Piedmont City Council
February 5, 2024

City of Piedmont

COUNCIL AGENDA REPORT
DATE: February 5, 2024
TO: Mayor and City Council
FROM: Rosanna Bayon Moore, City Administrator
SUBJECT: Consideration of Adoption of Resolution Approving New Job Classification For Community Service Officer; and Side Letter Agreement Between the City Of Piedmont and the Service Employees International Union Local 1021 – General Unit to Reclassify the Animal Control Officer Classification to Community Service Officer Classification

RECOMMENDATION
Adopt Resolution Approving New Job Classification for Community Service Officer; and Side Letter Agreement Between the City of Piedmont and the Service Employees International Union Local 1021 – General Unit to Reclassify the Animal Control Officer Classification to Community Service Officer Classification.

BACKGROUND
The Piedmont Police Department aims to address changing community needs within the context of local crime trends. This change was presented as part of an eight-point plan discussed in a number of community forums in the second half of 2023. The plan encompasses eight areas, one of which is to restructure existing non-sworn roles to support full-time Community Service Officer staffing and enable Police Officers to address criminal matters.

In October of 2023, the City terminated an agreement with the City of Emeryville to provide animal control services due to staffing challenges associated with the Animal Control Officer positions. Department leadership identified an opportunity to increase service delivery to the community and is seeking to reclassify two existing Animal Control Officer positions to Community Service Officer positions.

If approved, the Community Service Officer Positions will assist Police Officers by responding to and investigating lower priority calls for service. This allows sworn personnel to be available to respond to higher priority emergency calls and engage in increased proactive enforcement activities. Examples of the types of calls and areas of responsibility include:
• Abandoned vehicle complaints
• Animal Control events
• Community Policing program assistance
• Athletic field violations
• Citation sign offs
• Fingerprint and evidence collection in the field
• Fingerprint scans
• Found property reports
• Non-injury traffic accidents
• Park use enforcement
• Parking enforcement
• Stranded motorist events
• Traffic control events
• Vacant home checks
• Vandalism events, not involving possible Hate Crimes
If approved, the Department will provide extensive training for the Community Service Officers to fulfill the duties as outlined in the attached position description.

Pursuant to the requirements of the City Code, the new job classification was considered by the Civil Service Commission on December 21, 2023. At a public meeting, the Commission discussed the new job classification and unanimously recommended Council approval.

The Animal Control Officer classification is currently in SEIU’s General Bargaining Unit. As such, as required by law and the MOU, the City met and conferred in good faith with SEIU representatives, and agreed to the attached Side Letter Agreement. Pursuant to the Side Letter Agreement, the City and SEIU have agreed to reclassify the Animal Control Officer Classification to the Community Service Officer Classification. Staff conducted a salary survey, using the City’s thirteen wage comparators, for the position and is recommending that the wage range for FY 2023-24 of $5,627 - $6,840 monthly ($67,524 - $82,080 annually). SEIU agreed to the recommended wage range. The Side Letter Agreement sets forth the terms and conditions of employment for that classification, including the wage range. The parties also agreed to make minor revisions to typographical errors in the MOU.

Approving this classification will not lead to an increase in City employees, as this position will replace the existing Animal Control Officer classification, which Council has already approved for two positions. Currently, one of the two Animal Control Officer positions is filled. This individual will transition to the role of Community Service Officer. The remaining position will be filled through a recruitment process.

FISCAL IMPACT
The salary study resulted in a top step wage differential of 8.93% above the Animal Control Officer salary. Since it is expected that both Community Service Officers will start at step 1 in the salary range, the net impact over step 1 as Animal Control Officer results in a wage increase of $11,232.

Agenda Report Page 2
Attachments:

A) Resolution Approving New Job Classification for Community Service Officer; and Side Letter Agreement between the City of Piedmont and the Service Employees International Union Local 1021 – General Unit to Reclassify the Animal Control Officer Classification to Community Service Officer Classification;
B) Community Service Officer Classification (Ex. A to Resolution) C) Side Letter Agreement (Ex. B to Resolution)
By: Jeremy Bowers, Police Chief
Stacy A. Jennings, Human Resources Administrator
Agenda Report Page 3
RESOLUTION NO.______

RESOLUTION APPROVING NEW JOB CLASSIFICATION FOR COMMUNITY SERVICE OFFICER; AND SIDE LETTER AGREEMENT BETWEEN THE CITY OF PIEDMONT AND THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 1021 – GENERAL UNIT

TO RECLASSIFY THE ANIMAL CONTROL OFFICER CLASSIFICATION TO

COMMUNITY SERVICE OFFICER CLASSIFICATION
WHEREAS, an increase in crime in cities throughout the country and region have been welldocumented and the City of Piedmont (“City”) has been affected by this trend; WHEREAS, the City has placed an ongoing emphasis on public safety; WHEREAS, given this emphasis, the Police Chief examined the City’s crime trends and determined that it would be in the best interest of the City to create a job classification which fulfills ongoing community needs;
WHEREAS, Piedmont Police Department leadership developed a multi-point plan to address crime trends and improve service delivery by reclassifying the Animal Control Officer classification to Community Service Officer classification; WHEREAS, the Civil Service Commission reviewed the proposed job classification for Community Service Officer and unanimously recommended Council approval; WHEREAS, the Animal Control Officer classification was in the Service Employees International Union Local 1021’s (“SEIU”) General Bargaining Unit; and WHEREAS, the City and the SEIU met and conferred in good faith in accordance with the provisions of the Meyers-Milias-Brown Act of the California Government Code and have agreed to a Side Letter Agreement reclassifying the Animal Control Officer Classification to the Community Service Officer Classification and setting forth the terms and conditions of employment for the classification.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Piedmont does hereby resolve, declare, determine and order as follows:

SECTION 1. The above recitals are correct and are incorporated into this resolution as findings of the City Council.

SECTION 2. The job classification for Community Service Officer, attached hereto as Exhibit “A”, is hereby approved.

SECTION 3. The Side Letter Agreement amending the Memorandum of Understanding between the Service Employees International Union Local 1021’s General Bargaining Unit and the City and reclassifying the Animal Control Officer Classification to Community Service Attachment A Agenda Report Page 4
Officer Classification and establishing the terms and conditions of employment for that classification, attached hereto as Exhibit “B”, is approved. [END OF RESOLUTION]
Attachment A Agenda Report Page 5

COMMUNITY SERVICE OFFICER

DEFINITION
Under general supervision, performs a variety of routine to complex non-sworn law enforcement duties in support of the Police Department including to respond to priority and non-priority calls for service; enforces various City and State animal control codes, ordinances, regulations, and laws governing the care and keeping of livestock and wild and domestic animals in the City; performs a variety of clerical and technical duties involved in receiving, securing, safeguarding, preserving, and disposing of police property and evidence; assists Police Officers in the field with a variety of tasks including collecting evidence at crime scenes; prepares records and reports; provides information and assistance to the general public and answers citizen inquiries; and performs a variety of other non-sworn law enforcement, clerical, and administrative functions in support of Police Department services and activities not requiring Peace Officer status.

SUPERVISION RECEIVED AND EXERCISED
Receives daily field supervision from the shift watch commander and program oversight from the Police Captain. Exercises technical and functional direction over and provides training to applicable staff.

CLASS CHARACTERISTICS
This is a working level class in the Police Department responsible for performing a variety of non-sworn law enforcement duties. Successful performance of the work requires skill in dealing with the public in difficult situations. Incumbents may perform special project work for the Police Department. This class is distinguished from sworn Police classes in that it performs law enforcement and police support duties that do not require performance by a sworn police officer.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Performs a variety of routine and complex non-sworn law enforcement duties in support of Police Department operations and services including to respond to priority and non-priority for service in-lieu of a Police Officer.
 Provides information and assistance to the general public; answers citizen inquiries and responds to complaints and requests for services from other department staff, the general public, other law enforcement agencies, and other agencies; provides information to violators, the general public, businesses, school communities, and other government agencies regarding codes, laws, and ordinances as well as department services, programs, and practices.  Patrols areas within the designated jurisdiction and enforces animal services codes, ordinances, and regulations; investigates reports of animal abuse; issues dog licenses and offleash park tags; issues citations to the public without such licenses and tags; collects fees; takes other appropriate actions.  Captures and impounds unlicensed, stray, and uncontrolled animals; transports animals to shelter; arranges for proper contaminant and humane care.

Exhibit A to Resolution Agenda Report Page 6
 Collects dead or injured animals from public and private properties; provides aid to injured animals; transports animals to shelter for treatment or euthanasia; medicates and vaccinates animals to be adopted.
 Responds to complex calls from citizens for animal services; investigates complaints involving animals; investigates reports of dogs, cats, or other animals creating nuisances; follows up on investigations as necessary.
 Establishes and maintains positive community relations through programs, demonstrations, and public assistance regarding humane animal services, including wildlife issues, adoption procedures, and enforcement of animals regulations; and answers related questions; builds and maintains relationships with related external agencies such as contracting shelters, veterinarians, rescue groups, and volunteers to ensure ongoing care and humane treatment of animals.  Identifies and investigates animal related crimes, interviews witnesses, collects evidence, writes reports, and testifies in court.
 Determines whether calls meet the criteria for emergency response and call out and how quarantines should be handled; evaluates and authorizes immediate care of euthanasia for sick and injured animals, emergency seizure of animals, owner relinquishments in the field; determines whether a criminal complaint and/or dangerous/vicious animal investigation should be initiated.  Receives, processes, categorizes, stores, secures, safeguards, and preserves property and evidence items recovered by or submitted to the Police Department; issues receipts for all items submitted; maintains accurate records and logs of all evidence and property.  Ensures security of evidence and property; maintains chain of custody for evidence; transports property and evidence to labs for special testing, to court for hearings/trials, and/or to storage.  Coordinates the destruction and disposal of obsolete and unclaimed evidence as authorized; releases items to rightful owner or for court proceedings; periodically dispose of weapons and narcotics; records disposition of evidence; prepares associated reports.
 Assists Police Officers with a variety of tasks in the field including collection, processing, and documentation of evidence at crime scenes.
 Enforces municipal codes relative to parking enforcement; issues citations as necessary; tows vehicles in violation of ordinances.
 Performs traffic control for accident scenes and special events.  Assists Police Officers with a variety of tasks including documentation of lost/stolen property reports, crime scene perimeter maintenance, collection and documentation of evidence and/or property, and public relations at special events.
 Prepares and maintains a variety of records detailing work performed; prepares reports following established procedures.
 Respond to emergency calls during off-duty hours as necessary.  Perform related duties as required.

Exhibit A to Resolution Agenda Report Page 7

QUALIFICATIONS
Knowledge of:
 Basic law enforcement theory, principles, and practices and their application to a wide variety of services and programs.
 Methods and techniques of handling, collection, impoundment, and registration of a variety of wild\ and domestic animals in various conditions.
 Identification of various breeds of dogs, cats, and other domestic and wild animals.  Principles of animal behavior and care.
 Principles, practices, methods, and techniques of code violation investigation and compliance.  Practices for documenting inspections, correcting violations, and carrying through on court procedures.
 Applicable federal, state, and local laws, codes, and regulations, including administrative and departmental policies.
 Principles and techniques of traffic control.
 Basic operational characteristics, services, and activities of a property and evidence program.  Principles and practices of property and evidence handling, recording, storage, and release.  Methods and techniques of processing, collection, and documentation of evidence.  Geography of the City, including the location and layout of streets.  Occupational hazards and standard safety practices related to assigned areas of responsibility.  Techniques and practices of public speaking and making presentation before small groups.  Principles of record keeping and reporting.
 Modern office practices, methods, and computer equipment.  Computer applications related to the work.
 English usage, grammar, spelling, vocabulary, and punctuation.  Techniques for dealing with and solving the problems presented by a variety of individuals from various socio-economic, cultural and ethnic backgrounds, in person and over the telephone.  Techniques for providing a high level of customer service to public and City staff, in person and over the telephone.

Ability to:
 Perform a variety of non-sworn law enforcement duties.  Inspect the work of others and maintain established quality control standards.  Train others in proper and safe work procedures.
 Identify and implement effective course of action to complete assigned work.  Recognize normal and abnormal animal behavior.
 Handle potentially dangerous animals in a safe manner.  Inoculate and medicate animals, after completion of the appropriate training.  Interpret, explain, apply, and enforce laws, ordinances, and regulations pertaining to assigned areas of responsibility.
 Investigate code violations and respond to inquiries, complaints, and requests for service in a fair, tactful, and timely manner.
 Receive, process, store, document, release, and/or dispose of various evidence and/or property.  Direct and control traffic during special events or other emergency situations.  Access, retrieve, enter, and update information using a computer terminal.  Interpret and apply applicable federal, state, and local laws, codes, and regulations, including administrative and departmental policies.
 Prepare, maintain, and update accurate and detailed documentation of inspection findings and other written materials, records, logs, and reports.

Exhibit A to Resolution Agenda Report Page 8
 Effectively represent the City in meetings with governmental and regulatory agencies, community groups, property owners, business owners, and the public.  Operate and maintain a variety of animal control equipment.  Operate a two-way radio.
 Make accurate mathematic computations.
 Maintain accurate records and files of work performed.  Understand and carry out oral and written instructions.  Organize work, set priorities, meet critical deadlines, and exercise sound, independent judgment within established guidelines.
 Operate modern office equipment, including computer equipment and software programs.  Use English effectively to communicate in person, over the telephone, and in writing.  Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
 Respond to requests and inquiries from the general public.  Exercise sound judgment in emergency situations.
 Understand and carry out oral and written directions.  Communicate clearly and concisely, both orally and in writing.  Establish and maintain effective working relationships with employees and those contacted in the course of the work.

Education and Experience Guidelines
Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Equivalent to the completion of the twelfth (12th) grade and two (2) years of increasingly responsible work experience that involved a high level of public contact. Prior law enforcement experience is desirable.

License or Certifications:
 Possession of, or ability to obtain, a valid California Driver’s License by time of appointment.  Must obtain euthanasia certification within six months of hire.  Must attend and pass both the Basic Animal Control Academy and PC832 Laws of Arrest courses within one year of appointment.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle, to inspect various City and residential sites, and to walk on uneven terrain; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups and over the telephone. This is primarily a field classification with frequent standing in work areas and walking between work areas. Wrist flexion and lateral rotation are necessary in combination with grasping to handle a snare and leash. Finger dexterity is needed to access, enter and retrieve data using a computer keyboard, typewriter keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull animals of 75 pounds, as necessary to perform job functions.

Exhibit A to Resolution Agenda Report Page 9

ENVIRONMENTAL ELEMENTS
Employees primarily work outside with occasional exposure to loud noise levels and may be exposed to inclement weather conditions, animal hair, dust, and potentially hazardous physical substances. May involve exposure to wild, dangerous, and/or diseased animals, and animals known to cause allergies.

Employees may interact with challenging staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

WORKING CONDITIONS
Must be willing to work shifts or other than normal work hours and be subject to 24-hour call. Must be willing to euthanize animals.

Civil Service Commission: 12/21/2023
City Council: 2/5/2024
Exhibit A to Resolution Agenda Report Page 10

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF PIEDMONT

AND THE
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 1021
(GENERAL UNIT)

RELATING TO NEW COMMUNITY SERVICES OFFICER CLASSIFICATION AND

CLEAN UP LANGUAGE
The City of Piedmont (hereinafter referred to as “City”) and the Service Employees International Union Local 1021 – General Unit (“SEIU”) entered into a Memorandum of Understanding (“MOU”) with a term beginning on July 1, 2021 and terminating on June 30, 2025. The City and SEIU are collectively referred to herein as the “Parties.” The Parties now enter into this Side Letter of Agreement (“Agreement”) as an amendment to the MOU.

The specific provisions contained in this Agreement shall supersede any conflicting prior oral or written agreements, including the MOU, regarding the matters contained in this Agreement.

Except as otherwise provided in this Agreement, the remainder of the MOU and other terms and conditions of employment, including agreements regarding wages and hours, shall remain in full force and effect.

The Parties have satisfied their obligations to meet and confer in good faith in accordance with the Meyers-Milias-Brown Act (“MMBA”) concerning the terms and conditions of this Agreement and its implementation.

Thus, the Parties mutually agree to modify the MOU as follows:1. Section 1 of the MOU, “Recognition” shall be deleted in its entirety and replaced with the following:

SECTION 1 - RECOGNITION
The City recognizes the Union as the exclusive bargaining representative for all full-time permanent employees in the General Unit in classifications of Dispatcher, Community Service Officer, and Police Records Specialist as set forth in this Memorandum, as well as any new related classifications upon mutual agreement between the City and the Union. If agreement cannot be reached, the California State Conciliation Service shall be requested to mediate the dispute.

The Union recognizes its obligations to cooperate with the City to assure maximum service of the highest quality and efficiency to citizens of the City of Piedmont together with its obligations to the employees which the Union represents.

Exhibit B to Resolution Agenda Report Page 11

2. Section 6, Subsection 6.1 of the MOU, “Workday and Work Period” shall be deleted in its entirety and replaced with the following:

6.1 WORKDAY AND WORK PERIOD
The regular daily work schedule for employees assigned to the classification of Community Service Officer shall consist of either six (6) twelve (12) hour shifts and one (1) eight (8) hour shift in a fourteen (14) day period, or (4) four days per seven day period and ten (10) hours per day. Community Service Officers may be assigned either of these two schedules and the assignment may be altered, changed and/or amended by the Police Chief because of the needs of the community, the employee’s performance, operational convenience and/or efficiency. Community Service Officers shall receive at least fourteen (14) days written notification of any such alteration, change, and/or amendment.

The normal work period for Dispatchers shall consist of six (6) twelve (12) hour shifts and one (1) eight (8) hour shift in a fourteen (14) day period, unless altered, changed and/or amended by the Police Chief because of employee’s performance, operational convenience and/or efficiency. Dispatchers shall receive at least seven (7) days written notification of any such alteration, change, and/or amendment.

The City may assign a Dispatcher to the Dispatch Relief Position. The Dispatch Relief’s regular work schedule is (4) four days per week, ten (10) hours per day. The City reserves the right to adjust the regular work schedule of the Relief Dispatch position for operational needs. In such case, the Dispatch Relief will receive at least seven (7) days’ notice before the work schedule change. The Dispatch Relief position is also expected to cover for the absence of other dispatchers who are on approved vacation determined by the regular vacation sign-up process, or for absences of more than three (3) days wherein management is able to give at least seven (7) days’ before the work schedule change.

The normal work period for Dispatchers shall consist of eighty (80) hours to be worked within a fourteen (14) day work period beginning at 0630 hours on Monday and ending at 0629 hours on the second following Monday. Dispatchers assigned to the Dispatch Relief position may be allowed, as determined by and at the discretion of the Police Chief, to work an alternate schedule, after meeting with the affected Dispatcher and a union representative.

3. Section 6, Subsection 6.4 of the MOU, “Overtime” shall be deleted in its entirety and replaced with the following:

6.4 OVERTIME
Overtime work is that work performed in excess of the regular daily work schedule or the regular work period as specified in Section 6.1 above. Paid holidays, vacation leave and paid sick leave shall count as time worked for the purposes of computing weekly overtime.

Hours worked in excess of the regular daily or weekly schedule shall be paid at the overtime rate which shall be one and one-half (1-1/2) times the straight-time hourly rate.

Exhibit B to Resolution Agenda Report Page 12
For the classifications of Dispatcher and Community Service Officer, all time worked on the second scheduled day off in the work week shall be compensated at two (2) times the straight-time hourly rate of pay, including all applicable differentials and premiums.

If management assigns an employee to work on both a fixed holiday and the employee’s second day off, the employee shall be compensated for both the fixed holiday and second day off at the fixed holiday pay rate and the second day off pay rate.

4. Section 7, Subsection 7.8 of the MOU, “Working Out of Classification” shall be deleted in its entirety and replaced with the following:

7.8 WORKING OUT OF CLASSIFICATION
An employee who is temporarily assigned to a vacant position with a higher rate of pay will receive pay equivalent to that of the first step of the higher classification or a five percent (5%) differential, whichever is greater, effective on the first day of the assignment. When Police Dispatchers and/or the Community Service Officer trains new hires or other Piedmont Police Department employees, Dispatchers and/or the Community Service Officer shall receive an additional 5% pay differential for each day of said assignment.

5. Section 7, Subsection 7.9 of the MOU, “Educational Incentive” shall be deleted in its entirety and replaced with the following:

7.9 EDUCATIONAL INCENTIVE
All dispatchers who have obtained a Peace Officer’s Standards and Training (“POST”) Dispatcher Basic Certificate shall receive an additional sum per month equal to two percent (2%) of salary. For new hires that obtain the Basic POST Certificate, the 2% shall become effective either upon completion of probation or upon receipt of the POST Dispatcher Basic Certificate, whichever occurs later.

All dispatchers who have obtained a POST Dispatcher Intermediate Certificate shall receive an additional sum per month equal to three percent (3%) of salary.

All dispatchers who have obtained a Dispatcher Advanced Certificate shall receive an additional sum per month equal to four percent (4%) of salary.

The educational incentives for Dispatchers set forth in this Section 7.9 shall not be cumulative.

All Community Service Officers who hold an AA degree and/or Law Enforcement Training Academy certificate and/or Basic Humane Officers Academy certificate will be paid an additional sum per month as salary equal to one percent (1%) of the salary he/she would otherwise receive. All Community Service Officers who hold a BA degree and/or Advanced Law Enforcement Training Academy certificate and/or Advanced Humane Officers Academy certificate will be paid an additional sum equal to two percent (2%) of the salary he/she would otherwise receive. The additional sum payable for a BA and/or Exhibit B to Resolution Agenda Report Page 13
Advanced Certificate shall not be cumulative with the additional sum payable for an AA and/or Basic Certificate.

For bookkeeping purposes, the payment of any additional sum as an educational incentive provided in this paragraph shall commence on the first of the month following submission of written proof to the City Administrator that the employee has obtained the appropriate certification / degree.

6. Section 8 of the MOU, “Probationary Period” shall be deleted in its entirety and replaced with the following:

SECTION 8 - PROBATIONARY PERIOD
The probationary period for Dispatchers, Community Service Officers and Police Records Specialist shall be twelve (12) months. Any approved leave of absence during the probationary period shall not be counted towards fulfilling the probationary requirement and such probationary period shall be extended accordingly. During such probationary period, an employee may be discharged for any reason that is legal. A probationary employee shall serve at the pleasure of the appointing authority and shall gain no tenure or other property interest in their employment. The City may extend the probationary period for Dispatchers, Police Records Specialist, or Community Service Officer for a period of time not to exceed three (3) months.

7. Section 9, Subsection 9.3.2 of the MOU, “Holiday Pay – Animal Control Officer” shall be deleted in its entirety and replaced with the following:

9.3.2 Community Service Officer
Community Service Officers scheduled to work on an authorized holiday shall receive the day off with pay, not to exceed eight (8) hours of pay for any one (1) day. The employee shall have the option of working the number of hours above the eight (8) hours of holiday pay in order to account for a full work day, or shall have the option of using time from a leave bank in order to be paid for a full work day. Any hours worked in order to account for a full work day on the holiday will be paid at the employee’s straight time hourly rate.

For instance, if an employee is scheduled to work a ten (10) hour shift on a holiday, the employee will have the option of working two (2) hours, or using two (2) hours from a leave bank.

8. Section 14, Subsections 14.2.2 “Hospitalization and Medical Care - Supplemental City Contribution”, of the MOU, shall be deleted in its entirety and replaced with the following:

14.2.2 Supplemental City Contribution
In addition to the basic City contribution, the City shall contribute a supplemental amount toward medical insurance premiums for bargaining unit employees as described below.

In addition to the basic City contribution, the City shall contribute a supplemental amount toward medical insurance premiums for bargaining unit employees as described below. Prior to implementation of this Section 14.2.2 Exhibit B to Resolution Agenda Report Page 14
and Sections 14.3.1, 14.3.2, and 14.3.3, the parties understand that the City must comply with California Government Code section 7507, which requires that the City secure an actuary report and the City must present said report at a public meeting. Accordingly, Sections 14.2.2 and Sections 14.3.1, 14.3.2 and 14.3.3 will go into effect the pay period after the City has complied with California Government Code section 7507.

The City and bargaining unit employees share the cost of medical insurance premiums. The City’s maximum contribution toward the monthly premium costs of an employee’s medical benefits is based on the 2021 CalPERS Kaiser Bay Area premiums plus fifty percent (50%) of subsequent annual premium increases for the CalPERS Kaiser Bay Area premiums.

For the 2021 plan year, the City’s monthly contributions towards eligible employees’ elected medical coverage, inclusive of the basic City contribution of the PEMHCA statutory minimum contribution, are as follows:
• Employee only: $813.64
• Employee +1: $1,627.28
• Employee +family $2,115.46
Each plan year, the City shall adjust its contributions towards the monthly premium costs of an employee’s medical benefits by an amount equal to fifty percent (50%) of any increase in the monthly premium rates for the CalPERS Kaiser Bay Area plan at all coverage levels (i.e., employee only, employee + 1 and employee + family). Employees are responsible for the remaining fifty percent (50%) of any premium increases for the CalPERS Kaiser Bay Area plan. Employees selecting medical plans and coverage levels that exceed the City’s maximum contribution are responsible for paying the difference through automatic payroll deduction.

9. Section 15 of the MOU, “Uniform Allowance” shall be deleted in its entirety and replaced with the following:

Uniformed employees in the classifications of Dispatcher, Community Service Officer, and Police Records Specialist shall receive an amount of money equal to the greater of one thousand five hundred dollars ($1,500) or the amount provided to sworn personnel on an annual basis for the purposes of maintaining uniforms as required by the City. Such amount shall be paid in semimonthly payments of $62.50 each.

A new employee may opt for an advance of one-half (1/2) the annual uniform allowance upon being hired. Should the employee terminate before completing six (6) months of service, a prorated amount for the remainder of time in the six (6) month period is to be deducted from that employee’s pay.

Exhibit B to Resolution Agenda Report Page 15

10. Section 19 of the MOU, “Other” shall be deleted in its entirety and replaced with the following:

SECTION 19 – OTHER

CHILDCARE PROGRAMS
Employees’ children are eligible to attend the Piedmont Recreation Department (PRD) preschool program, Schoolmates programs and PRD run Summer Camps at no charge.

Eligibility to attend these programs is based upon availability.

11. Appendix A of the MOU, “Salaries” shall be deleted in its entirety and replaced with the following:

Exhibit B to Resolution Agenda Report Page 16

APPENDIX A

SALARIES
Effective 7/1/2023, 3.25% COLA Step 1 Step 2 Step 3 Step 4 Step 5 Dispatcher $6,583 $6,914 $7,261 $7,624 $8,000
Shift Differential (No POST cert) $6,846 $7,191 $7,551 $7,929 $8,320 * With Basic POST Certificate 2% $6,715 $7,052 $7,406 $7,776 $8,160 Shift Differential, with Basic POST Cert $6,984 $7,334 $7,702 $8,087 $8,486 * With Intermediate POST Certificate, 3% $6,780 $7,121 $7,479 $7,853 $8,240 Shift Differential, with Int. POST Cert $7,051 $7,406 $7,778 $8,167 $8,570 * With Advanced POST Certificate, 4% $6,846 $7,191 $7,551 $7,929 $8,320 Shift Differential, with Adv. POST Cert $7,120 $7,479 $7,853 $8,246 $8,653 Police Records Specialist $5,985 $6,285 $6,602 $6,932 $7,271 Community Service Officer $5,627 $5,909 $6,204 $6,514 $6,840 With AA or Law Enforcement
Training Academy or Basic Humane
Officers Academy Certificates $5,683 $5,968 $6,266 $6,579 $6,908 With BA or Adv. Law Enforcement
Training Academy or Adv. Humane
Officers Academy Certificates $5,740 $6,027 $6,328 $6,644 $6,977 Effective 7/1/2024, 3.25% COLA Step 1 Step 2 Step 3 Step 4 Step 5 Dispatcher $6,797 $7,139 $7,497 $7,872 $8,260
Shift Differential (No POST cert) $7,069 $7,425 $7,797 $8,187 $8,590 * With Basic POST Certificate 2% $6,933 $7,282 $7,647 $8,029 $8,425 Shift Differential, with Basic POST Cert $7,210 $7,573 $7,953 $8,350 $8,762 * With Intermediate POST Certificate, 3% $7,001 $7,353 $7,722 $8,108 $8,508 Shift Differential, with Int. POST Cert $7,281 $7,647 $8,031 $8,432 $8,848 * With Advanced POST Certificate, 4% $7,069 $7,425 $7,797 $8,187 $8,590 Shift Differential, with Adv. POST Cert $7,352 $7,722 $8,109 $8,514 $8,934 Police Records Specialist $6,180 $6,489 $6,817 $7,157 $7,507 Community Service Officer $5,810 $6,101 $6,406 $6,726 $7,062 With AA or Law Enforcement
Training Academy or Basic Humane
Officers Academy Certificates $5,868 $6,162 $6,470 $6,793 $7,133 With BA or Adv. Law Enforcement
Training Academy or Adv. Humane
Officers Academy Certificates $5,926 $6,223 $6,534 $6,861 $7,203 Exhibit B to Resolution Agenda Report Page 17
The City and SEIU agree that this Side Letter Agreement will be presented to the Piedmont City Council for its determination prior to implementation and shall not be effective until or unless the Piedmont City Council renders its approval.

Date:

Service Employees International Union Local 1021
– General Unit
Date:

CITY OF PIEDMONT
Exhibit B to Resolution Agenda Report Page 18