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Memorandum of Understanding
and
Agreement
Between
The City of Pasadena
and
LIUNA, Local 777
Term
July 1, 2026 through June 30, 2029
City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
Preamble
ARTICLE 1 RecognitionARTICLE 2 Term of MOU.ARTICLE 3 Scope.
A. Management RightsB. Union Rights.
TABLE OF CONTENTS
Page
,1,1.1
1 ,1
.2
C. New Hire Orientation .............................................................................................. 4 D. Union Representatives ............................................................................................ 4 ARTICLE 4 Non-discrimination.......................................................................................5 ARTICLES Bulletin Boards............................................................................................. 5 ARTICLES No Strike ..................................................................................................... 6 ARTICLE? Savings Clause.............................................................................................. 6ARTICLES Impasse....................................................................................................... 6 ARTICLE 9 Compensation And Overtime......................................................................... 6 A. Salary Increases ......................................................................................................6 B. One-Time Non-PERSable Lump-Sum Payment............................................................ 7C. Police Dispatch Lateral Incentive Pay ........................................................................ 7D. Helicopter Maintenance Technician Signing Bonus.....................................................?E. Classification and Compensation Study .....................................................................7 F. Overtime................................................................................................................? G. Stand-By Pay-Forensics Unit .................................................................................. 9H. Stand-By Pay-Vital Records Program Staff .............................................................10 ARTICLE 10 Special Pay Practices...................................................................................11 A. Bilingual Pay.........................................................................................................11 B. Court Appearance Pay........................................................................................... 11 C. Certification Pay....................................................................................................11 D. Shift Differential....................................................................................................13E. Training Duty........................................................................................................13 ARTICLE 11 Leaves of Absence...................................................................................... 14 A. Sick Leave............................................................................................................. 14 B. Bereavement Leave............................................................................................... 18C. Workers' Compensation Leave ............................................................................... 18D. Military Leave....................................................................................................... 19E. Witness Leave.......................................................................................................19F. Maternity Leave/Reduced Work Week Schedule...................................................... 19 G. Jury Leave............................................................................................................ 20 ARTICLE 12 Vacation.................................................................................................... 21ARTICLE 13 Holidays.................................................................................................... 23ARTICLE 14 Rest and Meal Periods ................................................................................ 26 A. Rest Periods......................................................................................................... 26B. Meal Periods ........................................................................................................ 26 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029ARTICLE 15 Employee Benefits...................................................................................... 27 A. Life Insurance......................................................................................................^? B. Dental Care Program ............................................................................................. 27C. Health Insurance/Employee Option Benefit Fund..................................................... 27 D. Long Term Disability.............................................................................................. 28 E. State Disability Insurance (and Paid Family Leave).................................................... 29 ARTICLE 16 Retirement................................................................................................ 29 ARTICLE 17 Reimbursements........................................................................................ 31 A. Tuition Reimbursement......................................................................................... 31B. Uniforms.............................................................................................................. 31 C. Mileage................................................................................................................ 32 D. Safety Shoe Allowance........................................................................................... 32E. Tool Allowance (Helicopter Maintenance Technician)............................................... 32 ARTICLE 18 Transportation Demand Management PrideShare II Program ......................... 32 ARTICLE 19 Payroll Administration................................................................................ 33 A. Step Increases ...................................................................................................... 33 B. Temporary Upgrade Pay (Acting Assignments)......................................................... 33 ARTICLE 20 Payroll Deduction and Dues......................................................................... 34 A. Deduction and Dues.............................................................................................. 34 ARTICLE 21 Written Reprimands................................................................................... 34 ARTICLE 22 Grievance .................................................................................................. 34 A. Definition............................................................................................................. 34 B. Guidelines............................................................................................................ 34 C. Grievance Procedure............................................................................................. 35 D. Advisory Arbitration.............................................................................................. 37 ARTICLE 23 Alternatives to Layoff.................................................................................. 38ARTICLE 24 Layoff........................................................................................................ 38 A. Definition............................................................................................................. 38 B. Authority.............................................................................................................. 38 C. Policy................................................................................................................... 38 D. Procedure ............................................................................................................42E. Severance ............................................................................................................42 ARTICLE 25 Work Schedules and Work Weeks................................................................ 43ARTICLE 26 Seniority.................................................................................................... 43ARTICLE 27 Probation .................................................................................................. 44ARTICLE 28 Drug and Alcohol Use ................................................................................. 44 A. Purpose ...............................................................................................................44 B. Policy................................................................................................................... 45 C. Application........................................................................................................... 46 D. Employee Responsibilities...................................................................................... 46E. Management Responsibilities and Guidelines ..........................................................47F. Physical Examination and Procedure.......................................................................48 G. During Employment Alcohol/Drug Tests..................................................................49 ii
City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
H. Confidentiality...................................................................................................... 49 ARTICLE 29 Health and Safety....................................................................................... 49 ARTICLE 30 Contracting Out.......................................................................................... 50ARTICLE 31 Bullet Resistant Vests.................................................................................. 50ARTICLE 32 Job Specifications....................................................................................... 50ARTICLE 33 Employee Lists ........................................................................................... 51 ARTICLE 34 Labor-Management Committee................................................................... 51 SIGNATURE PAGE ............................................................................................................ 52
EXHIBIT I
iii
City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
Preamble
A. The Laborer's International Union of North America, AFL-CIO, CLC, Local 777, (hereinafter referred to as UNION) a recognized employee organization, and the City of Pasadena, (hereinafter referred to as "City"), have been meeting and conferringconsistent with Section 3500 et seq. of the Government Code and have reached agreement.
B. It is the intent and purpose of this Memorandum of Understanding ("MOU") to set forth the total and complete understanding and agreement between the parties regarding wages, hours and other terms and conditions of employment. All prior or existing written understandings or agreements by the parties, whether formal or informal, regarding any such matters are hereby expressly superseded or terminatedin their entirety.
ARTICLE 1 Recognition
A. In accordance with provisions of the Charter of the City of Pasadena, the MeyersMilias-Brown Act and provisions of Employer-Employee Labor Relations Resolution No. 555, (hereinafter referred to as Resolution No. 555) the City acknowledges theUnion as a recognized employee organization for the purpose of meeting and conferring regarding wages, hours and other terms and conditions of employment forthose employees in certain specified classifications in Exhibit I. All other classes notspecifically listed are not covered by this MOD.
ARTICLE 2 Term of MOU
A. The term of this MOU shall be July 1, 2026 through June 30, 2029. No economic modifications to the MOD go into effect prior to the date of City Council approval of this MOU.
B. This MOU shall in all respects be subject and subordinate to the provisions of the Pasadena City Charter, and State and Federal statutory law.
ARTICLE 3 Scope
A. Management Rights
1. The scope of representation shall include all matters relating to wages, hours and other terms and conditions of employment, except however, that thescope of representation shall not include consideration of the merits, necessity or organization of any service or activity provided by law or executive 1 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
order; which shall include but not be limited to the right of the City to: direct, supervise, hire, promote, suspend, discipline, discharge, transfer, assign,schedule and retain employees; relieve employees from duties because of lackof work or funds, or under conditions where the employer determinescontinued work would be inefficient or non-productive; determine services to be rendered, operations to be performed, utilization of technology, and overall budgetary matters; determine the methods, processes, means, job classifications, and personnel by which government operations are to beconducted; determine the overall mission of the unitof government; maintainand approve the efficiency and effectiveness of government operations; takeany necessary actions to carry out the mission of an agency in situations ofemergency; and take whatever other actions may be necessary to carry outthe wishes of the public not otherwise specified above or by collectiveagreement.
2. When the exercise of City rights has an impact on matters within the scope of representation the City will give notice to the Union at least 14 days prior to the implementation of any changes to City and/or Department procedures and/or policies; and, upon request, meet regarding the impact of the City's decision(s).
3. Rules and regulations affecting matters within the scope of representation may also be changed by the City from time to time after meeting and conferring with the Union; however, rules and regulation changes shall notcontradict specific provisions of this MOU.
B. Union Rights
1. The designated Union officers and designated representatives and stewards shall be permitted to engage in contract disputes during the term of the MOU,and the adjustment of grievances of employees in the bargaining unit, subject to the limitations set forth in this MOD. Except in extraordinary circumstances, these permitted activities performed during the normalemployee duty time of such designated and appointed officers and stewardsshall fall within one of the following categories:
a. Discuss with an employee a grievance or complaint;
b. Make inquiries in order to obtain relevant information related to a grievance, including discussions with supervisors, other employees or other management officials provided that such inquiry will not include the right, while on City time, to question visitors or non-employees of the City; 2 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
c. Assist employees in preparation for, or represent employees in, the appeal and review steps of the grievance procedure or in arbitration; d. Attend meetings with supervisors or other management officials with respect to grievance adjustments, consultation or general discussion directly related to wages, hours or working conditions, and other mattersmutually agreed upon; e. Prepare for meetings mutually agreed by the City and the Union to be scheduled for conferral or other purposes. This shall include Union Executive Board meetings, only where the purpose of such meetings is toprepare for meet and confer sessions with the City; f. Attend meetings where disciplinary action is to be taken, when requested by the employee. If the employee does not request representation,representatives of Union shall not be entitled to be present; g. Attend Chapter Board meetings, Executive Board meetings and monthly membership meetings.
2. Subject to the limitations above in a through f, with respect to paid time for such activities, the City agrees that duly designated union officers and other representatives will be allowed to meet with Management representativesduring normal working hours without loss of pay. The foregoing release fromnormal working duties is subject, however, to the requirement that when anysuch designated union officer or representative is representing an employee, they will request the permission of the immediate supervisor in reasonable advance, or when possible, two (2) working days in advance of any meeting,advising the supervisor of their destination and when they expect to return.Such request will be granted by the supervisor unless work processes requirethe presence of the employee at that time. If the request is denied, theemployee shall be released as soon as possible. Upon returning to their dutystation, the union officer or representative will notify their supervisor. Uponarriving at the work place of the employee to be represented, the union officer or representative will normally be permitted to contact the employee. Therepresented employee also shall be required to request permission for time off in reasonable advance or, when possible, two (2) working days in advanceof any meeting. To the maximum extent possible, interviews between representatives and the employees wilt be held away from other employeesand away from the public. If the union official is not permitted to contact theemployee at the immediate time of their arrival at the work place, the 3 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
supervisor in charge will advise the union officer or steward the reason whythey cannot do so and the time when the employee will be available.
3. All union activities shall be conducted in such a manner as not to disrupt the work activities of the employees involved.
C. New Hire Orientation
1. The Union shall have the opportunity to attend new employee orientation sessions conducted by the employer. The City shall provide notice at least ten (10) days prior to such sessions. The Union shall have up to thirty (30) minutes at the end of the session to explain contractual rights and introducenew employees to the Union.
2. If the City does not hold a formal orientation within thirty (30) days of the initial employment of an employee, the City shall provide the Union with theemployee's name and duty location. The Union shall have an opportunity tomeet with the employee for up to thirty (30) minutes during on-duty time toexplain contractual rights and introduce new employees to the Union.
3. In cases where new employee orientation or employee onboarding is completed online, the Union shall be allotted up to thirty (30) minutes duringthe online process to explain contractual rights and introduce newemployees to the Union.
D. Union Representatives
1. The City agrees to recognize and deal with an appropriate number of officers, including stewards, so that each employee in the bargaining unit will have reasonable access to a representative. Notice of changes in the selection of officials and stewards, and their alternates, will be given to the Human Resources Director whenever such changes occur.
2. The Union endorses the concept of employees utilizing the steward in the employee's assigned work area; provided, that it is recognized that there may be necessary occasions when a different steward or union officer or theirdesignee from among the list of authorized representatives provided to theCity, shall take over representation of the aggrieved employee. In such cases, the union will promptly notify the department head and the Human Resources Department of the change.
3. The City will provide, with the approval of the Director of Human Resources, reasonable time off to conduct union business.
4 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029ARTICLE 4 Non-discrimination
The provisions of this MOD shall be applied equally to all employees and the City and the Union agree that they shall not unlawfully discriminate on any basis that is protected bylaw.
ARTICLE 5 Bulletin Boards
A. Space shall be provided on City bulletin boards at their present locations for posting of notices and bulletins of the following types:
1. Notices of recreational, social affairs, and related business news;2. Notices of elections; provided that this shall not include campaign material;3. Notices of union appointments and results of union elections;
4. Notices of union meetings;
5. Constitution, by-laws, and proposed amendments;6. Such other notices as may be mutually agreed upon by the Union and the Director of Human Resources.
B. All materials posted on bulletin boards shall indicate the date the material was posted and shall identify that the Union has posted it and clearly indicate the author's identity, preferably by signature by an official of the Union. It must be clearlyunderstood that such material is not official material or endorsed by the City, and thematerial must not contain anything that would identify it as such.
C. In no case shall obscene or personal attacks on any City employee be placed on any bulletin board. Copies of all information posted on any bulletin board shall be submitted to the Human Resources Department at the time of their posting. In theevent objectionable material is posted, the City Human Resources Director will so inform the union representative, stating the basis for the objection, and such material shall be removed from the bulletin board immediately.
D. The Union shall not post, nor authorize its members to post, any material anywhere upon the City's property except as herein provided. The City may remove or relocateany of its bulletin boards in the event of violations of this section or for reasons suchas alterations in the physical facilities, etc., and will inform the Union whenever theCity removes such bulletin boards.
E. Excluding lunch and rest periods, in no case will the distribution of literature at the work place of employees be allowed during regular working hours. 5 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
ARTICLE 6 No Strike
A. The parties to this MOD recognize their mutual responsibility to provide the citizens uninterrupted municipal services. Therefore, for the duration of this MOU, and after expiration of this MOU and through the completion of labor negotiations, as long asthe parties are attempting to reach an agreement on a successor MOD (but no laterthan the declaration of impasse by either party), the Union agrees not to conduct awork slowdown which causes an impact on the performance of work, strike, sympathystrike, or lockout activities and the City agrees not to engage in a lock-out ofemployees B. Any employee who participates in any conduct prohibited in Section A shall be subject to discipline.
ARTICLE 7 Savings Clause
Should any part of this MOD be rendered or declared illegal or invalid by legislation, decree of court of competent jurisdiction or other the Public Employment Relations Board, such invalidation shall not affect the remaining portions of this MOU.
ARTICLE 8 Impasse
Should the parties' labor negotiations reach impasse, the parties will follow the process identified in City Council Resolution 555. Additionally, the Union may request the parties' differences be submitted to a fact finding panel by complying with theprovisions of the Meyers-Milias-Brown Act (MMBA).
ARTICLE 9 Compensation And Overtime
A. Salary Increases
1. Effective the pay period following City Council adoption of this MOD, all members of the bargaining unit will receive a three and one-halfpercent(3.5%) base salary increase.
2. Effective the pay period that includes July 1, 2027, all members of the bargaining unit will receive a three percent (3.0%) base salary increase.
3. Effective the pay period that includes July 1, 2028, all members of the bargaining unit will receive a one and one-half percent (1.5%) base salaryincrease. 6 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
4. Effective the pay period that includes July 1, 2028, the differential between each step will be increased from 3.5% to 4.5%.
B. One-Time Non-PERSable Lump-Sum PaymentEffective the first full pay period following City Council adoption of this MOU, all currentbargaining unit members actively employed by the City of Pasadena shall receive a onetime payment of seven-hundred dollars ($700), subject to all applicable taxes/deductions. Former employees who have separated from the City are not eligibleto receive the one-time payment.
C. Police Dispatch Lateral Incentive Pay
Police Dispatchers who are hired by the City receive a lump sum payment of $1,000 upon successful completion of one month of work as a Pasadena Police Dispatcher, $1,000 upon the successful completion of nine months of work as a Pasadena Dispatcher, and $1,000 upon successful completion of the 18-month probationary period.
D. Helicopter Maintenance Technician Signing BonusEffective the first full pay period following City Council adoption of this MOD, newly hiredHelicopter Maintenance Technicians shall receive a lump sum payment of $5,000 upon successful completion of six months of service, and an additional lump sum payment of $5,000 upon successful completion of the probationary period.
E. Classification and Compensation Study
The parties will establish a targeted study of classifications within the LIUNA bargaining unit over an established period of time.Between January 1 and June 30 of each year of the term of the MOU, the City will study the compensation of three (3) classifications or classification series. LIUNA will identifywhat classifications will be studied in the established time period.The City will meet with the impacted employees as necessary during the review process to ensure a complete understanding of their job duties. After each of these segments of the classification and compensation study are completed, the City will share the results with LIUNA and meet and confer with LIUNA regarding whether salary adjustment arewarranted by the study and if so, the amount of the salary adjustments.
The timelines for these studies may be extended by mutual agreement of the parties.
F. Overtime
1. The City will pay overtime for all hours worked in excess of forty (40) in one work week. Hours worked will be calculated as provided for by the Fair Labor 7 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
Standards Act. Hours worked include time for which persons are compensated but do not actually work, including but not limited to, sick leave, vacation payand floating holidays. Such hours will be counted in calculating hours worked for overtime purposes.
2. The City will pay employees for any overtime worked at a rate of one and onehalf (1-1/2) times the employee's regular rate of pay. Regular rate of pay shall be calculated as provided for by the Fair Labor Standards Act. Time workedshall be rounded to the nearest quarter of an hour (seven (7) minutes or less round down; eight (8) minutes or more round up).
3. Overtime shall not be paid for the same hours during which an employee is paid for regular time or for when an employee is using leave time.
4. Overtime shall be divided equally among those persons available for work in the same position at the same location or reporting to the same immediatesupervisor. In those instances where there is a demonstrated need forspecialized skills and abilities, or in emergency situations, exceptions may be made to this provision.
5. Employees may request to accrue compensatory time off (CTO) in lieu of receiving overtime compensation, and will be permitted to accrue CTO withsupervisor approval. The maximum number of CTO hours which may beaccrued by any employee is one hundred and twenty (120). If an employeeaccrues 120 hours of CTO (80 hours of overtime earned at time and one half(1.5), he/she cannot accrue additional CTO until he/she uses some of the hoursin his/her/their/her/their bank.
6. The time during which an employee may use accrued compensatory time off is subject to approval by the department head or his/her/their/her/theirdesignee with due regard for the wishes of the employee and the need toprovide service. However, an employee wishing to use his/her/their/her/theiraccrued compensatory time off shall provide the City with reasonable noticeof such request. Reasonable notice is defined as at least three (3) days. Ifreasonable notice is provided, the employee's request may not be denied unless it is unduly disruptive to the operational needs of the department to grant the request. A request to use compensatory time off without reasonable notice may still be granted within the discretion of the supervisor or manager responsible for considering the request.
7. Overtime Meals: When an employee is scheduled to work overtime, recalled from home to work outside of regular work hours, or remain on the job for 8 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
four or more hours after the end of their normal working day, they shall, if possible to do so, be given meals at intervals of approximately four (4) hours;provided, however, that in no event shall an employee be required to workmore than five (5) consecutive hours beyond the regular work hours without a meal. Such meals, and the time necessary therefore, shall be at City expense.
Meals will be reimbursed up to $17.00 per meal and the paid overtime mealbreak shall be for 30 minutes.
A reimbursement request shall be submitted with receipt for said meal that is dated and time stamped no more than two (2) hours prior to the overtime or regular shift in which the overtime is worked.
8. Call Back Pay: Employees recalled to work unexpectedly (without advanced notice)outsideof their regular shift shall receive pay for a minimum of two (2)hours pay at time and one half base pay unless such call-in immediatelypreceded an employee's scheduled shift. a. If an employee is on an approved leave of absence but, due to an operational need for his/her/their/her/their service is called back to work, the employee will not be paid a two hour minimum but rather for the actual hours worked.
b. Employees will be paid in 15 minute increments for time actually worked when responding to phone calls, text messages, and emails outside of their normal work schedule when a supervisor or manager requires a responseprior to the employee returning to work.
9. Court Subpoena: Employees will be paid in 15 minute increments for time actually responding to phone calls to/from District Attorney's office when in receipt of a work-related court subpoena.
G. Stand-By Pay-Forensics Unit
1. Stand-by pay for bargaining unit members in the classification of Forensic Specialist, Senior Forensic Specialist and Computer Forensic Examiner will be provided as follows:a. Stand-by assignments are assigned and scheduled in advance by management.
b. Management will assign employees to the stand-by list in order of seniority.
c. Stand-by assignments will be rotated every six weeks.
2. Employees assigned to the stand-by list will be compensated as follows:
9 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
a. For each day assigned to stand-by that falls on an employee's regular day off or a City holiday, employees will be compensated at the rate of two (2) hours of base pay at their current hourly rate.
b. For all other days assigned to stand-by, employees will be compensated at the rate of one (1) hour of base pay at their current hourly rate.
3. Employees assigned to the stand-by list are subject to the following requirements:
a. Be ready to respond immediately to calls for service. b. Be reachable by telephone and email and respond to calls or texts within 15 minutes.
c. Refrain from consuming intoxicants or performing other activities which may impair the ability to perform assigned duties.
d. Be able to appear at the Police Department within 60 minutes of responding to a call or text.
e. Notify his/her/their/her/their supervisor immediately if unable to be on stand-by duty due to an unforeseen emergency.
H. Stand-By Pay-Vital Records Program Staff
1. Stand-by pay for bargaining unit members in the Department of Public Health who are assigned to the Vital Records program will be provided as follows:
a. Stand-by assignments are assigned and scheduled in advance by management.
b. Management will assign eligible employees to the stand-by list on a rotating basis.
c. Stand-by assignments will be rotated on a monthly basis.
2. Employees assigned to the stand-by list will be compensated at the rate of one hour of base pay at their current hourly rate for each day assigned to the standby list.
3. Employees assigned to the stand-by list are subject to the following requirements:
a. Be reachable by telephone and text and respond to calls or texts within 30 minutes.
b. Refrain from consuming intoxicants or performing other activities which may impair the ability to perform assigned duties.
10 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
c. Notify his/her/their/her/their supervisor immediately if unable to be on stand-by duty due to an unforeseen emergency.
4. Employees activated from the stand-by list as a result of a service alert will be compensated for one hour at the overtime rate for each service alert response.
ARTICLE 10 Special Pay Practices
A. Bilingual Pay
1. Employees may be eligible to receive bilingual pay of $150 per month under guidelines established in the Bilingual Incentive Pay program provisions of theCity's Manual of Personnel and Administrative Rules.
2. Upon request of an employee, the department head will determine if a need exists for bilingual skills in the employee's assignment and will determinewhether to recommend the employee for bilingual testing and pay. Employees recommended will comply with the City's bilingual policy.
3. The parties agree that to the extent permitted by law, bilingual pay is special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCRSection 571(a)(4) Special Assignment Pay as bilingual premium.
B. Court Appearance Pay
1. Employees who, on their scheduled time off, are required to be present in court or administrative hearing in connection with the performance of their duties, shall receive a minimum of three (3) hours compensation at time andone half. In the event an employee is required to be present during both the morning and afternoon sessions of the court, that employee shall receive aminimum total of six (6) hours at time and one half.
2. Employees whose shifts are extended to include a court appearance shall be paid overtime for the actual time they appear in court.
C. Certification Pay
1. Forensic Specialists who satisfy the criteria established below shall receive certification pay.
2. An employee must:
11 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
a. Be a Forensic Specialist with the Pasadena Police Department for at least two years.
b. Qualify for and pass the California Criminalistics Institute course "Latent Fingerprint Comparison."
c. Meet the in-service fingerprint training and experience requirements of the police department and be recommended by the senior Pasadena Police Department Fingerprint expert for court qualification. d. Present a letter from the Deputy District Attorney or City prosecutor stating that he/she has been qualified by a judge in court as a "FingerprintExpert."
3. Determination as to when employees have qualified for the certification pay shall be in the discretion of the Department.
4. Certification pay for qualified Forensic Specialists shall be three (3%) of top step for this classification.
5. In addition to the Certification Pay described above, employees in the classification of Forensic Specialist who possess Level II Crime Scene Analystcertification from the International Association for Identification (IAI), shall receive an additional $100 per month.
6. Employees in the classification of Forensic Specialist who possess Level III B Senior Crime Scene Analyst certification from the IAI, shall receive an additional $200 per month. Employees with both Level II and Level III Bcertification shall receive the higher of the two certification pays.
7. The parties have determined that possession of the Level II Crime Scene Analyst and Level III B Senior Crime Scene Analyst certifications enhance anemployee's ability to perform their duties.
8. The parties agree that to the extent permitted by law, the Certification Pays provided for in this Section above are special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR Section 571(a)(2) Educational Pay as Educational Incentive.
9. Renewals of certifications shall be in accordance with IAI requirements. The cost of IAI application and renewal fees, as well as books, lab fees or otherstudent-related expenses, shall be the responsibility of the employee. 12 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
However, employees shall be eligible for reimbursement for such expensespursuant to the City's Tuition Reimbursement provision of this MOU.
10. Permit Technician I's will automatically move to Permit Technician It's upon receipt of the ICC (International Code Council) Permit Technician certification.Effective date will be the beginning of the pay period following the submission of a personnel action form and/or appropriate documentation showing receipt of the certificate.
I
11. Police Dispatchers who possess an Advanced POST Certificate will receive 5% of base pay. The parties have determined that possession of the Advanced POST Certificate enhances an employee's ability to perform their duties.
12. Effective the pay period following Council adoption of the MOU, employees in the classification fo Helicopter Maintenance Technician who receive and maintain a Federal Aviation Administration Inspector certificate will receive5% of base pay as certification pay. The parties have determined thatpossession of the Federal Aviation Administration Inspector certificateenhances an employee's ability to perform their duties.
D. Shift Differential
1. Shift differential is paying an employee an additional amount for working on other than the day shift.
2. For employees in all City departments, the Swing shift will be defined as the hours between 3:00 p.m. and 10:59 p.m. and the Graveyard shift as the hours between 11:00 p.m. and 5:59 a.m. Effective July 18, 2022,for employees in all City departments, an employee is eligible for Swing orGraveyard shift differential at the rate of $1.75 per hour if he/she works four hours or more between the hours of 3:00 p.m. and 5:59 a.m.
3. The parties agree that to the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR,Section 571(a)(4) Special Assignment Pay - Shift Differential as specialcompensation.
E. Training Duty
13 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
1. Employees classified as Police Dispatcher who are assigned to perform training duties, shall receive $2.50/per hour (while actually training) above their base hourly salary.
2. Employees classified as Forensic Specialists or Senior Forensic Specialists, when assigned training duties by Management, shall receive five (5%) percentof salary as additional compensation. This pay is not reportable to CalPERS compensation as earnable.
ARTICLE 11 Leaves of Absence
The articles outlining paid leave provisions in this MOD outline benefit levels for full-time employees.
Part-time employees working twenty (20) hours per week or more shall be entitled to accrue vacation, sick leave, holiday and bereavement on a pro-rata basis (e.g., employeesworking twenty-five (25) hours per week shall accrue leaves at the rate of 62.5% of fulltime employees; employees working thirty (30) hours per week shall accrue leaves at the rate of 75% of full-time employees, etc.).
A. Sick Leave
1. Usage. The Sick Leave usage is limited to the following reasons:
a. Diagnosis, care, or treatment of an existing health condition of, or preventative care for the employee themselves or any of the following Family Members of the employee: a child of any age or dependency status; a parent; a parent-in-law; a spouse; a registered domestic partner; agrandparent; a grandchild; or a sibling; or b. Diagnosis, care, or treatment of an existing health condition of, or preventative care for a "designated person." Employees may identify one such designated person per 12-month period; or
c. For an employee who is a "Victim" against whom any crime is committed, to appear in court to comply with a subpoena or other court order as a witness in any judicial proceeding.
1. A "Qualifying Act of Violence", means (1) domestic violence; (2) sexual assault; (3) stalking; or (4) an act, conduct, or pattern ofconduct (a) that causes bodily injury to another individual; (b)wherein a weapon is brandished or drawn against another individual; or (c) that is a threat, whether perceived or actual, to 14 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
use force to cause physical injury to another individual.
2. For an employee who is a Victim, to obtain any relief, including but not limited to, a temporary restraining order, restrainingorder, or other injunctive relief, to help ensure the health, safety,or welfare of the Victim.
3. For an employee who is a Victim or has a Family Member who is a Victim of a Qualifying Act of Violence for any of the followingpurposes:
i. To obtain or attempt to obtain any relief for the Family Member, including but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to helpensure the health, safety, or welfare of the Family Member. ii. To seek, obtain, or assist a Family Member to seek or obtain, medical attention for or to recover from injuries caused by a Qualifying Act of Violence.
iii. To seek, obtain, or assist a Family Member to seek or obtain services from a domestic violence shelter, program, rape crisiscenter, or victim services organization or agency as a result ofa Qualifying Act of Violence. iv. To seek, obtain, or assist a Family Member to seek or obtain psychological counseling or mental health services related to an experience of a Qualifying Act of Violence.
v. To participate in safety planning or take other actions to increase safety from future Qualifying Acts of Violence. vi. To relocate or engage in the process of securing a new residence due to the Qualifying Act of Violence, including, butnot limited to, securing temporary or permanent housing or enrolling children in a new school or childcare.
vii. To provide care to a Family Member who is recovering from injuries caused by a Qualifying Acts of Violence.
15 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
viii. To seek, obtain, or assist a Family Member to seek or obtain civil or criminal legal services in relation to the Qualifying Actsof Violence. ix. To prepare for, participate in, or attend any civil, administrative, or criminal legal proceeding related to the Qualifying Act of Violence.
x. To seek, obtain, or provide childcare or care to a caredependent adult if the childcare or care is necessary to ensure the safety of the child or dependent adult as a result of the Qualifying Acts of Violence.
2. Sick Leave Accrual
Full-time employees are eligible to accrue up to eighty (80) hours of sick leaveper calendar year (3.08 hours per pay period). An employee may not accrue more than one thousand two hundred (1200) hours of sick leave.Employees are eligible to use sick leave hours that they have accrued.Employees cannot have negative use of sick leave hours.
An employee may not accrue more than one thousand two hundred (1,200) hours of sick leave. Once an employee reaches the maximum accrual, they willnot accrue additional sick leave until their sick leave accrual is below one thousand two hundred (1,200) hours.
3. Sick Leave Notice
Every employee who is unable to report to work for their scheduled shift shalleither call, or have someone call their supervisor or designee preceding the time they is scheduled to report to work informing the supervisor that they is sick. If a supervisor doesn't answer at the time of the call, a message should be left informing the supervisor that the employee will not be at work that day absence.
4. Verification of Sick Leave
a. Unit members who use sick leave for five (5) consecutive days or longer shall submit a signed verification of the need for absence due to illness/injury or the need to care for a family member. The verification must be provided by the personal physician attending 16 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
to the employee or family member, and presented to theemployee's supervisor before returning to work.
5. Enhanced Verification Requirements
a. In addition to Section A.l.c.i, the employee's supervisor, with the concurrence of Human Resources, may request future verificationwhen less than four consecutive days of sick leave is taken and reasonable suspicion of sick leave abuse exists, if one of the following also applies:
(1) The employee has used 80 hours or more of sick leave within the 12 months immediately preceding the request for sick leave. The 80 hours shall not include any time off on an approved Workers' Compensation claim, FMLA/CFRA/PDL orother legally protected leave of absence. (2) There is reasonable suspicion that the employee is using sick leave for an improper purpose. For purposes of this section, reasonable suspicion shall include, but is not limited to, a documented pattern of absences over a reasonable period oftime; calling in sick when a vacation request was denied; use ofsick leave at the start or end of a workweek; or calling in sick preceding or following a holiday.
b. When the prerequisites of Section A.l.c.i are met, the employee's supervisor and a representative of Human Resources will meet withthe employee and provide a written directive regarding future sick leave verification. The directive will require the employee to provide verification of sick leave (which may be more frequently than is required by Section A.l.c.i) for 90 calendar days, instruct the employeeon specific call-in procedures, and other relevant matters. Theemployee will be afforded an opportunity during this meeting torespond and offer good cause for the use of sick leave. At the end ofthe 90 days, the parties will reconvene to either release the employeefrom the constraints of the written directive or to extend the durationof the directive. c. The verification must be provided by the licensed personal physician, osteopath, chiropractor, psychiatrist, psychologist, certified therapistor Christian Science practitioner attending to the employee or family 17 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
member, and presented to the employee's supervisor before returning to work.
d. A unit member, who, while on vacation, becomes ill/injured and who provides a doctor's verification of illness/injury prior to returning to work which verifies that leave for injury or illness in excess of four days was required, may request that the vacation time be substituted withsick leave.
6. Sick Leave Reinstatement: If an employee separates and is rehired within one (1) year from separation, all accrued (or front-loaded) and unused sick leavewill be reinstated.
7. PERS Credit for Unused Sick Leave
Pursuant to Government Code Section 20965, employees may convertunused accumulated sick leave to service credit at time of retirement.
B. Bereavement Leave
1. Full-time employees absent for leave due to bereavement of an immediate family member may receive regular compensation for a maximum of 3working days. Three days of bereavement leave are provided separate fromthe sick leave provision. An employee may use vacation, sick leave, orcompensatory time off in order to provide for compensation, or may request unpaid leave, during bereavement leave of an immediate familymember in excess of the first three (3) and up to five (5) total work days.
2. Immediate family member is defined as spouse, registered domestic partner,parent, step-parent, parent-in-law, sibling, child, step-child, grandparent, or grandchild as defined by State law. Under special circumstances, the department head may approve bereavement leave upon the death of an individual not specified as the employee's immediate family member as herein defined.
C. Workers' Compensation Leave
1. The City will comply with the workers' compensation laws of the State of California.
2. In addition to the benefits provided under the law, for workers' compensation claims which have been accepted by the City, the City will supplement 18 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
workers' compensation temporary disability payments to provide salary continuance in an amount equal to the annual base pay of the employee (lessany required state and federal taxes). Claims that have been denied are noteligible for this benefit.
3. Supplemental payments will begin from the date of accepted injury and will continue for a period of time not to exceed nine (9) months. Employees who may return to work with work restrictions and who are offered modified/lightduty which is consistent with the employee's work restrictions, as determined by his/her/their/her/their treating physician or workers' compensationphysician will discontinue receiving supplemental payments.
4. If an employee returns to work or is able to return to work in a modified/light duty capacity and has not received the full nine (9) months of supplementalpayments and subsequently needs to be off work again for the same workplace injury/illness, the employee will be eligible for supplemental payments not to exceed a cumulative total of nine (9) months for the sameinjury/illness.
D. Military Leave
Military leave of absence will be granted and paid in accordance with law.
E. Witness Leave
In accordance with Government Code Section 1230.1, when an employee is servedwith a subpoena which compels his/her/their/her/their presence as a witness, he/sheshall be granted a leave of absence with pay (not to be considered vacation) in theamount of the difference between the employee's regular earnings and any amount he/she receives for such appearance unless he/she is a litigant in or party to the action, or an expert witness.
F. Maternity Leave/Reduced Work Week Schedule
1. For regular full time employees, the City will provide an unpaid maternity leave of absence for up to six months, or up to nine (9) months using a combination of unpaid leave for a maximum of six months and a reduced work weekschedule of at least 20 hours or more per week. The total combination of unpaid leave plus the reduced work week schedule shall not exceed a total ofnine months. 19 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
2. In addition, while the eligible employee under this policy is on an unpaid leave of absence or reduced work week schedule, the City will continue providing health and dental contributions to the employee as if the employee was on aregular full-time paid work status.
3. For part-time employees working 20 or more hours per week, the City will provide an unpaid maternity leave of absence for up to six months.
4. An employee may request that all or part of their earned sick leave, vacation time or compensatory time not be used or run-out prior to the leave of absence, but remain on the books for the employee's future use upon their return to work.
5. Employees are eligible for benefits pursuant to Pregnancy Disability Leave, California Family Rights Act (CFRA), and/or the Federal Family Medical Leave Act (FMLA), when applicable, for purposes of parenthood leave (e.g., pregnancy, childbirth, adoption, or foster care placement). PregnancyDisability Leave (which runs concurrently with FMLA) provides for up to fourmonths of leave for pregnancy disability (with health insurance paid for during such leave). CFRA provides the right to take up to an additional 12 weeks of leave (for up to one year after the birth, adoption or placement of a child in foster care) for caring for a newborn child, an adopted child or a child placed in the home for foster care.
6. Following the completion of Pregnancy Disability Leave and the exhaustion of FMLA/CFRA, if the employee is still unable to return to work as a result of continued disability caused by the pregnancy or the serious health condition(as that term is defined by the FMLAand CFRA) of the child for which she took leave, she shall be eligible to receive up to an additional two months of Citypaid health insurance if she needs to be off of work for at least an additional two months.
G. Jury Leave
1. If a unit member is required to be absent from work to report for jury duty, the employee will notify his/her/their/her/their supervisor of the absence assoon as possible, including, a phone message the night before if theemployee finds out via a phone recording that he/she must report the next day. Employees assigned to swing or graveyard shift shall be assigned to dayshift for the duration of the jury duty. Employees on Swing, Graveyard or weekend shifts shall have their schedules adjusted to traditional MondayFriday 5/40 work schedules while on Jury Duty. If an employee reports to jury 20 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
duty and is released early, the employee shall continue working their assigned alternative workweek schedule for the remainder of that workweek.
2. There will be no reduction in pay for a unit member who is required to be absent from work for jury duty. Jury duty includes time in court awaitingassignment or release. In those cases in which the employee is released bythe court with four or more hours remaining on his/her/their/her/their shift,the employee will report for duty and work the balance of the shift. By returning to work the employee will receive a full day's pay, and shall pay to the City any amount received from the court for the jury duty, excluding mileage.
3. In those cases in which the employee is not released by the court with four or more hours remaining on his/her/their/her/their shift, the employee need notreturn to work. The employee shall receive the full day's pay.
4. Employees will submit proof of jury service to his/her/their/her/their supervisor.
ARTICLE 12 Vacation
A. Vacations are subject to department approval unless, for the efficient administration of the City, the City Manager or his/her/their/her/their designee determines thatvacation leave of absence cannot be scheduled. In such event, the City Manager may authorize pay in lieu of vacation, or he may allow accumulation of more vacationabove the maximum accrual.
B. Vacation Accrual and Maximum
Unit members accrue vacation on a per pay period basis using the following schedule:
Years of continuousservice
Hours accruedper pay period
AnnualAccrual
VacationMaximumAccrual
Hire date to completionof 5 years
3.08 80 hours 160 hours
6 years - completion of10 years
4.62 120 hours 240 hours
11 years 4.92 128 hours 256 hours12 years 5.23 136 hours 272 hours13 years 5.54 144 hours 288 hours 21 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
14 years 5.85 152 hours 304 hours15 years 6.15 160 hours 320 hours C. Upon reaching the maximum accrual, employees will cease earning vacation until use of vacation brings the accrual below the maximum.
D. Employees cannot have negative use of vacation hours, however, vacation time may be requested and approved as long as the employee is expected to have sufficient accrued hours by the start date of the requested vacation E. Any employee who terminates employment shall be paid for all accrued and unused vacation with his/her/their/her/their final paycheck.
F. Regular employees working part time basis for 20 hours per week or more, will accrue prorate vacation hours based on the number of hours that they are scheduled to workin their part time work schedule, (e.g., employees working twenty-five (25)hours perweek shall accrue leaves at the rate of 62.5% of full-time employees; employeesworking thirty (30) hours per week shall accrue leaves at the rate of 75% of full-timeemployees, etc.).
G. Vacations including scheduling are subject to approval of the department head. To the extent possible, vacation preference will be given in order of receipt of thevacation request.
H. Employees who use forty hours of accrued leave (e.g., vacation, floating holiday, or compensatory time off) in the prior calendar year are allowed to cash out up to forty hours of vacation once per calendar year at the employee's base hourly rate of pay.
I. Irrevocable Election
a. By the last pay period of the calendar year with a pay date in the same calendar year (the first being 2026), employees who used forty (40) hours of accrued leave (e.g., vacation, floating holiday or comp time) in the calendar year maymake an irrevocable election to cash out up to forty (40) hours of vacation at their base hourly rate of pay that will be earned in the following calendar year. b. The employee will be paid for the vacation hours (up to a maximum of forty (40) hours) they irrevocably elected to cash out on the last pay day in December of the calendar year.
c. If an employee makes an irrevocable election to cash out vacation in the following calendar year and uses vacation in that subsequent year, thevacation used will come from the vacation the employee had earned prior toJanuary 1 of the year the employee elected to cash out vacation. This is to ensure that assuming an employee had vacation balance prior to January 1, 22 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
the vacation used wilt not result in a reduction in the amount of vacation the employee is eligible to cash out.
ARTICLE 13 Holidays
A. The following days shall be observed as holidays:
January 1;the third Monday in January;
February 12;
the third Monday in February;the last Monday in May;July 4;the first Monday in September; November 11;
the fourth Thursday in November;the day following the fourth Thursday in November; December 25.
B. Upon agreement from all bargaining units to recognize March 31 and June 19 as official City holidays AND combine observance of Lincoln's birthday (February 12) withWashington's birthday observance (third Monday of February), the following daysshall be observed as holidays:
January 1;
the third Monday in January;the third Monday in February;March 31;the last Monday in May;June 19;July 4; the first Monday in September;
November 11;
the fourth Thursday in November;the day following the fourth Thursday in November; December 25.
In the event any other represented or non-represented group should reach an agreement with the City which provides for a greater benefit concerning thesubject of "Holidays" as it relates to the observance of March 31 and June 19, andthe combining of Lincoln and Washington's birthday, the employees of this bargaining unit shall receive an equal benefit.
23 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
C. If any of the foregoing holidays falls upon a Saturday, the preceding Friday is the holiday in lieu thereof. If any of the foregoing holidays falls upon Sunday, the Monday following is the holiday in lieu thereof.
D. The value of holidays will be as follows:
1. For 9/80 employees, nine hours on a day when the employee is regularly scheduled to work nine hours and eight hours on a day when the employee is regularly scheduled to work eight hours.Holidays falling on a 9/80 employees' regular day off will result in eight hourscredited to the floating holiday bank.
2. For 5/40 employees, holidays are eight hours.3. For 4/10 employees, holidays are ten hours.
4. For 3/12 employees, twelve hours on a day when the employee is regularly scheduled to work twelve hours and eight hours on a day when the employee is regularly scheduled to work eight hours.
E. Floating holiday: Effective with the first paycheck in January each unit member will be provided floating holiday hours as follows:
eight hours for employees working the 5/40 schedule;
nine hours for employees working the 9/80 schedule;
ten hours for employees working the 4/10 schedule; andtwelve hours for employees working the 3/12 schedule Contingent upon all bargaining units agreeing to implement the new holidays referenced above, each unit member shall receive one (1) additional floating holiday, credited to the floating holiday bank with the first paycheck in January, only for the calendar year in which the new holidays are implemented by all bargaining units.
F. In the event that an employee is required to work a holiday he/she shall receive time and a half for hours worked on the holiday. In addition, the employee is entitled to receive 8 hours or 9 hours of pay a the straight time rate if he/she is on a 9/80 work schedule, 10 hours of pay at the straight time rate if he/she is on a 4/10 work schedule and 12 hours of pay at the straight time if he/she is on a 3/12 work schedule.
G. Continuous Shift Employees In The Police Department - Community Service Officer, 24 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
Forensic Specialist, Senior Forensic Specialist, Police Records Technician, and PoliceDispatcher
1. Regardless of the above, continuous shift employees of the Police Department whose work shift overlaps a holiday shall be paid for hours worked on theactual calendar holiday (not the City-observed holiday) as follows:a. Continuous shift employees whose work schedules require them to work past midnight shall be paid time and one-half for the full shift of any shift which begins on a holiday regardless of when the work shift ends. b. Continuous shift employees whose work shift does not begin on a holiday, but ends past midnight into the holiday shall be paid at the straight timerate for hours worked on the actual holiday. c. For continuous shift employees, holidays falling on a regular day off, may either be credited to the floating holiday bank, or paid to the employee at the straight time rate, at the employee's discretion.
d. Floating holiday hours are earned at the time the holiday falls on a scheduled day off. Employees choosing to receive pay for the holiday will note the request on his/her/their/her/their timesheet.
e. Floating holiday hours may be used with the prior approval of the employee's supervisor.
f. For continuous shift employees, the parties agree that to the extent permitted by law, the additional pay for working on a holiday (which is part of regular scheduled hours) is special compensation and shall be reportedas such pursuant to Title 2 CCR, Section 571(a)(5). Holidays that arecredited to the floating holiday bank are not reportable to CalPERS.
H. Unused holiday hours for a given year may be carried over to the following year to a maximum offifty-four (54) hours; but must then be used or lost.
I. Earned floating holiday hours remaining in the employee's bank which were for holidays occurring prior to the separation will be paid to the employee at the employee's current base rate of pay.
25 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
ARTICLE 14 Rest and Meal Periods
A. Rest Periods
1. Every employee shall be provided two 15-minute rest periods per day for each period of not less than three hours or more than four hours. Employees may leave the job site for a rest period providing that the total time away from the job does not exceed 15 minutes.
2. The time at which such rest periods are taken shall be determined by the department head who will schedule absence from duty so that service to thepublic is not impaired.
3. Rest periods may not be accumulated or added to a lunch hour, vacation or to other forms of leave, except as authorized in the following section for employees assigned to the Police Communications Center.
4. Employees regularly assigned to the 3/12 schedule in the Police Communications Center may combine their fifteen-minute rest period(s) andthirty-minute meal period during any one (1) work shift (regular shift orovertime shift), when operationally feasible and approved by the supervisor.
Employees may only combine the rest period(s) and meal period they qualify for based on the duration of that shift.
B. Meat Periods
Employees covered by this Agreement shall be entitled to a meal period of up to 1 hour.
1. Meal periods are unpaid unless an employee is required to work through his/her/their/her/their meat period.
2. The amount of time for a meal period and the procedure for taking a meal period shall be determined by the department director orhis/her/their/her/theirdesignee.
3. Departments will provide employees 14 days calendar notice of an ongoing change to the meal period.
26 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029ARTICLE 15 Employee Benefits
The following section outlines insurance benefits for regular full-time employees and regular part-time employees regularly scheduled to work an average of 30 or more hoursper week during the calendar year.
A. Life Insurance
The City will provide life insurance coverage in the amount of $50,000 for each employee.
B. Dental Care Program
The City will contribute 100% payment of employee only premium amount and up to $86.31per month for each eligible employee who enrolls in dependent coverage. In no case shall an employee receive more than the amount of the premium for the dental plan for which he/she/they is enrolled.
C. Health Insurance/Employee Option Benefit Fund
1. The City of Pasadena participates in the CalPERS Medical program (per the Public Employee Medical and Hospital Care Act - "PEMHCA"). For employeesenrolled in a CalPERS medical plan, the City contributes the required statutory minimum (per Government Code section 22892) toward the medical premium which is part of the EOBF allowance.
2. The Employee Option Benefit Fund (EOBF) allowance is used to offset health premium costs and includes the PEMHCA minimum.
3. Effective January 1, 2026, the EOBF allowance for current employees enrolled in a medical plan offered through the City is:
Tier 1: Employee Only $1,180.26Tier 2: Employee+1 $1,835.82 Tier3: Employee+2 $2,386.58
4. Increases to each tier (employee only, EE+1, EE+2) will only occur when the premium for the CalPERS LA Region for Blue Shield Access+ or Kaiser exceed the current allowance. The allowance in each tier will equal the lower of the LA Region Blue Shield Access+ or Kaiser premium but shall not be loweredbelow the 2014 allowance. 27 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
5. Employees hired by the City on or after January 1, 2015, will receive an EOBF allowance (including the statutory minimum) that equals the premium of BlueShield Access+ or Kaiser (LA Region) whichever is lower for the tier in whichthey enroll (employee only, employee+1 employee+2).
6. Employees in the unit as of June 30, 2012 who elect to opt out of medical coverage offered by the City because they have provided proof of medicalcoverage will receive an EOBF opt out allowance of $1,061.26 per monthwhich will be designated to the employee's deferred compensation account.
Employees may elect to have 65% of the EOBF Opt Out allowance paid as cashin lieu of depositing the total allowance to a deferred compensation accountoffered by the City.
7. Effective July 1, 2012, new employees electing to opt out of medical coverage offered by the City because they have provided proof of group medicalcoverage will receive an EOBF opt out allowance of $400 per month which will be designated to the employee's deferred compensation account. New employees may elect to have 65% of the EOBF Opt Out allowance paid as cash in lieu of depositing the total allowance to a deferred compensation account offered by the City.
D. Long Term Disability
The City provides a long term disability (LTD) plan that will provide for disability payments to employees under, at least, the following basic provisions:
1. Disability payments will commence on the 46th calendar day of the illness or injury;
2. Payments shall not exceed a total of 50% of the employee's salary or a maximum of $900 per month and will be coordinated with deductible benefits as provided under the LTD plan;
3. The maximum benefit period will be for an individual whose disability begins before age 60 is to age 65;
4. The maximum benefit period for an individual whose disability begins at age 60 or older will be five years.
In addition to the basic LTD plan provided by the City, the employee may elect to enroll in a supplemental LTD plan at his/her/their cost, which provides supplemental 28 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
LTD payments equal to 60% of the employee's salary, coordinated with deductiblebenefits. Effective January 1, 2016, employees may elect to enroll in a supplemental LTD plan at his/her/their cost, which provides supplemental LTD payments equal to 66 2/3% of the employee's salary, coordinated with deductible benefits.
E. State Disability Insurance (and Paid Family Leave)
The City approves LIUNA's participation in the Employment Development Department's State Disability Insurance (SDI) program. The cost of participating in this program is 1% of earnings and will be paid by the employee. Employees may not receive more than 100 percent of normal earnings when receiving SDI or PFLbenefits and pay from the City.In the event of a disability that is non-industrial or where industrial causation has yet to be determined, or for time taken to care for a seriously ill family member, or to bond with a new child, employees shall apply for SDI/PFL benefits in a timely manner.
The City will continue to pay the employer share of the premiums for medical vision, dental and life insurance coverage on behalf of a qualified regular full or part-time employee who is receiving SDI for the period of time that he/she/theyhas and utilizes leave accruals to fully integrate or for the period of timehe/she/they is on approved FMLA/CFRA leave, whichever period is longer.
SDI benefits will be integrated with accrued leave accruals as follows:
a. Employees must promptly inform departmental payroll clerks of their SDI benefit amount and provide documentation of receipt for which he/she/they is eligible.
b. Employees' pay, including leave accruals and/or SDI benefits shall not exceed the employee's regular gross pay. Gross pay is made up of regular base payand bilingual pay, as applicable. Employees must integrate all required leaveto equal 100% of their full time equivalent position. c. Upon exhaustion of sick leave, other accumulated leave will be integrated with weekly SDI benefits.
ARTICLE 16 Retirement
A. Retirement benefits shall be provided as currently specified under the City of Pasadena's Contract with the Public Employees' Retirement System.
B. Unit members employed by the City of Pasadena on or before December 31, 2012 and employees hired on or after January 1, 2013 who are not defined as "new members" 29 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
by the Public Employees' Pension Reform Act of 2013 (PEPRA) are provided the following retirement benefits:
1. Miscellaneous 2.5% @ 55 benefit formula.2. Final compensation based upon the highest annual average compensation earnable during the 36 months of employment immediately preceding theeffective date of his/her/their retirement or some other period designated bythe retiring employee per Government Code section 20037.
3. Employees pay the 8% employee/member contribution on a pre-tax basis. The City has adopted a resolution per IRS Code section 414(h)(2) to ensure that thepayment of the member contribution will be made pre-tax.
4. Effective July 8, 2019, employees pay 8% employee/member contribution on a pre-tax basis and an additional 0.10% of the employer rate as cost-sharing(for a total of .10% of the employer rate) in accordance with Government Code section 20516(f).
5. Effective the first full pay period in July 2020 and timed with the salary increase, employees pay 8% employee/member contribution on a pre-taxbasis and an additional 0.40% of the employer rate as cost-sharing (for a totalof .50% of the employer rate) in accordance with Government Code section 20516(f).
6. Effective the first full pay period in July 2021 and timed with the salary increase, employees pay 8% employee/member contribution on a pre-taxbasis and an additional 0.50% of the employer rate as cost-sharing (for a total of 1.00% of the employer rate) in accordance with Government Code section 20516(f).
C. Unit members hired on or after January 1, 2013 who are "new members" as defined by the PEPRA are provided the following retirement benefits:
1. Miscellaneous 2% @ 62 benefit formula.
2. Final compensation based upon the highest annual average compensation earnable during the 36 months of employment immediately preceding theeffective date of his/her/their retirement or some other period designated bythe retiring employee.
3. Employees will pay one-half of the total normal cost. 30 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
D. The City contracts for the following optional benefits which apply to all miscellaneous employees:
1. 1959 Survivor Benefit Level 4 (Section 21574)
2. Pre-Retirement Option 2W Death Benefit (Section 21548)
3. Pre-Retirement Death Benefits to Continue After Remarriage of Survivor (Section 21551)
4. $500 Retired Death Benefit (Section 21620)
5. 2% Annual Cost of Living Allowance Increase (Section 21329)
6. Unused Sick Leave Credit (Section 20965)7. Military Service Credit (Section 21024) ARTICLE 17 Reimbursements
A. Tuition Reimbursement
1. Regular employees pursuing an Associate of Arts degree or higher in a at an accredited college or university in a career field existing in the City of Pasadena, shall be eligible for tuition reimbursement of up to five thousand dollars ($5,000) per fiscal year. In addition. Management shall have the discretion to approve reimbursement for job-related coursework not associated with a degree program. Upon presentation of receipts and gradecards, employees will be reimbursed for the actual costs of tuition, books, labfees, or other student expenses. Parking fees are not reimbursable under this provision.
2. Eligibility for tuition reimbursement shall be in accordance with Section 8.D - Tuition Reimbursement of the City of Pasadena's Manual of Personnel Rules, Practices and Procedures.
B. Uniforms
1. Rules and regulations for wearing of uniforms shall be set by the operating departments. The employee must pay for and replace any uniform lost orstolen which has been assigned to them. It shall be the policy of the City toreplace worn or damaged uniforms for Police personnel consistent with departmental guidelines.
2. The City will report the value of provided uniforms to CalPERS as $200 per year for unit members defined as "classic members" under the Pension Reform Actof 2013. The parties agree that to the extent permitted by law, this is special 31 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(5) Uniforms. "New members" as defined under the Public Employees' PensionReform Act of 2013 will not have the value of the uniforms reported as special compensation.
C. Mileage
The City will provide reimbursement to the employee for use of his/her/their personal vehicle for authorized work-related travel. The reimbursement rate shall equal the per mile rate stated in Internal Revenue Service regulations governing tax deduction allowances for unreimbursed employee business expenses.
D. Safety Shoe Allowance
Each January, the City shall provide a $125 allowance for Department approved safety shoes/boots and safety shoes/boots will be a required part of the uniform for thefollowing classifications:
Community Services Officer
Forensic Specialist
Senior Forensic Specialist
Helicopter Maintenance TechnicianProperty Evidence TechnicianParking Enforcement Representative Senior Parking Enforcement Representative
Employees who incur additional cost over $125 for approved safety boots/shoes will be reimbursed up to an additional $175 upon presentation of a receipt (total possible of $250).
E. Tool Allowance (Helicopter Maintenance Technician)
Effective with the first paycheck in January, 2027, and each January thereafter, theCity will provide a tool allowance of $500 for employees in the classification ofHelicopter Maintenance Technician to support the purchase and maintenance ofrequired tools.
ARTICLE 18 Transportation Demand Management PrideShare II Program Unit members must participate in the PrideShare program as identified in the City'sPersonnel Manual of Policies and Procedures. Solo drivers are required to pay $35 per 32 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
month ($17.50 per pay period). Non-Solo drivers have benefits provided per the policy.
ARTICLE 19 Payroll Administration
A. Step Increases
1. There are six steps in the salary schedule for unit employees. Step increases will be granted when an employee receives a performance evaluation of meetsexpectations/satisfactory or above. Step increases will be granted on an annual basis (12 month intervals).
2. Effective the pay period following Council adoption of this MOD, if an employee's performance evaluation is not completed within sixty (60)days of their anniversary date, the employee will automatically receive a step increase until such time that they reach top step.
3. When an employee is promoted from one classification to another classification with a higher top step, the promotion shall result in placement in the new salary range that will provide an amount equal to at least a twostep increase (5%) in compensation. The two-step increase will be measuredby the compensation schedule (base salary to base salary) from which theemployee is being promoted. In no event shall the salary be higher than thetop step in the new salary range.
4. The City Manager may approve a promotion at a higher step within the schedule. In addition to approval by the City Manager and in consulation with Human Resources, the Department Director or designee may approves higherstep upon promotion in accordance with City policy.
B. Temporary Upgrade Pay (Acting Assignments)
Employees may be assigned on a temporary basis to assume the full duties of ahigher level position when that position is temporarily vacant due to an extendedleave of absence or scheduled to be filled following the completion of a recruitmentprocess. Acting assignments will be filled in accordance with the Acting AssignmentsPolicy located in the City's Manual of Personnel and Administrative Rules.Employees in acting assignment will receive 5% of base pay as acting pay.
To the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR Section 571(a)(3) Temporary Upgrade Pay as specialcompensation. 33 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
ARTICLE 20 Payroll Deduction and Dues
A. Deduction and Dues
The Union shall comply with the dues deduction requirements of the City of Pasadena.
LIUNA will maintain records of employee authorizations for dues deductions. LIUNA will provide the City with information regarding the amount of dues deductions andthe list of LIUNA employees who have authorized dues deductions. To the extent required by the California Government Code, the City will rely on the informationprovided by LIUNA in processing dues deductions for LIUNA members.
To the extent required by the California Government Code, LIUNA agrees to indemnify and hold the City of Pasadena harmless from any liabilities of any nature which mayarise as a result of the application of the provisions of this Section.
ARTICLE 21 Written Reprimands
An employee, upon reviewing his/her/their personnel file, may request and have anywritten reprimands issued more than five (5) years prior removed from his/her/their personnel file, provided there have been no subsequent disciplinary actions taken againstthe employee for the same or similar offense.
ARTICLE 22 Grievance
A. Definition
1. Grievance - A dispute between an employee(s) or the Union and the City regarding an interpretation or application of the Employer-Emptoyee LaborRelations Resolution, this MOD, or of the rules and regulations governing conditions of employment.
2. Grievant - An employee or the Union.
B. Guidelines
1. An employee may file a grievance without jeopardizing the employee's employment. The Union may also file a grievance. In lieu of the grievanceprocedure, an employee may elect to process allegations of unlawfuldiscrimination through the Human Resources Department, utilizing the Discrimination Complaint Procedure.
34 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
2. An employee may select one of the following methods of representation. The employee may:a. Be self-represented
b. Be represented by the Union not to exceed two City employees and the Business Representative.
3. Once a grievance is presented and formal notification has been given to the department that the employee will be represented by a union representative in the grievance proceedings, then that representative shall be governed by this MOU.
4. The representative shall be entitled to:
a. Notification of the time and place of the grievance proceedings and the opportunity to be present at such proceedings.
b. A copy of any written decisions or communications to the employee concerning the grievance proceedings.
5. A grievance may be initiated by the employee concerned, his/her/their union representative, or the Union itself.
6. An earnest and sincere effort shall be made by all parties to cooperate in the prompt resolution of a grievance in an amicable manner. The time limits maybe extended when mutually agreed upon in writing between the appropriateparties. If the employee, including through his/her/their representative or the Union, fails to proceed with the grievance within any of the time limits specified herein, the grievance shall be considered settled on the basis of thelast decision rendered.
7. This is the sole and exclusive method for resolving grievances.
C. Grievance Procedure
1. Step 1
a. The employee shall orally present the grievance to the immediate supervisor within fifteen (15) calendar days following the event or events upon which the grievance is based.
35 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
b. The immediate supervisor shall make whatever investigation deemed necessary and may arrange a meeting with the employee to discuss the grievance and, if possible, resolve it. The supervisor shall give an answerto the employee within fifteen (15) calendar days following the oral presentation of the grievance. If the employee has requested to berepresented, the representative shall be given the opportunity to attend the meeting, and shall be informed of the immediate supervisor's decisionon the grievance. c. If the employee is not satisfied with the decision of the immediate supervisor, upon indicating the specific areas of disagreement, appeal toStep 2 can be made.
2. Step 2
a. If the employee desires to appeal his/her/their grievance to Step 2, the employee shall submit the grievance in writing on a grievance form provided to the department head, within fifteen (15) calendar days following receipt of the immediate supervisor's decision at Step 1. b. The written grievance must contain a citation of the MOD provision, policy or procedure alleged to have been violated by the City, a completestatement of the complaint, the facts upon which it is based, theemployee's reasons for the appeal, and the remedy being requested. Thegrievance form shall be signed and dated by the employee, or a representative of the Union.
c. The department head and the Director of Human Resources, or their designated representatives, shall attempt to resolve the grievance andshall arrange a meeting with the employee(s) and his/her/theirappropriate representative. A decision, in writing, shall be given to theemployee within fifteen (15) calendar days following the receipt of thewritten appeal or conclusion of the appeal meeting whichever is later. d. If the written response is not provided within fifteen (15) calendar days of the step 2 meeting than the grievant may appeal to step 3 unless the reason the response has not been provided is because information hasbeen requested from the grievant or Union has not been provided. In that situation, the response is not due until after the decision maker is providedwith the requested information. 36 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
e. If the employee is not satisfied with the Step 2 decision, upon indicating areas of specific disagreement, appeal of the grievance to Step 3 forresolution may be made.
D. Advisory Arbitration
1. If the grievance has been properly processed and is not satisfactorily resolved at Step 2, the Union may appeal the grievance to arbitration, except written reprimand may not be appealed to arbitration and Step 2 decisions on suchreprimand are final. The appeal shall be in writing; shall be signed by theauthorized Union representative and the employee, and shall be submitted tothe City within fourteen (14) calendar days of the written decision at Step 2.
2. Within ten (10) calendar days the parties shall request the Public Employment Relations Board to submit a list of seven (7) persons qualified to act as arbitrators.
3. Within ten (10) calendar days following receipt of the list of arbitrators, the parties shall meet to select the arbitrator. The parties shall alternately strikeone name from the list of arbitrators (the right to strike the first name to bedetermined by flipping a coin) until one (1) name remains, and that personshall be the arbitrator.
4. The arbitrator shall hold a hearing on the issue or issues submitted. The arbitrator shall not hear witnesses without the presence of both parties andshall render a written opinion within 30 calendar days following the closing ofthe hearing unless the period has been mutually extended in writing. Theopinion, which shall be bound by the present MOU, shall be advisory only, shall not be binding on either party, and shall be limited to the issue, or issues,presented to the arbitrator. The opinion shall be sent to the City Managerand/or his/her/their designee with a copy to the Union and the employee.
5. Within thirty (30) calendar days following receipt of the advisory opinion, the City Manager and/or his/her/their designee shall advise the Union and theemployee by letter whether or not any further action will be taken regarding the issue, or issues, referred to in the arbitrator's advisory opinion. A copy ofthe City Manager and/or his/her/their designee's letter will be sent to theemployee and/or union
6. Each of the parties involved shall contribute equally to the cost of facilities, fees and expense of the arbitration, including required transcripts, which shall 37 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
be determined in advance of the hearing. Each party shall bear its own witness and attorney fees.
ARTICLE 23 Alternatives to Layoff
A. If during the term of this MOD, the City determines that workforce reductions are necessary, it shall, together with the Union, explore the following options prior toutilization of the layoff procedure.
1. Utilize normal attrition;
2. Develop programs to train City employees for other City openings.3. Give appropriate notice to the Union of pending layoffs and meet and confer on the impact of layoffs. Included in this process shall be exploration of further alternatives to layoffs.
ARTICLE 24 Layoff
A. Definition
Layoff is defined as any involuntary separation wherein management eliminates a job without prejudice to the incumbent. The provisions of this Article do not apply toemployees on grant funded/limited term positions.
B. Authority
The City Manager shall have the authority to eliminate positions within any department because of curtailment of funds, reduction in force due to technologicalor operational changes, or elimination or modification of any activity or service.
C. Policy
1. The City will make every effort to accommodate those employees who may be subject to layoff through the process of normal attrition. In the event of the reduction of the work force, existing vacancies shall be used to the maximum extent possible to relocate affected employees, regardless of departmental jurisdiction.
2. Layoff shall be made by specific classification.3. Within a given class, individuals will be laid off based upon seniority in that classification. For the purposes of bumping, seniority shall include time I
38 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
worked in the current class, the previously held class, plus time worked in directly related higher classifications.
4. The layoff priority of employment categories shall be as follows:
a. Probationary, regular, part-time employees.b. Probationary, regular, full-time employees. c. Regular, part-time employees who have completed their probation. d. Regular, full-time employees who have completed their probation (for purposes of this policy, employees who work 30 hours per week or more are defined as "full-time".)
5. Departments which anticipate a possible reduction in staff because of the acquisition of new equipment, change in procedures, or for any other reason,shall notify the Human Resources Department and the affected employee assoon as possible in order that appropriate procedures may be initiated. The Human Resources Department will advise the Union of the impendingreduction in staff with enough notice to allow for the exploration ofalternatives to layoffs.
6. Employees for whom a layoff appears imminent shall be placed upon a retention list for that class. All vacancies within that class shall be filled from the retention list prior to using the regular eligible or any existing recall lists.
The conditions applying to this list shall be as follows:
a. Based upon seniority in their present class, employees will have the right to transfer to any vacant position in the same class if they meet the minimum requirements for the vacant position.
b. If qualified, employees shall have a right to a demotion to another classification in their own department or this bargaining unit if a vacancy exists and is to be filled.
c. If any employees cannot be placed under the provisions of Paragraphs a. and b. above, such employees may be considered by otherdepartments as follows:
The employee is physically able to perform the required duties. ii. The position is not one of greater supervisory responsibility and is compensated at a rate equal to or less than the employee'spresent rate. 39 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
iii. The employee meets the minimum qualifications and physical standards of the position.
iv. Departments, other than the one in which the particular layoff occurred, are not obligated to accept the laid-off employeeunless the classification is covered by this bargaining unit.
7. Based upon his/her/their seniority as defined in this Section an employee may exercise a displacement (bumping) right to a position which he/she formerly held on a regular basis.
8. Employees transferred to a new position in the same class shall receive the same salary step and retain the same anniversary date as in their previous position.
9. Employees who, in order to avoid being laid off, accept voluntary demotion shall be compensated in the established salary range of the class into which they transfer at the step nearest to, but not greater than, that received in theirformer classification. The employee's rate of pay shall be changed at the timethat the reassignment is made or new duties and responsibilities are assumed and the employee shall retain the previous employment date for purposes ofstep advancement.
10. Employees who accept voluntary demotion shall be placed on a reemployment list for their previous classification in accordance with this Section below. Rejection of a reappointment offer shall terminate eligibilityfor future consideration.
11. Employees who are subject to impending layoff may not be transferred to a vacant position with a higher salary range except through participation in the normal examination and selection procedures, as established by the Human Resources Department.
12. Employees who cannot be placed, and must be laid off, shall have their names placed on a recall list and shall be eligible as follows. a. To compete in promotional examinations for which they are qualified for a period of 18 months.
b. To hold recall rights for a period of 18 months and be eligible for any vacancies which may occur during this period in the classification held 40 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
by the employee, provided that the employee is able to perform the duties of the job.
c. Employees who are laid off will be given the following considerations with regard to their other accumulated benefits:
Employees will not continue to accumulate any longevity-basedbenefit during the period that they are laid off, but will retain any benefits accumulated to the date of layoff. Employee retirement benefits cease at the time of, and will not be paidduring a layoff period. ii. The employee may remain in a layoff status for a maximum of 18 months. If the employee is recalled during this time, reinstatement will be made and all rights and benefits will be restored as a regular employee from the date of their first appointment within the period of the most recent continuousservice, with an appropriate adjustment for the time that was not actually worked on the job.
iii. The laid-off employee will have the option of receiving payment for any accumulated vacation and/or sick leave, within the provisions of the respective policies, at any time during thelayoff period. Such payments will be made in one sum. iv. Employees who claim payment for accumulated vacation and/or sick leave and are subsequently recalled, will begin reaccumulating the claimed benefit(s) on the date that they report back to work.
v. Laid-off employees who are not recalled within the 18-month period will be completely separated from the City service and will automatically receive payment for any accumulatedvacation which has not been previously claimed. d. Employees laid off and given an opportunity to return to their job classification shall be allowed a maximum of 14 calendar days aftersuch notification to make themselves available. If an employee refusessuch an opportunity to reemployment, the employee will be removedfrom the recall list. 41 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
13. Provisional or temporary employees may be separated by the appointing authority without regard to seniority status, and shall have no recall rights, but may be returned to their former place on the eligible list.
14. Employees who: (a) may be transferred, (b) accept a voluntary demotion, (c) are reemployed by the City, shall meet the job requirements of the class intowhich they are placed.
15. Questions on seniority status, which affect retention and recall that are influenced by previous reclassification actions, shall be adjudicated by the Director of Human Resources.
D. Procedure
1. Notice: Each affected employee shall receive written notice from the appointing authority, specifying the exact date when layoff is to be effective;and at least two weeks' notice shall be given. a. The commencing date of the recall rights of the employee shall start from the effective date of layoff.
2. Recall List: The Human Resources Department will automatically establish a recall list by classification for a period of 18 months. a. All departments where classifications exist for which a recall list has been established will be notified of the availability of individuals on the recall list.
b. Individuals on the recall list will be appointed to vacancies for which they qualify in the department from which they were laid off, so longas any person in that class is on such a list, before any other names onany other eligible lists - promotional or open competitive - are used.
E. Severance
Employees who are laid off will receive severance pay equal to one month of base pay for each year of full-time employment with the City subject to a maximum of six months' pay. Severance payments will be made monthly and will be discontinued should the individual be re-employed by the City.
42 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
ARTICLE 25 Work Schedules and Work Weeks
A. Work schedules are defined as an employee's regularly assigned hours of the day and days per week.
B. Unit members work a seven day FLSA work week (168 recurring hours).
C. Work schedule is defined as an employee's regularly assigned hours of the day and days per week and may include:
1. The 9/80 schedule (four nine hour days per work week and one alternating eight hour day/regular day off). Employees working the 9/80 have a FLSA workweek designated as beginning four hours into their alternating regular day off(eight hour day).
2. The 5/40 schedule (five eight hour days per work week). Employees working the 5/40 have a FLSA work week designated as beginning at 12:00 a.m. on Monday through 11:59 p.m. Sunday.
3. The 4/10 schedule (four ten hour days per work week). Employees working the 4/10 have a FLSA work week designated as beginning at 12:00 a.m. on Monday through 11:59 p.m. Sunday. Classifications working the 4/10 work schedule include: Community Services Officer, Forensic Specialist, Senior Forensic Specialist Police Dispatcher, and Computer Forensic Examiner..
4. The 3/12 schedule (three twelve hour days per work week and one alternating eight hour day every other week). Employees working the 3/12 schedule havea FLSA work week designated as beginning four hours into their alternatingeight hour work day. The only classification working a 3/12 work schedule is a Police Dispatcher
D. The City shall give notice to the Union and, upon request, meet and confer on City proposals to reduce regular work hours in lieu of layoff.
ARTICLE 26 Seniority
A. Seniority shall be determined by the length of time the employee has been in the current classification.
B. For computation of wage increase, evaluations and supplemental benefits (vacation, sick leave, etc.) the Date of Appointment is the date the employee was first appointedto a "regular" position. For employees who were reclassified into a new classification 43 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
and would otherwise have the same seniority date in the new classification, seniority is determined by the seniority in their prior classification.
C. If an employee is hired on a part time, temporary or federally funded status into a classification and without a break in service is subsequently appointed to the sameposition on a "regular" status, the date of first hire on the temporary status is the Dateof Appointment.
ARTICLE 27 Probation
A. Initial Appointment - Except as provided by administrative regulation, and except as otherwise provided in this paragraph, all employees employed by the City hereunder, as part of the examination process, shall serve an initial probation period ofcontinuous service as specified on the job specification at the time of hire. Any employee serving an initial probation period may be terminated with orwithout causeat the discretion of the appointing authority. Probation periods shall be deemed to be part of the examining process. Such initial probation period shall not be extended.
B. Promotional Appointment - Employees who are promoted shall serve a twelve month probation period of continuous service in the higher classification. Any employee serving a promotional probation period may be returned to his/her/their formerclassification during such probation period if a vacancy exists, but such probation period shall not be extended. If a vacancy does not exist in the former classification, the employee shall be considered for any job classification throughout the City forwhich: they meet the minimum qualifications; a vacancy exists and is authorized to be filled; and the placement would not result in a promotion. Any employee serving apromotional probationary period may request to be returned to his/her/their formerclassification. Further, if the employee so requests, said employee shall be returned to his/her/their last regular classification during the probationary period or as soon as possible, provided that a vacancy exists and there are no other actions pending against the employee.
ARTICLE 28 Drug and Alcohol Use
It is the responsibility of the City, the Union, and employees to maintain a safe, healthy, and productive work environment. In order to fulfill said responsibility, the parties have agree to the following policy:
A. Purpose
1. It is the purpose of this policy to eliminate substance abuse and its effects in the workplace, and to ensure that employees are in a condition to perform their duties 44 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
safely and efficiently, in the interests of their fellow workers and the public as wellas themselves.
2. Regardless of any provision in this policy, the parties understand that the City may discipline employees based on its investigation of misconduct, either on duty oroff duty.
B. Policy
1. It is City's Policy that employees shall not be under the influence of or in possession of alcohol or drugs while on City property, at work locations, while onduty, or before reporting for duty; shall not utilize such substances when theyhave a reasonable expectation of call in for duty; shall not possess, provide or sellillegal drugs to any other employee or to any person while on duty; not have theirability to work impaired as a result of the use of alcohol or drugs (whether lawfulor unlawful drugs).
2. While use of medically prescribed medications and drugs is not per se a violation of this policy, the employee must notify his/her/their supervisor, before beginningwork, when taking medications or drugs (including the possible effects of takingsuch medication and drugs) which could foreseeably interfere with the safe andeffective performance of duties or operation of equipment. In the event there is a question regarding an employee's ability to safely and effectively performassigned duties while using such medications or drugs, clearance from a qualifiedphysician may be required.
3. If the City has a reasonable suspicion that an employee may have drugs, alcohol or paraphernalia related to its use on City property, the City may search, withoutemployee consent, all areas and property in which the City maintains control or joint control with the employee, such as desks, file cabinets, City vehicles, etc.
Otherwise the City may notify the appropriate law enforcement agency that anemployee may have illegal drugs in his/her/their or her possession or in an area not jointly or fully controlled by the City, such as lockers assigned exclusively for the employee's personal use.
4. Employees reasonably believed to be under the influence of alcohol or drugs shall be prevented from engaging in further work and shall, for safety purposes beprovided transportation from the work site.
5. The City is committed to providing reasonable opportunity for rehabilitation for those employees whose drug or alcohol problem classifies them as disabled under federal and/or state law. Employees whose use of drugs or alcohol prohibits them 45 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
from performing the duties of their position, or whose use constitutes a directthreat to property or the safety of others, are not considered disabled underfederal or state law.
6. The City has established a voluntary Employee Assistance Program (EAP) to assist those employees who voluntarily seek help from alcohol or drug problems.
Employees should contact their supervisors or the City's Wellness Coordinator in the Human Resources Department for additional information.
7. Employees who voluntarily seek treatment for substance abuse requiring an absence from work may, with department head approval, be allowed to useearned sick leave and/or vacation during such absence. In the absence of any pending disciplinary action, employees may admit to a substance abuse problem without fear of reprisal because of their admission or abuse problem.
C. Application
This policy applies to all employees in the bargaining unit. This policy applies to alcohol and to all substances, drugs or medications, legal or illegal, which could impairan employee's ability to effectively and safely perform the functions of the job.
D. Employee Responsibilities
An employee must:
1. Refrain from the use of, or possession of, illegal drugs or narcotics while on duty or off duty;
2. Not report to work while his/her/their ability to perform job duties is impaired due to on or off duty alcohol or drug use;
3. Not possess or use alcohol or impairing drugs (illegal drugs and prescription drugs without a prescription) during working hours or at anytime while on City property;
4. Not directly or through a third party sell or provide illegal drugs to any person, including any employee, while either employee or both employees are on duty;
5. Submit immediately to a urine, breath or blood test, or other test as deemed appropriate, when ordered by a supervisor or manager who has reasonablesuspicion that an employee is intoxicated or under the influence of drugs oralcohol while on the job; ^
46 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
6. Notify his/her/their supervisor, before beginning work, when having consumed alcohol or when taking any medications or drugs, prescription or non-prescription,which may interfere with the safe and effective performance of duties oroperation of equipment;
7. Provide within 24 hours of request bona fide verification of a current valid prescription for any potentially impairing drug or medication identified when a drug screen/test is positive. The prescription must be in the employee's name;and
8. Report to the supervisor or take other appropriate action when they have knowledge of objective evidence that other employees may be under theinfluence of drugs or alcohol or engaging in illegal drug related activities.
9. Employees who believe they may have an alcohol or drug usage problem are urged to voluntarily seek confidential assistance from the Employee AssistanceProgram or other resources available in the community. While the City will be supportive of those who seek help voluntarily, the City will be equally firm in identifying and disciplining those who continue to be substance abusers and donot seek help.
E. Management Responsibilities and Guidelines
1. Managers and supervisors are responsible for reasonable enforcement of this policy, and for the administration of discipline as deemed appropriate, consistent with the Discipline Section.
2. Managers and supervisors may request and, if necessary, subsequently order that an employee submit to a drug and/or alcohol test when a manager orsupervisor has a reasonable suspicion that an employee is intoxicated or underthe influence of drugs or alcohol while on the job. "Reasonable suspicion" is a belief based on objective facts sufficient to lead a reasonably prudent person tosuspect that an employee is under the influence of drugs or alcohol so that theemployee's ability to perform the functions of the job is impaired or so that theemployee's ability to perform his/her/their job safely is reduced. In addition,reasonable suspicion may be based on:a. Possession of alcohol or drugs; or b. Information obtained from a reliable person with personal knowledge. The supervisor shall make reasonable attempts to verity or corroborate such 47 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
information prior to requesting or ordering an employee to submit to a drug test.
3. If the manager or supervisor reasonably believes that an employee is under the influence, the employee shall be advised of his/her/their/her/their right torepresentation. Upon the employee's request for representation, anyinterrogation or testing shall cease until representation is present, unlessrepresentation is not immediately available.
4. Any manager or supervisor requesting or ordering an employee to submit to a drug and/or alcohol test shall document in writing the facts constituting reasonable suspicion that the employee in question is intoxicated or under theinfluence of drugs. When possible, the supervisor shall seek the opinion of aperson such as a police officer who is trained to recognize persons under theinfluence prior to ordering an employee to submit to a drug test.
5. Any manager or supervisor encountering an employee who refuses an order to submit to a drug and/or alcohol analysis shall remind the employee that failureto comply is insubordination and will result in disciplinary action. Where there is reasonable suspicion that the employee is under the influence of alcohol or drugs, the manager or supervisor shall, for safety purposes, provide the employeetransportation from the work site.
6. Managers and supervisors shall not physically search the person of employees, nor shall they search the personal possession of employees without the consentof the employee.
7. Managers and supervisors shall notify the appropriate law enforcement agency when they have reasonable suspicion to believe that an employee may have illegal drugs in his/her/their or her possession, or when the supervisor is unable to reasonably control a situation where the employee poses a potential liability tohimself/herself, or others.
F. Physical Examination and Procedure
The urine, breath, blood, or other appropriate test may test for any substances which could impair an employee's ability to effectively and safely perform the functions of his/her/their job, including, but not limited to, prescription medications, alcohol,heroin, cocaine, morphine and its derivatives, P.C.P., methadone, barbiturates,amphetamines, marijuana and other cannabinoids. Any positive drug test shall beconfirmed by a reliable test. The confirming test must be at the same or better levelaccuracy as a Gas Chromatography/Mass Spectrometry (GC/MS) test. Employees who 48 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
are being tested shall have the right to request a sample split for analysis by an independent laboratory.
G. During Employment Alcohol/Drug Tests
1. A positive result with confirmation from a drug and/or alcohol analysis may result in disciplinary action, up to and including discharge. However, consideration may be given to postpone, reduce or cancel pending disciplinary action when an employee voluntarily obtains treatment for a substance abuse problem.
2. If the drug screen is positive, the employee must provide within 24 hours of request, a bona fide verification of a valid current prescription for the drugidentified in the drug screen. The prescription must be in the employee's name.
If the employee does not provide acceptable verification of a valid prescription, or if the prescription is not in the employee's name, or if the employee has not previously notified his/her/their or her supervisor, the employee will be subject to disciplinary action up to and including discharge.
3. If an alcohol or drug test is positive for alcohol or drugs, the City shall immediately conduct an investigation to gather all facts. Any decision to discipline or dischargewill be made at the earliest possible time and shall be carried out in conformancewith applicable discipline procedures.
H. Confidentiality
Laboratory reports or test results shall not appear in an employee's general personnel folder. Information of this nature will be contained in a separate confidential medicalfolder that will be securely kept under the control of the Director of Human Resources.
Disclosures, without patient consent, may also occur when: (1) the information is compelled by law or by judicial or administrative process; (2) the information has been placed at issue in a formal dispute between the employer and employee; (3) theinformation is to be used in administering an employee benefit plan; (4) theinformation is needed by medical personnel for the diagnosis or treatment of thepatient who is unable to authorize disclosure.
ARTICLE 29 Health and Safety
A. The parties agree that a successful health and safety program depends on a cooperative effort among the parties, and the active participation in and support ofsafe working practices. In recognition of these shared responsibilities, the partiesagree to assume reasonable roles in maintaining a viable safety and health program, 49 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
to cooperate in promoting safety, and to encourage fellow workers to observe safety rules while performing their duties.
B. It is the duty of all employees covered by this MOU, in the course of performing their assigned duties, to be alert to unsafe practices, equipment, and conditions and to report any unsafe practices or unhealthy conditions to their immediate supervisor.
C. Should a dispute arise over the application or interpretation of a safety rule, such dispute shall be resolved by use of the grievance procedure; or at the City's option, byengaging the services of a qualified safety consultant who will be agreed upon mutually. However, nothing in this MOD shall prohibit the employee or the union from exercising their rights to take any safety issue to the appropriate State or Federal agency, once the City has had a reasonable opportunity to correct the problem.
ARTICLE 30 Contracting Out
If, during the term of this MOU, the City proposes to contract out bargaining unit work, the City shall notify the Union, in writing, after a Request for Proposal is approved and received by the City. Upon written request from the Union, the City shall meet with theUnion to negotiate the impact on employees of any proposed contracting out prior to contracting out any bargaining unit work.
ARTICLE 31 Bullet Resistant Vests
A. Unit employees in the classification of Forensic Specialist, Parking Enforcement Representative, and Community Services Officers who are assigned field duties and who are required to be present at crime scenes, etc., may request that the Department provide them with a bullet resistant vest.
B. New safety vests wilt be provided as department issued safety equipment on an as needed replacement basis per the suggested guidelines established by themanufacturer for those employees already possessing a vest. Once replaced by the City to a member, the safety vests must be worn at all times when the employee isassigned to the Field, or on another assignment where safety vests are typically worn.
C. Reimbursement will not exceed $520.00.
ARTICLE 32 Job Specifications
In the event the City changes the job specifications or job bulletins for any bargaining unit classification, the City agrees to meet and confer with the Union prior to implementation 50 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
over any negotiable impact that such changes may have on wages, hours or other termsand conditions of employment for bargaining unit employees.
ARTICLE 33 Employee Lists
Upon request the City agrees to provide the Union with an employee list of bargainingunit employees. The list shall include each employee's name, job classification, department and mailing address.
ARTICLE 34 Labor-Management Committee
A. The parties agree to establish a labor-management committee to discuss issues which affect employees in the LIUNA bargaining unit.
B. At the written request of either party the committee shall convene and shall meet quarterly during regular working hours. The committee shall consist of up to three (3) Management representatives and up to three (3) Union representatives. 51 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
SIGNATURE PAGE
The parties hereto have caused their duly-authorized representatives to execute this MOU effective September 29, 2026
CITY OF PASADENA LABORERS' INTERNATIONAL UNION OF
NORTH AMERICA, LOCAL 777
JacintyFiliaciTS¥p21, 2026 11:13:17 PDT)
Matthew Hawkesworth, Interim City Manager Jacinta Filiaci, Labor Relations Representative
Tiffany Jacobs-Quinn, Director of
Human Resources
Jaime Arellano, Principal Human
Resources AnalystEmma Jensen, HumanResources Analyst
Sarah Wong, Human Resources Analyst
Kt^t^^VS*
Jair^6 Gonzalez (Sep^1, 2D26 16:32:11 PDT)
Jaime Gonzalez, Senior Labor Relations
Representative
JefNOhilin (Sep 21, 2026 16:13:50 PDT)
Jeff Chilin, Chapter Board Member
_7^,
Adry Furchtgott (Sep 21, 2026 12:57:37 PDT)
Adry Furchtgott, Chapter Board Member
^^.:^t^-
Diana Parra (Sep 21, 2026 11:30:59 PDT)
Diana Parra, Chapter Board Member
Rosanne Crees, Police Administrator
Veronica Dunham (Sep 21, 2026 12:55:24 PDT)
Veronica Dunham, Chapter Board Member
52 City of Pasadena and Laborers' International Union of North America Memorandum of Understanding July 1,2026-June 30, 2029
53 M^(w
Itzel Gomez (Sep 21, 2026 12:47:25 PDT)
Itzel Gomez, Chapter Board Member
^.- ^
Christopher Arias (Sep 21, 2026 14:51:59 PDT)
Christopher Arias, Chapter Board Member
6^crEsteban Navarrete (Sep 21, 2026 13:22:02 PDT)
Esteban Navarrete, Chapter BoardMember
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