Sunday. For employees who are regularly scheduled to work on Sunday, the holiday shall be observed on Sunday.

Employees will be required to work their regular schedule on a holiday unless they have an approved leave of absence.

b. Employees who are scheduled to and do work on a holiday that would otherwise be a regular day to work shall be credited with one (1) hour of Holiday Leave for each hour of work up to a maximum of eight (8) hours of Holiday Leave in the pay period in which the holiday occurs.

c. When a holiday falls on a Saturday, or on an employee's regularly

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scheduled day off, an employee shall be credited with eight (8) hours of Holiday Leave in the pay period in which the holiday occurs.

d. If an employee is required to and does work on the employee’s birthday, or the employee’s birthday falls on a holiday or any regularly scheduled day off, the employee shall be credited with eight (8) hours of Holiday Leave in the pay period in which the holiday occurs.

ef. Employees may request payment and be compensated for up to 48 hours or ten percent (10%) of their Holiday Leave balance, whichever is greater, between July 1 the pay period in which the first paycheck is paid in the fiscal year and December 31, and up to five percent (5%) between January 1 and March 31 of each fiscal year during the term of this MOU.

fg. In addition to any other Holiday Leave which may be accrued under this subsection, permanent employees in the class of Emergency Services Communications Dispatch Supervisor shall accrue 1.33 hours of holiday leave per month.

g. At separation from City service for retirement purposes, accumulated Holiday Leave shall either be cashed out at the employee's option, or credited to a Health Reimbursement Arrangement (HRA) account for the employee at one hundred percent (100%) of the employee’s then current hourly base rate of pay if eligible for service retirement in accordance with HRA Plan Document.

h. At separation, accumulated Holiday Leave shall be cashed out at the employee’s then current hourly base rate of pay if not eligible for participation in the HRA.

5. Management Leave (formerly “Administrative Leave”)

a. Exempt employees shall receive sixty (60) hours of Management Leave each fiscal year, and may request payment and be
compensated for up to forty -eight (48) hours of this Management Leave balance during the fiscal year in which it is credited. Upon employment by the City, new employees appointed to exempt positions shall be credited with a prorated amount of Management Leave hours for each full calendar month remaining in the fiscal year.

City employees transferring from one bargaining Unit to another shall be credited with a prorated amount of Management Leave hours for each full calendar month remaining in the fiscal year. Management Leave not taken or compensated during the fiscal year in which it is credited shall not be added to the leave credited in the next fiscal year, nor carried over. Exempt employees shall be compensated for any Management Leave balance, not to exceed sixty (60) hours, upon termination from City service.

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b. Prior to any revision to the Performance Evaluation, the City agrees to meet with CFPEA to review proposed changes. The City and CFPEA must mutually agree before any changes are implemented.

6. Management Time Off (formerly “Administrative Time Off”)

City employees who are designated as exempt from overtime under the provisions of the Fair Labor Standards Act and who receive Management Leave pursuant to paragraph 5., above, may be granted Management time off if the supervisor or designee determines that service delivery and performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for-hour basis in relation to total hours worked. Management time off shall not be deducted from any other existing leave banks.

Management time off must be scheduled in advance when possible, approved as administrative time off by the employee’s supervisor or designee and generally taken in increments of less than one day.

Only Department Directors, Assistant Directors or Division Managers may approve Management time off for more than a full day’s absence.

7. 13-2 Non-Exempt Professional Employee Incentive Program

The Employee Incentive Time Off Program will be discontinued effective January 17, 2022.

Employees may use the time Employee Incentive Time Off upon approval of the employee’s immediate supervisor. Employees may voluntarily cash out the entire balance or any portion of their Employee Incentive Time Off at any time. Any balances remaining as of December 9, 2022 will be cashed out.

H. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR

NEW EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A
BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S

LONG TERM DISABILITY INSURANCE PLAN

1. INTEGRATION WITH STATE DISABILITY INSURANCE (INCLUDING PAID FAMILY LEAVE) (“SDI/PFL”)

Employees eligible for SDI/PFL benefits under Section 2601, et seq. of California Unemployment Insurance Code receive benefits pursuant to California Unemployment Insurance Code Section 2655.

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balances is defined as using the SDI/PFL benefit combined with an appropriate number of hours per work week of the employee’s available leave balances added together to provide regular, bi-weekly income.

Before leave integration will occur, an employee must file a claim as required under SDI/PFL and make a timely election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi -weekly gross wages (excludi ng overtime pay) immediately prior to the start of the disability period.

A timely election to integrate leave shall be notification to the City as soon as practical, but no later than fourteen (14) calendar days after the SDI/PFL claim date. Notification shall be provided by completing an integration agreement form provided by the City indicating whether or not the employee desires to integrate leave with the claim. Extensions beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case- by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the Employment Development Department’s (EDD) Notice of Computation within fourteen (14) calendar days of the issue date of the Notice, and are required to authorize ED D to share benefit computations with the City on their initial claim forms. Extensions beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis.

Leave integration will not be allowed or provided for any period before the City receives the signed integration agreement and the Notice of Computation, including retroactive integration, unless exigent good cause circumstances apply (i.e., integration will occur only on a prospective basis after the City’s receipt of the required leave integration paperwork unless exigent good cause circumstances apply).

Integrating leave balances with SDI benefits will continue only if leave balances are available and the employee remains eligible to receive SDI/PFL benefits. Once integration begins, it will continue as long as leave balances are available and SDI/PFL benefits continue.

Integration will end, whichever comes first in time, upon: (1) notification from the employee that SDI/PFL benefits have terminated, (2) the employee exhausting all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s return to work, or (4) the employee’s separation from City employment.

An employee who is integrating leave and has exhausted all other leave balances may apply for donated time in accordance with City policies.

Donated time will be integrated in the same manner as all other available leave time as described in this Section.

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2. Integration with the City’s Long Term Disability Plan

Employees eligible for the City’s Long Term Disability Plan may elect to integrate leave time with those Plan benefits by signing an integration agreement as soon as practical, but no later than fourteen (14) calendar days after the Long Term Disability cl aim date. Notification shall be provided by completing an integration agreement form provided by the City indicating whether or not the employee desires to integrate leave with the claim.

Extensions beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case- by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the City’s Long Term Disability Plan’s Notice of Award within fourteen (14) calendar days of the issue date of the Notice. Extension beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis

Integration will end, whichever comes first in time, upon: (1) notification from the employee that Plan benefits have terminated, (2) the employee exhausting all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s r eturn to work, or (4) the employee’s separation from City employment.

I. HEALTH REIMBURSEMENT ARRANGEMENT (HRA)

The City currently maintains a Health Reimbursement Arrangement (HRA) that qualifies as a "health reimbursement arrangement" as described in Internal Revenue Service (IRS) Notice 2002-45 and other guidance published by the IRS regarding HRAs. The City agrees to maintain the HRA such that it will continue to qualify as a “health reimbursement arrangement” for the term of the MOU.

At separation from permanent employment with the City of Fresno by service retirement or at a disability retirement if the employee is otherwise eligible for service retirement, employees who have used eighty (80) hours or less of Frozen Sick Leave and/or Annual Leave used for sick time (excluding only hours used for Workers’ Compensation benefits and any protected leave in accordance with federal and state law) in the 24 months preceding their date of retirement, will be credited with an account for the em ployee under the HRA to be used to pay premiums for medical insurance (including COBRA premiums) and qualified medical expenses pursuant to the City of Fresno Retiree HRA Plan Document. In addition, at the employee’s option, any amount of accumulated Holiday Leave may be credited to an account for the employee under the HRA. The "value" of the account shall be determined as follows:

• The number of accumulated supplemental Sick Leave hours at the time of retirement multiplied by the employee's then current hourly base rate of pay.

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• The number of accumulated Frozen Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80% of the employee’s then current hourly base rate of pay.

• If the employee opts not to cash out all of the employee's accumulated Holiday Leave hours at the time of retirement, the remaining accumulated Holiday Leave shall be credited into an HRA account for the employee at one hundred percent (100%) of the employee's then current hourly base rate of pay.

• The hourly base rate of pay shall be the equivalent of the monthly salary for an employee as reflected in the applicable Exhibit Salary Resolution, multiplied by twelve (12) months then divided by 2,080 hours.

At the employer’s option, the HRA accounts may be book accounts only – no actual trust account must be established for any employee. Each HRA book account shall be credited on a monthly basis with a rate of earnings equal to the yield on the City's Investment Portfolio (provided that such yield is positive).

The HRA accounts shall be used pursuant to the City of Fresno Retiree HRA Plan Document. Once a participant's account under the HRA has been reduced to $0, no further benefits shall be payable by the HRA. If the participant, the participant's spouse, and the participant's dependents die before the participant's account under the HRA has been reduced to $0, no death benefit shall be payable to any person by the HRA.

While this provision is in effect, eligible employees shall not be allowed to cash out any accumulated or accrued Supplemental Sick Leave or Frozen Sick Leave at retirement

J. WORKERS’ COMPENSATION

1. Notwithstanding the provisions of FMC Section 3- 118, an employee in this Unit who suffered or suffers an injury or illness in the course and scope of City employment shall receive 66.67% of average weekly earnings in the fifty-two (52) weeks prior to the injury. Employees on “light duty” as a result of an injury or illness suffered in the course and scope of employment shall receive their regular salary during the period of light duty.

Should the State mandated Workers ’ Compensation rate of payment be adjusted, the City and the Association will have a limited reopener to adjust the rate accordingly.

Should any other represented bargaining unit in the City negotiate a successor MOU, or extend the period of an MOU, or have terms imposed resulting in a rate of payment that is in excess of the State mandated Workers’ Compensation rate of payment, upon the Association’s written request, the parties will meet to determine the rate of payment.

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a. Compensation for a work related injury or illness shall begin following the first three days after the employee leaves work as a result of the injury or illness. However, this three (3) day waiting period shall be waived and compensation shall begin on the first day of the work related injury or illness only if:

(1) the employee is hospitalized as an inpatient on the first day for at least twenty-four (24) hours; or

(2) the employee is absent from work fourteen (14) calendar days or more;

(3) the employee is placed on light duty at any time during the first three (3) days.

2. Partial days of absence due to a work related injury or illness, including the day of injury or illness, shall be at full pay and shall not count towards the three (3) day exclusion period; however, this time shall be recorded as a work related injury/illness absence.

3. At the employee's option, in the event of a work related injury/illness pay from the City is not provided during the first three (3) days of absence due to the work related injury or illness, the employee may take annual leave, holiday or administrative leave for that period.

4. If the employee opts to use annual leave, holiday, or administrative leave for the first three (3) days and it is later determined that work related injury/illness pay under paragraph 1.a. above, beginning on the first day of a work related injury or illness is appropriate, the leave time shall be restored to the employee and the employee’s pay or leave balance will be adjusted accordingly. If the employee has been on leave without pay for the first three (3) days and it is later determined that pay is applicable from the first day, the employee shall be paid therefore.

5. If an employee is placed on annual leave, holiday, or administrative leave pending determination as to whether the injury or illness is industrial, and the injury or illness is determined to be industrial, frozen sick leave, annual leave, holiday, or administrative leave shall be restored and the employee placed on work related injury/illness leave as provided herein.

6. If an employee is placed on annual leave, holiday, or administrative leave pending determination as to whether the injury is industrial, and the injury or illness is determined not to be industrial, annual leave, holiday or administrative leave shall not be restored.

7. Retirement benefits shall not be reduced as a result of the level of compensation established herein. Changes in contribution by the City and employee shall be in accordance with applicable retirement code sections.

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K. COURT TIME

Notwithstanding the provisions of FMC Section 3-109, an employee in these Units who receives a notice or subpoena requiring a court appearance during a pre- approved annual leave, holiday or administrativ e leave shall be credited with annual, holiday or administrative leave equivalent to the actual number of hours spent in court on such day(s).

L. COURT APPEARANCES

As authorized by the provisions of Fresno Municipal Code Section 3- 117(d), the following rules shall apply to court appearances by Supervising Crime Scene Technicians. Supervising Crime Scene Technicians qualify either under Subsection 1 below or under Subsection 2 below, but not both subsections.

1. If a Supervising Crime Scene Technician receives a departmental notice or subpoena requiring a court appearance on the Supervising Crime Scene Technician’s regularly scheduled day off, on a vacation day off, which has been approved by the department pri or to notice and/or the Supervising Crime Scene Technician’s receipt of a departmental notice or subpoena, and the Supervising Crime Scene Technician has not been released by the Court Liaison Office (CLO) by 0900 hours on the day of the court appearance from such departmental notice or subpoena by an electronic notification system, the Supervising Crime Scene Technician shall be considered to be on court appearance standby duty, and has the option of compensation under either Subsection (a) or (b) below. C ompensation for Supervising Crime Scene Technicians on “automatic go” appearance shall occur solely under Subsection (c) below.

(a) Premium pay for court appearance standby duty, as described above, shall be one hour at one and one- half (1 ½) times the Supervising Crime Scene Technician’s base rate of pay. Time spent on court appearance standby duty (i.e., at home) shall not be considered hours worked.

In the event a Supervising Crime Scene Technician, who is on court appearance standby duty at home, appears in court, the Supervising Crime Scene Technician shall also be compensated for
a minimum of two (2) hours at one and one- half times (1 ½) the Supervising Crime Scene Technician’s base rate of pay, or at one and one-half times (1 ½) the Supervising Crime Scene Technician’s base rate of pay for the actual time of the appearance, whichever is greater. This compensable time starts from the time the Supervising Crime Scene Technician reports to court at the directed appearance time through completion of the appearance.

(b) Report to and standby at the CLO, and be compensated for a minimum of two (2) hours at one and one-half times (1 ½) times the

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Supervising Crime Scene Technician’s base rate of pay. If the Supervising Crime Scene Technician is not required to appear in court, the department may require the Supervising Crime Scene Technician to perform assigned duties during this two (2) hour minimum period. Supervising Crime Scene Technicians shall be released from CLO standby duty when the subpoena or notice is cancelled, or they are released by the court.

If a Supervising Crime Scene Technician’s CLO standby duty extends beyond the two (2) hour minimum, or the Supervising Crime Scene Technician appears in court beyond the two (2) hour minimum, the Supervising Crime Scene Technician shall be compensated at one and one-half times (1 ½) the Supervising Crime Scene Technician’s base rate of pay for the actual time beyond the two (2) hour minimum.

(c) Supervising Crime Scene Technicians on “automatic go” court appearance shall be compensated for a minimum of two (2) hours at one and one- half times (1 ½) the Crime Scene Technician’s base rate of pay, or at one and one-half times (1 ½) the Supervising Crime Scene Technician’s base rate of pay for the actual time of the mandatory appearance, whichever is greater. This compensable time starts from the time the Supervising Crime Scene Technician reports to court at the directed “automatic go” appearance t ime through completion of the appearance.

2. If a Supervising Crime Scene Technician receives a departmental notice or subpoena requiring a court appearance on a regular day of work which falls outside of assigned work hours, the Supervising Crime Scene Technician shall have the option of:

(a) Standing by at home, when legally permitted; or,

(b) Appearing at the CLO, with a minimum of two (2) hours pay, at one and one-half (1 ½) times the rate of pay. During this two (2) hour period, if the Supervising Crime Scene Technician is not required to appear in court, the Supervising Crime Scene Technician may, at the option of the department, be required to perform duties as assigned.

(c) If the court appearance starts within one- half (½) hour immediately following a shift, the Supervising Crime Scene Technician shall receive a one (1) hour minimum. If the court appearance falls during the shift and continues beyond the end of the shift , the Supervising Crime Scene Technician shall be paid at the applicable hourly rate for the actual time spent in court.

3. Where a Supervising Crime Scene Technician’s appearance extends beyond the two (2) hour minimum, the Supervising Crime Scene Technician

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shall be paid one and one- half times (1 ½) the Supervising Crime Scene Technician’s base rate of pay for the actual time of the appearance.

4. The provisions of Subsections 1 and 2 above, shall also apply to Supervising Crime Scene Technicians required to appear in any judicial or administrative proceeding as a witness pursuant to subpoena, court order, or request of the District Attorney. Thi s provision shall apply to all judicial proceedings (civil, criminal, or administrative) and Civil Service proceedings in which a Supervising Crime Scene Technician’s presence is ordered, directed, or requested because of their employment as a Supervising Crime Scene Technician.

M. WORK SCHEDULES

1. The City may, with seventy -two (72) hours notice to the employee, temporarily modify the working hours of shift em ployees in 24- hour operations. This provision is not intended to address working hours modified as a result of daylight savings time, permanent shift changes, or emergencies, as determined by the City. This temporary modification shall not exceed one month, unless mutually agreed by the parties.

2. The City and members of the Association may mutually agree to flexible work schedules for indi vidual employees. Both the City and the member retain the right to withdraw the mutual agreement and return to the regular schedule established by the employee’s division.

3. Employees in this these uUnits are considered professional employees and, as such, may not have explicit times established for meal breaks.

Departments may establish work schedules which include time for meal breaks to be taken as work permits. Employees who require a break from their work may do so as long as it is not excessive and does not interfere with completion of assignments.

N. ALTERNATIVE WORKWEEK WORK SCHEDULES

1. Department directors or designees shall be solely responsible for determining and designating divisions/units/sections/specific job classes within their respective departments that may implement variations to the standard/normal workweek work schedule. A minimum of 30 days written notice shall be provided to affected employees and the Labor Relations Division.

2. Subject to meet and consult pursuant to the provisions of FMC Section 3-607 prior to implementation of such changes, alternative workweek work schedules may be necessary in order to provide minimum staffing, and/or based upon the service needs of the public/other City departments, and/or other operational efficiency requirements. It is expressly understood by the parties that position assignments by classification, staffing levels, workweek work schedules, and days off are determined solely by management, and

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are subject to change based on, including but not limited to, varying workload, the addition of authorized staffing, and departmental operational and service need.

a. If established, employees shall select a 5/8, 4/10 or 9/80 workweek work schedule according to department/division selection processes.

Absent sufficient selections, management will assign employees to a 5/8, 4/10 or 9/80 workweek work schedule, or combination thereof.

b. It is expressly understood by the parties that workweek work schedules are determined and established by departments/divisions based upon the service needs of the public/other City departments.

c. Except for emergencies, employees working a 4/10 or 9/80 schedule or who have days off other than Saturday and Sunday, will make every effort to schedule all medically-based appointments on off duty time.

3. The hours for employees working a 5/8 will consist of five (5) eight (8) hour days within two (2) consecutive days off. The hours for employees working a 4/10 will consist of four (4) ten (10) hour days with three (3) days off, of which two (2) of the days will be consecutive. Scheduling of days off will be determined by management.

Each 9/80 work schedule will consist of eight 9-hour shifts, one 8-hour shift and one day off per 14-day period broken down into two 40-hour per week Fair Labor Standards Act (FLSA) work weeks. All employees working a 9/80 work schedule shall have an FLSA work week which begins four hours after the start time of the day of the week which constitutes the employee’s alternating day off. This shall be an 8- hour shift. The work week shall end exactly 168 hours later. Scheduling of days off is determined by management, but must be on a Monday or Friday.

4. Departments/divisions may discontinue alternative workweek work schedules at any time if it is determined by management that they detrimentally affect department/division operations and services. Thirty (30) days advance notice will be given in writing to affected employees and the Labor Relations Division. The decision to discontinue alternative workweek work schedules is not appealable or grievable. If departments/divisions discontinue alternative workweek work schedules established under this provisi on, employees will revert to 5/8 standard/ normal workweek work schedules as determined by management.

5. Except as detailed directly below, applicable Association MOU provisions, Salary Resolution, FMC and AO sections concerning alternative workweek work schedules (i.e., 4/10 or 9/80) limitations on OT, holidays, leave accruals and usage, and swing or night shift premium pay will govern.

Subsection a.; below shall apply only to non- exempt classifications in this

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these Units as designated in the Salary Resolution and pursuant to the Fair Labor Standards Act.

a. OT – Work in excess of nine (9) hours on 9/80 work schedule or ten (10) hours on a 4/10 work schedule in one (1) day, or on either or both of the first two (2) days off in a workweek shall be compensated at one and one-half (1 ½ ) times the base rate of pay.

b. Work on the third day off in a workweek, or on a holiday which is a regular day off shall be compensated at two (2) times the base rate of pay.

Nine (9) or ten (10) hours work on a holiday which is a regular workday shall be compensated at normal base pay, plus eight (8) hours straight time/base pay for the holiday.

6. Holidays

a. Employees working a 4/10 or 9/80 shall receive holidays of eight (8) hours which are listed in Article VIII Section G.4. Employees off on a holiday which falls on a regular workday shall receive eight (8) hours of base pay for the holiday .; and Employees in non- exempt classifications who are off on a holiday which falls on a regular workday may elect to take one (1) hour of Annual Leave, Management Leave, or Holiday Leave to provide for a full nine (9) hour day or two (2) hours of Annual Leave, Management Leave, or Holiday Leave to provide for a full ten (10) hour s pday,. or Employees in non- exempt classifications may elect to receive one (1) or two (2) hours of leave without pay. Employees in exempt classifications will not be required to use leave.

b. Sanitation Supervisors who work four full ten (10) hour shifts on the work week of Thanksgiving, to include full shifts on the Day After Thanksgiving and on the Saturday following Thanksgiving, will be compensation for forty (40) hours of work and will hav e sixteen (16) hours of Holiday Leave deposited in their Holiday Leave bank.

Sanitation Supervisors who meet such criteria will not be required to use Annual Leave to supplement holiday pay on Thursday, Thanksgiving Day.

7. Annual Leave – Employees working a 9/80 or a 4/10 shall accumulate the same number of hours of annual leave per month as under the 5/8 standard workweek.

O. USE OF PERSONAL VEHICLES

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accordance with Administrative Order 2-2, Transportation Allowance and Mileage Reimbursement Policy. Employees may be required, at the discretion of the City, to take a City vehicle home to facilitate efficient response to after -hours emergencies or City business, pursuant to Administrative Order 8- 8, City - Owned/Leased Vehicles-Acquisition and Usage Policy.

P. GUARANTEED LEAVE

Four times during each fiscal year, personnel in the Association may submit a request for guaranteed leave, which request will be honored, subject to the following conditions and procedures.

1. No more than one (1) guaranteed leave request will be honored for any single date. This limit applies to a single work area, and for all shifts combined.

2. Guaranteed leave requests may not be submitted for Christmas Eve, Christmas Day, New Year’s Eve, New Year’s Day, Thanksgiving Day, and the day after Thanksgiving.

3. Requests must be submitted no less than thirty (30) calendar days before the date requested to be off, but no more than ninety (90) calendar days before the date requested to be off.

4. Requests are to be submitted to the employee’s immediate supervisor, to be noted with the supervisor’s initials, the date, and time received.

Requests will be honored on a first come, first served basis.

5. Guaranteed leave may only be for one (1) work shift per request.

Q. PAY FOR PERFORMANCE

It is agreed between the parties to continue to discuss and consider during the term of this agreement a pay for performance plan. Such pay for performance plan will only be implemented upon mutual agreement between CFPEA and the City.

QR. BUS PASSES – FAX OPERATIONS

Free bus passes shall be provided to employees in this these Units employed in the Operations Division of the Department of Transportation, covering the employee, spouse, and dependent children under the age of eighteen. The passes will require annual renewal stickers issued to each employee.

All dependents otherwise eligible for free bus passes must reside with the employee or be a dependent according to the Internal Revenue Service regulations, in order to maintain such eligibility. It is the responsibility of the employee to ensure that bus passes are not abused by family members; however, employees will not be penalized for unknown dependent misuse of bus passes.

Any employee who knowingly allows the abuse of free bus passes by family

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members may have the privilege of bus passes revoked for all members, including the employee, for a period not to exceed six (6) months.

Bus passes will be provided to employees who retire from the Operations Division of the Department of Transportation. The passes will require annual renewal and are intended for use by the retired employee only.

RS. BENEFITS FOR PERMANENT PART-TIME EMPLOYEES

Permanent Part -Time employees employed in classes in these Units, shall accumulate benefits during their employment with the City of Fresno as follows:

1. Leave – Permanent Part-Time employees shall be granted leave under the same terms and conditions as full -time employees except that such leave shall be at a rate proportionate to a permanent full-time employee occupying the same class, according to the number of hours scheduled to work.

2. Health and Welfare – Permanent Part-time employees shall receive Health and Welfare benefits as provided below:

a. Health and Welfare benefits shall be provided in accordance with Article VIII, Section E.

b. Employees may change their status each year thereafter during the annual open enrollment period or within thirty (30) days from the day of a qualified change in status. Participation at any time shall be by deduction from the employee’s paycheck.

3. Workers’ Compensation – Workers’ Compensation Benefits for Permanent Part-Time employees shall be those minimums established by State of California Workers’ Compensation law and regulations.

4. Probationary Period – The probationary period for Permanent Part -Time employees shall be 2,080 hours of non-overtime work performed, according to the class to which the employee is appointed.

5. Workers’ Compensation – Workers’ Compensation Benefits for Permanent Part-Time employees shall be those minimums established by Workers’ e class to which the employee is appointed.

Compensation regulations.

6. Probationary Period – The probationary period for Permanent Part -Time employees shall be 2,080 hours of non-overtime work performed, according to the class to which the employee is appointed.

ST. UNIFORMS, SAFETY SHOES, AND PRESCRIPTION SAFETY GLASSES

1. Should the City wish to change any practice on the provision of uniforms to employees, the City will provide notice of the proposed change and CFPEA

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 41

agrees to meet and confer on such change. The parties agree uniforms will be administered under Administrative Order 3-6 unless the parties agree to an alternative.

2. Supervising Crime Scene Technicians assigned to the Fresno Police Department shall receive nineteen dollars and twenty -three cents ($19.23) per pay period seventy-three dollars ($73) per month to be prorated on a pay-period-by-pay-period basis for the purpose of assisting in the purchase and maintenance of uniforms. This pay is pensionable under the City of Fresno Retirement System.

3. Employees who are in the classifications of Fire Prevention Engineer and Supervising Fire Prevention Inspector on July 1 who are required to purchase, maintain, and wear a duty uniform shall receive a uniform allowance of a flat $790 eight hundred and seventy- six dollars ($876) per year via direct deposit with their regular paycheck on the first pay date following each July 1 for the maintenance and replacement of the required uniform. New employees in these classifications who are required to purchase, maintain, and wear a duty uniform shall receive a prorated amount in their first paycheck for the purpose of assisting in the purchase and maintenance of uniforms. The uniform allowance received under this provision will be considered pensionable for retirement purposes.

4. Safety Shoes

Safety shoes for employees in Unit 13 shall be governed by the City of Fresno Illness and Injury Prevention Program (IIPP) and shall meet the CalOSHA General Industry Safety Order Foot Protection standards outlined in Title 8, Section 3385. The City will provide a voucher for employees in this Unit who are authorized or required to wear safety shoes for two hundred fifty dollars ($200 $250) for the purchase of safety shoes, or the value of one (1) pair of approved shoes, whichever is less. When department management determines that duties assigned to an employee require shoes which exceed the requirements of the CalOSHA General Industry Safety Orders, management may authorize Employees in classes and assignments who are required to wear Electrical Hazard rated or Chemical-Resistant safety shoes may be issued a voucher of up to two hundred fifty three hundred dollars ( $250 $300) for the purchase of one (1) pair of safety shoes per voucher . In either event, the employee shall pay any cost in excess of the amount of the voucher.

Employees provided with safety shoes, which shall be used for the express purpose of City business, may request a voucher for replacement safety shoes when the safety shoes are no longer serviceable as verified by the manager. When the employee obtains new safety shoes, the safety shoes that are no longer serviceable shall be turned in to the employee’s manager.

5. Prescription Safety Glasses

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 42

Employees who are required to wear prescription glasses and are required to wear protective eyewear in the performance of job duties pursuant to the City of Fresno IIPP shall be reimbursed for the purchase of prescription safety glasses up to one hundred twenty-five dollars ($125) annually.

Employees requesting reimbursement for the purchase of
prescription safety glasses must complete a Travel and Expense Reimbursement form provided by the Finance Department, obtain signature of the appointing authority or designee, attach proof of payment of prescription safety glasses, and submit the form to their department within ten (10) calendar days of incurring the cost.

T. BUILDING INSPECTIONS

1. Third-Party Building Inspection Service Program

Planning & Development will institute a Third- Party Building Inspection Service Program that will allow building inspection applicants the option to select a third -party firm pre- qualified by the City to perform building inspection(s) which are required by the City to issue building permits. Building inspection applicants may negotiate fees and timelines directly with the third-party firm. Once the Program is discontinued, the Program will not be reinstated unless there is mutual agreement between the City and Association.

2. Contracting Out of Building Inspections

Due to a fluctuating demand for building inspections which may create workload issues that impact current staff, Planning & Development may contract out building inspections as needed to mitigate the workload demand on staff and meet building inspection ti melines.

Once contracting out of building inspections is discontinued, contracting out of building inspections will not be reinstated unless there is mutual agreement between the City and Association.

3. The Program and contracting out of building inspections will not be utilized to privatize staff or work performed by employees assigned to complete building inspections in Planning & Development. While the Program and contracting out of building inspections are in effect, respectively, the City agrees that no elimination, defunding, or freezing of Unit 13 positions assigned to perform building inspections in Planning & Development existing as of the effective date of this MOU will occur unless the Program and contracting out of building

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inspections have been discontinued for sixty (60) calendar days or more, respectively.

4. When vacancies occur in Unit 13 positions assigned to perform building inspections in Planning & Development as it relates to this Program, the City agrees that the positions will remain funded and every reasonable effort will be made to recruit and fill the vacancies.

5. The City agrees to meet with the Association annually to discuss the volume of building inspection applicants choosing to utilize the Program and the number of building inspections that have been contracted out.

U. LICENSED PROFESSIONAL ENGINEER CLASSIFICATION

1. Employees in the Professional Engineer classification transferred into the Licensed Professional Engineer classification on July 31, 2023 shall be placed at the salary step in the Licensed Professional Engineer classification which is at least fifteen percent (15%) higher than the rate received in the employee’s former Professional Engineer classification. If such an increase requires compensation greater than the highest step, the highest step shall be paid.

2. The salary step adjustment in the new class shall not alter the employee's anniversary date for purposes of future step increases in the class.

3. Seniority in the Licensed Professional Engineer classification shall be calculated using all time of continuous permanent service in both the Professional Engineer and Supervising Professional Engineer classifications. Continuous service shall not include any time spent under suspension from duty, demotion to another class, on any leave of absence without pay as defined in FMC Section 3-104, or separation from City service. A military leave of absence shall not be considered a break in service.

V. VOLUNTARY LEAVE TIME (VLT) PROGRAM

Voluntary Leave Time (VLT) is a program by which an employee, with appropriate approval, can take additional time off during the fiscal year through a corresponding adjustment in pay. Except as noted in Section 12 below, employees may be allowed to take up to ninety-six (96) hours of leave under this program. The program is intended to reduce City expenses by allowing employees to take additional leave time without being replaced.

Employees would have regular adjustments to each paycheck. This program is not intended to increase City costs by offering an advantage to any employee at the City’s expense. Participation in the program is subject to the following guidelines:

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1. Participation in this program is not available in work units which rely extensively on the use of wages/contract employees to meet ongoing operational requirements, as opposed to special or short -term projects.

2. Participation in the program is voluntary on the part of the employee and must be approved by the appointing authority.

3. The employee must complete and submit a Voluntary Leave Time Request Form to participate in the program. The form must be submitted to and approved by the appointing authority. This request must specify the amount of time off and whether the time will be taken as a block or blocks of time, or intermittently.

4. The appointing authority, after reviewing the proposed leave/work schedule, may either approve, disapprove, or decrease the number of hours proposed to be taken off depending upon the operating needs of the department. If an appointing authority reduces the number of hours proposed to be taken off, the employee may withdraw the request to participate in the program. The department cannot fill behind an employee working a reduced work week with overtime, temporary help, acting pay (Municipal Code Section 3-260), or contract extra help.

5. Voluntary Leave Time cannot exceed ninety- six (96) hours in a fiscal year except as noted below in Section 12.

6. Credits toward Health and Welfare and retirement and leave accruals to which the employee is entitled, shall continue as though the employee was not on the voluntary leave time program. The employee will contribute to the Retirement System as if the employee were working full-time.

7. This Voluntary Leave Time program shall:

a. Be available to employees who are otherwise available for the normal performance of their duties;

b. Be available only to employees who have been employed by the City for twelve (12) consecutive months and who are either in permanent positions with permanent status or are in
established unclassified positions, except as noted in Section 2 above or when waived in accordance with Section 12 below;

c. Apply toward time in service for step advancement and toward seniority for purposes of layoff;

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d. Be granted without requiring an employee to first use accumulated vacation, compensatory- time-off, or other paid leave time;

e. Not be available to an employee who is otherwise on a leave without pay status;

f. Not be available to an employee who is on paid leave which is being exhausted prior to commencing other leave without pay;

g. Be taken on a scheduled basis that is mutually agreed upon by the appointing authority and the employee; and,

h. Not be available to any employee who is being counseled or disciplined under the FMC, City administrative orders, and/or City policies, procedures, rules and regulations.

8. This program shall not result in overtime. However, an employee participating in this program, who is otherwise eligible for overtime, shall have overtime calculated on the basis of the MOU for the employee’s unit.

9. At the end of each fiscal year, the department and the City Manager’s Office will review the impact that the Voluntary Leave Time program has had on department operations and the City’s financial situation.

The City, in its sole discretion, can discontinue the VLT program at any time, because of operating needs, or because the program no longer is beneficial to the City’s financial situation.

10. Withdrawal from the program or a change in the number of hours requested shall only be granted if Payroll has not yet processed the request, the appointing authority has decreased the number of hours requested, the employee goes out on an extended medical leave of absence during the same fiscal year that the time off request was granted under this provision, or the appointing authority determines that increased workload will not allow the employee to take time off. If the employee withdraws from the program after the beginning of the fiscal year and before completion of the 26 pay periods, appropriate adjustments will be made to the employee’s pay. If such adjustments require that an FLSA non- exempt employee reimburse the City, agreement must be reached on a repayment schedule. If an employee does not withdraw from the program in accordance with these terms and agreed upon time is not taken, the time is forfeited, and no reimbursement will be made. If the City imposes an involuntary furlough, employees may have approved VLT applied toward the involuntary furlough.

11. This program is not equivalent to job sharing or to PI or PPT positions.

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12. At the discretion of the City Manager, in response to fiscal needs, the VLT maximum hours can be increased and may be extended to employees otherwise excluded in Section 7.b. above.

This program will only be in effect for the term of the MOU, unless otherwise extended at the sole discretion of the City.

W. GUARANTEED DAY OFF

Both parties agree that employees shall not be required to respond to contact (e.g., calls, text messages, etc.) by the City on their second regular day off on a 5/8 schedule, on their third regular day off on a 4/10 schedule, on their second regular day off on the week they work five (5) days on a 9/80 schedule, and on their third regular day off on the week they work four (4) days on a 9/80 schedule. Exceptions to this include:

1. When an employee opts to voluntarily engage;

2. When an employee is assigned to be on-call;

3. When there is a Division, Department, or Citywide emergency, and/or a State or Federal emergency, as designated by the City, Division, Department, or the State and/or Federal Government.

When invoking this provision, the contacting party (e.g. manager, director, etc.) shall clearly state the contact is due to an emergency, and identify the general nature of the emergency (e.g., natural disaster, critical infrastructure failure, and/or contact necessary to ensure the health, safety, or well -being, of residents and/or other employees, and/or operational continuity of City services, etc.)

Nothing in the provision shall be construed to prohibit the City from contacting employees on any day, for any lawful, work- related reason.

Nothing in this provision shall be construed to entitle exempt employees to any additional compensation for receiving and/or responding to contact from the City on any day for any lawful, work- related reason. Non- exempt employees shall be compensated, if required, solely pursuant to the provisions of the MOU, and applicable law.

X. SHIFT BID BY SENIORITY

Employees shall be able to select shifts by seniority where both parties agree that it will not create an operational challenge. Both parties will work together to identify exceptions where specific expertise creates an operational challenge.

CFPEA and/or the City shall notice the other party in the event either party wishes to explore shift bid by seniority for a particular work group, division, or department. Once so noticed, the parties shall meet and confer to determine whether shift bid by seniority is operationally feasible, while maintaining continuity of operations as defined by the City. Shift bid by

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 47

seniority shall only be established as the result of meet and confer and if mutually agreed by both parties.

Nothing in the section shall be construed to supersede, invalidate, or alter existing shift bid by seniority agreements already in effect for CFPEA members.

Y. PARCS SUPERVISOR ON-CALL

Both parties agree that this provision is specific to on- call assignments for impacted supervisors in the PARCS Department and will have no impact on shifts or shift assignments. CFPEA will work with impacted members to create a proposed on-call rotation process, if so desired. CFPEA shall notice the City of the proposed process. Once so noticed, the parties shall meet and confer to determine whether the proposed on- call rotation process is operationally feasible, while maintaining continuity of operations as defined by the City. Adoption of an on-call rotation process shall only be established as the result of meet and confer and if mutually agreed by both parties.

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ARTICLE IX

SAVING CLAUSE AND FULL UNDERSTANDING

A. SAVING CLAUSE

In the event any article, section, or portion of this MOU should be held invalid and unenforceable in any court of competent jurisdiction, such decision shall apply only to the specific article, section, or portion thereof specifically specified in the Court's decision, and upon issuance of such a decision, the City and the Association agree to immediately meet and confer upon a substitute for the invalidated article, section, or portion thereof.

B. FULL UNDERSTANDING

It is intended that this MOU sets forth the full and entire understanding of the parties, and any previous understanding or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded and terminated in their entirety. With respect to side letter agreements, any not attached to this MOU are hereby terminated in their entirety. Those side letter agreements attached to this MOU shall continue in force subject to the terms and conditions set forth within each side letter. In the absence of any term in such new side letters, they, too, shall terminate upon the expiration of this MOU. This paragraph is not intended to prevent either party from relying on discussions which occurred during the meet and confer process for the purpose of clarifying the meaning of this MOU.

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ARTICLE X

TERMINATION

The provisions of this MOU shall be in full force and effect from December 6, 2021 January 1, 2024 to December 31, 2023 June 15, 2025, subject to the Sections (A., B., and C.) below. All economic provisions modified in this successor MOU shall be effective at the beginning of the first full pay period following Council approval, unless explicitly stated otherwise within the provision.

This MOU shall become effective only after ratification by the members of the Association, followed by City Council approval and the expiration of the waiting period for the Mayor’s action provided in Charter sections 605 and 609, and after all parties named on the signature page of this MOU have signed the MOU, and shall remain in full force and effect through December 31, 2023 June 15, 2025.

B. During the term of this MOU, should either party desire to modify its terms or to meet and confer as to matters within the scope of representation not addressed in this MOU, the party requesting any change shall request in writing to meet and confer on the item(s), which item(s) shall be specified in writing.

C. During the term of this MOU, either party may refuse any request by the other to meet and confer without explanation if (1) the item is directly considered and specifically addressed herein, or (2) is directly considered and specially addressed in Chapter 3, Article 1-Personnel in the FMC; or (3) if the specific item was included in a written proposal from the party making the request during the meet and confer process which led to this MOU. The meet and confer process following a request made by either party pursuant to the provisions of this Article shall be subject to bargaining to the extent the matter is within the mandatory scope of bargaining under the MMBA. No unilateral action on any such refusable proposal may be taken by the requesting party after such a refusal by the other.

It is further agreed, however, that this section shall not prohibit the City from requesting to meet and confer on changes to federal, state or City statutes, and City administrative policies referred to or cited in this MOU, in which case the request to meet and confer shall not be refused.

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IN WITNESS WHEREOF, the parties hereto have set their hands on this _____ day of __________________, 2024.

FOR THE CITY OF FRESNO

PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.:

FOR THE CITY OF FRESNO:

JESUS GONZALEZ
Chief Negotiator / CFPEA, Inc.

President

JENNIFER MISNER
Chief Negotiator / Assistant Director of
Personnel Services

THOMAS SHARPE
CFPEA, Inc.

SUMEET MALHI
Director of Personnel Services

RICHARD STEITZ
CFPEA, Inc.

YER TAYLOR
Senior Human Resources/Risk Analyst

DIANA THOMAS
CFPEA, Inc.

STEPHANIE FOGLIO
Senior Human Resources/Risk Analyst

PHILLIP WEATHERS
CFPEA, Inc.

ANA ROCHA
Senior Human Resources/Risk Analyst

CHERI KENNEDY
CFPEA, Inc.

APPROVED AS TO FORM
CITY ATTORNEY’S OFFICE

BY: ___________________________
Assistant City Attorney

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 51

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 21, 2021

CLASS TITLE JOB

CODE A B C D E
Acoustical Program Coordinator 310100 6073 6372 6681 7012 7354 Airports Airside/Landside
Superintendent 310018 6680 7007 7353 7712 8091
Airports Projects Supervisor 310016 7021 7365 7727 8106 8507 Airports Property Supervisor 175005 6079 6375 6685 7016 7354 Architect 210045 6420 6735 7064 7412 7777
Assistant Law Office Manager 115019 6941 7276 7636 8005 8399 Business Process & Systems Analyst 125044 6940 7276 7634 8007 8399 Call Center Supervisor 115073 5376 5638 5911 6196 6498
Capital Development Specialist 310007 6677 7009 7352 7714 8092 Central Print Supervisor 120007 5017 5265 5520 5791 6071 Chief Engineering Inspector 230078 6855 7189 7543 7915 8302 Chief Engineering Technician 210009 7707 8085 8483 8902 9340 Chief of Facilities Maintenance 810037 6719 7050 7396 7759 8141 Chief of Wastewater Environmental
Services 620075 6430 6746 7077 7424 7788
Chief of Wastewater Facilities
Maintenance 620085 6719 7050 7396 7759 8141
Chief of Wastewater Treatment
Operations 620080 6793 7132 7482 7849 8234
Chief of Water Operations 610070 6905 7242 7601 7975 8366 Chief Police Pilot 410031 7590 7962 8357 8768 9203
Chief Surveyor 210032 8858 9294 9754 10234 10741
Community Services and Recreation
Supervisor 520016 6090 6388 6702 7034 7373
Contract Compliance Officer 150061 6079 6375 6685 7016 7354 Custodial Supervisor 810025 6079 6375 6685 7016 7354
Database Administrator 125045 6940 7276 7634 8007 8399
DBE/Small Business Program
Coordinator 150070 5996 6286 6595 6917 7260

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EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 21, 2021

CLASS TITLE JOB

CODE A B C D E
Emergency Services Communications
Supervisor 410004 5370 5633 5905 6196 6498
Energy Efficiency Supervisor 230058 5389 5654 5930 6223 6528 Equipment Supervisor 720031 6610 6932 7272 7630 8006
Fire Prevention Engineer 210055 6820 7155 7506 7874 8264 Fleet Administration Supervisor 720025 6079 6375 6685 7016 7354 Forestry Supervisor I 510030 5017 5265 5520 5791 6071
Forestry Supervisor II 510031 5138 5389 5655 5935 6223
Grant Writer 150105 4836 5074 5320 5581 5852
Historic Preservation Specialist 230066 6373 6688 7019 7361 7721 Housing Program Supervisor 230055 6569 6898 7242 7604 7986 Human Resources Analyst 150016 5448 5714 5991 6285 6595 Human Resources Records Supervisor 115050 5366 5629 5907 6191 6498 Information Services Supervisor 125032 7632 8007 8399 8812 9249 Landscape Maintenance
Superintendent 510027 7571 7945 8333 8742 9172
Lead Risk Analyst 150008 5983 6279 6595 6924 7270
Management Analyst I 150020 4056 4253 4460 4677 4907
Management Analyst II 150021 4982 5227 5480 5749 6028
Parking Supervisor 720035 5160 5406 5667 5943 6498
Parks Supervisor I 510025 5017 5265 5520 5791 6071
Parks Supervisor II 510026 6090 6388 6702 7034 7373
Police Support Services Supervisor 115047 5366 5629 5907 6191 6498 Planner III 220007 5843 6129 6427 6744 7077
Principal Accountant 130014 6385 6698 7028 7372 7734
Procurement Supervisor 140004 5972 6271 6584 6914 7260
Professional Engineer 210100 7707 8085 8483 8902 9340
Project Manager 150065 6372 6688 7019 7361 7721

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EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 21, 2021

CLASS TITLE JOB

CODE A B C D E
Records Supervisor 115045 5366 5629 5907 6191 6498
Recycling Coordinator 640001 5073 5319 5579 5850 6138
Revenue Supervisor 135025 5376 5638 5911 6196 6498
Risk Analyst 150010 5448 5714 5991 6285 6595
Sanitation Supervisor 640029 6079 6375 6685 7016 7354
Senior Accountant-Auditor 130013 5342 5603 5878 6166 6466 Senior Building Inspector 230034 6242 6551 6871 7209 7567 Senior Database Administrator 125046 7658 8023 8408 8811 9249 Senior Electrical Safety Consultant 230024 6242 6551 6871 7209 7567 Senior Engineering Inspector 230077 6180 6486 6803 7137 7492 Senior Environmental & Safety
Consultant 230005 6242 6551 6871 7209 7567
Senior Plumbing & Mechanical
Consultant 230014 6242 6551 6871 7209 7567
Senior Programmer Analyst 125019 7632 8007 8399 8812 9249 Senior Real Estate Agent 170012 6079 6375 6685 7016 7354 Senior Retirement Counselor 135052 6686 7023 7372 7739 8128 Street Maintenance Superintendent 720004 7571 7945 8333 8742 9172 Street Maintenance Supervisor 720001 6680 7007 7353 7712 8091 Supervising Airports Building
Maintenance Technician 310014 6079 6375 6685 7016 7354
Supervising Airports Operations Officer 310013 6079 6375 6685 7016 7354 Supervising Commercial Building
Inspector 230036 6242 6551 6871 7209 7567
Supervising Engineering Technician 210008 6677 7009 7352 7714 8092 Supervising Paralegal 160020 6288 6597 6919 7261 7616
Supervising Fire Prevention Inspector 420005 6351 6663 6992 7336 7697 Supervising Planner 220008 6495 6812 7144 7495 7861
Supervising Plans Examiner 210044 7352 7716 8097 8492 8909

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EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 21, 2021

CLASS TITLE JOB

CODE A B C D E
Supervising Professional Engineer 210110 8858 9294 9754 10234 10741 Supervising Real Estate Agent 170013 6680 7007 7353 7712 8091 Supervising Traffic Signal Operations
Specialist 720050 6932 7271 7633 8008 8399
Survey Party Chief 210031 5845 6128 6428 6740 7075
Systems Security Administrator 125050 6941 7276 7636 8005 8399 Transit Supervisor I 320050 5873 6159 6457 6775 7105
Transit Supervisor II 320051 6611 6931 7272 7631 8006
Treasury Officer 135015 6385 6698 7028 7372 7734
Wastewater Environmental Supervisor 620073 7116 7462 7831 8217 8620 Wastewater Operations Supervisor 620072 7116 7462 7831 8217 8620 Wastewater System Supervisor 620071 7116 7462 7831 8217 8620 Water Conservation Supervisor 610045 6288 6597 6919 7261 7616 Water System Supervisor 610055 7116 7462 7831 8217 8620

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EXHIBIT I

Unit 13-2, Non-Exempt Professional
Salaries Effective June 21, 2021

CLASS TITLE
JOB

CODE A B C D E
Legal Secretary I 115015 3626 3801 3984 4175 4378
Legal Secretary II 115016 4012 4207 4409 4622 4846
Paralegal 160001 5119 5368 5629 5904 6195
Senior Human Resources Technician 150014 3968 4158 4356 4569 4790 Senior Legal Secretary 115017 4617 4848 5090 5344 5611
Senior Paralegal 160002 5620 5900 6196 6505 6831
Supervising Crime Scene Technician 410013 5372 5634 5908 6197 6498

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EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 20, 2022

CLASS TITLE JOB

CODE A B C D E
Acoustical Program Coordinator 310100 6256 6564 6882 7223 7575 Airports Airside/Landside
Superintendent 310018 6881 7218 7574 7944 8334
Airports Projects Supervisor 310016 7232 7586 7959 8350 8763 Airports Property Supervisor 175005 6262 6567 6886 7227 7575 Architect 210045 6613 6938 7276 7635 8011
Assistant Law Office Manager 115019 7150 7495 7866 8246 8651 Business Process & Systems Analyst 125044 7149 7495 7864 8248 8651 Call Center Supervisor 115073 5538 5808 6089 6382 6693
Capital Development Specialist 310007 6878 7220 7573 7946 8335 Central Print Supervisor 120007 5168 5423 5686 5965 6254 Chief Engineering Inspector 230078 7061 7405 7770 8153 8552 Chief Engineering Technician 210009 7939 8328 8738 9170 9621 Chief of Facilities Maintenance 810037 6921 7262 7618 7992 8386 Chief of Wastewater Environmental
Services 620075 6623 6949 7290 7647 8022
Chief of Wastewater Facilities
Maintenance 620085 6921 7262 7618 7992 8386
Chief of Wastewater Treatment
Operations 620080 6997 7346 7707 8085 8482
Chief of Water Operations 610070 7113 7460 7830 8215 8617 Chief Police Pilot 410031 7818 8201 8608 9032 9480
Chief Surveyor 210032 9124 9573 10047 10542 11064
Community Services and Recreation
Supervisor 520016 6273 6580 6904 7246 7595
Contract Compliance Officer 150061 6262 6567 6886 7227 7575 Custodial Supervisor 810025 6262 6567 6886 7227 7575
Database Administrator 125045 7149 7495 7864 8248 8651
DBE/Small Business Program
Coordinator 150070 6176 6475 6793 7125 7478

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EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 20, 2022

CLASS TITLE JOB

CODE A B C D E
Emergency Services Communications
Supervisor 410004 5532 5802 6083 6382 6693
Energy Efficiency Supervisor 230058 5551 5824 6108 6410 6724 Equipment Supervisor 720031 6809 7140 7491 7859 8247
Fire Prevention Engineer 210055 7025 7370 7732 8111 8512 Fleet Administration Supervisor 720025 6262 6567 6886 7227 7575 Forestry Supervisor I 510030 5168 5423 5686 5965 6254
Forestry Supervisor II 510031 5293 5551 5825 6114 6410
Grant Writer 150105 4982 5227 5480 5749 6028
Historic Preservation Specialist 230066 6565 6889 7230 7582 7953 Housing Program Supervisor 230055 6767 7105 7460 7833 8226 Human Resources Analyst 150016 5612 5886 6171 6474 6793 Human Resources Records Supervisor 115050 5527 5798 6085 6377 6693 Information Services Supervisor 125032 7861 8248 8651 9077 9527 Landscape Maintenance
Superintendent 510027 7799 8184 8583 9005 9448
Lead Risk Analyst 150008 6163 6468 6793 7132 7489
Management Analyst I 150020 4178 4381 4594 4818 5055
Management Analyst II 150021 5132 5384 5645 5922 6209
Parking Supervisor 720035 5315 5569 5838 6122 6693
Parks Supervisor I 510025 5168 5423 5686 5965 6254
Parks Supervisor II 510026 6273 6580 6904 7246 7595
Police Support Services Supervisor 115047 5527 5798 6085 6377 6693 Planner III 220007 6019 6313 6620 6947 7290
Principal Accountant 130014 6577 6899 7239 7594 7967
Procurement Supervisor 140004 6152 6460 6782 7122 7478
Professional Engineer 210100 7939 8328 8738 9170 9621
Project Manager 150065 6564 6889 7230 7582 7953

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EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 20, 2022

CLASS TITLE JOB

CODE A B C D E
Records Supervisor 115045 5527 5798 6085 6377 6693
Recycling Coordinator 640001 5226 5479 5747 6026 6323
Revenue Supervisor 135025 5538 5808 6089 6382 6693
Risk Analyst 150010 5612 5886 6171 6474 6793
Sanitation Supervisor 640029 6262 6567 6886 7227 7575
Senior Accountant-Auditor 130013 5503 5772 6055 6351 6660 Senior Building Inspector 230034 6430 6748 7078 7426 7795 Senior Database Administrator 125046 7888 8264 8661 9076 9527 Senior Electrical Safety Consultant 230024 6430 6748 7078 7426 7795 Senior Engineering Inspector 230077 6366 6681 7008 7352 7717 Senior Environmental & Safety
Consultant 230005 6430 6748 7078 7426 7795
Senior Plumbing & Mechanical
Consultant 230014 6430 6748 7078 7426 7795
Senior Programmer Analyst 125019 7861 8248 8651 9077 9527 Senior Real Estate Agent 170012 6262 6567 6886 7227 7575 Senior Retirement Counselor 135052 6887 7234 7594 7972 8372 Street Maintenance Superintendent 720004 7799 8184 8583 9005 9448 Street Maintenance Supervisor 720001 6881 7218 7574 7944 8334 Supervising Airports Building
Maintenance Technician 310014 6262 6567 6886 7227 7575
Supervising Airports Operations Officer 310013 6262 6567 6886 7227 7575 Supervising Commercial Building
Inspector 230036 6430 6748 7078 7426 7795
Supervising Engineering Technician 210008 6878 7220 7573 7946 8335 Supervising Paralegal 160020 6477 6795 7127 7479 7845
Supervising Fire Prevention Inspector 420005 6542 6863 7202 7557 7928 Supervising Planner 220008 6690 7017 7359 7720 8097
Supervising Plans Examiner 210044 7573 7948 8340 8747 9177

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 58

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 20, 2022

CLASS TITLE JOB

CODE A B C D E
Supervising Professional Engineer 210110 9124 9573 10047 10542 11064 Supervising Real Estate Agent 170013 6881 7218 7574 7944 8334 Supervising Traffic Signal Operations
Specialist 720050 7140 7490 7862 8249 8651
Survey Party Chief 210031 6021 6312 6621 6943 7288
Systems Security Administrator 125050 7150 7495 7866 8246 8651 Transit Supervisor I 320050 6050 6344 6651 6979 7319
Transit Supervisor II 320051 6810 7139 7491 7860 8247
Treasury Officer 135015 6577 6899 7239 7594 7967
Wastewater Environmental Supervisor 620073 7330 7686 8066 8464 8879 Wastewater Operations Supervisor 620072 7330 7686 8066 8464 8879 Wastewater System Supervisor 620071 7330 7686 8066 8464 8879 Water Conservation Supervisor 610045 6477 6795 7127 7479 7845 Water System Supervisor 610055 7330 7686 8066 8464 8879

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 59

EXHIBIT II

Unit 13-2, Non-Exempt Professional
Salaries Effective June 20, 2022

CLASS TITLE
JOB

CODE A B C D E
Legal Secretary I 115015 3735 3916 4104 4301 4510
Legal Secretary II 115016 4133 4334 4542 4761 4992
Paralegal 160001 5273 5530 5798 6082 6381
Senior Human Resources Technician 150014 4088 4283 4487 4707 4934 Senior Legal Secretary 115017 4756 4994 5243 5505 5780
Senior Paralegal 160002 5789 6077 6382 6701 7036
Supervising Crime Scene Technician 410013 5534 5804 6086 6383 6693

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 60

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 19, 2023

CLASS TITLE JOB

CODE A B C D E
Acoustical Program Coordinator 310100 6444 6761 7089 7440 7803 Airports Airside/Landside
Superintendent 310018 7088 7435 7802 8183 8585
Airports Projects Supervisor 310016 7449 7814 8198 8601 9026 Airports Property Supervisor 175005 6450 6765 7093 7444 7803 Architect 210045 6812 7147 7495 7865 8252
Assistant Law Office Manager 115019 7365 7720 8102 8494 8911 Business Process & Systems Analyst 125044 7364 7720 8100 8496 8911 Call Center Supervisor 115073 5705 5983 6272 6574 6894
Capital Development Specialist 310007 7085 7437 7801 8185 8586 Central Print Supervisor 120007 5324 5586 5857 6144 6442 Chief Engineering Inspector 230078 7273 7628 8004 8398 8809 Chief Engineering Technician 210009 8178 8578 9001 9446 9910 Chief of Facilities Maintenance 810037 7129 7480 7847 8232 8638 Chief of Wastewater Environmental
Services 620075 6822 7158 7509 7877 8263
Chief of Wastewater Facilities
Maintenance 620085 7129 7480 7847 8232 8638
Chief of Wastewater Treatment
Operations 620080 7207 7567 7939 8328 8737
Chief of Water Operations 610070 7327 7684 8065 8462 8876 Chief Police Pilot 410031 8053 8448 8867 9303 9765
Chief Surveyor 210032 9398 9861 10349 10859 11396
Community Services and Recreation
Supervisor 520016 6462 6778 7112 7464 7823
Contract Compliance Officer 150061 6450 6765 7093 7444 7803 Custodial Supervisor 810025 6450 6765 7093 7444 7803
Database Administrator 125045 7364 7720 8100 8496 8911
DBE/Small Business Program
Coordinator 150070 6362 6670 6997 7339 7703

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 61

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 19, 2023

CLASS TITLE JOB

CODE A B C D E
Emergency Services Communications
Supervisor 410004 5698 5977 6266 6574 6894
Energy Efficiency Supervisor 230058 5718 5999 6292 6603 6926 Equipment Supervisor 720031 7014 7355 7716 8095 8495
Fire Prevention Engineer 210055 7236 7592 7964 8355 8768 Fleet Administration Supervisor 720025 6450 6765 7093 7444 7803 Forestry Supervisor I 510030 5324 5586 5857 6144 6442
Forestry Supervisor II 510031 5452 5718 6000 6298 6603
Grant Writer 150105 5132 5384 5645 5922 6209
Historic Preservation Specialist 230066 6762 7096 7447 7810 8192 Housing Program Supervisor 230055 6971 7319 7684 8068 8473 Human Resources Analyst 150016 5781 6063 6357 6669 6997 Human Resources Records Supervisor 115050 5693 5972 6268 6569 6894 Information Services Supervisor 125032 8097 8496 8911 9350 9813 Landscape Maintenance
Superintendent 510027 8033 8430 8841 9276 9732
Lead Risk Analyst 150008 6348 6663 6997 7346 7714
Management Analyst I 150020 4304 4513 4732 4963 5207
Management Analyst II 150021 5286 5546 5815 6100 6396
Parking Supervisor 720035 5475 5737 6014 6306 6894
Parks Supervisor I 510025 5324 5586 5857 6144 6442
Parks Supervisor II 510026 6462 6778 7112 7464 7823
Police Support Services Supervisor 115047 5693 5972 6268 6569 6894 Planner III 220007 6200 6503 6819 7156 7509
Principal Accountant 130014 6775 7106 7457 7822 8207
Procurement Supervisor 140004 6337 6654 6986 7336 7703
Professional Engineer 210100 8178 8578 9001 9446 9910
Project Manager 150065 6761 7096 7447 7810 8192

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 62

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 19, 2023

CLASS TITLE JOB

CODE A B C D E
Records Supervisor 115045 5693 5972 6268 6569 6894
Recycling Coordinator 640001 5383 5644 5920 6207 6513
Revenue Supervisor 135025 5705 5983 6272 6574 6894
Risk Analyst 150010 5781 6063 6357 6669 6997
Sanitation Supervisor 640029 6450 6765 7093 7444 7803
Senior Accountant-Auditor 130013 5669 5946 6237 6542 6860 Senior Building Inspector 230034 6623 6951 7291 7649 8029 Senior Database Administrator 125046 8125 8512 8921 9349 9813 Senior Electrical Safety Consultant 230024 6623 6951 7291 7649 8029 Senior Engineering Inspector 230077 6557 6882 7219 7573 7949 Senior Environmental & Safety
Consultant 230005 6623 6951 7291 7649 8029
Senior Plumbing & Mechanical
Consultant 230014 6623 6951 7291 7649 8029
Senior Programmer Analyst 125019 8097 8496 8911 9350 9813 Senior Real Estate Agent 170012 6450 6765 7093 7444 7803 Senior Retirement Counselor 135052 7094 7452 7822 8212 8624 Street Maintenance Superintendent 720004 8033 8430 8841 9276 9732 Street Maintenance Supervisor 720001 7088 7435 7802 8183 8585 Supervising Airports Building
Maintenance Technician 310014 6450 6765 7093 7444 7803
Supervising Airports Operations Officer 310013 6450 6765 7093 7444 7803 Supervising Commercial Building
Inspector 230036 6623 6951 7291 7649 8029
Supervising Engineering Technician 210008 7085 7437 7801 8185 8586 Supervising Paralegal 160020 6672 6999 7341 7704 8081
Supervising Fire Prevention Inspector 420005 6739 7069 7419 7784 8166 Supervising Planner 220008 6891 7228 7580 7952 8340
Supervising Plans Examiner 210044 7801 8187 8591 9010 9453

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 63

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional
Salaries Effective June 19, 2023

CLASS TITLE JOB

CODE A B C D E
Supervising Professional Engineer 210110 9398 9861 10349 10859 11396 Supervising Real Estate Agent 170013 7088 7435 7802 8183 8585 Supervising Traffic Signal Operations
Specialist 720050 7355 7715 8098 8497 8911
Survey Party Chief 210031 6202 6502 6820 7152 7507
Systems Security Administrator 125050 7365 7720 8102 8494 8911 Transit Supervisor I 320050 6232 6535 6851 7189 7539
Transit Supervisor II 320051 7015 7354 7716 8096 8495
Treasury Officer 135015 6775 7106 7457 7822 8207
Wastewater Environmental Supervisor 620073 7550 7917 8308 8718 9146 Wastewater Operations Supervisor 620072 7550 7917 8308 8718 9146 Wastewater System Supervisor 620071 7550 7917 8308 8718 9146 Water Conservation Supervisor 610045 6672 6999 7341 7704 8081 Water System Supervisor 610055 7550 7917 8308 8718 9146

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 64

EXHIBIT III

Unit 13-2, Non-Exempt Professional
Salaries Effective June 19, 2023

CLASS TITLE
JOB

CODE A B C D E
Legal Secretary I 115015 3848 4034 4228 4431 4646
Legal Secretary II 115016 4257 4465 4679 4904 5142
Paralegal 160001 5432 5696 5972 6265 6573
Senior Human Resources Technician 150014 4211 4412 4622 4849 5083 Senior Legal Secretary 115017 4899 5144 5401 5671 5954
Senior Paralegal 160002 5963 6260 6574 6903 7248
Supervising Crime Scene Technician 410013 5701 5979 6269 6575 6894

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 64

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Acoustical Program Coordinator 310100 6444 6761 7089 7440 7803 Airports Airside/Landside
Superintendent 310018 7088 7435 7802 8183 8585
Airports Credentialing Supervisor* 115081 6543 6864 7204 7550 7923 Airports Operations Supervisor 310013 7102 7449 7810 8196 8592 Airports Projects Supervisor 310016 7449 7814 8198 8601 9026 Airports Property Supervisor 175005 6450 6765 7093 7444 7803 Animal Center Supervisor 560035 6450 6765 7093 7444 7803 Animal Programs Coordinator 560050 4304 4531 4732 4963 5207 Architect 210045 9001 9446 9910 10406 10925
Assistant Law Office Manager 115019 7365 7720 8102 8494 8911 Business Process & Systems Analyst 125044 7364 7720 8100 8496 8911 Call Center Supervisor* 115073 6675 6999 7337 7690 8065 Capital Development Specialist 310007 7085 7437 7801 8185 8586 Central Print Supervisor* 120007 5905 6196 6496 6815 7145 Chief Engineering Inspector 230078 7273 7628 8004 8398 8809 Chief Engineering Technician 210009 8178 8578 9001 9446 9910 Chief of Facilities Maintenance 810037 7129 7480 7847 8232 8638 Chief of Wastewater Environmental
Services 620075 6822 7158 7509 7877 8263
Chief of Wastewater Facilities
Maintenance 620085 7129 7480 7847 8232 8638
Chief of Wastewater Treatment
Operations 620080 7207 7567 7939 8328 8737
Chief of Water Operations 610070 7327 7684 8065 8462 8876 Chief Police Pilot 410031 8053 8448 8867 9303 9765
Chief Surveyor 210032 11353 11921 12517 13143 13800
Community Services and Recreation
Supervisor 520016 6462 6778 7112 7464 7823

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 65

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Contract Compliance Officer 150061 6450 6765 7093 7444 7803 Custodial Supervisor 810025 6450 6765 7093 7444 7803
Database Administrator 125045 7364 7720 8100 8496 8911
DBE/Small Business Coordinator 150070 6460 6773 7104 7453 7821 Emergency Services Dispatch
Supervisor 410004 6788 7119 7464 7831 8213
Energy Efficiency Supervisor 230058 5718 5999 6292 6603 6926 Equipment Supervisor 720031 7014 7355 7716 8095 8495
Fire Prevention Engineer* 210055 7813 8198 8599 9021 9467 Fleet Administration Supervisor 720025 6450 6765 7093 7444 7803 Grant Writer* 150105 5386 5650 5924 6215 6517
Historic Preservation Specialist 230066 6762 7096 7447 7810 8192 Housing Program Supervisor 230055 6971 7319 7684 8068 8473 Human Resources Analyst* 150016 6543 6863 7195 7548 7920 Human Resources Records Supervisor* 115050 6568 6890 7230 7577 7953 Information Services Supervisor 125032 8097 8496 8911 9350 9813 Landscape Maintenance
Superintendent 510027 8033 8430 8841 9276 9732
Lead Risk Analyst* 150008 6798 7135 7493 7866 8261
Licensed Professional Engineer 210110 11353 11921 1251
7 13143 13800
Management Analyst I 150020 4304 4513 4732 4963 5207
Management Analyst II* 150021 5406 5672 5947 6239 6541
Parking Supervisor* 720035 6767 7089 7432 7794 8521
Parks Supervisor I* 510025 5905 6196 6496 6815 7145
Parks Supervisor II 510026 6462 6778 7112 7464 7823
Planner III* 220007 6466 6782 7112 7463 7833
Police Support Services Supervisor* 115047 6543 6864 7204 7550 7923 Principal Accountant 130014 7102 7450 7817 8200 8603

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 66

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Procurement Supervisor 140004 6435 6756 7093 7448 7821
Professional Engineer 210100 9001 9446 9910 10406 10925 Project Manager 150065 8230 8641 9074 9527 10004
Records Supervisor* 115045 6543 6864 7204 7550 7923
Recycling Coordinator 640001 5383 5644 5920 6207 6513
Registered Veterinary Tech 560060 4836 5078 5332 5599 5879 Revenue Supervisor* 135025 6645 6968 7305 7657 8029
Risk Analyst* 150010 6543 6863 7195 7548 7920
Sanitation Supervisor 640029 6450 6765 7093 7444 7803
Senior Accountant-Auditor 130013 6494 6811 7146 7495 7859 Senior Building Inspector 230034 7131 7483 7850 8235 8645 Senior Database Administrator 125046 8125 8512 8921 9349 9813 Senior Electrical Safety Consultant 230024 7130 7483 7849 8235 8644 Senior Engineering Inspector 230077 6610 6937 7276 7634 8012 Senior Environmental & Safety
Consultant 230005 7144 7497 7864 8250 8660
Senior Plumbing & Mechanical
Consultant 230014 7131 7483 7850 8235 8645
Senior Programmer Analyst 125019 8097 8496 8911 9350 9813 Senior Real Estate Agent 170012 6450 6765 7093 7444 7803 Senior Retirement Counselor 135052 7094 7452 7822 8212 8624 Street Maintenance Superintendent 720004 8033 8430 8841 9276 9732 Street Maintenance Supervisor 720001 7088 7435 7802 8183 8585 Supervising Airports Building
Maintenance Technician 310014 6450 6765 7093 7444 7803
Supervising Commercial Building
Inspector 230036 7131 7483 7850 8235 8645
Supervising Engineering Technician 210008 7085 7437 7801 8185 8586 Supervising Fire Prevention Inspector* 420005 7121 7470 7839 8224 8628

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 67

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Supervising Paralegal* 160020 7109 7458 7822 8207 8610
Supervising Planner 220008 7117 7465 7828 8213 8613
Supervising Plans Examiner 210044 8269 8678 9107 9551 10020 Supervising Real Estate Agent 170013 7089 7436 7803 8184 8586 Supervising Traffic Signal Operations
Specialist 720050 7355 7715 8098 8497 8911
Survey Party Chief 210031 7264 7615 7988 8376 8793
Systems Security Administrator 125050 7365 7720 8102 8494 8911 Transit Supervisor I 320050 6232 6535 6851 7189 7539
Transit Supervisor II 320051 7015 7354 7716 8096 8495
Treasury Officer 135015 7102 7450 7817 8200 8603
Urban Forestry Supervisor II 510031 6462 6778 7112 7464 7823 Urban Forestry Supervisor I* 510030 5905 6196 6496 6815 7145 Wastewater Environmental Supervisor 620073 7550 7917 8308 8718 9146 Wastewater Operations Supervisor 620072 7550 7917 8308 8718 9146 Wastewater System Supervisor 620071 7550 7917 8308 8718 9146 Water Conservation Supervisor 610045 6672 6999 7341 7704 8081 Water System Supervisor 610055 7550 7917 8308 8718 9146

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 68

EXHIBIT I

Unit 13-2, Non-Exempt Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE
JOB

CODE A B C D E
Legal Secretary I* 115015 4912 5149 5397 5656 5930
Legal Secretary II* 115016 5403 5667 5939 6224 6526
Paralegal* 160001 6084 6380 6689 7017 7362
Senior Human Resources Technician 150014 5077 5319 5573 5846 6127 Senior Legal Secretary* 115017 6218 6529 6855 7198 7557 Senior Paralegal* 160002 6347 6663 6997 7347 7715
Supervising Crime Scene Technician* 410013 6441 6755 7083 7428 7789

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 69

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Acoustical Program Coordinator 310100 6573 6897 7231 7589 7960 Airports Airside/Landside
Superintendent 310018 7230 7584 7959 8347 8757
Airports Credentialing Supervisor* 115081 6674 7002 7349 7701 8082 Airports Operations Supervisor 310013 7245 7598 7967 8360 8764 Airports Projects Supervisor 310016 7598 7971 8362 8774 9207 Airports Property Supervisor 175005 6579 6901 7235 7593 7960 Animal Center Supervisor 560035 6579 6901 7235 7593 7960 Animal Programs Coordinator 560050 4391 4622 4827 5063 5312 Architect 210045 9182 9635 10109 10615 11144
Assistant Law Office Manager 115019 7513 7875 8265 8664 9090 Business Process & Systems Analyst 125044 7512 7875 8262 8666 9090 Call Center Supervisor* 115073 6809 7139 7484 7844 8227 Capital Development Specialist 310007 7227 7586 7958 8349 8758 Central Print Supervisor* 120007 6024 6320 6626 6952 7288 Chief Engineering Inspector 230078 7419 7781 8165 8566 8986 Chief Engineering Technician 210009 8342 8750 9182 9635 10109 Chief of Facilities Maintenance 810037 7272 7630 8004 8397 8811 Chief of Wastewater Environmental
Services 620075 6959 7302 7660 8035 8429
Chief of Wastewater Facilities
Maintenance 620085 7272 7630 8004 8397 8811
Chief of Wastewater Treatment
Operations 620080 7352 7719 8098 8495 8912
Chief of Water Operations 610070 7474 7838 8227 8632 9054 Chief Police Pilot 410031 8215 8617 9045 9490 9961
Chief Surveyor 210032 11581 12160 12768 13406 14076
Community Services and Recreation
Supervisor 520016 6592 6914 7255 7614 7980

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 70

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Contract Compliance Officer 150061 6579 6901 7235 7593 7960 Custodial Supervisor 810025 6579 6901 7235 7593 7960
Database Administrator 125045 7512 7875 8262 8666 9090
DBE/Small Business Coordinator 150070 6590 6909 7247 7603 7978 Emergency Services Dispatch
Supervisor 410004 6924 7262 7614 7988 8378
Energy Efficiency Supervisor 230058 5833 6119 6418 6736 7065 Equipment Supervisor 720031 7155 7503 7871 8257 8665
Fire Prevention Engineer* 210055 7970 8362 8771 9202 9657 Fleet Administration Supervisor 720025 6579 6901 7235 7593 7960 Grant Writer* 150105 5494 5763 6043 6340 6648
Historic Preservation Specialist 230066 6898 7238 7596 7967 8356 Housing Program Supervisor 230055 7111 7466 7838 8230 8643 Human Resources Analyst* 150016 6674 7001 7339 7699 8079 Human Resources Records Supervisor* 115050 6700 7028 7375 7729 8113 Information Services Supervisor 125032 8259 8666 9090 9537 10010 Landscape Maintenance
Superintendent 510027 8194 8599 9018 9462 9927
Lead Risk Analyst* 150008 6934 7278 7643 8024 8427
Licensed Professional Engineer 210110 11581 12160 12768 13406 14076 Management Analyst I 150020 4391 4604 4827 5063 5312
Management Analyst II* 150021 5515 5786 6066 6364 6672
Parking Supervisor* 720035 6903 7231 7581 7950 8692
Parks Supervisor I* 510025 6024 6320 6626 6952 7288
Parks Supervisor II 510026 6592 6914 7255 7614 7980
Planner III* 220007 6596 6918 7255 7613 7990
Police Support Services Supervisor* 115047 6674 7002 7349 7701 8082 Principal Accountant 130014 7245 7599 7974 8364 8776

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 71

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Procurement Supervisor 140004 6564 6892 7235 7597 7978
Professional Engineer 210100 9182 9635 10109 10615 11144 Project Manager 150065 8395 8814 9256 9718 10205
Records Supervisor* 115045 6674 7002 7349 7701 8082
Recycling Coordinator 640001 5491 5757 6039 6332 6644
Registered Veterinary Tech 560060 4933 5180 5439 5711 5997 Revenue Supervisor* 135025 6778 7108 7452 7811 8190
Risk Analyst* 150010 6674 7001 7339 7699 8079
Sanitation Supervisor 640029 6579 6901 7235 7593 7960
Senior Accountant-Auditor 130013 6624 6948 7289 7645 8017 Senior Building Inspector 230034 7274 7633 8007 8400 8818 Senior Database Administrator 125046 8288 8683 9100 9536 10010 Senior Electrical Safety Consultant 230024 7273 7633 8006 8400 8817 Senior Engineering Inspector 230077 6743 7076 7422 7787 8173 Senior Environmental & Safety
Consultant 230005 7287 7647 8022 8415 8834
Senior Plumbing & Mechanical
Consultant 230014 7274 7633 8007 8400 8818
Senior Programmer Analyst 125019 8259 8666 9090 9537 10010 Senior Real Estate Agent 170012 6579 6901 7235 7593 7960 Senior Retirement Counselor 135052 7236 7602 7979 8377 8797 Street Maintenance Superintendent 720004 8194 8599 9018 9462 9927 Street Maintenance Supervisor 720001 7230 7584 7959 8347 8757 Supervising Airports Building
Maintenance Technician 310014 6579 6901 7235 7593 7960
Supervising Commercial Building
Inspector 230036 7274 7633 8007 8400 8818
Supervising Engineering Technician 210008 7227 7586 7958 8349 8758 Supervising Fire Prevention Inspector* 420005 7264 7620 7996 8389 8801

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 72

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

CODE A B C D E
Supervising Paralegal* 160020 7252 7608 7979 8372 8783
Supervising Planner 220008 7260 7615 7985 8378 8786
Supervising Plans Examiner 210044 8435 8852 9290 9743 10221 Supervising Real Estate Agent 170013 7231 7585 7960 8348 8758 Supervising Traffic Signal Operations
Specialist 720050 7503 7870 8260 8667 9090
Survey Party Chief 210031 7410 7768 8148 8544 8969
Systems Security Administrator 125050 7513 7875 8265 8664 9090 Transit Supervisor I 320050 6357 6666 6989 7333 7690
Transit Supervisor II 320051 7156 7502 7871 8258 8665
Treasury Officer 135015 7245 7599 7974 8364 8776
Urban Forestry Supervisor II 510031 6592 6914 7255 7614 7980 Urban Forestry Supervisor I* 510030 6024 6320 6626 6952 7288 Wastewater Environmental Supervisor 620073 7701 8076 8475 8893 9329 Wastewater Operations Supervisor 620072 7701 8076 8475 8893 9329 Wastewater System Supervisor 620071 7701 8076 8475 8893 9329 Water Conservation Supervisor 610045 6806 7139 7488 7859 8243 Water System Supervisor 610055 7701 8076 8475 8893 9329

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 69

EXHIBIT II

Unit 13-2, Non-Exempt Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE
JOB

CODE A B C D E
Legal Secretary I* 115015 5011 5252 5505 5770 6049
Legal Secretary II* 115016 5512 5781 6058 6349 6657
Paralegal* 160001 6206 6508 6823 7158 7510
Senior Human Resources Technician 150014 5179 5426 5685 5963 6250 Senior Legal Secretary* 115017 6343 6660 6993 7342 7709 Senior Paralegal* 160002 6474 6797 7137 7494 7870
Supervising Crime Scene Technician* 410013 6570 6891 7225 7577 7945

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 69

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

CODE A B C D E
Acoustical Program Coordinator 310100 6606 6932 7268 7627 8000 Airports Airside/Landside
Superintendent 310018 7267 7622 7999 8389 8801
Airports Credentialing Supervisor* 115081 6708 7038 7386 7740 8123 Airports Operations Supervisor 310013 7282 7636 8007 8402 8808 Airports Projects Supervisor 310016 7636 8011 8404 8818 9254 Airports Property Supervisor 175005 6612 6936 7272 7631 8000 Animal Center Supervisor 560035 6612 6936 7272 7631 8000 Animal Programs Coordinator 560050 4413 4646 4852 5089 5339 Architect 210045 9228 9684 10160 10669 11200
Assistant Law Office Manager 115019 7551 7915 8307 8708 9136 Business Process & Systems Analyst 125044 7550 7915 8304 8710 9136 Call Center Supervisor* 115073 6844 7175 7522 7884 8269 Capital Development Specialist 310007 7264 7624 7998 8391 8802 Central Print Supervisor* 120007 6055 6352 6660 6987 7325 Chief Engineering Inspector 230078 7457 7820 8206 8609 9031 Chief Engineering Technician 210009 8384 8794 9228 9684 10160 Chief of Facilities Maintenance 810037 7309 7669 8045 8439 8856 Chief of Wastewater Environmental
Services 620075 6994 7339 7699 8076 8472
Chief of Wastewater Facilities
Maintenance 620085 7309 7669 8045 8439 8856
Chief of Wastewater Treatment
Operations 620080 7389 7758 8139 8538 8957
Chief of Water Operations 610070 7512 7878 8269 8676 9100 Chief Police Pilot 410031 8257 8661 9091 9538 10011
Chief Surveyor 210032 11639 12221 12832 13474 14147
Community Services and Recreation
Supervisor 520016 6625 6949 7292 7653 8020

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 70

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

CODE A B C D E
Contract Compliance Officer 150061 6612 6936 7272 7631 8000 Custodial Supervisor 810025 6612 6936 7272 7631 8000
Database Administrator 125045 7550 7915 8304 8710 9136
DBE/Small Business Coordinator 150070 6623 6944 7284 7642 8018 Emergency Services Dispatch
Supervisor 410004 6959 7299 7653 8028 8420
Energy Efficiency Supervisor 230058 5863 6150 6451 6770 7101 Equipment Supervisor 720031 7191 7541 7911 8299 8709
Fire Prevention Engineer* 210055 8010 8404 8815 9249 9706 Fleet Administration Supervisor 720025 6612 6936 7272 7631 8000 Grant Writer* 150105 5522 5792 6074 6372 6682
Historic Preservation Specialist 230066 6933 7275 7634 8007 8398 Housing Program Supervisor 230055 7147 7504 7878 8272 8687 Human Resources Analyst* 150016 6708 7037 7376 7738 8120 Human Resources Records Supervisor* 115050 6734 7064 7412 7768 8154 Information Services Supervisor 125032 8301 8710 9136 9585 10061 Landscape Maintenance
Superintendent 510027 8235 8642 9064 9510 9977
Lead Risk Analyst* 150008 6969 7315 7682 8065 8470
Licensed Professional Engineer 210110 11639 12221 12832 13474 14147 Management Analyst I 150020 4413 4628 4852 5089 5339
Management Analyst II* 150021 5543 5815 6097 6396 6706
Parking Supervisor* 720035 6938 7268 7619 7990 8736
Parks Supervisor I* 510025 6055 6352 6660 6987 7325
Parks Supervisor II 510026 6625 6949 7292 7653 8020
Planner III* 220007 6629 6953 7292 7652 8030
Police Support Services Supervisor* 115047 6708 7038 7386 7740 8123 Principal Accountant 130014 7282 7637 8014 8406 8820

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 71

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

CODE A B C D E
Procurement Supervisor 140004 6597 6927 7272 7635 8018
Professional Engineer 210100 9228 9684 10160 10669 11200 Project Manager 150065 8437 8859 9303 9767 10257
Records Supervisor* 115045 6708 7038 7386 7740 8123
Recycling Coordinator 640001 5519 5786 6070 6364 6678
Registered Veterinary Tech 560060 4958 5206 5467 5740 6027 Revenue Supervisor* 135025 6812 7144 7490 7851 8231
Risk Analyst* 150010 6708 7037 7376 7738 8120
Sanitation Supervisor 640029 6612 6936 7272 7631 8000
Senior Accountant-Auditor 130013 6658 6983 7326 7684 8058 Senior Building Inspector 230034 7311 7672 8048 8442 8863 Senior Database Administrator 125046 8330 8727 9146 9584 10061 Senior Electrical Safety Consultant 230024 7310 7672 8047 8442 8862 Senior Engineering Inspector 230077 6777 7112 7460 7826 8214 Senior Environmental & Safety
Consultant 230005 7324 7686 8063 8458 8879
Senior Plumbing & Mechanical
Consultant 230014 7311 7672 8048 8442 8863
Senior Programmer Analyst 125019 8301 8710 9136 9585 10061 Senior Real Estate Agent 170012 6612 6936 7272 7631 8000 Senior Retirement Counselor 135052 7273 7641 8019 8419 8841 Street Maintenance Superintendent 720004 8235 8642 9064 9510 9977 Street Maintenance Supervisor 720001 7267 7622 7999 8389 8801 Supervising Airports Building
Maintenance Technician 310014 6612 6936 7272 7631 8000
Supervising Commercial Building
Inspector 230036 7311 7672 8048 8442 8863
Supervising Engineering Technician 210008 7264 7624 7998 8391 8802 Supervising Fire Prevention Inspector* 420005 7301 7659 8036 8431 8846

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 72

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

CODE A B C D E
Supervising Paralegal* 160020 7289 7647 8019 8414 8827
Supervising Planner 220008 7297 7654 8025 8420 8830
Supervising Plans Examiner 210044 8478 8897 9337 9792 10273 Supervising Real Estate Agent 170013 7268 7623 8000 8390 8802 Supervising Traffic Signal Operations
Specialist 720050 7541 7910 8302 8711 9136
Survey Party Chief 210031 7448 7807 8189 8587 9014
Systems Security Administrator 125050 7551 7915 8307 8708 9136 Transit Supervisor I 320050 6389 6700 7024 7370 7729
Transit Supervisor II 320051 7192 7540 7911 8300 8709
Treasury Officer 135015 7282 7637 8014 8406 8820
Urban Forestry Supervisor II 510031 6055 6352 6660 6987 7325 Urban Forestry Supervisor I* 510030 6625 6949 7292 7653 8020 Wastewater Environmental Supervisor 620073 7740 8117 8518 8938 9376 Wastewater Operations Supervisor 620072 7740 8117 8518 8938 9376 Wastewater System Supervisor 620071 7740 8117 8518 8938 9376 Water Conservation Supervisor 610045 6841 7175 7526 7899 8285 Water System Supervisor 610055 7740 8117 8518 8938 9376

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 73

EXHIBIT III

Unit 13-2, Non-Exempt Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE
JOB

CODE A B C D E
Legal Secretary I* 115015 5037 5279 5533 5799 6080
Legal Secretary II* 115016 5540 5810 6089 6381 6691
Paralegal* 160001 6238 6541 6858 7194 7548
Senior Human Resources Technician 150014 5205 5454 5714 5993 6282 Senior Legal Secretary* 115017 6375 6694 7028 7379 7748 Senior Paralegal* 160002 6507 6831 7173 7532 7910
Supervising Crime Scene Technician* 410013 6603 6926 7262 7615 7985

MEMORANDUM OF

UNDERSTANDING

BETWEEN AND FOR THE

CITY OF FRESNO

AND

CITY OF FRESNO
PROFESSIONAL EMPLOYEES ASSOCIATION, INC.

(Exempt Supervisory and Professional Unit and
Non-Exempt Professional Unit - Unit 13)

January 1, 2024 – June 15, 2025

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page i

TABLE OF CONTENTS
ARTICLE I – PREAMBLE ................................................................................................ 1 A. PURPOSE ............................................................................................................. 1 B. DEFINITIONS ........................................................................................................ 1 C. GOVERNING LAWS .............................................................................................. 1 ARTICLE II CITY RIGHTS .............................................................................................. 2 A. GENERAL .............................................................................................................. 2 B. NONDISCRIMINATION ......................................................................................... 2 C. EMPLOYEE RESPONSIBILITIES ......................................................................... 2 D. PERSONNEL FILES .............................................................................................. 2 ARTICLE III – CITY RIGHTS .......................................................................................... 4 A. GENERAL .............................................................................................................. 4 ARTICLE IV – RECOGNITION ....................................................................................... 6 A. ASSOCIATION RECOGNITION ............................................................................ 6 B. UNIT DESCRIPTION ............................................................................................. 6 C. CITY RECOGNITION ............................................................................................. 6 D. RECOGNITION OF MUTUAL OBLIGATION .......................................................... 6 E. LOCKOUT AND STRIKE ....................................................................................... 6 ARTICLE V – REPRESENTATION AND RESOLUTION OF CONCERNS ..................... 8 A. SCOPE OF REPRESENTATION ........................................................................... 8 B. REPRESENTATION OF EMPLOYEES ................................................................. 8 C. RESOLUTION OF CONCERNS............................................................................. 9 D. CORRECTIVE ACTIONS ....................................................................................... 9 ARTICLE VI – COMMUNICATIONS ............................................................................. 10 A. ASSOCIATION BUSINESS ................................................................................. 10 B. ASSOCIATION OFFICERS AND DIRECTORS ................................................... 10 C. ASSOCIATION BULLETIN BOARDS ................................................................... 10 D. EXCHANGE OF INFORMATION ......................................................................... 10 ARTICLE VII – DUES DEDUCTION .............................................................................. 12 A. GENERAL ............................................................................................................ 12 B. EXCEPTION TO THE DUES DEDUCTION AUTHORIZATION ............................ 12 C. DUES DEDUCTION ............................................................................................. 12 ARTICLE VIII – COMPENSATION AND BENEFITS ..................................................... 13 A. SALARIES ........................................................................................................... 13 B. PENSION CONTRIBUTION ................................................................................ 13 C. PREMIUM PAY .................................................................................................... 14

1. Swing and Night Shift Premium ......................................................................... 14

2. Bilingual Premium Pay Program ........................................................................ 14

3. Certificate/License/Registration Premium Pay .................................................. 15

4. Salary Spread Differential Premium Pay ........................................................... 16

5. Professional Engineer/Supervising Professional Engineer Assignment Required Specialized Expertise ......................................................................... 17

6. Supervising Crime Scene Technician Premium Pay: ........................................ 17 MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page ii

7. Blue Seal of Excellence Recognition Premium Pay……………………………18

8. Acting Assignments – Police Department:......................................................... 18

9. Additional Shifts (Full or Partial) Premium Pay .................................................. 18 D. PARALEGAL CERTIFICATION REIMBURSEMENT ........................................... 19 E. LIFE INSURANCE AND DISABILITY COVERAGE .............................................. 19 F. FRESNO CITY EMPLOYEES HEALTH AND WELFARE TRUST ........................ 20 G. LEAVES ............................................................................................................... 20

1. Attendance Policy .............................................................................................. 20

2. Annual Leave .................................................................................................... 20

3. Supplemental Sick Leave .................................................................................. 23

4. Holiday Leave .................................................................................................... 24

5. Management Leave (formerly “Administrative Leave”) ...................................... 25

6. Management Time Off (formerly “Administrative Time Off”) .............................. 26 H. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR NEW

EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S LONG TERM DISABILITY INSURANCE PLAN .................................................................................................... 26 I. HEALTH REIMBURSEMENT ARRANGEMENT (HRA) ....................................... 28 J. WORKERS’ COMPENSATION ............................................................................ 29 K. COURT TIME ....................................................................................................... 30 L. COURT APPEARANCES .................................................................................... 30 M. WORK SCHEDULES ........................................................................................... 32 N. ALTERNATIVE WORKWEEK WORK SCHEDULES ........................................... 33 O. USE OF PERSONAL VEHICLES ......................................................................... 35 P. GUARANTEED LEAVE ........................................................................................ 35 Q. BUS PASSES – FAX OPERATIONS .................................................................... 36 R. BENEFITS FOR PERMANENT PART-TIME EMPLOYEES ................................. 36 S. UNIFORMS, SAFETY SHOES, AND PRESCRIPTION SAFETY GLASSES ....... 37 T. BUILDING INSPECTIONS .................................................................................. 37 U. LICENSED PROFESSIONAL ENGINEER CLASSIFICATION ........................... 37 V. VOLUNTARY LEAVE TIME (VLT) PROGRAM ................................................. 379 W. GUARANTEED DAY OFF ................................................................................... 42 X. SHIFT BID BY SENIORITY .................................................................................. 42 Y. PARCS SUPERVISOR ON-CALL ....................................................................... 43

ARTICLE IX – SAVING CLAUSE AND FULL UNDERSTANDING ............................... 44 A. SAVING CLAUSE ................................................................................................ 44 B. FULL UNDERSTANDING .................................................................................... 44 ARTICLE X – TERM* * * ............................................................................................... 45

EXHIBIT I – CLASS & COMP STUDY SALARIES EFFECTIVE 6/17/2024* * * EXHIBIT II – 2% WAGE INCREASE SALARIES EFFECTIVE 6/17/2024* * * EXHIBIT III – 0.5% SALARIES EFFECTIVE 12/16/2024* * *

* * *
* * *
* * *
* * *
MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page iii

LEGEND

* * * = deleted old language
[§ deleted] = section/subsection deleted
[§§ deleted] = two or more
sections/subsections deleted
bold type = new language

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 1

ARTICLE I

PREAMBLE

A. PURPOSE

B. DEFINITIONS

Unless the particular provision or the context otherwise requires, and, except to the extent that a particular word or phrase is otherwise specifically defined in this MOU, the definitions and provisions contained in Chapter 3 , and Sections 3-101, 3-201, 3-202, 3-501 and 3-603 of the Fresno Municipal Code (FMC) shall govern the construction, meaning, and application of words and phrases herein. The definition of each word or phrase shall constitute, to the extent applicable, the definition of each word or phrase which is derivative from it, or from which it is a derivative, as the case may be.

C. GOVERNING LAWS

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 2

ARTICLE II

EMPLOYEE RIGHTS

A. GENERAL

The rights of employees are set forth in Section 3-604 of the FMC, and said Section presently reads as follows:

"Employees shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer -employee relations including, but not limited to, wages, hours, and other terms and conditions of employment. Employees shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relationship with the C ity. No employees shall be interfered with, intimidated, restrained, coerced, or discriminated against by the City or by an employee or an employee organization because of their ex ercise of any of these rights. No management employee or confidential employee shall act as a representative of any employee organization which represents employees other than management employees or confidential employees."

B. NONDISCRIMINATION

The provisions of this MOU shall apply to and be exercised by all members of the Association, consistent with state and federal nondiscrimination statutes.

C. EMPLOYEE RESPONSIBILITIES

D. PERSONNEL FILES

1. The * * * Personnel Services Department, under the direction of the Director of Personnel Services, shall maintain the official per sonnel file for each employee. Each employee may review, or authorize in writing its review by a designated representative, subject to reasonable rules and regulations, and receive a copy of all material placed in their personnel file.

If an employee disagrees with the content of a document placed in either file, it shall be the right of the employee to submit a response to the Director of Personnel Services to be attached to the document in question and included in the appropriate file. Personnel files are confidential and access is limited.

2. Documents, including performance evaluations, shall be forwarded to the * * * Personnel Services Department to be maintained as the official personnel file as noted in D. 1., above. In addition, the departmental file shall be forwarded to the employee’s new department if the employee MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 3

transfers, promotes, or demotes. The file should be forwarded to * * * the Personnel Services Department when the employee leaves City service.

3. Inquiries regarding employment references shall be administered in accordance with existing City policies.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 4

ARTICLE III

CITY RIGHTS

A. GENERAL

1. The rights of the City include those rights enumerated in FMC Section 3- 605, as the same may be amended from time to time. Specifically:

(a) The exclusive rights to the City include, but are not limited to, the right to

(1) determine the missions of its constituent departments, divisions, commissions, and boards;

(2) set standards of service and municipal fees and charges;

(3) determine the procedures and standards of selection for employment, assignment, transfer, and promotion;

(4) direct its employees;

(5) take disciplinary action;

(6) relieve its employees from duty because of lack of work or other legitimate reasons;

(7) maintain the efficiency of governmental operations;

(8) determine the methods, means, and personnel by which government operations are to be conducted;

(9) determine the content of job classifications;

(10) take all necessary actions to carry out its mission;

(11) exercise complete control and discretion over its organization and technology of performing its work. * * *

2. The rights of the City include the determination of staffing levels, including but not limited to, staffing by shift and class.

4. Nothing in this MOU shall be construed as delegating to others the authority conferred by law on the City, or in any way abridging or reducing such authority.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 5

5. This MOU is not intended to restrict consultation in good faith with the Association regarding matters within the right of the City to determine.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 6

ARTICLE IV

RECOGNITION

A. ASSOCIATION RECOGNITION

1. The City acknowledges the Association as the recognized employee organization representing the Exempt Supervisory and Professional Unit and Non-Exempt Professional Unit. * * * The parties shall meet and confer in good faith promptly upon request by either party and continue for a reasonable period of time in order to exchange freely information, options, and proposals, and to endeavor to reach agreement on a successor MOU.

MOU negotiations may be initiated five (5) months prior to the expiration of the MOU.

2. * * * Employees of the City shall have the right to refuse to join or participate in the activities of the Association and shall have the right to represent themselves individually in their employment relationship with the City of Fresno. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by the Association because of the exercise of these rights.

B. UNIT DESCRIPTION

The Association represents two (2) Units consisting of Exempt Supervisory and Professional Unit and Non -Exempt Professional Unit employees holding a permanent position, as defined in FMC Section 3-202(p)(4), in one of the classes listed in Exhibits 13-1 or 13-2 of the Salary Resolution, as such Units may be modified from time to time in the manner designated in the FMC.

C. CITY RECOGNITION

D. RECOGNITION OF MUTUAL OBLIGATION

E. LOCKOUT AND STRIKE

1. In the event the meet and confer process beginning prior to the expiration of this MOU results in an impasse, the City shall not take unilateral action regarding wages, hours, and other terms and conditions of employment MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 7

prior to completion of any impasse resolution procedures provided in FMC Section 3-617 and State law.

3. No lockout of employees shall be instituted by the City during the term of this MOU.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 8

ARTICLE V

REPRESENTATION AND RESOLUTION OF CONCERNS

A. SCOPE OF REPRESENTATION

"Scope of representation" shall be as defined in FMC Section 3- 603(w), as the same may be amended from time to time. Said Section presently reads as follows:

"Scope of representation" means all matters relating to employer -employee relations, including, but not limited to, wages, hours, and other terms and conditions of employment. Employee rights, as set forth in Section 3-604, and City rights as set forth in Section 3- 605 (a), are excluded from the scope of representation."

B. REPRESENTATION OF EMPLOYEES

3. The Association agrees to represent employees in these Units in a manner consistent with the requirements of the Meyers -Milias-Brown Act and applicable state and federal regulations.

Executive Board members may take up to twenty-four (24) hours annually.

The President may take up to forty (40) hours annually. Such time may be charged to the employee’s A nnual Leave, Holiday Leave, or Management Leave banks.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 9

5. Grievance/Disciplinary Action Release Time: The Association President will designate Executive Board Members to investigate grievances or disciplinary actions and/or to observe working conditions stemming from grievances. The Association agrees to provide a minimum of seventy -two (72) hours advance notice of the request for Grievance/Discipline Release Time. The Association President shall provide such notice to the * * * Chief Labor Negotiator or designee so that release time may be arranged with the affected department. Designated Association representatives may receive up to a maximum of two (2) hours of release time per grievance/discipline for investigative purposes.

6. Negotiations and Grievance Advisory Committee Release Time: An Association representative, designated by the Association President, shall be able to represent employees in negotiations, and Grievance Advisory Committee meetings. The Association agrees to provide reasonable advance notice of the request for Release Time for these instances. The Association President shall provide such notice to the * * * Chief Labor Negotiator or designee so that release time may be arranged with the affected Department.

C. RESOLUTION OF CONCERNS

D. CORRECTIVE ACTIONS

Pursuant to FMC Sections 3-283 and 3-284, employees in the Classified Service may elect to appeal a corrective action resulting in fine, suspension, demotion or termination to the Civil Service Board for a hearing before the Board under FMC Section 3- 284, or may request that the action be heard by a hearing officer pursuant to FMC Section 3- 283. The recommendation of the hearing officer shall be filed with the Civil Service Board, which may affirm, modify or set aside the recommendation. The decision of the Civil Service Board shall be final and binding on all parties, and there shall be no further administrative appeal available.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 10

ARTICLE VI

COMMUNICATIONS

A. ASSOCIATION BUSINESS

2. The use of City equipment or computer network to conduct pe rsonal business is prohibited. Both parties agree that there are times that the use of City equipment is unavoidable by the Association, and at times is in the best interests of the City. Routine City business may be conducted without charge, and shall include the use of land or cellular phones to contact family members if the employee is required to work late, or has their shift changed without advanced notice. Occasional use of e- mail to communicate on issues of mutual labor -management interest, such as the scheduling of negotiations meetings, shall be permitted.

B. ASSOCIATION OFFICERS AND DIRECTORS

2. The Personnel Services Department shall provide the Association the names of all new members of this Unit within 30 days of hire in compliance with AB 119 * * *.

C. ASSOCIATION BULLETIN BOARDS

The City shall provide space, or access to space, for the exclusive use of the Association on one bulletin board in each work or reporting location.

D. EXCHANGE OF INFORMATION

1. General

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 11

2. Class Specifications

Revisions to specifications for classes contained in these Units will be provided to the Association for review and comment prior to their adoption by the Director of Personnel Services.

4. The Association shall provide the Labor Relations Division with a copy of its By-Laws. Whenever those By -Laws are amended, the Association shall promptly provide a n updated copy of the By -Laws to the Labor Relations Division.

5. New Employee Orientation

This session will not be held if there are no new bargaining unit members attending the NEO or if the bargaining unit representative is not available.

6. Employee Information

Pursuant to Government Code §3358 (in AB 119), employees may opt out of releasing the following information to the Association: home address, home and personal cellular telephone numbers, and personal email addresses. The City of Fresno’s Dues Deduction Authorization shall be modified to include the opportunity for the employee to opt out of releasing the above information, and notification that the City will furnish Unit required information pursuant to AB 119.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 12

ARTICLE VII

DUES DEDUCTION

A. GENERAL

2. Dues deductions will be terminated when an employee leaves the bargaining unit.

3. The Association, in consideration for and as a condition of the City withholding and transmitting payroll and benefit deductions authorized by this Section and in compliance with * * * Government Code Section 1157.12, shall indemnify and hold harmless the City of Fresno, its officers, and employees from any liability that may result from making, canceling, or changing requested deductions.

B. EXCEPTION TO THE DUES DEDUCTION AUTHORIZATION

The member’s earnings must be sufficient after other legal and required deductions are made to cover the amount of the dues deduction authorized. When a member is in unpaid status for an entire pay period, no dues deduction shall be made from future earnings to cover that pay period, nor will the member be allowed to deposit with the City Controller the amount which would have been deducted if the member had been in a paid status during the pay period. Whenever the member's salary is not sufficient to cov er other legal and required deductions, no dues deduction or deposit shall be made.

C. DUES DEDUCTION

Dues deduction shall be transmitted at least monthly by electronic funds transfer to an account specified by the City of Fresno Professional Employees Association.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 13

ARTICLE VIII

COMPENSATION AND BENEFITS

A. SALARIES

* * *

3. The parties have reached agreement on compensation adjustments resulting from a Classification and Compensation Study. The parties have also agreed that compensation adjustments will be implemented in phases, with the first phase commencing with Equity Increases effective July 23, 2018, and subsequent phases to be implemented as negotiated in future MOU negotiations or as otherwise mutually agreed between the parties. * * * The parties have agreed to implement the remainder compensation adjustments effective June 17, 2024, which is reflected in Exhibit I, attached hereto and incorporated by this reference.

B. PENSION CONTRIBUTION

Employees in Unit 13 who are hired by the City on or after June 29, 2015, shall make an additional contribution equal to one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. Employees who transfer, demote or promote into Unit 13 on or after June 25, 2018 and were paying an additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System immediately prior to entering Unit 13, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick-up and pay the contribution by salary reduction in accordance with this MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 14

provision to the City of Fresno Employees Retirement System. The employee shall have no option to receive the one and one half percent (1.5%) contribution in cash.

The one and one half percent (1.5%) contribution paid by the employee will not be credited t o an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Option Program (“DROP”) account.

C. PREMIUM PAY

1. Swing and Night Shift Premium - An employee in these Units who is regularly assigned to work a swing or night shift and who supervises an employee or employees who are eligible to receive swing or night shift premium pay shall receive swing or night shift premium pay in addition to the employee’s base salary. If one-half or more of an employee's shift falls between the hours of 5:00 p.m. and midnight, the employee will receive a swing shift premium of one dollar and forty-five cents (* * * $1.45) per hour for all hours worked that shift. If one-half or more of an employee's shift falls between the hours of midnight and 8:00 a.m., the employee will receive a night shift premium of * * * two dollars and thirty cents (* * * $2.30) per hour for all hours worked that shift. The swing or night shift premium will be paid only to an employee who is regularly assigned to a swing or night shift and who actually works such shift. Should a shift fall under the definitions of both swing and night shift, the shift will be paid at the higher rate. This pay is pensionable under the City of Fresno Retirement System.

a. The Bilingual certification examinations will be conducted as needed.

Examination applications will be available at the Personnel Services Department, Human Resources Division, and City department personnel units. I n order to remain eligible to receive bilingual premium pay, employees must take and pass the certification examination once every five (5) years. Employees who must recertify will be provided notice prior to recertification.

b. Department Directors, or their designees, shall designate those positions or assignments in which bilingual skill is desired.

c. Bilingual certification examinations are conducted for languages as specified in the Salary Resolution.

d. Employees who have passed the bilingual examination and who are receiving bilingual premium pay may not refuse to translate while on MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 15

the job.

e. Employees who are bilingual but who have chosen to not receive bilingual premium pay shall not be required to translate on the job except in an emergency.

3. Certificate/License/Registration Premium Pay - It is expressly understood that positions and assignments eligible for certificate, license, or registration premium pay will be determined solely at the discretion of management. If any of the certificates, licenses and/or registrations detailed in * * * the subsections below are determined by the City to be minimum qualifications in job classifications, premium pay for that particular certificate, license and/or registration shall not be paid. Premium pays listed in the subsections are pensionable under the City of Fresno Retirement System.

Premium pay for certificates, licenses, and registration will become effective on the first day of the pay period in which the employee submits the applicable new or renewal license, registration, or certificate to their department or the effective date of the new or renewal license, registration, or certificate, whichever is later. Upon expiration of the license, registration, or certificate for which an employee is receiving premium pay, premium pay will be discontinued until such time the employee submit s their renewal license, registration, or certificate to their department. Premium pay will not be paid retroactively. Exceptions due to exigent circumstances, such as an error or delay on behalf of the organization issuing the certificate, may be considered on a case- by-case basis by the Director of Personnel Services or designee.

a. Permanent employees in the classes of Planner III * * * who possess a valid registration as an Architect, Civil Engineer, Electrical Engineer, Structural Engineer, or Traffic Engineer issued by the State of California, shall receive an additional five percent (5%) of their base rate of pay per month.

c. Permanent employees in the class of Equipment Supervisor, who possess a valid Master Automobile Technician Certificate or a valid Master Heavy Duty Truck Technician Certificate issued by the National Institute for Automotive Service Excellence (NIASE), shall MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 16

receive * * * two hundred dollars * * * ($200.00) per month.

e. Permanent employees in the class of Chief of Wastewater Facilities Maintenance, who possess a valid Grade IV Mechanical
Technologist Certificate or valid Grade I V Electrical Instrumentation Certificate issued by the California Water Environment Association, shall receive seventy-five dollars ($75.00) per month.

f. Permanent employees in the class of Wastewater * * * System Supervisor, who possess a valid Grade IV Mechanical Technologist Certificate issued by the California Water Environment Association or a valid Grade IV Wastewater Treatment Plant Operator Certificate issued by the State Water Resources Control Board, shall receive seventy-five dollars ($75.00) per month.

g. Subject to policies, procedures and criteria determined and established by the City Manager, permanent employees in classes requiring the possession and maintenance of valid registration as a * * * Professional Engineer issued by the State of California, shall be reimbursed by the City for registration fee renewals.

4. Salary Spread Differential Premium Pay

(10%) salary spread differential. Receipt of this premium pay shall be discontinued upon the supervisor’s separation from City service, or upon any modification which eliminates the
supervisor/subordinate relationship.

5. Licensed Professional Engineer * * *

a. As determined solely by the * * * Appointing Authority with City Manager approval, a Licensed Professional Engineer may receive premium pay * * * of three hundred dollars ($300) per month when the Licensed Professional Engineer’s assignment requires specialized expertise * * * or other job-related criteria as determined by management. Eligibility for such premium pay will not continue beyond twelve (12) months without review, an EAF, Appointing Authority recommendation, and City Manager approval. This pay is pensionable under the City of Fresno Retirement System.

* * *

b. It is expressly understood that reduction in force and lay off processes are governed by the FMC; however, in addition to the Code, a senior employee occupying the class of Licensed Professional Engineer * * * affected by a reduction in force will not bump a more junior employee occupying the same class if the position occupied by the junior employee requires specialized certification/licensure/training not possessed by the more senior employee.

6. Supervising Crime Scene Technician Premium Pay:

a. Bachelor’s Degree Pay

b. POST Premium Pay

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(2) Employees who have served at least ten (10) years of full-time work in the classification of Supervising Crime Scene
Technician in the City of Fresno Crime Scene Bureau and who have successfully completed the POST certified training for law enforcement supervisors shall be paid an additional four percent (4%) of their base rate of pay.

(3) The POST Premium Pay listed in subsections 6.b(1) and

6.b(2) above shall be stackable.

(4) POST Premium Pay is pensionable under the City of
Fresno Retirement System.

7. Blue Seal of Excellence Recognition Premium Pay:

(1) A FAX or Fleet facility must receive the ASE Blue Seal of Excellence Recognition pursuant to the program criteria established by the NIASE;

8. Acting Assignments – Police Department:

9. Additional Shifts (Full or Partial) Premium Pay

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a. Ten-Hour Shifts - Employees occupying the class of Emergency Services * * * Dispatch Supervisor may work full or partial 10- hour shifts on a voluntary or management-directed basis. If an employee works a full or partial 10- hour shift, in addition to any shift which is part of the employee’s normal work schedule, the employee shall be paid the sum of $320 for such full shift, or an amount which is proportionate to the fraction of a shift worked (Formula: ( $320 ÷ 10 full shift hours) amount of shift worked = $ amount to be applied to partial shifts worked).

E ight -Hour Shifts - In the event the department changes from 10- hour to 8-hour shifts, employees occupying the class of Emergency Services * * * Dispatch Supervisor may work full or partial 8- hour shifts on a voluntary or management-directed basis. If an employee works a full or partial 8-hour shift, in addition to any shift which is part of the employee’s normal work schedule, the employee shall be paid the sum of $260 for such full shift, or an amount which is proportionate to the fraction of a shift worked (Formula: 260 ÷ 8 full shift hours) amount of shift worked = $ amount to be applied to partial shifts worked).

b. Eight-Hour Shifts - Employees occupying the class of * * * Police Support Services Supervisor may work full or partial 8- hour shifts on a voluntary or management-directed basis. If an employee works a full or partial 8-hour shift, in addition to any shift which is part of the employee’s normal work schedule, the employee shall be paid the sum of $250 for such full shift, or an amount which is proportionate to the fraction of a shift worked (Formula: ( $250 ÷ 8 full shift hours ) amount of shift worked = $ amount to be applied to partial shifts worked).

D. PARALEGAL CERTIFICATION REIMBURSEMENT

* * * Employees in the classes of Paralegal, Senior Paralegal, and Supervising Paralegal may request and be reimbursed up to $500 during a period of two fiscal years for actual out -of-pocket expenses associated with continuing education required for maintaining a paralegal certification as approved by the City Attorney or designee, including course registration fees and the cost of required materials.

Employees requesting reimbursement for registration fees and cost of materials must complete a Travel and Expense Reimburs ement form provided by the Finance Department, obtain signature of the City Attorney or designee, and attach proof of attendance and costs incurred for such course(s) within ten (10) calendar days after completion of the course(s).

E. LIFE INSURANCE AND DISABILITY COVERAGE

The City shall provide Life Insurance and Long Term Disability Insurance for members of these Units in the amounts and formulas currently provided.

Employees who leave City employment may continue Life Insurance Coverage in accordance with the terms of the insurance carrier if permitted by those terms.

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F. FRESNO CITY EMPLOYEES HEALTH AND WELFARE TRUST

The City and the Association shall meet and confer on an alternative health plan and/or modifications to the Health & Welfare Trust upon the request of either party.

The meet and confer process may include other bargaining units.

The parties also agree to work collectively in conjunction with their Board representatives to research and recommend potential cost -saving measures for the Health & Welfare Trust, which may include a choice of health program options based on individual need or preference, including a reduced option equivalent to the City’s premium contribution, a separate rate for single employees with no dependents, or other flex plan programs; mandatory generic mail order drug maintenance for employees who require prescription drug therapy for any period of 90 days or more; or other measures that may be identified as this work progresses.

G. LEAVES

1. Attendance Policy

Effective July 1, 2006, the FMC, City administrative orders, City policies, procedures, rules and regulations concerning * * * Sick Leave usage and administration shall apply. * * *

2. Annual Leave

a. Annual Leave Accrual - Employees in these Units do not accrue Vacation Leave and Sick Leave * * * as provided in the FMC * * * and instead accrue Annual Leave as detailed below. Except for any exceptions noted herein, all provisions of the FMC, City * * * Administrative Orders, policies, procedures, rules and regulations concerning leave administration will continue to apply.

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(1) Less than Ten Years - For * * * employees * * * who have been continuously employed by the City for less than ten (10) years, the Annual Leave accrual rate will be 15.5 hours for each completed calendar month of employment. * * *

(2) More than Ten Years But Less Than Twenty Years - For * * * employees * * * who have been continuously employed by the City for ten (10) years or more, the Annual Leave accrual rate will be 18.83 hours for each completed calendar month of employment. * * *

(4) Annual Leave Accumulation Limit

Employees with Annual Leave balances of nine hundred (900) hours or more on June 29, 2015, will not exceed one thousand two hundred (1,200) hours.

Employees with Annual Leave balances of eight hundred
hours or more, but less than nine hundred (900) hours on June 29, 2015, will not exceed one thousand (1,000) hours.

All other employees will have a cap of eight hundred forty (840) hours.

No extension to the Annual Leave accumulation limit will be allowed.

(5) Use of Annual Leave – Annual Leave requests will be administered in accordance with existing FMC provisions, City administrative orders, policies, procedures, rules and
regulations.

(6) Annual Leave Cash Out – Employees may request payment and be compensated for up to 48 hours or ten percent (10%) of their Annual Leave balances, whichever is greater, each fiscal year between July 1 and December 31 of the applicable fiscal year during the term of this MOU. Employees may
request payment and be compensated for up to five percent (5%) of their Annual Leave balance between January 1 and March 31 of any fiscal year except that payments between January 1 and March 31 may be halted when the Ci ty
Manager declares that the City’s fiscal condition is such that it is not feasible to make such payments. The City will meet with the Association before making such declaration, but the final decision shall be at the City Manager’s sole discretion and shall not be grievable.

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(7) Unused Annual Leave Pay Out - Upon separation from City service, an employee will be compensated for all unused Annual Leave balances at their applicable base rate of pay.

Compensation received under this provision will not be
considered pensionable for retirement purposes.

(8) Transfer - An employee transferring to a position represented by a different bargaining group, which is not covered by Annual Leave, may either cash out their unused Annual Leave balance at their applicable base rate of pay, or have the unused Annual Leave balance converted to a non- accruing Annual Leave balance of hours. The conversion is obtained by multiplying unused Annual Leave hours by the applicable Association class’ base rate of pay (converted to an hourly figure), dividing the product by the applicable non-Association class’ base rate of pay (converted to an hourly figure), and placing the resulting balance for leave usage as requested and designated by the employee. (Conversion example: 100 [unused Annual Leave hours] x $15.00 [CFPEA class monthly base rate converted to hourly] = $1,500.00 [product] ÷ $20.00 [non-CFPEA class monthly base rate converted to hourly] = 75 [converted hours to be placed in non- accruing Annual Leave balance account].) Upon separation from City service, the employee w ho transferred to a position outside the Association will be compensated for all unused Annual Leave hours at their applicable base rate of pay. Compensation received under this provision will not be considered
pensionable for retirement purposes.

(9) Employees with at least twenty (20) years of service who bid on leave in accordance with department/division procedures shall not be prohibited from bidding on or requesting up to five (5) weeks of leave and shall not be required to take leave in blocks of more than one week. In order to take such leave, employees must have sufficient leave to cover the bid time period at the time of bid placement. The ability to take leave shall be subject to needs of the department.

(10) Annual Leave Used for Protected Sick Leave – An employee may use up to half of their yearly Annual Leave accrual * * * per fiscal year for Protected Sick Leave * * * in accordance with California Labor Code section 233. * * *

Protected Sick Leave, as described above, may be used
under the following circumstances, and may be
designated as protected time pursuant to state law at the employee’s discretion:

• Diagnosis, care, or treatment of an existing health
condition of, or preventative care for, an employee.

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• Diagnosis, care, or treatment of an existing health
condition of, or preventive care for an employee’s
parent (a biological, adoptive, or foster parent,
stepparent, or legal guardian of an employee or the
employee’s spouse or registered domestic partner,
or a person who stood in loco parentis when the
employee was a minor child), child(a child, which
for purposes of this article means a biological,
adopted, or foster child, stepchild, legal ward, or a
child to whom the employee stands in loco
parentis – this definition of a child is applicable
regardless of age or dependency status), spouse,
registered domestic partner, sibling, grandparent,
or grandchild; or,

• For an employee who is a victim of domestic
violence, sexual assault, or stalking, the purposes
described in Labor Code Section 230(c) and Labor
Code Section 230.1(a).

3. Supplemental Sick Leave

On each July 1 * * * employees in these Units * * * shall be credited with forty (40) hours of Supplemental Sick Leave * * * each fiscal year * * * with * * * a total accrual limit of eighty (80) hours. Employees who have earned eighty (80) hours or more prior to June 29, 2015 shall retain those hours but shall not accrue any additional time. Upon their employment with the City, new employees appointed to such positions shall be credited with a pro- rated number of hours for each full calendar month remaining on such appointment in the fiscal year. * * * Employees may utilize the hours as follows:

a. Once Sick Leave and Annual Leave has been exhausted;

b. Employees may use up to one -half of their Supplemental Sick Leave accrual as Protected Sick Leave during the fiscal years in which the hours are accrued;

c. Placed in a Health Reimbursement Arrangement in accordance with Article VIII, Section G.;

d. To be cashed out at separation from the City if not eligible for participation in the Health Reimbursement Arrangement; or,

e. May be used in the performance of community activities during the course of the employee’s normal work day, with the appropriate approval.

f. Notwithstanding the above, employees shall have the option of utilizing available Supplemental Sick Leave before using any other Sick Leave or Annual Leave for any of the following circumstances:

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(1) They are subject to a federal, state, or local quarantine or isolation order;

(2) They are unable to telework, are only able to telework for a portion of their schedule, or are prohibited from working due to a federal, state, or local quarantine or isolation order.

4. Holiday Leave

a. Except as may be modified in this Section, Holidays shall be governed by FMC Section 3-116.

Effective January 1, 1989 the following are the holidays recognized by the City for these Units:

If January 1, July 4, November 11, or December 25 falls * * * on a Sunday, then the following Monday will be observed as the holiday in lieu of Sunday for employees who are not regularly scheduled to work on Sunday. For employees who are regularly scheduled to work on Sunday, the holiday shall be observed on Sunday.

Employees will be required to work their regular schedule on a holiday unless they have an approved leave of absence.

c. When a holiday falls on a Saturday, or on an employee's regularly scheduled day off, an employee shall be credited with eight (8) hours of Holiday Leave in the pay period in which the holiday occurs.

d. If an employee is required to and does work on the employee’s MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 25

birthday, or the employee’s birthday falls on a holiday or any regularly scheduled day off, the employee shall be credited with eight (8) hours of Holiday Leave in the pay period in which the holiday occurs.

e. Employees may request payment and be compensated for up to 48 hours or ten percent (10%) of their Holiday Leave balance, whichever is greater, between * * * the pay period in which the first paycheck is paid in the fiscal year and December 31, and up to five percent (5%) between January 1 and March 31 of each fiscal year during the term of this MOU.

f. In addition to any other Holiday Leave which may be accrued under this subsection, permanent employees in the class of Emergency Services * * * Dispatch Supervisor shall accrue 1.33 hours of holiday leave per month.

h. At separation, accumulated Holiday Leave shall be cashed out at the employee’s then current hourly base rate of pay if not eligible for participation in the HRA.

5. Management Leave (formerly “Administrative Leave”)

b. Prior to any revision to the Performance Evaluation, the City agrees to meet with CFPEA to review proposed changes. The City and CFPEA must mutually agree before any changes are implemented.

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6. Management Time Off (formerly “Administrative Time Off”)

Management time off must be scheduled in advance when possible, approved as administrative time off by the employee’s supervisor or designee and generally taken in increments of less than one day.

Only Department Directors, Assistant Directors or Division Managers may approve Management time off for more than a full day’s absence.

[§ deleted]

H. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR

NEW EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A
BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S

LONG TERM DISABILITY INSURANCE PLAN

1. INTEGRATION WITH STATE DISABILITY INSURANCE (INCLUDING PAID FAMILY LEAVE) (“SDI/PFL”)

Employees eligible for SDI/PFL benefits under Section 2601, et seq. of California Unemployment Insurance Code receive benefits pursuant to California Unemployment Insurance Code Section 2655.

Newly hired employees eligible for the SDI/PFL benefit, and employees transitioning from a bargaining unit with SDI/PFL participation, are eligible to integrate their leave balances under this Section. Integrating leave balances is defined as using the SD I/PFL benefit combined with an appropriate number of hours per work week of the employee’s available leave balances added together to provide regular, bi-weekly income.

Before leave integration will occur, an employee must file a claim as required under SDI/PFL and make a timely election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi -weekly gross wages (excluding overtime pay) immediately prior to the start of the disability period.

A timely election to integrate leave shall be notification to the City as soon as practical, but no later than fourteen (14) calendar days after the SDI/PFL claim date. Notification shall be provided by completing an integration agreement form provided by the City indicating whether or not the employee desires to integrate leave with the claim. Extensions beyond fourteen (14) MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 27

calendar days may be given due to exigent good cause circumstances on a case -by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the Employment Development Department’s (EDD) Notice of Computation within fourteen (14) calendar days of the issue date of the Notice, and are required to authorize EDD to share benefit computations with the City on their initial claim forms. Extensions beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis.

An employee who is integrating leave and has exhausted all other leave balances may apply for donated time in accordance with City policies.

Donated time will be integrated in the same manner as all other available leave time as described in this Section.

2. Integration with the City’s Long Term Disability Plan

Employees eligible for the City’s Long Term Disability Plan may elect to integrate leave time with those Plan benefits by signing an integration agreement as soon as practical, but no later than fourteen (14) calendar days after the Long Term Disability claim date. Notification shall be provided by completing an integration agreement form provided by the City indicating whether or not the employee desires to integrate leave with the claim.

Extensions beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case- by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the City’s Long Term Disability Plan’s Notice of Award within fourteen (14) calendar days of the issue date of the Notice. Extension beyond fourteen (14) calendar days due to exigent good cause circumstances, such MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 28

as the employee being incapacitated, may be considered on a case-by-case basis

Integration will end, whichever comes first in time, upon: (1) notification from the employee that Plan benefits have terminated, (2) the employee exhausting all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s return to work, or (4) the employee’s separation from City employment.

I. HEALTH REIMBURSEMENT ARRANGEMENT (HRA)

• The number of accumulated supplemental Sick Leave hours at the time of retirement multiplied by the employee's then current hourly base rate of pay.

• The number of accumulated Frozen Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80% of the employee’s then current hourly base rate of pay.

• The hourly base rate of pay shall be the equivalent of the monthly salary for an employee as reflected in the * * * Salary Resolution, multiplied by twelve (12) months then divided by 2,080 hours.

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While this provision is in effect, eligible employees shall not be allowed to cash out any accumulated or accrued Supplemental Sick Leave or Frozen Sick Leave at retirement

J. WORKERS’ COMPENSATION

Should the State mandated Workers ’ Compensation rate of payment be adjusted, the City and the Association will have a limited reopener to adjust the rate accordingly.

(1) the employee is hospitalized as an inpatient on the first day for at least twenty-four (24) hours; or

(2) the employee is absent from work fourteen (14) calendar days or more;

(3) the employee is placed on light duty at any time during the first three (3) days.

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3. At the employee's option, in the event of a work related injury/illness pay from the City is not provided during the first three (3) days of absence due to the work related injury or illness, the e mployee may take annual leave, holiday or administrative leave for that period.

4. If the empl oyee opts to use annual leave, holiday, or administrative leave for the first three (3) days and it is later determined that work related injury/illness pay under paragraph 1.a. above, beginning on the first day of a work related injury or illness is appropriate, the leave time shall be restored to the employee and the employee’s pay or leave balance will be adjusted accordingly. If the employee has been on leave without pay for the first three (3) days and it is later determined that pay is applicable from the first day, the employee shall be paid therefore.

K. COURT TIME

L. COURT APPEARANCES

appearance from such departmental notice or subpoena by an electronic notification system, the Supervising Crime Scene Technician shall be considered to be on court appearance standby duty, and has the option of compensation under either Subsection (a) or (b) below. Compensation for Supervising Crime Scene Technicians on “automatic go” appearance shall occur solely under Subsection (c) below.

(a) Premium pay for court appearance standby duty, as described above, shall be one hour at one and one -half (1 ½) times the Supervising Crime Scene Technician’s base rate of pay. Time spent on court appearance standby duty (i.e., at home) shall not be considered hours worked.

(b) Report to and standby at the CLO, and be compensated for a minimum of two (2) hours at one and one-half times (1 ½) times the Supervising Crime Scene Technician’s base rate of pay. If the Supervising Crime Scene Technician is not required to appear in court, the department may require the Supervising Crime Scene Technician to perform assigned duties during this two (2) hour minimum period. Supervising Crime Scene Technicians shall be released from CLO standby duty when the subpoena or notice is cancelled, or they are released by the court.

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(a) Standing by at home, when legally permitted; or,

3. Where a Supervising Crime Scene Technician’s appearance extends beyond the two (2) hour minimum, the Supervising Crime Scene Technician shall be paid one and one- half times (1 ½) the Supervising Crime Scene Technician’s base rate of pay for the actual time of the appearance.

M. WORK SCHEDULES

3. Employees in * * * these Units are considered professional employees and, as such, may not have explicit times established for meal breaks.

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N. ALTERNATIVE WORKWEEK WORK SCHEDULES

a. If established, employees shall select a 5/8, 4/10 or 9/80 workweek work schedule according to department/division selection processes.

Absent sufficient selections, management will assign employees to a 5/8, 4/10 or 9/80 workweek work schedule, or combination thereof.

b. It is expressly understood by the parties that workweek work schedules are determined and established by departments/divisions based upon the service needs of the public/other City departments.

Each 9/80 work schedule will consist of eight 9-hour shifts, one 8-hour shift and one day off per 14-day period broken down into two 40-hour per week Fair Labor Standards Act (FLSA) work weeks. All employees working a 9/80 work schedule shall have an FLSA work week which begins four hours after the start time of the day of the week which constitutes the employee’s alternating day off. This shall be an 8- hour shift. The work week shall end MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 34

exactly 168 hours later. Scheduling of days off is determined by management, but must be on a Monday or Friday.

4. Departments/divisions may discontinue alternative workweek work schedules at any time if it is determined by management that they detrimentally affect department/division operations and services. Thirty (30) days advance notice will be given in writing to affected employees and the Labor Relations Division. The decision to discontinue alternative workweek work schedules is not appealable or grievable. If departments/divisions discontinue alternative workweek work schedules established under this provision, employees will revert to 5/8 standard/ normal workweek work schedules as determined by management.

Subsection a.; below shall apply only to non- exempt classifications in * * * these Units as designated in the Salary Resolution and pursuant to the Fair Labor Standards Act.

b. Work on the third day off in a workweek, or on a holiday which is a regular day off shall be compensated at two (2) times the base rate of pay.

Nine (9) or ten (10) hours work on a holiday which is a regular workday shall be compensated at normal base pay, plus eight (8) hours straight time/base pay for the holiday.

6. Holidays

a. Employees working a 4/10 or 9/80 shall receive holidays of eight (8) hours which are listed in Article VIII Section G.4. Employees off on a holiday which falls on a regular workday shall receive eight (8) hours of base pay for the holiday . * * * Employees in non- exempt classifications who are off on a holiday which falls on a regular workday may elect to take one (1) hour of Annual Leave, Management Leave, or Holiday Leave to provide for a full nine (9) hour day or two (2) hours of Annual Leave, Management Leave, or Holiday Leave to provide for a full ten (10) hour * * * day, * * * or * * * may elect to receive one (1) or two (2) hours of leave without pay.

Employees in exempt classifications will not be required to use leave.

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Sanitation Supervisors who meet such criteria will not be required to use Annual Leave to supplement holiday pay on Thursday, Thanksgiving Day.

7. Annual Leave – Employees working a 9/80 or a 4/10 shall accumulate the same number of hours of annual leave per month as under the 5/8 standard workweek.

O. USE OF PERSONAL VEHICLES

Employees may be required, at the discretion of the City, to use their personal vehicles for City business. Employees required to use their personal vehicles on City business, other than traveling to and from work, shall be reimbursed in accordance with Administrative Order 2-2, Transportation Allowance and Mileage Reimbursement Policy. Employees may be required , at the discretion of the City, to take a City vehicle home to facilitate efficient response to after -hours emergencies or City business, pursuant to Administrative Order 8- 8, City - Owned/Leased Vehicles-Acquisition and Usage Policy.

P. GUARANTEED LEAVE

Four times during each fiscal year, personnel in the Association may submit a request for guaranteed leave, which request will be honored, subject to the following conditions and procedures.

1. No more than one (1) guaranteed leave request will b e honored for any single date. This limit applies to a single work area, and for all shifts combined.

2. Guaranteed leave requests may not be submitted for Christmas Eve, Christmas Day, New Year’s Eve, New Year’s Day, Thanksgiving Day, and the day after Thanksgiving.

3. Requests must be submitted no less than thirty (30) calendar days before the date requested to be off, but no more than ninety (90) calendar days before the date requested to be off.

4. Requests are to be submitted to the employee’s immediate supervisor, to be noted with the supervisor’s initials, the date, and time received.

Requests will be honored on a first come, first served basis.

5. Guaranteed leave may only be for one (1) work shift per request.

[§ deleted]

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Q. BUS PASSES – FAX OPERATIONS

Free bus passes shall be provided to employees in * * * these Units employed in the Operations Division of the Department of Transportation, covering the employee, spouse, and dependent children under the age of eighteen. The passes will require annual renewal stickers issued to each employee.

Any employee who knowingly allows the abuse of free bus passes by family members may have the privilege of bus passes revoked for all members, including the employee, for a period not to exceed six (6) months.

R. BENEFITS FOR PERMANENT PART-TIME EMPLOYEES

Permanent Part -Time employees employed in classes in these Units, shall accumulate benefits during their employment with the City of Fresno as follows:

2. Health and Welfare – Permanent Part-time employees shall receive Health and Welfare benefits as provided below:

a. Health and Welfare benefits shall be provided in accordance with Article VIII, Section E.

4. Probationary Period – The probationary period for Permanent Part -Time employees shall be 2,080 hours of non-overtime work performed, according to the class to which the employee is appointed.

* * *
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* * *

S. U NIFORMS, SAFETY SHOES, AND PRESCRIPTION SAFETY GLASSES

1. Should the City wish to change any practice on the provision of uniforms to employees, the City will provide notice of the proposed change and CFPEA agrees to meet and confer on such change. The parties agree uniforms will be administered under Administrative Order 3-6 unless the parties agree to an alternative.

2. Supervising Crime Scene Technicians assigned to the Fresno Police Department shall receive * * * seventy-three dollars ($73) per month to be prorated on a pay -period-by-pay-period basis for the purpose of assisting in the purchase and maintenance of uniforms. This pay is pensionable under the City of Fresno Retirement System.

3. Employees who are in the classifications of Fire Prevention Engineer and Supervising Fire Prevention Inspector on July 1 who are required to purchase, maintain, and wear a duty uniform shall receive a uniform allowance of a flat * * * eight hundred and seventy-six dollars ($876) per year via direct deposit with their regular paycheck on the first pay date following each July 1 for the maintenance and replacement of the required uniform. New employees in these classifications who are required to purchase, maintain, and wear a duty uniform shall receive a prorated amount in their first paycheck for the purpose of assisting in the purchase and maintenance of uniforms. The uniform allowance received under this provision will be considered pensionable for retirement purposes.

4. Safety Shoes

Safety shoes for employees in Unit 13 shall be governed by the City of Fresno Illness and Injury Prevention Program (IIPP) and shall meet the CalOSHA General Industry Safety Order Foot Protection standards outlined in Title 8, Section 3385. The City will p rovide a voucher for employees in this Unit who are authorized or required to wear safety shoes for two hundred fifty dollars (* * * $250) for the purchase of safety shoes, or the value of one (1) pair of approved shoes, whichever is less. * * * Employees in classes and assignments who are required to wear Electrical Hazard rated or Chemical-Resistant safety shoes may be issued a voucher of up to * * * three hundred dollars (* * * $300) for the purchase of one (1) pair of safety shoes per voucher. In either event, the employee shall pay any cost in excess of the amount of the voucher.

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5. Prescription Safety Glasses

T. BUILDING INSPECTIONS

1. Third-Party Building Inspection Service Program

Planning & Development will institute a Third -Party Building Inspection Service Program that will allow building inspection applicants the option to select a third -party firm pre -qualified by the City to perform building inspection(s) which are required by the City to issue building permits. Building inspection applicants may negotiate fees and timelines directly with the third-party firm. Once the Program is discontinued, the Program will not be reinstated unless there is mutual agreement between the City and Association.

2. Contracting Out of Building Inspections

Once contracting out of building inspections is discontinued, contracting out of building inspections will not be reinstated unless there is mutual agreement between the City and Association.

inspections have been discontinued for sixty (60) calendar days or more, respectively.

U. LICENSED PROFESSIONAL ENGINEER CLASSIFICATION

2. The salary step adjustment in the new class shall not alter the employee's anniversary date for purposes of future step increases in the class.

V. VOLUNTARY LEAVE TIME (VLT) PROGRAM

Employees would have regular adjustments to each paycheck. This program is n ot intended to increase City costs by offering an advantage to any employee at the City’s expense. Participation in the program is subject to the following guidelines:

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 40

2. Participation in the program is voluntary on the part of the employee and must be approved by the appointing authority.

5. Voluntary Leave Time cannot exceed ninety- six (96) hours in a fiscal year except as noted below in Section 12.

7. This Voluntary Leave Time program shall:

a. Be available to employees who are otherwise available for the normal performance of their duties;

c. Apply toward time in service for step advancement and toward seniority for purposes of layoff;

d. Be granted without requiring an employee to first use accumulated vacation, compensatory- time-off, or other paid leave time;

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 41

e. Not be available to an employee who is otherwise on a leave without pay status;

f. Not be available to an employee who is on paid leave which is being exhausted prior to commencing other leave without pay;

g. Be taken on a scheduled basis that is mutually agreed upon by the appointing authority and the employee; and,

h. Not be available to any employee who is being counseled or disciplined under the FMC, City administrative orders, and/or City policies, procedures, rules and regulations.

The City, in its sole discretion, can discontinue the VLT program at any time, because of operating needs, or because the program no longer is beneficial to the City’s financial situation.

10. Withdrawal from the program or a change in the number of hours requested shall only be granted if Payroll has not yet processed the request, the appointing authority has decreased the number of hours requested, the employee goes out on an extended medical leave of absence during the same fiscal year that the time off request was granted under this provision, or the appointing authority determines that increased workload will not allow the employee to take time off. If the employee withdraws from the program after the beginning of the fiscal year and before completion of the 26 pay periods, appropriate adjustments will be made to the employee’s pay. If such adjustments require that an FLSA non- exempt employee reimburse the City, agreement must be reached on a repayment schedule. If an employee does not withdraw from the program in accordance with these terms and agreed upon time is not taken, the time is forfeited, and no reimbursement will be made. If the City imposes an involuntary furlough, employees may ha ve approved VLT applied toward the involuntary furlough.

11. This program is not equivalent to job sharing or to PI or PPT positions.

12. At the discretion of the City Manager, in response to fiscal needs, the VLT maximum hours can be increased and may be extended to employees otherwise excluded in Section 7.b. above.

This program will only be in effect for the term of the MOU, unless otherwise extended at the sole discretion of the City.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 42

W. GUARANTEED DAY OFF

1. When an employee opts to voluntarily engage;

2. When an employee is assigned to be on-call;

3. When there is a Division, Department, or Citywide emergency, and/or a State or Federal emergency, as designated by the City, Division, Department, or the State and/or Federal Government.

Nothing in the provision shall be construed to prohibit the City from contacting employees on any day, for any lawful, work- related reason.

Nothing in this provision shall be construed to entitle exempt employees to any additional compensation for receivin g and/or responding to contact from the City on any day for any lawful, work -related reason. Non -exempt employees shall be compensated, if required, solely pursuant to the provisions of the MOU, and applicable law.

X. SHIFT BID BY SENIORITY

Nothing in the section shall be construed to supersede, invalidate, or alter existing shift bid by seniority agreements already in effect for CFPEA members.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 43

Y. PARCS SUPERVISOR ON-CALL

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 44

ARTICLE IX

SAVING CLAUSE AND FULL UNDERSTANDING

A. SAVING CLAUSE

B. FULL UNDERSTANDING

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 45

ARTICLE X

TERM * * *

The provisions of this MOU shall be in full force and effect from * * * January 1, 2024 to * * * June 15, 2025, subject to the Sections (A., B., and C.) below. All economic provisions modified in this successor MOU shall be effective at the beginning of the first full pay period following Council approval, unless explicitly stated otherwise within the provision.

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 46

IN WITNESS WHEREOF, the parties hereto have set their hands on this _____ day of __________________, 2024.

FOR THE CITY OF FRESNO

PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.:

FOR THE CITY OF FRESNO:

JESUS GONZALEZ
Chief Negotiator / CFPEA, Inc.

President

JENNIFER MISNER
Chief Negotiator / Assistant Director of
Personnel Services

THOMAS SHARPE
CFPEA, Inc.

SUMEET MALHI
Director of Personnel Services

RICHARD STEITZ
CFPEA, Inc.

YER TAYLOR
Senior Human Resources/Risk Analyst

DIANA THOMAS
CFPEA, Inc.

STEPHANIE FOGLIO
Senior Human Resources/Risk Analyst

PHILLIP WEATHERS
CFPEA, Inc.

ANA ROCHA
Senior Human Resources/Risk Analyst

CHERI KENNEDY
CFPEA, Inc.

APPROVED AS TO FORM
CITY ATTORNEY’S OFFICE

BY: ___________________________
Assistant City Attorney

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 1

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 65

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 66

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 67

EXHIBIT I

Unit 13-1, Exempt Supervisory and Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 68

EXHIBIT I

Unit 13-2, Non-Exempt Professional
Class & Comp Study Salaries Effective June 17, 2024

CLASS TITLE
JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 69

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 70

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 71

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 72

EXHIBIT II

Unit 13-1, Exempt Supervisory and Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 69

EXHIBIT II

Unit 13-2, Non-Exempt Professional
2% Wage Increase Salaries Effective June 17, 2024

CLASS TITLE
JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 69

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 70

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 71

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 12/6/2021 – 12/31/20231/1/2024 – 6/15/2025 Page 72

EXHIBIT III

Unit 13-1, Exempt Supervisory and Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE JOB

MOU between the City and CFPEA 1/1/2024 – 6/15/2025 Page 55

EXHIBIT III

Unit 13-2, Non-Exempt Professional

0.5% Wage Increase Salaries Effective December 16, 2024

CLASS TITLE
JOB

SEE APPENDIX FOR FOOTNOTES Page 13-1.1
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 65736
444
68976
761
72317
089
75897
440
79607
803
Airports Airside/Landside Superintendent 310018e 12 72307 088
75847
435
79597
802
83478
183
87578
585
Airports Credentialing Supervisor* 115081e 12 66745
693
70025
972
73496
268
77016
569
80826
894
Airports Operations SupervisorIII 310013e 12 72457
102
75987
449
79677
810
83608
196
87648
592
Airports Projects Supervisor 310016e 12 75987
449
79717
814
83628
198
87748
601
92079
026
Airports Property Supervisor 175005e 12 65796
450
69016
765
72357
093
75937
444
79607
803
Animal Center Supervisor 560035e 12 65796
450
69016
765
72357
093
75937
444
79607
803
Animal Programs Coordinator 560050e 12 43914
304
46224
531
48274
732
50634
963
53125
207
Architect 210045e 12 91829
001
96359
446
10109
9910
10615
10406
11144
10925
Assistant Law Office Manager 115019e 12 75137
365
78757
720
82658
102
86648
494
90908
911
Business Process & Systems Analyst 125044e 12 75127
364
78757
720
82628
100
86668
496
90908
911
Call Center Supervisor* 115073e 12 68095
941
71396
230
74846
531
78446
845
82277
179
Capital Development Specialist 310007e 12 72277
085
75867
437
79587
801
83498
185
87588
586
Central Print Supervisor* 120007e 12 60245
324
63205
586
66265
857
69526
144
72886
442
Chief Engineering Inspector 230078e 12 74197
273
77817
628
81658
004
85668
398
89868
809
Chief Engineering Technician 210009e 12 83428
178
87508
578
91829
001
96359
446
10109
9910
Chief of Facilities Maintenance 810037e 12 72727
129
76307
480
80047
847
83978
232
88118
638
Chief of Wastewater Environmental
Services 620075e 12 69596
822
73027
158
76607
509
80357
877
84298
263
Chief of Wastewater Facilities
Maintenance 620085e 12 72727
129
76307
480
80047
847
83978
232
88118
638
SEE APPENDIX FOR FOOTNOTES Page 13-1.1
e Exempt class, see Section 4.

III Effective 9/9/2024 by the Third Amendment to the Salary Resolution No. 2024-120. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

Chief of Wastewater Treatment
Operations 620080e 12 73527
207
77197
567
80987
939
84958
328
89128
737
Chief of Water Operations 610070e 12 74747
327
78387
684
82278
065
86328
462
90548
876
Chief Police Pilot 410031e 12 82158
053
86178
448
90458
867
94909
303
99619
765
Chief Surveyor 210032e 12 11581
11353
12160
11921
12768
12517
13406
13143
14076
13800
Community Services and Recreation
Supervisor 520016e 12 65926
462
69146
778
72557
112
76147
464
79807
823
Contract Compliance Officer 150061e 12 65796
450
69016
765
72357
093
75937
444
79607
803
Custodial Supervisor 810025e 12 65796
450
69016
765
72357
093
75937
444
79607
803
Database Administrator 125045e 12 75127
364
78757
720
82628
100
86668
496
90908
911
SEE APPENDIX FOR FOOTNOTES Page 13-1.3

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
DBE/Small Business Program
Coordinato
r 150070e 12 65906
460
69096
773
72477
104
76037
453
79787
821
Emergency Services Dispatch
Supervisor 410004e 12 69246
788
72627
119
76147
464
79887
831
83788
213
Energy Efficiency Supervisor 230058e 12 58335
718
61195
999
64186
292
67366
603
70656
926
Equipment Supervisor 720031e 12 71557
014
75037
355
78717
716
82578
095
86658
495
Fire Prevention Engineer* 210055e 12 79707
236
83627
592
87717
964
92028
355
96578
768
Fleet Administration Supervisor 720025e 12 65796
450
69016
765
72357
093
75937
444
79607
803
Grant Writer* 150105e 12 54945
195
57635
450
60435
714
63405
995
66486
286
Historic Preservation Specialist 230066e 12 68986
762
72387
096
75967
447
79677
810
83568
192
Housing Program Supervisor 230055e 12 71116
971
74667
319
78387
684
82308
068
86438
473
Human Resources Analyst* 150016e 12 66745
967
70016
259
73396
562
76996
884
80797
223
Human Resources Records
Supervisor* 115050e 12 67005
907
70286
196
73756
502
77296
814
81137
152
Information Services Supervisor 125032e 12 82598
097
86668
496
90908
911
95379
350
10010
9813
Landscape Maintenance
Superintendent 510027e 12 81948
033
85998
430
90188
841
94629
276
99279
732
Lead Risk Analyst* 150008e 12 69346
460
72786
780
76437
120
80247
475
84277
850
Licensed Professional Engineer 210110e 12 11581
11353
12160
11921
12768
12517
13406
13143
14076
13800
Management Analyst I 150020e 4 12 4 43914
304
46044
513
48274
732
50634
963
53125
207
Management Analyst II* 150021e4 124 55155
316
57865
578
60665
848
63646
135
66726
432
Parking Supervisor* 720035e 12 69035
785
72316
061
75816
354
79506
663
86927
285
SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.
4 This class is in a flexibly-staffed se ries, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

Parks Supervisor I* 510025e 12 60245
324
63205
586
66265
857
69526
144
72886
442
Parks Supervisor II 510026e 12 65926
462
69146
778
72557
112
76147
464
79807
823
Planner III* 220007e 12 65966
266
69186
572
72556
892
76137
232
79907
590
Police Support Services Supervisor* 115047e 12 66745
693
70025
972
73496
268
77016
569
80826
894
Principal Accountant 130014e 12 72457
102
75997
450
79747
817
83648
200
87768
603
Procurement Supervisor 140004e 12 65646
435
68926
756
72357
093
75977
448
79787
821
Professional Engineer 210100e 12 91829
001
96359
446
10109
9910
10615
10406
11144
10925
SEE APPENDIX FOR FOOTNOTES Page 13-1.3

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Project Manager 150065e 12 8395
8230
8814
8641
9256
9074
97189
527
10205
10004
Records Supervisor* 115045e 12 6674
5693
7002
5972
7349
6268
77016
569
80826
894
Recycling Coordinator 640001e 12 5491
5383
5757
5644
6039
5920
63326
207
66446
513
Registered Veterinary Technician 560060e 12 4933
4836
5180
5078
5439
5332
57115
599
59975
879
Revenue Supervisor* 135025e 12 6778
5705
7108
5983
7452
6272
78116
574
81906
894
Risk Analyst* 150010e 12 6674
5967
7001
6259
7339
6562
76996
884
80797
223
Sanitation Supervisor 640029e 12 6579
6450
6901
6765
7235
7093
75937
444
79607
803
Senior Accountant-Auditor 130013e 12 6624
6494
6948
6811
7289
7146
76457
495
80177
859
Senior Building Inspector 230034e 12 7274
7131
7633
7483
8007
7850
84008
235
88188
645
Senior Database Administrator 125046e 12 8288
8125
8683
8512
9100
8921
95369
349
10010
9813
Senior Electrical Safety Consultant 230024e 12 7273
7130
7633
7483
8006
7849
84008
235
88178
644
Senior Engineering Inspector 230077e 12 6743
6610
7076
6937
7422
7276
77877
634
81738
012
Senior Environmental & Safety
Consultant 230005e 12 7287
7144
7647
7497
8022
7864
84158
250
88348
660
Senior Plumbing & Mechanical
Consultant 230014e 12 7274
7131
7633
7483
8007
7850
84008
235
88188
645
Senior Programmer Analyst 125019e 12 8259
8097
8666
8496
9090
8911
95379
350
10010
9813
Senior Real Estate Agent 170012e 12 6579
6450
6901
6765
7235
7093
75937
444
79607
803
Senior Retirement Counselor 135052e 12 7236
7094
7602
7452
7979
7822
83778
212
87978
624
Street Maintenance Superintendent 720004e 12 8194
8033
8599
8430
9018
8841
94629
276
99279
732
SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.
* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

Street Maintenance Supervisor 720001e 12 7230
7088
7584
7435
7959
7802
83478
183
87578
585
Supervising Airports Building
Maintenance Technician 310014e 12 6579
6450
6901
6765
7235
7093
75937
444
79607
803
Supervising Commercial Building
Inspector 230036e 12 7274
7131
7633
7483
8007
7850
84008
235
88188
645
Supervising Engineering Technician 210008e 12 7227
7085
7586
7437
7958
7801
83498
185
87588
586
Supervising Fire Prevention Inspector* 420005e 12 7264
6834
7620
7169
7996
7523
83897
893
88018
281
Supervising Paralegal* 160020e 12 7252
6780
7608
7113
7979
7460
83727
828
87838
212
Supervising Planner 220008e 12 7260
7117
7615
7465
7985
7828
83788
213
87868
613
SEE APPENDIX FOR FOOTNOTES Page 13-1.4

e Exempt class, see Section 4.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120 * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Supervising Plans Examiner 210044e 12 8435
8269
88528
678
92909
107
97439
551
10221
10020
Supervising Real Estate Agent 170013e 12 7231
7089
75857
436
79607
803
83488
184
87588
586
Supervising Traffic Signal Operations
Specialist 720050e 12 7503
7355
78707
715
82608
098
86678
497
90908
911
Survey Party Chief 210031e 12 7410
7264
77687
615
81487
988
85448
376
89698
793
Systems Security Administrator 125050e 12 7513
7365
78757
720
82658
102
86648
494
90908
911
Transit Supervisor I 320050e 12 6357
6232
66666
535
69896
851
73337
189
76907
539
Transit Supervisor II 320051e 12 7156
7015
75027
354
78717
716
82588
096
86658
495
Treasury Officer 135015e 12 7245
7102
75997
450
79747
817
83648
200
87768
603
Urban Forestry Supervisor IVII* 510030e 12 6024
5324
63205
586
66265
857
69526
144
72886
442
Urban Forestry Supervisor IIVII 510031e 12 6592
6462
69146
778
72557
112
76147
464
79807
823
Wastewater Environmental Supervisor 620073e 12 7701
7550
80767
917
84758
308
88938
718
93299
146
Wastewater Operations Supervisor 620072e 12 7701
7550
80767
917
84758
308
88938
718
93299
146
Wastewater System Supervisor 620071e 12 7701
7550
80767
917
84758
308
88938
718
93299
146
Water Conservation Supervisor 610045e 12 6806
6672
71396
999
74887
341
78597
704
82438
081
Water System Supervisor 610055e 12 7701
7550
80767
917
84758
308
88938
718
93299
146
SEE APPENDIX FOR FOOTNOTES Page 13-1.4
e Exempt class, see Section 4.

III Effective 9/9/2024 by the Third Amendment to the Salary Resolution No. 2024-120. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 6606 6932 7268 7627 8000 Airports Airside/Landside Superintendent 310018e 12 7267 7622 7999 8389 8801 Airports Credentialing Supervisor* 115081e 12 6708 7038 7386 7740 8123 Airports Operations SupervisorIII 310013e 12 7282 7636 8007 8402 8808 Airports Projects Supervisor 310016e 12 7636 8011 8404 8818 9254 Airports Property Supervisor 175005e 12 6612 6936 7272 7631 8000 Animal Center Supervisor 560035e 12 6612 6936 7272 7631 8000 Animal Programs Coordinator 560050e 12 4413 4646 4852 5089 5339 Architect 210045e 12 9228 9684 10160 10669 11200
Assistant Law Office Manager 115019e 12 7551 7915 8307 8708 9136 Business Process & Systems Analyst 125044e 12 7550 7915 8304 8710 9136 Call Center Supervisor* 115073e 12 6844 7175 7522 7884 8269 Capital Development Specialist 310007e 12 7264 7624 7998 8391 8802 Central Print Supervisor* 120007e 12 6055 6352 6660 6987 7325 Chief Engineering Inspector 230078e 12 7457 7820 8206 8609 9031 Chief Engineering Technician 210009e 12 8384 8794 9228 9684 10160 Chief of Facilities Maintenance 810037e 12 7309 7669 8045 8439 8856 Chief of Wastewater Environmental
Services 620075e 12 6994 7339 7699 8076 8472
Chief of Wastewater Facilities
Maintenance 620085e 12 7309 7669 8045 8439 8856
Chief of Wastewater Treatment
Operations 620080e 12 7389 7758 8139 8538 8957
Chief of Water Operations 610070e 12 7512 7878 8269 8676 9100 Chief Police Pilot 410031e 12 8257 8661 9091 9538 10011 Chief Surveyor 210032e 12 11639 12221 12832 13474 14147 Community Services and Recreation
Supervisor 520016e 12 6625 6949 7292 7653 8020
Contract Compliance Officer 150061e 12 6612 6936 7272 7631 8000 Custodial Supervisor 810025e 12 6612 6936 7272 7631 8000 Database Administrator 125045e 12 7550 7915 8304 8710 9136 SEE APPENDIX FOR FOOTNOTES Page 13-1.2

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
DBE/Small Business Program
Coordinator 150070e 12 6623 6944 7284 7642 8018
Emergency Services Dispatch
Supervisor 410004e 12 6959 7299 7653 8028 8420
Energy Efficiency Supervisor 230058e 12 5863 6150 6451 6770 7101 Equipment Supervisor 720031e 12 7191 7541 7911 8299 8709 Fire Prevention Engineer* 210055e 12 8010 8404 8815 9249 9706 Fleet Administration Supervisor 720025e 12 6612 6936 7272 7631 8000 Grant Writer* 150105e 12 5522 5792 6074 6372 6682
Historic Preservation Specialist 230066e 12 6933 7275 7634 8007 8398 Housing Program Supervisor 230055e 12 7147 7504 7878 8272 8687 Human Resources Analyst* 150016e 12 6708 7037 7376 7738 8120 Human Resources Records
Supervisor* 115050e 12 6734 7064 7412 7768 8154
Information Services Supervisor 125032e 12 8301 8710 9136 9585 10061 Landscape Maintenance
Superintendent 510027e 12 8235 8642 9064 9510 9977
Lead Risk Analyst* 150008e 12 6969 7315 7682 8065 8470
Licensed Professional Engineer 210110e 12 11639 12221 12832 13474 14147 Management Analyst I 150020e4 124 4413 4628 4852 5089 5339 Management Analyst II* 150021e4 124 5543 5815 6097 6396 6706 Parking Supervisor* 720035e 12 6938 7268 7619 7990 8736 Parks Supervisor I* 510025e 12 6055 6352 6660 6987 7325 Parks Supervisor II 510026e 12 6625 6949 7292 7653 8020 Planner III* 220007e 12 6629 6953 7292 7652 8030
Police Support Services Supervisor* 115047e 12 6708 7038 7386 7740 8123 Principal Accountant 130014e 12 7282 7637 8014 8406 8820 Procurement Supervisor 140004e 12 6597 6927 7272 7635 8018 Professional Engineer 210100e 12 9228 9684 10160 10669 11200 SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.
* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Project Manager 150065e 12 8437 8859 9303 9767 10257
Records Supervisor* 115045e 12 6708 7038 7386 7740 8123 Recycling Coordinator 640001e 12 5519 5786 6070 6364 6678 Registered Veterinary Technician 560060e 12 4958 5206 5467 5740 6027 Revenue Supervisor* 135025e 12 6812 7144 7490 7851 8231 Risk Analyst* 150010e 12 6708 7037 7376 7738 8120
Sanitation Supervisor 640029e 12 6612 6936 7272 7631 8000 Senior Accountant-Auditor 130013e 12 6658 6983 7326 7684 8058 Senior Building Inspector 230034e 12 7311 7672 8048 8442 8863 Senior Database Administrator 125046e 12 8330 8727 9146 9584 10061 Senior Electrical Safety Consultant 230024e 12 7310 7672 8047 8442 8862 Senior Engineering Inspector 230077e 12 6777 7112 7460 7826 8214 Senior Environmental & Safety
Consultant 230005e 12 7324 7686 8063 8458 8879
Senior Plumbing & Mechanical
Consultant 230014e 12 7311 7672 8048 8442 8863
Senior Programmer Analyst 125019e 12 8301 8710 9136 9585 10061 Senior Real Estate Agent 170012e 12 6612 6936 7272 7631 8000 Senior Retirement Counselor 135052e 12 7273 7641 8019 8419 8841 Street Maintenance Superintendent 720004e 12 8235 8642 9064 9510 9977 Street Maintenance Supervisor 720001e 12 7267 7622 7999 8389 8801 Supervising Airports Building
Maintenance Technician 310014e 12 6612 6936 7272 7631 8000 Supervising Commercial Building
Inspector 230036e 12 7311 7672 8048 8442 8863
Supervising Engineering Technician 210008e 12 7264 7624 7998 8391 8802 Supervising Fire Prevention Inspector* 420005e 12 7301 7659 8036 8431 8846 Supervising Paralegal* 160020e 12 7289 7647 8019 8414 8827 Supervising Planner 220008e 12 7297 7654 8025 8420 8830 SEE APPENDIX FOR FOOTNOTES Page 13-1.4

e Exempt class, see Section 4.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120 * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Supervising Plans Examiner 210044e 12 8478 8897 9337 9792 10273 Supervising Real Estate Agent 170013e 12 7268 7623 8000 8390 8802 Supervising Traffic Signal Operations
Specialist 720050e 12 7541 7910 8302 8711 9136
Survey Party Chief 210031e 12 7448 7807 8189 8587 9014
Systems Security Administrator 125050e 12 7551 7915 8307 8708 9136 Transit Supervisor I 320050e 12 6389 6700 7024 7370 7729 Transit Supervisor II 320051e 12 7192 7540 7911 8300 8709 Treasury Officer 135015e 12 7282 7637 8014 8406 8820
Urban Forestry Supervisor IVII* 510030e 12 6055 6352 6660 6987 7325 Urban Forestry Supervisor IIVII 510031e 12 6625 6949 7292 7653 8020 Wastewater Environmental Supervisor 620073e 12 7740 8117 8518 8938 9376 Wastewater Operations Supervisor 620072e 12 7740 8117 8518 8938 9376 Wastewater System Supervisor 620071e 12 7740 8117 8518 8938 9376 Water Conservation Supervisor 610045e 12 6841 7175 7526 7899 8285 Water System Supervisor 610055e 12 7740 8117 8518 8938 9376 SEE APPENDIX FOR FOOTNOTES Page 13-2.1

EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Legal Secretary I* 115015 12 5011
3848
5252
4034
5505
4228
5770
4431
6049
4646
Legal Secretary II* 115016 12 5512
4257
5781
4465
6058
4679
6349
4904
6657
5142
Paralegal* 160001 12 6206
5432
6508
5696
6823
5972
7158
6265
7510
6573
Senior Human Resources Technician 150014 12 5179
5077
5426
5319
5685
5573
5963
5846
6250
6127
Senior Legal Secretary* 115017 12 6343
4899
6660
5144
6993
5401
7342
5671
7709
5954
Senior Paralegal* 160002 12 6474
5963
6797
6260
7137
6574
7494
6903
7870
7248
Supervising Crime Scene Technician* 410013 12 6570
5701
6891
5979
7225
6269
7577
6575
7945
6894

* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Legal Secretary I* 115015 12 5037 5279 5533 5799 6080
Legal Secretary II* 115016 12 5540 5810 6089 6381 6691
Paralegal* 160001 12 6238 6541 6858 7194 7548
Senior Human Resources Technician 150014 12 5205 5454 5714 5993 6282 Senior Legal Secretary* 115017 12 6375 6694 7028 7379 7748 Senior Paralegal* 160002 12 6507 6831 7173 7532 7910
Supervising Crime Scene Technician* 410013 12 6603 6926 7262 7615 7985

* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

SEE APPENDIX FOR FOOTNOTES Page 13-1.1
e Exempt class, see Section 4.

III Effective 9/9/2024 by the Third Amendment to the Salary Resolution No. 2024-120. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 6573 6897 7231 7589 7960 Airports Airside/Landside Superintendent 310018e 12 7230 7584 7959 8347 8757 Airports Credentialing Supervisor* 115081e 12 6674 7002 7349 7701 8082 Airports Operations SupervisorIII 310013e 12 7245 7598 7967 8360 8764 Airports Projects Supervisor 310016e 12 7598 7971 8362 8774 9207 Airports Property Supervisor 175005e 12 6579 6901 7235 7593 7960 Animal Center Supervisor 560035e 12 6579 6901 7235 7593 7960 Animal Programs Coordinator 560050e 12 4391 4622 4827 5063 5312 Architect 210045e 12 9182 9635 10109 10615 11144
Assistant Law Office Manager 115019e 12 7513 7875 8265 8664 9090 Business Process & Systems Analyst 125044e 12 7512 7875 8262 8666 9090 Call Center Supervisor* 115073e 12 6809 7139 7484 7844 8227 Capital Development Specialist 310007e 12 7227 7586 7958 8349 8758 Central Print Supervisor* 120007e 12 6024 6320 6626 6952 7288 Chief Engineering Inspector 230078e 12 7419 7781 8165 8566 8986 Chief Engineering Technician 210009e 12 8342 8750 9182 9635 10109 Chief of Facilities Maintenance 810037e 12 7272 7630 8004 8397 8811 Chief of Wastewater Environmental
Services 620075e 12 6959 7302 7660 8035 8429
Chief of Wastewater Facilities
Maintenance 620085e 12 7272 7630 8004 8397 8811
Chief of Wastewater Treatment
Operations 620080e 12 7352 7719 8098 8495 8912
Chief of Water Operations 610070e 12 7474 7838 8227 8632 9054 Chief Police Pilot 410031e 12 8215 8617 9045 9490 9961
Chief Surveyor 210032e 12 11581 12160 12768 13406 14076 Community Services and Recreation
Supervisor 520016e 12 6592 6914 7255 7614 7980
Contract Compliance Officer 150061e 12 6579 6901 7235 7593 7960 Custodial Supervisor 810025e 12 6579 6901 7235 7593 7960 Database Administrator 125045e 12 7512 7875 8262 8666 9090 SEE APPENDIX FOR FOOTNOTES Page 13-1.2

e Exempt class, see Section 4.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level . In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
DBE/Small Business Program
Coordinator 150070e 12 6590 6909 7247 7603 7978
Emergency Services Dispatch
Supervisor 410004e 12 6924 7262 7614 7988 8378
Energy Efficiency Supervisor 230058e 12 5833 6119 6418 6736 7065 Equipment Supervisor 720031e 12 7155 7503 7871 8257 8665 Fire Prevention Engineer* 210055e 12 7970 8362 8771 9202 9657 Fleet Administration Supervisor 720025e 12 6579 6901 7235 7593 7960 Grant Writer* 150105e 12 5494 5763 6043 6340 6648
Historic Preservation Specialist 230066e 12 6898 7238 7596 7967 8356 Housing Program Supervisor 230055e 12 7111 7466 7838 8230 8643 Human Resources Analyst* 150016e 12 6674 7001 7339 7699 8079 Human Resources Records
Supervisor* 115050e 12 6700 7028 7375 7729 8113
Information Services Supervisor 125032e 12 8259 8666 9090 9537 10010 Landscape Maintenance
Superintendent 510027e 12 8194 8599 9018 9462 9927
Lead Risk Analyst* 150008e 12 6934 7278 7643 8024 8427
Licensed Professional Engineer 210110e 12 11581 12160 12768 13406 14076 Management Analyst I 150020e4 124 4391 4604 4827 5063 5312 Management Analyst II* 150021e4 124 5515 5786 6066 6364 6672 Parking Supervisor* 720035e 12 6903 7231 7581 7950 8692 Parks Supervisor I* 510025e 12 6024 6320 6626 6952 7288 Parks Supervisor II 510026e 12 6592 6914 7255 7614 7980 Planner III* 220007e 12 6596 6918 7255 7613 7990
Police Support Services Supervisor* 115047e 12 6674 7002 7349 7701 8082 Principal Accountant 130014e 12 7245 7599 7974 8364 8776 Procurement Supervisor 140004e 12 6564 6892 7235 7597 7978 Professional Engineer 210100e 12 9182 9635 10109 10615 11144 SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.
* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Project Manager 150065e 12 8395 8814 9256 9718 10205
Records Supervisor* 115045e 12 6674 7002 7349 7701 8082 Recycling Coordinator 640001e 12 5491 5757 6039 6332 6644 Registered Veterinary Technician 560060e 12 4933 5180 5439 5711 5997 Revenue Supervisor* 135025e 12 6778 7108 7452 7811 8190 Risk Analyst* 150010e 12 6674 7001 7339 7699 8079
Sanitation Supervisor 640029e 12 6579 6901 7235 7593 7960 Senior Accountant-Auditor 130013e 12 6624 6948 7289 7645 8017 Senior Building Inspector 230034e 12 7274 7633 8007 8400 8818 Senior Database Administrator 125046e 12 8288 8683 9100 9536 10010 Senior Electrical Safety Consultant 230024e 12 7273 7633 8006 8400 8817 Senior Engineering Inspector 230077e 12 6743 7076 7422 7787 8173 Senior Environmental & Safety
Consultant 230005e 12 7287 7647 8022 8415 8834
Senior Plumbing & Mechanical
Consultant 230014e 12 7274 7633 8007 8400 8818
Senior Programmer Analyst 125019e 12 8259 8666 9090 9537 10010 Senior Real Estate Agent 170012e 12 6579 6901 7235 7593 7960 Senior Retirement Counselor 135052e 12 7236 7602 7979 8377 8797 Street Maintenance Superintendent 720004e 12 8194 8599 9018 9462 9927 Street Maintenance Supervisor 720001e 12 7230 7584 7959 8347 8757 Supervising Airports Building
Maintenance Technician 310014e 12 6579 6901 7235 7593 7960 Supervising Commercial Building
Inspector 230036e 12 7274 7633 8007 8400 8818
Supervising Engineering Technician 210008e 12 7227 7586 7958 8349 8758 Supervising Fire Prevention Inspector* 420005e 12 7264 7620 7996 8389 8801 Supervising Paralegal* 160020e 12 7252 7608 7979 8372 8783 Supervising Planner 220008e 12 7260 7615 7985 8378 8786 SEE APPENDIX FOR FOOTNOTES Page 13-1.4

e Exempt class, see Section 4.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120 * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Supervising Plans Examiner 210044e 12 8435 8852 9290 9743 10221 Supervising Real Estate Agent 170013e 12 7231 7585 7960 8348 8758 Supervising Traffic Signal Operations
Specialist 720050e 12 7503 7870 8260 8667 9090
Survey Party Chief 210031e 12 7410 7768 8148 8544 8969
Systems Security Administrator 125050e 12 7513 7875 8265 8664 9090 Transit Supervisor I 320050e 12 6357 6666 6989 7333 7690 Transit Supervisor II 320051e 12 7156 7502 7871 8258 8665 Treasury Officer 135015e 12 7245 7599 7974 8364 8776
Urban Forestry Supervisor IVII* 510030e 12 6024 6320 6626 6952 7288 Urban Forestry Supervisor IIVII 510031e 12 6592 6914 7255 7614 7980 Wastewater Environmental Supervisor 620073e 12 7701 8076 8475 8893 9329 Wastewater Operations Supervisor 620072e 12 7701 8076 8475 8893 9329 Wastewater System Supervisor 620071e 12 7701 8076 8475 8893 9329 Water Conservation Supervisor 610045e 12 6806 7139 7488 7859 8243 Water System Supervisor 610055e 12 7701 8076 8475 8893 9329 SEE APPENDIX FOR FOOTNOTES Page 13-1.5
e Exempt class, see Section 4.

III Effective 9/9/2024 by the Third Amendment to the Salary Resolution No. 2024-120. * Rec
eived a Class & Comp Study adjustment effective 6/17/2024.

E
ffective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

E
ffective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

E
ffective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120 *
Received a Class & Comp Study adjustment effective 6/17/2024.

E
ffective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Legal Secretary I* 115015 12 5011 5252 5505 5770 6049
Legal Secretary II* 115016 12 5512 5781 6058 6349 6657
Paralegal* 160001 12 6206 6508 6823 7158 7510
Senior Human Resources Technician 150014 12 5179 5426 5685 5963 6250 Senior Legal Secretary* 115017 12 6343 6660 6993 7342 7709 Senior Paralegal* 160002 12 6474 6797 7137 7494 7870
Supervising Crime Scene Technician* 410013 12 6570 6891 7225 7577 7945 * Received a Class & Comp Study adjustment effective 6/17/2024.

E
ffective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

E
ffective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

SEE APPENDIX FOR FOOTNOTES Page 13-2.2

Fresno City CouncilJanuary 9, 2025

Fresno City Council
January 9, 2025