2023-01582 Labor Agreement: Sacramento Area Firefighters, Local 522 Successor Labor Agreement/Memorandum of Understanding; Letter of Understanding with Sacramento Area Firefighters, Local 522; and the Citywide Salary Schedule — Sacramento City Council, November 20, 2023 (part 1 of 2)

City of Sacramento
City Council
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2023-01582 11/20/2023 Discussion Item 1.

Labor Agreement: Sacramento Area Firefighters, Local 522 Successor Labor Agreement/Memorandum of Understanding; Letter of Understanding with Sacramento Area Firefighters, Local 522; and the Citywide Salary Schedule File ID: 2023-01582
Location: Citywide
Recommendation: Adopt a Resolution by two-thirds vote: 1) waiving the requirement for 10-day posting of labor agreements; 2) approving the Memorandum of Understanding (MOU) between the City of Sacramento (City) and Sacramento Area Fire Fighters, Local 522 (L522); 3) approving the Letter of Understanding (LOU) between the City and Local 522; 4) approving the revised citywide salary schedule; 5) authorizing the City Manager to conduct the necessary budget adjustments and transfers from fund balances to adequately fund the MOU and LOU; and 6) authorizing the City Manager or City Manager’s designee to make minor changes or adjustments to the exhibits in order to correct omissions and errors in the MOU and salary schedule.

Contact: Aaron Donato, Labor Relations Manager, (916) 808-5816, Department of Human Resources; Leslie Wisniewski, Labor Relations Officer, (916) 808-5422, Department of Human Resources
Presenter: None
Attachments:
01-Description/Analysis
02-L522 MOU (Redline)
03-Salary Schedule (Redline)
04-L522 Labor Agreement Costing
05-Resolution
06-Exhibit A - L522 MOU
07-Exhibit B - L522 LOU
08-Exhibit C - Salary Schedule Final

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File ID: 2023-01582 11/20/2023 Discussion Item 1.

Issue Detail:

Sacramento Area Fire Fighters, Local 522 (Local 522) Successor Labor Agreement/Memorandum of Understanding (MOU)
The 2021-2023 MOU between the City and L522 expired on March 24, 2023. The City and L522 have negotiated a successor MOU. Attachment 2 is a redline version of the successor MOU which includes the following major new contract terms:
· New term: March 25, 2023, through September 30, 2024. · Effective March 25, 2023, salary ranges will be increased by three and one-half percent (3.5%).
· Within ninety (90) calendar days, all employees who were on payroll during the retroactive period will receive retroactive pay for all paid hours, excluding any employees who involuntarily separated because of disciplinary action. · Effective December 2, 2023, salary ranges for the classification of Firefighter will be increased by seven and one-half percent (7.5%). Concurrently, the medic assignment incentive of seven and one-half percent (7.5%) in article 15.2(c) is being eliminated. · Health and Welfare Contributions
o 2024 Calendar Year Health Changes, effective December 30, 2023:
§ Employee Only - City contribution of $955.00 per month, § Employee Plus One Dependent - City contribution of $1,520.00 per month, and § Employee Plus Two or More Dependents - City contribution of $2,026.00 per month.
o 2025 Calendar Year Health Changes, effective the first paycheck of 2025:
· The City will contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases up to a maximum contribution of twenty-five dollars ($25.00) per month toward a cumulative total increase in premiums from plan year 2024 to plan year 2025.

The final version of the L522 MOU is attached to the Resolution as Exhibit A (Attachment 6).

Sacramento Area Fire Fighters, Local 522 (Local 522) Letter of Understanding The City and L522 have agreed to execute a Letter of Understanding (LOU) rescinding the settlement agreement between the City and L522 titled “Settlement of Paramedic Assignment Grievance (FD-2-01-3).” The LOU rescinds the settlement agreement in its entirety in exchange for the revised EMT-Paramedic incentives in the L522 2023 successor MOU.

The final version of the L522 LOU is attached to the Resolution as Exhibit B (Attachment 7).

Salary Schedule

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Additional Description/Analysis
File ID: 2023-01582 11/20/2023 Discussion Item 1.

The California Code of Regulations requires that the City Council adopt the City’s Salary Schedule at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed to ensure that salary rates are transparent and publicly available. These publicly adopted rates are used by California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.

A redline version of the salary schedule is shown in Attachment 3. The final, comprehensive Citywide salary schedule is attached to the Resolution as Exhibit C (Attachment 8).

Policy Considerations:

Approval of this action by the City Council is consistent with the City’s legal obligation under the Meyers-Milias-Brown Act, adheres to the City’s positive labor management relations concept, and provides labor stability.

The Sacramento City Code Section 4.04.020 and Council Rules and Procedure (Chapter 7, Section E.2.d) mandate that unless waived by a two-thirds vote of the City Council, all labor agreements, and all agreements greater than $1,000,000 shall be made available to the public at least ten (10) days prior to Council action. This provision will be waived by City Council.

Economic Impacts: None.

Environmental Considerations: The report contains administrative activities that will not have a significant effect on the environment and that do not constitute a “project” as defined by the California Environmental Quality Act (CEQA) Guidelines Sections 15061(b)(3) and 15378(b)(2).

Sustainability: Not applicable.

Commission/Committee Action: Not applicable.

Rationale for Recommendation: Approval of this action will establish a new MOU between the City and L522 through September 30, 2024. Additionally, approval of this action will establish compliance with the California Code of Regulations § 570.5.

Financial Considerations:

Approval of this agreement will result in an ongoing increase in general fund expenses with the chart below outlining the estimated financial impact over a five-year period:
$s in millions FY2023/24 FY2024/25 FY2025/26 FY2026/27 FY2027/28 Cost Increase $8.8 $8.4 $8.5 $8.6 $8.8
The City’s current five-year forecast is in deficit. To balance the City Budget, as required by the City Charter, the City will need to make spending reductions and/or increase revenues. The City’s current 1 2

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File ID: 2023-01582 11/20/2023 Discussion Item 1.

General/Measure U Fund five-year forecast, excluding homelessness services1, is below2:
$s in millions FY2023/24 FY2024/25 FY2025/26 FY2026/27 FY2027/28 Approved Budget
Surplus / (Deficit)
$0.4 $12.1 ($23.6) ($25.3) ($30.1)
Labor Contract Negotiating
Authority
($28.8) ($32.6) ($33.6) ($34.1) ($34.7)
Other Spending Increases ($10.4) ($8.9) ($9.1) ($9.3) ($9.5) Anticipated Salary Savings $16.6 $16.9 $17.3 $17.6 $18.0 Budgetary Reserve
Adjustments
$22.2 ($22.2) $- $- $-
Total Surplus/(Deficit) $- ($34.6) ($49.0) ($51.1) ($56.3)

1. Including homelessness services would increase projected deficits. However, the State may provide funding to partially offset homelessness services costs as the State has done in prior years with programs such as Homeless Housing, Assistance and Prevention (HHAP).

2. Increased costs and decreased revenues are represented as negatives as they increase deficits. The budgetary reserve is separate from the Economic Uncertainty Reserve and represents savings in prior years allocated to the FY2024/25 budget year. The updated forecast moves $22.2 million from FY2024/25 to FY2023/24 to cover projected deficits in the current fiscal year.

Local Business Enterprise (LBE): Not applicable.

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and

Labor Agreement
Covering Employees
in the Fire Department Unit
20213-20234

TABLE OF CONTENTS
Section Page
PREAMBLE ........................................................................................................................ 1 ARTICLE 1 – RECOGNITION ............................................................................................. 1

1.1 RECOGNITION .............................................................................................................. 1 ARTICLE 2 – PREVAILING RIGHTS .................................................................................. 1

2.1 PREVAILING RIGHTS ................................................................................................... 1 ARTICLE 3 – CITY RIGHTS ............................................................................................... 2

3.1 CITY RIGHTS ................................................................................................................. 2 ARTICLE 4 – UNION AND EMPLOYEE RIGHTS ............................................................... 2

4.1 USE OF OFFICIAL CITY PAID TIME FOR CONDUCTING ACTIVITIES OF INTEREST TO UNION ...................................................................................................................... 2

4.2 PAYROLL DEDUCTIONS .............................................................................................. 3

4.3 BI-WEEKLY WARRANTS AND DEDUCTIONS .............................................................. 4

4.4 BULLETIN BOARDS ...................................................................................................... 5

4.5 COMMUNICATION SYSTEM ANNOUNCEMENTS ....................................................... 5 ARTICLE 5 – GRIEVANCE PROCEDURE ......................................................................... 5

5.1 PURPOSE ...................................................................................................................... 5

5.2 DEFINITIONS ................................................................................................................. 6

5.3 TIME LIMITS .................................................................................................................. 6

5.4 PRESENTATION ........................................................................................................... 6

5.5 APPLICATION .............................................................................................................. 76

5.6 INFORMAL DISCUSSION .............................................................................................. 7

5.7 FORMAL GRIEVANCE - STEP 1 ................................................................................... 7

5.8 FORMAL GRIEVANCE - STEP 2 ................................................................................... 7

5.9 FORMAL GRIEVANCE - STEP 3 ................................................................................... 8

5.10 ARBITRATION ............................................................................................................... 8

5.11 GENERAL ...................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ............................................................................ 9

6.1 2022 SALARIES ............................................................................................................. 9

6.2 FIRE INVESTIGATOR I/II ONE-TIME WAGE ADJUSTMENT ........................................ 9

6.3 ONE-TIME USE OF LOCAL COMPARABLE AGENCIES .......................................... 109 ARTICLE 7 – SALARY ADMINISTRATION ...................................................................... 10

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE .................................................. 10

7.2 ADVANCEMENT IN RATE OF COMPENSATION........................................................ 10

7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ............... 12

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION .................. 1312

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE .............................. 13

7.6 RATES HIGHER THAN STEP TOP STEP (Y-RATE) ................................................... 13

7.7 LONGEVITY PAY (CONTRACT) .................................................................................. 13

7.8 LONGEVITY PAY (CITY CHARTER) ....................................................................... 1413 ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 14

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES .............. 14

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ................................................. 1514

8.3 AMOUNT OF CONTRIBUTION FOR EMPLOYEES ENROLLED IN A CITY- SPONSORED MEDICAL PLAN.................................................................................... 15

8.4 COVERED DEPENDENTS ...................................................................................... 1716

8.5 CASH-BACK LIMITS ................................................................................................ 1817

8.6 LIFE INSURANCE .................................................................................................... 1817

8.7 FLEXIBLE SPENDING ACCOUNTS ........................................................................ 1817

8.8 RETIREES OR SURVIVOR DEPENDENTS................................................................. 18

8.9 RETIREES HEALTH SAVINGS ACCOUNTS (RHSA) .............................................. 2321

8.10 VESTING OF RETIREE MEDICAL BENEFITS AND WAIVER OF RIGHT TO BARGAIN . ................................................................................................................................. 2422 ARTICLE 9 – WORKING CONDITIONS FOR FIRE SUPPRESSION PERSONNEL ... 2522

9.1 DAILY HOUR VALUE ............................................................................................... 2522

9.2 WEEKLY ANNUAL REPORT ................................................................................... 2522

9.3 HOLIDAYS ............................................................................................................... 2522

9.4 SCHEDULE AND HOURS ........................................................................................ 2523 ARTICLE 10 – WORKING CONDITIONS FOR FIRE ADMINISTRATIVE ASSIGNMENT ...................................................................................................................................... 2624

10.1 ASSIGNMENT TO ADMINISTRATION ..................................................................... 2624

10.2 WORKWEEK ............................................................................................................ 2724

10.3 HOLIDAY BENEFIT FOR ADMINISTRATIVE ASSIGNMENT PAY .......................... 2725

10.4 CONVERSION OF LEAVE BALANCES ................................................................... 2826

10.5 OVERTIME .............................................................................................................. 2926

10.6 COMPENSATORY TIME OFF (CTO) ....................................................................... 2926 ARTICLE 11 – WORKING CONDITIONS FOR FIRE PREVENTION PERSONNEL .... 2927

11.1 FIRE PREVENTION OFFICERS .............................................................................. 2927

11.2 FIRE INVESTIGATOR I ............................................................................................ 3028

11.3 FIRE INVESTIGATOR II ........................................................................................... 3229

11.4 OVERTIME COMPENSATION ................................................................................. 3229

11.5 HOLIDAY BENEFIT .................................................................................................. 3330

11.6 VACANCIES............................................................................................................. 3431

11.7 MEAL TIME (8-HOUR DAY) ..................................................................................... 3531

11.8 LOCKERS ................................................................................................................ 3532

11.9 COVERALLS ............................................................................................................ 3532

11.10 SAFETY SHOES .................................................................................................. 3532

11.11 VOLUNTARY WORK FURLOUGH PROGRAM .................................................... 3532 ARTICLE 12 – ROLL CALL AND CALL-BACK ............................................................. 3633

12.1 ROLL CALL PREAMBLE .......................................................................................... 3633

12.3 MAXIMUM WORK PERIODS ................................................................................... 3633

12.4 AMBULANCE VACANCIES ...................................................................................... 3633

12.5 OVERTIME AND CALL-BACK PAY ......................................................................... 3935

12.6 NOTIFICATION OF ROLL CALL CHANGES ............................................................ 3936 ARTICLE 13 – SHIFT TRADING .................................................................................. 4036

13.1 SHIFT TRADING ...................................................................................................... 4036 ARTICLE 14 – UNIFORMS AND COVERALLS ............................................................ 4338

14.1 UNIFORMS .............................................................................................................. 4338

14.2 COVERALLS FOR EQUIPMENT SERVICING ACTIVITIES ..................................... 4439 ARTICLE 15 – INCENTIVE PAY ................................................................................... 4439

15.1 FIRE EDUCATIONAL INCENTIVE PROGRAM ........................................................ 4439

iii

15.2 PARAMEDIC LICENSE PAY AND ADVANCED LIFE SUPPORT (ALS) ASSIGNMENT .. ................................................................................................................................. 4540

15.3 CONTINUING EDUCATION AND LICENSE FEES .................................................. 4742

15.4 HAZARDOUS MATERIALS (HAZMAT) INCENTIVE ................................................ 4843

15.5 ADMINISTRATIVE ASSIGNMENT PAY ................................................................... 4944

15.6 RESCUE INCENTIVE .............................................................................................. 4944

15.7 FIRE BOAT OPERATOR HAZARD PAY .................................................................. 5045

15.8 MEDICAL QUALITY ASSURANCE TRAINING PAY ................................................ 5146

15.9 BILINGUAL PAY ...................................................................................................... 5246

15.10 CITY RESIDENCY INCENTIVE ............................................................................ 5246 ARTICLE 16 – PHYSICAL PERFORMANCE EXAMINATIONS ................................... 5247

16.1 PHYSICAL PERFORMANCE ASSESSMENT/PROGRAMS .................................... 5247 ARTICLE 17 – LEAVE BENEFITS ................................................................................ 5347

17.1 SICK LEAVE ............................................................................................................ 5347

17.2 VACATION ADMINISTRATION ................................................................................ 5650

17.3 COURT LEAVE ........................................................................................................ 5952

17.4 COURT LEAVE - NON-DUTY RELATED ................................................................. 6053

17.5 PREGNANCY DISABILITY LEAVE .......................................................................... 6154

17.6 CATASTROPHIC LEAVE PLAN ............................................................................... 6254

17.7 PERSONAL LEAVE ................................................................................................. 6356

17.8 BEREAVEMENT LEAVE .......................................................................................... 6456

17.9 PAID CITY LEAVE ................................................................................................... 6456 ARTICLE 18 – SPECIAL ALLOWANCES ..................................................................... 6658

18.1 OUT-OF-CLASSIFICATION ..................................................................................... 6658

18.2 MILEAGE ................................................................................................................. 6658

18.3 TUITION REIMBURSEMENT ................................................................................... 6659 ARTICLE 19 – LAYOFFS.............................................................................................. 6659

19.1 DEFINITIONS ........................................................................................................... 6659

19.2 LAYOFFS ................................................................................................................. 6861

19.3 RECALLS ................................................................................................................. 6962 ARTICLE 20 – DEPARTMENT SENIORITY LIST ........................................................ 7163

20.1 DEPARTMENT SENIORITY LIST ............................................................................ 7163 ARTICLE 21 – TRANSFERS ........................................................................................ 7264

21.1 REQUESTS FOR TRANSFER ................................................................................. 7264 ARTICLE 22 – DETAIL POOL ...................................................................................... 7265

22.1 DETAIL POOL .......................................................................................................... 7265 ARTICLE 23 – SAFETY AND HEALTH ........................................................................ 7365

23.1 SAFETY ................................................................................................................... 7365

23.2 JOB-RELATED INJURIES ........................................................................................ 7366

23.3 LIGHT OR LIMITED DUTY ....................................................................................... 7366

23.4 DISPUTES: ON-THE-JOB INJURIES ....................................................................... 7466

23.5 GENERAL ................................................................................................................ 7466

23.6 EXPOSURE TO CONTAGIOUS DISEASE IN THE COURSE AND SCOPE OF EMPLOYMENT ........................................................................................................ 7467

23.7 MEDICAL EXAMINATIONS ...................................................................................... 7467 ARTICLE 24 – RETIREMENT ....................................................................................... 7567

24.1 PUBLIC EMPLOYEE’S RETIREMENT SYSTEM (PERS) RETIREMENT CONTRIBUTION ...................................................................................................... 7567

24.2 PERS RETIREMENT PLAN ..................................................................................... 7668 ARTICLE 25 – TRANSPORTATION ............................................................................. 7769

25.1 SACRAMENTO REGIONAL TRANSIT DISTRICT (SRTD) ....................................... 7769

25.2 OTHER BUS TRANSPORTATION ........................................................................... 7770

25.3 DOWNTOWN PARKING SUBSIDY .......................................................................... 7770

25.4 DISCOUNTED PARKING RATES ............................................................................ 7870

25.5 DRIVER LICENSE REQUIREMENTS ...................................................................... 7870 ARTICLE 26 – DISCIPLINE .......................................................................................... 7871

26.1 EMPLOYEE RIGHTS ............................................................................................... 7871

26.2 REMOVAL OF DISCIPLINARY RECORDS .............................................................. 8072

26.3 APPEAL OF LETTERS OF REPRIMAND ................................................................ 8073

26.4 DISCIPLINE APPEALS REFERRED TO ACCELERATED ARBITRATION PROCEEDINGS OR FORMAL ARBITRATION PROCEEDINGS ............................. 8173

26.5 ACCELERATED ARBITRATION PROCESS ............................................................ 8174

26.6 FORMAL ARBITRATION PROCESS ....................................................................... 8375

26.7 TRIAL PERIOD ........................................................................................................ 8476

26.8 EMPLOYEE PERFORMANCE COUNSELING ......................................................... 8477

26.9 PROBATIONARY PERIOD EXTENSION ................................................................. 8577 ARTICLE 27 – MISCELLANEOUS ............................................................................... 8578

27.1 NON-DISCRIMINATION ........................................................................................... 8578

27.2 REPAIR OR REPLACEMENT OF DAMAGED ITEMS OF PERSONAL PROPERTY 8578

27.3 SAVINGS CLAUSE .................................................................................................. 8678

27.4 FIRE RECRUIT ........................................................................................................ 8678

27.5 PAYROLL ERRORS ................................................................................................. 8678

27.6 STATION EXPENSES .............................................................................................. 8779

27.7 DEFERRED COMPENSATION PLAN ...................................................................... 8880

27.8 TERM ....................................................................................................................... 8880 EXHIBIT A – Employee Payroll Deduction Authorization And Request ........................ 9182 EXHIBIT B – Repair or Replacement of Damaged Personal Property .......................... 9384 EXHIBIT C – City Provided Items Per Article 27.6, Station Expenses .......................... 9586

1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by the CITY OF SACRAMENTO, hereinafter referred to as the City, and SACRAMENTO AREA FIRE FIGHTERS, LOCAL 522, INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious labor relations between the City and the Union, establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of wages, hours, and other terms and conditions of employment.

ARTICLE 1 – RECOGNITION

1.1 RECOGNITION
a. The City hereby recognizes the Union as the exclusive bargaining agent for all employees in the Fire Department Unit, as defined in the City's Employer- Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by law. b. The Union will not object to the State Mediation and Conciliation Service or the American Arbitration Association conducting any election pursuant to the City's Employer-Employee Relations Policy.

ARTICLE 2 – PREVAILING RIGHTS

2.1 PREVAILING RIGHTS
a. The parties agree that this Agreement constitutes the entire agreement between the parties and concludes meeting and conferring on any subject, except as mutually agreed upon herein, or as otherwise mutually agreed upon, whether included in this Agreement or not.
b. The City reserves the right to make organizational changes with notification to the Union. If the result of such changes affects wages, hours and/or conditions of employment, the City agrees to meet and confer regarding the impact of such changes.
c. No alteration or variation of the terms of this Agreement shall be valid unless made in writing and signed by the parties hereto, and no oral understanding or agreement not incorporated here shall be binding on any of the parties hereto.
d. If any provision of this Agreement shall be held invalid by operation of law, or by any tribunal of competent jurisdiction or, if compliance with or enforcement

2 of any such provision should be restrained by any said tribunal, the remainder of this Agreement shall not be affected thereby.

ARTICLE 3 – CITY RIGHTS

3.1 CITY RIGHTS
The City retains the exclusive rights, among others, provided by and in accordance with and subject to applicable laws, civil service, City Charter and other regulations, and the provisions of this Agreement, including the grievance procedure herein: (a) to direct employees of the Fire Department; (b) to hire, promote, transfer and assign employees in positions within the Department consistent with applicable classification specifications; (c) to dismiss employees because of lack of work or for other reasonable and just cause; (d) to reprimand, demote, suspend or discharge employees for proper cause; (e) to determine the mission of the Department, its budget, its organization, the number of employees, and the methods and technology of performing its work; and (f) to take whatever action may be appropriate to carry out its mission in situations of emergency.

ARTICLE 4 – UNION AND EMPLOYEE RIGHTS

4.1 USE OF OFFICIAL CITY PAID TIME FOR CONDUCTING ACTIVITIES OF

INTEREST TO UNION
a. Time Off to Participate in Scheduled Meeting and Conferring Sessions With City Management Representatives
In accordance with California Government Code 3505.3, and Article 4 of the City's Employer-Employee Relations Policy, the Union's duly designated "meet and confer" representatives shall be released from their duty assignments without loss of pay or other employment benefits, and without the obligation to furnish replacement personnel, in order to attend such scheduled "meet and confer" sessions with the City's management representatives.
b. Union Release Time Off
The Union shall be provided a "pool" of release time up to four thousand (4,000) hours per fiscal year for participating in activities not prohibited by law subject to the following conditions and limitations:
(1) Such time off may be utilized by employees who are members of the Union.
(2) There shall be no limitation on the number of hours that may be used by one person nor on the times during which these hours may be used.

3 (3) Employees shall, no later than twenty-four (24) hours before the use of pool hours, notify the Fire Chief or their designated representative in writing thereof.
(4) The members of the Union using such time shall charge their use of release time to Telestaff, using the appropriate code.
(5) Should the Union exceed the four thousand (4,000) hours, the Union shall reimburse the City for all excess hours no later than forty-five (45) days following written notice from the City to be paid at the rate of 1.43 times the employee's regular hourly rate of pay.
c. Time Off for Principal Executive Officer of IAFF #522 In addition to the release time described in Section 4.1(b), above, the City agrees to allow the Principal Executive Officer of IAFF #522 unlimited shift trades with unlimited waivers by members so trading. In connection with shift repayments and waivers for the Principal Executive Officer time, the Union hereby agrees to indemnify, defend and hold the City and its agents harmless for liability, suits, and costs incident to such replacement and waiver to the extent authorized by law.
(1) The employee shall, no later than twenty-four (24) hours before the use of such time, notify the Fire Chief or their designated representative thereof.
(2) Time traded shall be in increments of a minimum of twenty-four (24) hours.
(3) This Article shall not apply to any employee serving a probationary period. Said employee shall have permanent status in any of the following ranks: Firefighter, Fire Prevention Officer I and II, Senior Fire Prevention Officer, Fire Investigator I and II, Fire Engineer, Fire Captain, or Fire Battalion Chief.

4.2 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions under plans to which the City now is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for members of the Union for: (1) the normal and regular monthly Union membership dues; (2) monthly insurance premiums for plans sponsored by the City or the Union, not to exceed three (3) insurance deductions per member; and (3) charitable contributions for the Firefighters Burn Institute.
b. All the above payroll deductions shall be subject to the following conditions:

4 (1) Such deductions shall be made only upon submission by the Union to the Payroll Division, Department of Finance, of the authorization form (Refer to Exhibit A-1).
(2) The Union is responsible for submitting the agreed upon dues authorization form to the Payroll Division, Department of Finance, any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(3) Dues deductions shall occur over twenty-four (24) pay periods per year, which shall be the first two (2) pay periods each month. (4) Unless notified in writing by the Union of an employee’s request to cancel their Union dues deduction(s), the City will continue to deduct dues, and/or any additional deduction(s) noted. Notification will be made to the Payroll Division, Department of Finance, using the authorization form and notating that it is for dues cancellation. (5) The Union agrees to indemnify, defend and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues or insurance or other programs sponsored by the Union. This hold harmless and indemnity agreement shall include, but not be limited to, employee legal action of any sort or nature against the City based upon or related to this Section.
(6) All career employees who are paid one (1) or more hours of salary, including injury-on-duty under the City Charter, during a bi-weekly pay period, shall have the option to become members of the Union. (7) The City will remit to the Union a check for all of the deductions.

4.3 BI-WEEKLY WARRANTS AND DEDUCTIONS
a. Except for payroll deductions requested by the employee in writing and duly authorized by the City as hereinafter provided or required to be deducted by law or court order, the employee's entire pay warrant shall be made payable to the employee.
b. Salaries shall be paid on a bi-weekly basis.
c. Changes in salary shall be reflected in the second regularly-issued pay warrant following the effective date of the change.
d. The City shall mail the pay warrant to an employee if the employee (1) submits to the designated Fire Department payroll clerk in writing a signed request to the effect which shall include the following statement: "I hereby indemnify and hold the City, its officers, agents and employees harmless against any claim

5 made or any loss or liability I or others incur on account of this request"; and (2) the employee provides the payroll clerk with a stamped, self-addressed 9- 1/2 x 4 inch envelope in which to mail the pay warrant.

4.4 BULLETIN BOARDS
The Union may, at its own expense, place one bulletin board not to exceed approximately 2' x 3' in size, in each fire station for the purpose of communicating normal and usual Union business to the membership. Specific placement of such boards within a station shall be subject to the approval of the Fire Chief. The officially designated Union representative in each station shall be responsible for maintaining such board. The Fire Chief reserves the right to prohibit the posting, and order the removal of, material that they reasonably conclude will be disruptive of the operations of the Fire Department. Claims of arbitrariness by the Fire Chief in this regard shall fall under the grievance procedure hereinafter provided. The Union will keep the Fire Chief notified in writing of the names of its designated representatives in each station.

4.5 COMMUNICATION SYSTEM ANNOUNCEMENTS
Announcements of Union meetings and official business will be allowed over the communication system of the Fire Department. Such announcements will be held to a minimum and preferably made at noontime. Requests for such announcements will be made with ample time in writing to the Department. If time is a factor, requests may be made orally.

ARTICLE 5 – GRIEVANCE PROCEDURE
No matter shall be considered as a grievance under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance wasis based. With the consent of the City's third step representative the thirty (30) calendar day time limit for filing grievance may be extended.

5.1 PURPOSE
a. This grievance arbitration procedure shall be the exclusive process to resolve grievances as that term is defined under subsection (a) of Section 5.2 below. b. The purposes of this procedure are:
(1) To resolve grievances informally at the lowest possible level. (2) To provide an orderly procedure for reviewing and resolving grievances promptly.

6 5.2 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a disagreement between the City and the Union, regarding the interpretation, application or enforcement of the express terms of this Agreement, or such provisions of the City's ordinances, resolutions, and Rules and Regulations of the Civil Service Board (Civil Service Rules), and such directives of the Fire Department, as fall within the scope of representation, except to the extent that the City Charter vests jurisdiction elsewhere, in which event only such Charter-provided procedure may be used; and provided that disputes as to whether a matter is subject to this procedure shall not be determined pursuant to the provisions of this procedure.
b. As used in this procedure the term "immediate supervisor" means the individual who assigns, reviews and directs the work of an employee. c. As used in this procedure the term "party" means an employee, the Union, the City or their authorized representatives.
d. As used in this procedure, the term “Fire Chief” means the Fire Chief or their designee.
d.e. Employees retain all rights conferred by Section 3500 et seq. of the California Government Code and Civil Service Rules unless waived by the employee.

5.3 TIME LIMITS
a. Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure, but with the written consent of all parties the time limitation for any step may be extended. b. If the City does not meet time limits required in Steps 1 or 2, the Union may process the grievance to the third step of the grievance procedure, and a meeting will be held within fourteen (14) calendar days. If the City fails to respond to the third step within the appropriate time limits and no mutual agreement to extend the time limits in writing has been made, then the grievance will be automatically moved to arbitration.granted in favor of the Union at the third step. The grievant may be represented by the Union during the arbitration process.

5.4 PRESENTATION
An employee and/or a Union representative, may present a grievance while on duty, provided such use of on-duty time shall be kept to a reasonable minimum.

7 5.5 APPLICATION
The resolution of grievances as defined in Section 5.2 shall utilize this procedure unless the City Charter vests jurisdiction elsewhere.

5.6 INFORMAL DISCUSSION
The grievance initially shall be personally discussed between the grievant and their immediate supervisor. The grievant may have in attendance, and be represented by, a Union representative. Within fourteen (14) calendar days, the immediate supervisor shall give their decision or response, subject to the approval of the Fire Chief or the Fire Chief’s designee.

5.7 FORMAL GRIEVANCE - STEP 1
If, after discussions with the immediate supervisor, the grievant does not feel the grievance has been properly resolved, the employee or union representative may reduce the grievance to writing, using the prescribed form. The grievance statement shall include the following:
a. A statement of the grievance clearly identifying the matter in dispute and the controlling article(s) and section(s) of this Agreement, or such City ordinances, Resolutions, Civil Service Rules and such Fire Department directives that apply as applicable under Section 5.2(a) above.
b. The remedy or correction requested of the City.
c. The grievance form shall be signed and dated by the grievant. The grievance form shall be signed and dated by the Fire Deputy Chief in charge of Human Resources or their designee upon receipt. If the grievant is to be represented by the Union, the President of the Union or designee shall also sign the grievance form to substantiate acceptance of such representation. d. The Fire AssistantDeputy Chief shall assign the Step 1 review to the employee's Fire Battalion Chief, or Fire Assistant Chief if applicable, who will give their response in writing to the grievance within fourteen (14) calendar days from the date of receipt. The written response shall include:
(1) A statement of the Fire Battalion Chief's, or Fire Assistant Chief if applicable, position and the facts upon which it is based. (2) Subject to the approval of the Fire Chief of Fire Chief’s designee, the remedy or correction which has been offered, if any.

5.8 FORMAL GRIEVANCE - STEP 2
a. If the grievant is not satisfied with the City’s response at Step 1, the grievant may appeal the decision within fourteen (14) calendar days to the Fire Chief,

8 or designee. Within fourteen (14) calendar days, the parties to the grievance shall meet in an effort to resolve the grievance. The grievant may be represented by a Union representative at the Step 2 meeting. b. Within fourteen (14) calendar days of the second step meeting, the Fire Chief, or designee, shall respond in writing to the grievant.
c. If the grievant is not satisfied with the City’s Step 2 response, the grievant may appeal the City’s response within fourteen (14) calendar days to Labor Relations.

5.9 FORMAL GRIEVANCE - STEP 3
a. The Union's representative and the designated representative of Labor Relations will meet to discuss a grievance appealed to the third step. Unless the parties otherwise agree, the third step meeting shall be held within fourteen (14) calendar days after the appeal to the third step of the grievance procedure.
b. The City shall provide a written response stating its position within fourteen (14) calendar days after the third step meeting.

5.10 ARBITRATION
a. If the City's designated representative fails to respond in writing as provided in Step 3, or if the response is not satisfactory to the grievant, the grievant shall have the right to refer the matters to binding arbitration. Such referral shall be made by written demand submitted to Labor Relations within fourteen (14) calendar days of receipt of the third step response. b. An arbitrator may be selected by mutual agreement between the Union representative and the City's representative.
c. Should the representatives fail to mutually agree on an arbitrator they shall make a joint request to the American Arbitration Association or the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators. The parties shall each strike two (2) names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin.
d. It is understood that the arbitrator will only interpret this Agreement or documents as cited in Section 5.2(a) above, and will in no instance add to, delete from, or amend any part thereof.
e. Subject to the exceptions outlined in California Code of Civil Procedure section 1286.2, the arbitrator's decision shall be final and binding on the City, the Union and grievant.

9 f. All fees and costs of the arbitrator and court reporter, if any, will be borne equally by the parties.
g. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance.

5.11 GENERAL
a. The Union representative shall have the authority to settle grievances for the Union or employees at any point in the grievance procedure. b. At each step of the formal grievance procedure, a copy of the City’s written response shall be sent to the Union or other authorized representative at the same time as the response is sent to the grievant.

ARTICLE 6 – SALARY ADJUSTMENTS

6.1 20222023 SALARIES
Effective January 1, 2022March 25, 2023, all salary steps shall be increased by three and one-half percent (3.5%).

Employees who were on payroll during the retroactive period will receive retroactive pay for all paid hours within ninety (90) calendar days following adoption by the City Council of this Agreement. Employees who are involuntarily separated from City service as a result of disciplinary action during the retroactive period are ineligible for this payment.

6.2 FIREFIGHTER ONE-TIME WAGE ADJUSTMENT
Effective December 2, 2023, the seven and one-half percent (7.5%) Medic Assignment Pay incentive for Firefighter provided in Article 15.2(c) is being eliminated. Concurrently, the salary schedule for the classification of Firefighter shall be increased by seven and one-half percent (7.5%).

The seven and one-half percent (7.5%) wage increase provided in this Section 6.2 is ineligible for retroactive pay.

After implementation of Section 6.1 and 6.2, the salary schedule for Firefighter shall be:

Class Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Firefighter 28.943480 30.390654 31.910187 33.505696 35.180981 36.940030 38.787032 Firefighter
(admin)

41.086159 43.140467 45.297490 47.562365 49.940483 52.437507 55.059382

FIRE INVESTIGATOR I/II ONE-TIME WAGE ADJUSTMENT

10 Effective the first full pay period after City Council adoption, the salary schedule for the classifications of Fire Investigator I/II shall be increased by five percent (5%).

Effective upon adoption of the Civil Service Board the job specification for the classification of Fire Investigator I/II shall be modified to require current and future incumbents to maintain either an EMT or Paramedic License.

6.3 ONE-TIME USE OF LOCAL COMPARABLE AGENCIES
For negotiations on the successor agreements to the MOU ending on March 24, 2023, only, the parties shall use the following agencies for purposes of Sacramento metropolitan comparable agency compensation analysis:

City of Folsom
Consumnes Community Services District
Sacramento Metropolitan Fire District
The parties shall use data associated with these agencies on a trial basis for the successor agreement only. Therefore, the parties specifically agree that the use of these agencies during the negotiations of the successor agreement sets no precedent for future negotiations.

This sSection, 6.3, does not interpret or supersede any of the impasse provisions provided in the Employer-Employee Relations Policy (EERP) or the Sacramento City Charter section 603 et seq,.

ARTICLE 7 – SALARY ADMINISTRATION

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE
The rate of compensation upon original appointment shall normally be Step 1, however, the City Manager, or designee, retains the discretion to make an appointment at any step in the applicable salary range. This provision shall apply to original appointments to career positions and appointments to non-career positions.

11 (2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays, four (4) shifts for suppression, shall not affect the step increase eligibility date. For leaves in excess of ten (10) consecutive working days, or four (4) shifts for suppression, all leave time shall not count toward step increases.
(3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. This provision shall not be subject to the grievance procedure and shall be at the sole discretion of the appointing authority.
(4) This Section shall not apply to non-career employees. b. Denial of Step Increase and Reduction in Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in grade, shall have the right to appeal to the Civil Service Board in accordance with its rules and regulations. This subsection shall not apply to non-career employees.
c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi-weekly pay period following the date the employee became eligible for a pay increase, which bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week. d. Effective Date of Salary Step Increase Upon Extension of Probationary Period (1) If the probationary period is extended due to light duty, sick leave, or injury-on-duty time, the salary step increase will be delayed for the period of the extension. However, the probationary period shall only be extended if the time exceeds thirty (30) consecutive calendar days. (2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on- duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date of the salary step

12 increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date. (3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty-six (26) weeks of service, the employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty-six (26) weeks of service and who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty-two (52) weeks is required rather than twenty-six (26) weeks
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.

7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a Higher Classification
When an employee moves from one classification to another which has a higher salary, through examination, appointment to an exempt position, temporary appointment in the absence of an eligible list, or reallocation, the employee shall receive an increase at least equal to a full in-grade salary step five percent (5%) or Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed the maximum rate of the higher classification.

When a Firefighter receiving Paramedic License Pay, pursuant to Article

13 When an employee moves to another position in the same classification or to another classification with the same salary range, the employee shall maintain the same salary and same anniversary date.
c. Movement to a Lower Classification
When an employee's position is reallocated to a classification with a lower salary range, the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. The salary of an employee who voluntarily demotes shall be that salary step nearest but does not exceed such salary paid in the previous classification.

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION
Whenever the salary range of a classification is adjusted upward, the salary rate of each employee in the classification shall be adjusted to the step in the new range which corresponds to the step received in the former range, and the employee shall retain the current anniversary date for further increases within the new range.

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the same salary step paid at the time of departure.
b. If the employee is rehired after resignation to a classification lower than that in which last employed, the employee may, within the City’s discretion, be placed at any step, but not at a step that exceeds the salary received when last employed. If that step is other than the maximum step of the salary range, the anniversary date for subsequent in-grade adjustments shall be twelve (12) months from the date of reemployment and each year thereafter until the maximum step of the salary range is reached.

7.6 RATES HIGHER THAN STEP TOP STEP (Y-RATE)
Whenever the salary of an employee exceeds the top step of the salary range established for a classification, such salary shall be designated as a "Y-rate." During such time as an employee's salary remains above the top step, the employee shall not receive further salary increases, except that upon promotion to a higher classification, the employee shall immediately advance to the step of the range of the higher classification next above the "Y-rate," and be eligible for advancement to succeeding steps in the range as outlined in this Agreement. In the event an employee is "Y-rated" below top step, as applicable, the employee shall be permitted to advance to the maximum step of the original range.

7.7 LONGEVITY PAY (CONTRACT)

14 Employees who have completed seventeen (17) years of City Service Seniority shall receive longevity pay in the amount of three percent (3%) of their base rate of pay.

Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive.

7.8 LONGEVITY PAY (CITY CHARTER)
An employee’s years of service when determining eligibility for longevity pay provided in Section 108 of the City Charter shall be the same as their City Service Seniority as defined in Article 19, Layoffs, Section 19.1(b)(2). The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100.00), and after twenty-five (25) years of City service, an additional two hundred dollars ($200.00), for a total of three hundred dollars ($300.00). The parties acknowledge that Longevity Pay in Article 7.8 is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provision of this Agreement regarding Longevity Pay.

Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.

ARTICLE 8 – HEALTH AND WELFARE

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code (IRS) section 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions as described in this Article. One-half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.
a. The amount of City contribution as provided in Section 8.3(b)(1-3) and (c) for each of the first two (2) paychecks each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid (89.6 hours for suppression) = 100% contribution; 40-63.9 hours paid (56-89.5 hours for suppression) = 50% contribution. a.b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision insurance plans for up to six (6) months, or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.

15 b.c. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES
a. The City agrees to contribute to the employee’s purchase of healthcare benefits as provided below, on either a 100% or 50% basis, for non-career (+1,040) employees. Except as provided herein, the City contribution shall be applied toward the premiums for City-sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid (89.6 hours for suppression) = 100% contribution; 40-63.9 hours paid (56-89.5 hours for suppression) = 50% contribution.
b. To be eligible for the City contribution under this Section, the non-career employee must be paid for a minimum of forty (40) hours (fifty-six (56) for suppression) of work on each paycheck. If the employee fails to be paid for the minimum forty (40) hours (fifty-six (56) hours for suppression) necessary to receive the City contribution, the City shall deduct from the employee's first two (2) paychecks each month the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee's first two (2) paychecks each month cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount.

Failure to do so before the end of the calendar month including such paycheck(s) shall automatically drop the employee from the City-sponsored insurance program until the next open enrollment period.

8.3 AMOUNT OF CONTRIBUTION FOR EMPLOYEES ENROLLED IN A CITY-

16 (a) Effective December 21, 2019, for full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be up to a maximum of $829.46 per month. (a) (b)Effective the pay period beginning January 1, 2022, fFor full- time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $838.00 per month. (a)(b) Effective December 30, 2023, full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $955.00 per month.
(2) Employee Plus One (1) Dependent
(a) Effective December 21, 2019, for full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be up to a maximum of $1318.38 per month.
(a) Effective the pay period beginning January 1, 2022, for fFull- time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent the City contribution shall be $1,333.00 per month.
(b) Effective December 30, 2023, full-time employees enrolled in a City-sponsored medical plan for employee plus one (1)
dependent, the City contribution shall be $1,520.00 per month. (3) Employee Plus Two (2) or More Dependents
(a) Effective December 21, 2019, for full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) dependents, the City contribution shall be up to a maximum of $1758.00 per month.
(a) Effective the pay period beginning January 1, 2022, fFor full- time employees enrolled in a City-sponsored medical plan for employee plus two (2) dependents, the City contribution shall be $1,777.00 per month.
(b) Effective December 30, 2023, full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month. c. Employees not enrolled in a City-sponsored medical plan shall receive up to $721.00 per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be prorated as indicated in 8.21(a).

17 e. Effective the first paycheck of 20235 for plan year 20235, the City shall contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 20204 to plan year 20215, of the benchmarked forty dollar ($40.00)twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount.
f. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost traditional HMO medical plan for employee only coverage.
g. Employees shall not receive any unused portion of the City contribution as cash.

8.4 COVERED DEPENDENTS
a. An employee who has a domestic partner and has a notarized City-provided “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 10, 2019, may cover the domestic partner under the employee's City-sponsored medical plan. The employee will pay for the premium difference for the domestic partner coverage as an “after-tax” out-of-pocket employee expense. In no event will the City's monthly health and welfare contribution be used to pay for the cost of the domestic partner's coverage.
b. An employee who has a domestic partner, and is registered with the Secretary of State of the State of California, may cover the domestic partner and/or the domestic partner's children, under the employee's City-sponsored medical plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 8.3. c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age 26 who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children under the age of 26 in which the City has received notice of a Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act (PPACA), as amended.

18 d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.

8.5 CASH-BACK LIMITS
a. The cash-back of the City contribution from the IRS section 125 Plan shall be limited to $200.00 per month for career employees who waive City-sponsored medical insurance. Part-time employees shall be pro-rated as indicated in

8.21(a).
b. New employees or employees who are not receiving the cash back as of January 1, 2016, shall not be eligible for the cash-back option. c. Employees transferring to classifications in the Fire Department Unit who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored medical insurance. d. Cash-back provided to employees who opt-out of City-sponsored medical insurance as provided in this Section shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.

8.6 LIFE INSURANCE
The City will provide basic life insurance in an amount of $15,000 to each eligible career employee at no charge. Employees may purchase additional life insurance not to exceed a total of $50,000.00 City-sponsored term life insurance.

8.7 FLEXIBLE SPENDING ACCOUNTS
The City shall offer a Flexible Spending Account (FSA) program to employees as permitted by Internal Revenue Service (IRS) regulations for the following:
a. Out-of-pocket expenses for City-sponsored medical, dental, and vision plans; b. Unreimbursed healthcare costs; and
c. Dependent care reimbursement.

The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment to both the employee and the Union.

19 a. Employees Retiring On or Before June 30, 1992
Retirees shall be eligible to receive the total of the lowest cost twenty-five- dollar ($25) co-pay medical plan for one (1) plus an additional 5.28% of that cost; the lowest cost PPO dental plan for one (1); and twenty-five ($25) dollars. b. Retirees Retiring On or After July 1, 1992, and Before January 1, 2020, are Eligible to Receive the Following:
(1) Retirees shall be eligible to receive the total of: the lowest cost twenty- five dollar ($25) co-pay medical plan for one (1) plus an additional

5.28% of that cost; the lowest cost PPO dental plan for one (1); and twenty-five dollars ($25).
(2) Except as provided in Section 8.8(j), to be eligible for the City retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement and be at least age fifty (50). (3) Employees retiring with thirty (30) or more years of City service shall be eligible for the City’s retiree insurance contribution effective with the date of retirement without regard to age.
(4) The City’s retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible for up to a maximum of fifty percent (50%) of the City’s retiree insurance contribution identified in subsection (b)(1), above. (b) Employees with a minimum of fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible for up to a maximum of seventy-five percent (75%) of the City’s retiree insurance contribution identified in subsection (b)(1), above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to a maximum of one hundred percent (100%) of the City’s retiree insurance contribution identified in subsection (b)(1), above.
(5) An employee who does not retire from CalPERS within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.

20 c. Employees Hired On or Before December 31, 2019, Who Retire On or After January 1, 2020, are Eligible to Receive the Following:
(1) Retirees shall be eligible to receive the total of: the lowest cost twenty- five dollar ($25) co-pay medical plan for one (1); the lowest cost PPO dental plan for one (1); and twenty-five dollars ($25.00). (2) Except as provided in Section 8.8(j), to be eligible for the City retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement and be at least age fifty (50). (3) Employees retiring with thirty (30) or more years of City service shall be eligible for the City’s retiree insurance contribution effective with the date of retirement without regard to age.
(4) The City’s retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible for up to a maximum of fifty percent (50%) of the City’s retiree insurance contribution identified in subsection (c)(1), above. (b) Employees with a minimum of fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible for up to a maximum of seventy-five percent (75%) of the City’s retiree insurance contribution identified in subsection (c)(1), above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to a maximum of one hundred percent (100%) of the City’s retiree insurance contribution identified in subsection (c)(1), above.
(5) An employee who does not retire from CalPERS within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
d. Employees Hired On or After January 1, 2020
Unless otherwise required by law, no employee hired on or after January 1, 2020, shall be eligible for any retiree insurance contributions provided by this Section.

21 e. Transferring Classifications
Employees who voluntarily transfer from a classification not covered by this Agreement to a classification covered by this Agreement on or after January 1, 2020, shall be ineligible for the retiree insurance contributions provided by this Section. This provision does not apply to Fire Recruits who graduate from the Sacramento Fire Academy by July 2020.

Employees whose most recent date of hire is prior to January 1, 2020, who are involuntarily transferred or demoted into a classification covered by this Agreement, shall be eligible for the retiree insurance contributions provided in Section 8.8(c), above.
f. Fire OPEB Trust (Trust)
The City and employees shall discontinue contributions to the Fire OPEB Trust (Trust). The balance of the existing Trust shall be utilized to address post-employment medical benefits.
g. Pre-Medicare Eligible Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City-sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase an individual medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated except in the event of closure or repeal of the Patient Protection and Affordable Care Act (PPACA).
h. Medicare Retirees
In order to maintain eligibility for the City retiree insurance contribution, each eligible retiree and eligible dependent(s) shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits. Medicare retirees may elect to participate in a City-sponsored Medicare medical plan or purchase an individual Medicare medical plan.

Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City-sponsored Medicare medical plan without restriction to the amount of time the retiree has waived a City-sponsored medical plan. Medicare retirees may only enroll on their City- sponsored Medicare medical plan a Medicare eligible dependent(s) who has enrolled in Parts A and B.

22 Supplemental, and/or Medicare Prescription Drug plan up to their eligible City contribution.
i. Retiree Insurance Contribution Exclusion
Retirees who participate in another (non-City sponsored) group medical plan as an employee or dependent spouse shall not be eligible for the City contribution outlined in this Section.
j. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in-line-of-duty survivors will be entitled to one hundred percent (100%) of the City retiree insurance contribution for retirees regardless of years of service. This benefit shall be determined as provided in Section 8.8(a-c).
k. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be determined as provided in Section 8.8. “Eligible dependent,” as used in this Section, is defined as a dependent who was and remains eligible to be enrolled on the employee or retiree’s benefit plan at the time of the employee or retiree’s death.
l. Resuming Retiree or Survivor Dependents for Eligible Personnel who Unretire from City Service November 20, 2023, and Subsequently Re-Retire from City Service
Individuals retired from classifications represented by the Union who are eligible for retire or survivor dependents benefits under Section 8.8 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.

Notwithstanding Section 8.8(d), upon re-retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.8 at the time of their first retirement, shall receive the City contribution to which they were entitled upon their original retirement date. Years of service during the employee’s return to active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.8.

23 retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.

8.9 HEALTH REIMBURSEMENT ARRANGEMENT (HRA)
Following the adoption of this Agreement by the City Council, the City will, as soon as practicable and consistent with the terms of the City’s contract with MissionSquare, stop employee contributions to the MissionSquare Retiree Health Savings Account (RHSA) and setup employee contributions to the International Association of Fire Fighters (IAFF) sponsored Medical Expense Reimbursement Plan (MERP), for employees covered by this Agreement as follows:
a. Employees’ existing MissionSquare RHSA balances will remain in their MissionSquare RHSA account and are eligible for use in a manner consistent with the City’s contract with MissionSquare and subject to the restrictions in the United States Internal Revenue Code (USIRC) or other applicable law. b. Employees hired before January 1, 2020, shall contribute seventy-five dollars ($75.00) per month to the MERP.
c. Employees hired on or after January 1, 2020, shall contribute seventy-five dollars ($75.00) per month to the MERP.
d. Contributions shall occur over twenty-four (24) pay periods per year, which shall be the first two (2) pay periods of each month.
e. Employee contributions to the MERP will be mandatory for each group identified in subparagraphs (b) and (c), above. Employee contributions shall be on a pre-tax basis to the extent allowed by law.
f. There shall be no City contributions to the MERP.
g. The Union acknowledges that it is solely responsible for the adoption and ongoing administration of the MERP. The Union also represents that the MERP complies with all federal, state, and local laws including, but not limited to, the USIRC and Regulations pertaining to pre-tax deposits to such plans. h. The City is not a party to, nor shall it incur any costs associated with the IAFF MERP including, but not limited to, its establishment or administration. The City agrees to deduct and transfer participants’ contributions to the IAFF MERP in a manner consistent with this Article. The City has no obligations to the management, regulatory compliance, or performance of the IAFF MERP.

24 to employees covered by this Agreement or IAFF MERP participants and their qualified beneficiaries.
i. The Union agrees to defend, indemnify, and hold the City, its agents, officers, and employees harmless from any liability of any nature which may arise as a result of employee, participant, and/or qualified beneficiary participation in the IAFF MERP, including any and all claims or legal proceedings regarding the operation of the IAFF MERP, except for the obligation of the City to deduct and transfer participant contributions to the IAFF MERP as described in this Agreement.

RETIREES HEALTH SAVINGS ACCOUNTS (RHSA)
As soon as practicable, the City will establish a Retiree Health Savings Account (RHSA) for employees covered by this Agreement as follows:
a. For employees hired on or after January 1, 2020, the employee shall contribute forty-five dollars ($45.00) per month to an individual RHSA. b. For employees hired prior to January 1, 2020, the employee shall contribute forty-five dollars ($45.00) per month to an individual RHSA. c. Contributions shall occur over twenty-four (24) pay periods per year, which shall be the first two (2) pay periods of each month.
d. Employee contributions to the RHSA will be mandatory for each group.

Employee contributions shall be on a pre-tax basis to the extent allowed by law. The plan documents for both groups of employees shall allow withdrawals from the RHSA upon separation from the City, subject only to those restrictions of the Internal Revenue Code (IRC) or other applicable law. e. There shall be no City contributions to the RHSA.

8.10 VESTING OF RETIREE MEDICAL BENEFITS AND WAIVER OF RIGHT TO

BARGAIN
The retiree insurance contributions described in Section 8.8(a) for retirees that retire on or before June 30, 1992; the retiree insurance contributions described in Section

8.8(b) for employees that retire on or after July 1, 1992, and before January 1, 2020; and the retiree insurance contributions described in Section 8.8(c) for employees hired on or before December 31, 2019, who retire on or after January 1, 2020, are vested. This means that they are lifelong rights. The City agrees to vest these rights for current retirees and employees in consideration for the Union’s agreement that the City will provide no City funded retiree insurance contributions in Section 8.8(d).

As a result, the City and the Union waive their right to renegotiate Section 8.8(a), Section 8.8(b), Section 8.8(c), and Section 8.8(d) in future labor negotiations.

25 ARTICLE 9 – WORKING CONDITIONS FOR FIRE SUPPRESSION PERSONNEL

9.1 DAILY HOUR VALUE
The hour value of a leave day for vacation, sick leave or other leave shall be determined by dividing the average number of regularly-scheduled weekly hours by five (5), which result provides the ratio of hours of all weekly hour schedules to the 5 day-40 hour per week employee. The value of an hour for the 5 day/40-hour schedule shall be 1.4 and a day shall be 11.2 hours. The value of an hour for the 4 day/10- hour schedule shall be 1.4 and a day shall be 14 hours.

9.2 WEEKLY ANNUAL REPORT
It is agreed that the gross annual hours for Firefighters, Fire Engineers, Fire Captains and Fire Battalion Chiefs assigned to the fire duty schedule shall be 2,912 hours (56 hours per week times 52 weeks) for each fiscal year.

9.3 HOLIDAYS
a. Firefighters, Fire Engineers, Fire Captains and Fire Battalion Chiefs who are assigned to the fire suppression schedule shall be credited with holiday accrual at the rate of six (6) hours and thirty-two (32) minutes on the first two paychecks of each month. Employees may accumulate twenty-four (24) hours of holiday leave, after which all remaining accruals shall be paid to the employee at the employee’s base rate of pay plus applicable incentives identified in Article 15.
.b. Holiday hours shall be credited to an employee consistent with Article 9.3 (a) only while the employee is in paid status.
c. Holiday hours shall be used to offset vacation time off as follows:
(1) Employees earning 10 vacation days per year: Holiday Earned = 1:36/shift (2) Employees earning 15 vacation days per year: Holiday Earned = 3:00/shift (3) Employees earning 20 vacation days per year: Holiday Earned = 1:36/shift (4) Employees earning 20 vacation days per year and who sell back 1 week in lieu of vacation: Holiday Earned = 3:00/shift

9.4 SCHEDULE AND HOURS
a. Shifts for Firefighters, Fire Engineers, and Fire Captains not assigned to EMS 22 or EMS 23 and Fire Battalion Chiefs shall begin at 8:00 a.m., and end at 8:00 a.m. the following morning., Shifts for all Fire Battalion Chiefs on suppression assignment and Fire Captains who are assigned to EMS 22 or EMS 23, shall begin at 7:00 a.m., and end at 7:00 a.m., the following morning.

Firefighters, Fire Engineers, Fire Captains, and Fire Battalion Chiefs and will

26 be scheduled to be on- duty four (4) 24-hour periods and off-duty eight (8) 24- hour periods in a 12-day cycle. The duty schedule is as follows:
"X" denotes work day or duty shift
"O" denotes day off or shift off duty

X-X-O-O-O-O-X-X-O-O-O-O
b. Payroll records will correctly reflect the above work schedule of the said shift employees commencing with the first pay period that begins after the effective date hereof. Example: A twenty-four (24) hour shift beginning at 8:00 a.m. on a Monday and ending at 8:00 a.m. on a Tuesday will show sixteen (16) hours on-duty time on Monday and eight (8) hours on-duty time on Tuesday. c. The basic daily work schedule shall be from 8:00 a.m. – 5:00 p.m. However, it is recognized that department operations and training needs may require schedules other than 8:00 a.m. – 5:00 p.m. Where possible and feasible all training and work of a non-emergency nature will be performed between the hours of 8:00 a.m. – 5:00 p.m. and will conform to the job classification specifications as defined by Civil Service Rules.

ARTICLE 10 – WORKING CONDITIONS FOR FIRE ADMINISTRATIVE ASSIGNMENT This Article applies to the Firefighter, Fire Engineer, Fire Captain, and Fire Battalion Chief classifications while working in an administrative assignment.

10.1 ASSIGNMENT TO ADMINISTRATION
a. Recruitment notices for administrative assignments must include the job duties and expectations, desired qualifications, and a description of the application and evaluation process. The notice shall be posted for a minimum of ten (10) calendar days before the application closing date. b. At a minimum, the evaluation process will consist of a review of applicant resumes and interviews with all qualified candidates.
c. In the event two (2) or more qualified applicants with equal knowledge, skills, abilities, and experience, seniority will be the tie-breaking factor. d. Management shall attempt to fill all administrative assignments with qualified applicants. If no qualified applicants are available, vacancies shall be filled by reverse classification seniority of qualified, permanent employees. e. Administrative assignments have a two (2) year term. Management may shorten or extend this term after thirty (30) days written notification to the employee.

27 10.2 WORKWEEK
a. The workweek for employees covered by this Article shall begin at 12:01 a.m., Saturday and end at 12:00 Midnight the following Friday. The employees' workweek shall consist of eight (8) consecutive hours per day for five (5) consecutive days for a total of forty (40) hours.
b. An alternative workweek schedule for employees on administrative assignment may established consisting of forty (40) hours in increments of four (4) ten (10) hour workdays or five (5) eight (8) hour workdays, or a 9-80 workweek schedule consisting of four (4) nine (9) hour workdays, four (4) nine (9) hour workdays, and one (1) eight (8) hour workday during an eighty (80) hour bi-weekly period. Management retains the right to determine days off on the schedule and agrees to discuss the schedule with the Union thirty (30) days in advance of changes to the 9-80 workweek schedule. Upon receipt of the written notice, the alternative workweek schedule will be terminated on a date mutually acceptable to the City and the affected employee(s) or thirty (30) calendar days from the date of written notice, whichever occurs first.

10.3 HOLIDAY BENEFIT FOR ADMINISTRATIVE ASSIGNMENT PAY
a. The following shall be the recognized holidays for employees covered by this Article:

28 d. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
e. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
f. Floating Holidays
(1) Accrual
In addition to the recognized holidays provided in Section 10.2(a) above, employees shall receive the equivalent of two (2) floating holidays per fiscal year on an accrual basis at the rate of forty (40) minutes per pay period on the first two (2) paychecks of each calendar month as long as the employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated
representative.
(b) An employee may carry-over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All floating holiday hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s base rate of pay plus applicable incentives identified in Article 15, on the final paycheck of the calendar year in which it was earned.

10.4 CONVERSION OF LEAVE BALANCES
a. When an employee fills an administrative assignment, all leave balances accrued or earned on a suppression schedule shall be converted by dividing the current balances by the daily hour value of 1.4.
b. While on an administrative assignment, all leave balances shall be accrued or earned based on a forty (40) hour workweek.
c. When an employee returns to a suppression schedule from an administrative assignment all leave balances shall be converted by multiplying the current balances by the daily hour value of 1.4.

29 10.5 OVERTIME
a. When an employee on administrative assignment fills a suppression assigned position of equal rank, the employee shall receive the suppression overtime rate of pay for the position plus incentive pay.
b. When an employee on administrative assignment fills a suppression assigned position of lower rank, the employee shall receive the suppression overtime rate of pay for that position at the maximum hourly rate of pay plus incentive pay.
c. The daily hour value shall apply to overtime worked on the administrative 5/8 or 4/10 schedule but shall not apply to suppression schedule hours or overtime hours worked.
d. Incentive pay shall be additive and not compounded.

10.6 COMPENSATORY TIME OFF (CTO)
In lieu of overtime compensation, with the approval of the Fire Chief, or designee, employees on Administrative Assignments may accrue up to eighty (80) hours of Compensatory Time Off (CTO). In accordance with United States Code section 207(o), CTO shall be earned at a rate of one and one-half (1 ½) hours for each hour of employment for which overtime compensation is required. Time worked on a Suppression Assignment is ineligible to be banked as CTO. An employee is ineligible to use CTO leave upon return to a Suppression Assignment. Within thirty (30) days of return to a Suppression Assignment, all CTO time will be paid out at the employee’s current Administrative Assignment base rate of pay plus applicable incentives.

ARTICLE 11 – WORKING CONDITIONS FOR FIRE PREVENTION PERSONNEL This Article, unless a classification is not referred to or specifically excluded, applies to the classifications of Fire Investigator I and II, Senior Fire Prevention Officer, Fire Prevention Officer I and II, and Fire Prevention Officer Trainee.

11.1 FIRE PREVENTION OFFICERS
This Section applies to the Fire Prevention Officer Trainee, Fire Prevention Officer I, Fire Prevention Officer II, and Senior Fire Prevention Officer and classifications in the Fire Department.
a. Workweek
The workweek for employees covered by this Section shall begin at 12:01 a.m., Saturday and end at 12:00 Midnight the following Friday. The

30 employees' workweek shall consist of eight (8) consecutive hours per day for five (5) consecutive days for a total of forty (40) hours. b. Shift DifferentialNight Shift Premium Pay
(1) Employees covered by this Section 11.1, who work five-eighths (5/8) or more of their regular shift in the period extending from 6:00 p.m. to 6:00 a.m., shall receive an incentive of five percent (5%) of their base rate of pay for the entire shift. Employees, who work less than five- eighths (5/8) of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m., shall receive an incentive of five percent (5%) of their base rate of pay for those hours worked (to the nearest one-half hour) within thatis period.
(2) An employee shall not receive night-shift premium pay when on vacation or other authorized leave of absence with pay. (2)(3) This incentive shall be additive and not compounded with any other pay or incentive.
c. Vacation Administration
The maximum number of Fire Prevention Officer I/IIs scheduled to be on vacation, CTO, PTO, holiday credit accrued, or a 9/80 day off each working day shall not exceed fifty percent (50%) of the filled FTEs in each Fire Prevention Unit.
d. Alternative Workweek Schedule
The City has established an alternative workweek schedule for Fire Prevention Officers consisting of eight (8) nine (9) hour workdays, and one (1) eight (8) hour workday during an eighty (80) hour bi-weekly period. The City may establish an alternative work schedule consisting of four (4) consecutive ten (10) hour workdays in a seven (7) day FLSA work period. Management retains the right to determine shift start times and days off for any alternative schedule but will discuss any change to the schedule with the Union thirty (30) days in advance. Upon receipt of written notice from the City, the alternative workweek schedule will be terminated on a date mutually acceptable to the City and the affected employee(s) or thirty (30) calendar days from the date of written notice, whichever occurs first.

11.2 FIRE INVESTIGATOR I
The City and the Union agree to meet and confer over the salary schedule conversion rates for the topics identified below for the classification of Fire Investigator I.

Employees in this classification will work a rotating schedule of one (1) twenty-four (24) hour shift followed by three (3) consecutive 24-hour days off-duty. This classification will be eligible for administrative assignments.

31 The parties will continue to meet and confer on the rate of pay and salary conversion when moving the annual hours to and from 2080 hours and 2184 hours. The topics of the meet and confer are:
 Conversion of Hourly Wage
 Conversion of Leave Balances
 Conversion of Donated Catastrophic Leave Hours
 Conversion of Daily Hour Value
This Section 11.2 shall apply only to the Fire Investigator I classification. a. Work Period
The work period for employees in the Fire Investigator I classification shall consist of one hundred forty-seven (147) hours in a twenty-four (24) day work period, consistent with the Fair Labor Standards Act (FLSA) overtime provisions for law enforcement employees.
a.b. Work Schedule
(1) Effective as soon as administratively feasible but within sixty (60) calendar days of the adoption of this Agreement by City Council, employees in the Fire Investigator I classification will work a rotating schedule of one (1) twenty-four (24) hour shift followed by three (3) consecutive days off-duty.

The work schedule for Fire Investigator I shall consist of a 10-hour (0800-1800 hours) day shift, a 14-hour (1800-0800 hours) night shift and a 24-hour (0800-0800 hours) shift:

Work Schedule S M T W T F S S M T W T F S S M T W T F S 1 N X D T X X X X N X D T X X X X N X D T X
2 D T X X X X N X D T X X X X N X D T X X X
3 X X X N X D T X X X X N X D T X X X X N X
4 X X X X N X D T X X X X N X D T X X X X N
T = 24 Hour Shift
D = Day Shift
N = Night Shift
X = Day Off
(1) The Fire Investigator I shall rotate in consecutive order of Schedule 1, 2, 3, and 4.

32 (2) The 10-hour, 14-hour, and 24-hour work shiftswork schedule described in Section 11.2(b) shall be considered regular work hours paid at straight time consistent with 29 United States Code (USC) 207(k). b.c. Holidays
In lieu of accruing leave balances for fourteen (14) holidays per year, employees in the Fire Investigator I classification shall be paid for four (4) hours and forty (40) minutes at their base rate of pay plus applicable incentives on the first two paychecks of each month..
c.d. Vacation Administration
The vacation schedule shall operate on straight seniority based on the date the employee entered the Fire Department. The employee will select either their vacation or their splits the first time around. After the complete list has been gone through, then the second and third choice will be made under the same procedures.
d.e. Shift Trades
Shift trades may be permitted at the discretion of the Fire Marshal.

11.3 FIRE INVESTIGATOR II
Workweek
The workweek for employees in the Fire Investigator II classification shall begin at 12:01 a.m., Saturday and end at 12:00 Midnight the following Friday. The employees' workweek shall consist of eight (8) consecutive hours per day for five (5) consecutive days for a total of forty (40) hours.

11.4 OVERTIME COMPENSATION
a. Employees in the Fire Prevention Officer classifications shall receive overtime pay at one and one-half (1-1/2) times their regular rate of pay when they are required to work in excess of a regularly scheduled work shift, forty (40) hours per workweek, or on a recognized holiday. All paid time shall count as time worked for purposes of calculating overtime with the exception of sick leave.

33 d. Employees may accrue up to eighty (80) hours of CTO up to the last pay period in June of each year. All CTO not used by this time will be paid to the employee. Any hours of CTO not used by this time will be paid in cash. This cash payment will be included in the second paycheck in July.

11.5 HOLIDAY BENEFIT
a. Except for the Fire Investigator I, the following shall be the recognized holidays for employees covered by this Article:

Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. To be eligible for holiday pay, the employee must work the scheduled workday before and after the recognized holiday. Paid time on vacation, sick leave, or CTO shall be considered hours worked for the purpose of holiday pay eligibility.
c. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
d. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
e. Floating Holidays
(1) Accrual
In addition to the recognized holidays provided in (a) above, all employees shall receive the equivalent of two (2) floating holidays per calendar year accrued at the rate of forty (40) minutes per paycheck on each of the first two paychecks of each month. The employee shall accrue floating holiday credit for each paycheck for which the employee is paid forty (40) or more hours of salary.

34 (2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated
representative.
(b) An employee may carry-over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All
accumulated floating holiday hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s base rate of pay plus applicable incentives
identified in Article 15, on the final paycheck of the calendar year in which it was earned.
(c) An employee who leaves City employment shall be paid for all accrued floating holiday time at the straight-time hourly rate.

11.6 VACANCIES
a. When the Fire Marshal is absent, and with the approval of the Fire Chief, if a qualified Senior Fire Prevention Officer or Fire Investigator II is assigned to, and performs substantially all of, the administrative and other responsibilities of the Fire Marshal, and does so for a minimum of two (2) consecutive hours, the employee working out-of-classification will be entitled to out-of- classification compensation consistent with Section 18.1 of this Agreement. b. When a temporary vacancy exists in the position of Fire Investigator II and a Fire Investigator I is assigned to, and performs substantially all of, the administrative and other responsibilities of the Fire Investigator II and does so for a minimum of two (2) consecutive hours, the Fire Investigator I working out-of-classification will be entitled to out-of-classification compensation consistent with Section 18.1 of this Agreement.
c. When a temporary vacancy exists in the position of Senior Fire Prevention Officer and a Fire Prevention Officer I/II is assigned to, and performs substantially all of, the administrative and other responsibilities of the Senior Fire Prevention Officer and does so for a minimum of two (2) consecutive hours, the Fire Prevention Officer I/II working out-of-classification will be entitled to out-of-classification compensation consistent with Section 18.1 of this Agreement.
d. When a vacancy occurs within a job assignment due to expansion, retirement, death, removal, resignation, promotion, or demotion, such job assignment shall be subject to bid by qualified employees in the classifications covered by this Article consistent with the bid processes set out in Section 21.1 of this Agreement.

35 11.7 MEAL TIME (8-HOUR DAY)
a. Time allocated for meals will be uninterrupted. Every employee will have a regular unpaid meal period of one hour which shall be scheduled generally in the middle of the work shift.
b. In the event the meal period is interrupted for Fire Department business, at the option of the employee, and approved by the Fire Marshal, the employee shall be:
(1) paid time and one-half for the entire meal period; or (2) given an alternate meal period; or
(3) allowed to leave the shift early.

11.8 LOCKERS
Except for Fire Prevention Officer classifications, clothes lockers will be provided for turnout gear.

11.9 COVERALLS
The City shall provide one (1) pair of coveralls to employees covered by this Article.

The employees shall be responsible for cleaning and maintaining these coveralls.

11.10 SAFETY SHOES
a. For Fire Prevention Officers, the City shall reimburse said employees for the cost of an acceptable safety shoe up to a maximum of $125.00 per pair, or up to a maximum of $175.00 per pair if special order is required, and normally no more than two (2) pair per fiscal year. When needed, employees may purchase, and request to be reimbursed for, two (2) pairs of safety shoes at the same time. To be eligible for this reimbursement, the employee must obtain prior authorization from their supervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement.
b. The City maintains the right to specify the type of required safety shoe. c. The City shall seek to contract for provision of safety shoes consistent with current Fire practice and the limitations provided herein.

36 on a regular fixed basis to less than forty (40) hours per week. Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this citywide program.

ARTICLE 12 – ROLL CALL AND CALL-BACK

12.1 ROLL CALL PREAMBLE
Roll Call is designed to facilitate staffing for Fire Suppression, Advanced Life Support (ALS) services, and specialty assignments. To that end, the process requires early assignment to vacancies and limits changes once assignments are made. Vacancies will be filled as early as possible to avoid hold-overs and unnecessary moves. The priority is to fill specialty assignments first.

12.2 PROJECTED AND DAY OF VACANCIES
a. All projected full shift and partial shift vacancies created by absences of employees that have been scheduled in advance shall be filled in advance of the shift on which the absence is to occur.
b. Projected and unprojected vacancies will be filled consistent with the roll call manual.
c. All unfilled projected and day of vacancies will be filled from the Mandatory List prior to the on-duty callback shift being relieved.

12.3 MAXIMUM WORK PERIODS
a. Employees, including those on mandatory callback, may be required to work up to a maximum of seventy-two (72) hours without a break in service. b. Notwithstanding 12.3(a), above, employees may volunteer to work up to a maximum of ninety-six (96) hours without a break in service. c. Upon reaching the maximum allowable work period, employees shall be required to remain off-duty for a minimum of twelve (12) hours before being assigned to duty.

12.4 AMBULANCE VACANCIES
a. Firefighters assigned to the medic rotation, while on rotation, shall only shift trade with other Firefighters able to fill the medic position. Firefighters assigned to a medic rotation, while on medic rotation, are not eligible for HAZMAT, Rescue, Boat, or any other specialty, or acting assignments. b. Flex Medic Unit(s) shall be staffed by utilizing an available paramedic(s) or a paramedic and EMT who are unassigned after minimum staffing has been completed. Thereafter, the procedures for overtime callback apply.

37 c. Ambulance Bid Process
(1) Probationary firefighters will complete fifty percent (50%) of their one- year probation on the ambulance.
(2) Except for probationary assignments, ambulance program assignments shall be awarded according to seniority.
(3) The ambulance program will be open for bid October 1 of each year and shall close October 15 each year. Assignment bids shall be awarded by December 31 of that same year, to be effective the first day of the first full FLSA period effective January 1 or later. (4) Requests for bidding into the ambulance program shall be submitted via Telestaff beginning the open period mentioned above. (a) The EMS Division shall assign open ambulance vacancies using reverse seniority of firefighters on shift who are off probation until the list of qualified employees has been exhausted or the remaining vacant positions are filled. (b) This process shall occur on December 15 and effective the first day of the first full FLSA period effective January 1 or later. (c) Employees assigned to the unbid positions may surrender their ambulance assignment as qualified, less senior employees, who have completed the Academy, become available. This
process shall not be considered a displacement pursuant to Section 12.4(e), and the surrendering employee shall not receive Medic Assignment Pay from the date they surrender the assignment.
(5) Each bid for ambulance assignment shall consist of a specific shift, team and station.
(6) Based on seniority, if the first open assignment on an ambulance team is bid by an EMT-I, the remaining assignment shall be open to a paramedic exclusively.
(7) Based on seniority, if the first open assignment on an ambulance team is bid by an EMT-P, the remaining assignment shall be open to an EMT-I or EMT-P.
(8) Personnel with a current suppression assignment shall retain their spot only if bidding on their current shift. Should that person bid to another shift, they will lose their current suppression assignment.

38 (9) There are no bumping rights for personnel who request to change shifts.
(10) Personnel who successfully bid a medic assignment shall remain in the ambulance program for a commitment of one (1) year. The program commitment will reset in January of each year. Exceptions to the program commitment are: (1) promotion; (2) removal of personnel from the ambulance by the EMS Division for cause; or (3) voluntary surrender of the ambulance assignment at the request of EMS, as described in Section 12.4(c)(4)(c). Any employee leaving their ambulance assignment for any reason, other than listed above, will forfeit their ability to bid for one (1) year.
(11) Vacancies will be filled by the bid process.
d. Requirements and Eligibility
(1) Firefighter EMT-I and Firefighter EMT-P who are off probation at the time of the bid shall be eligible to bid into the ambulance program. (2) Firefighter EMT-I and Firefighter EMT-P shall meet all requirements set forth in the Sacramento Fire Department Manual of Operations, Section XI, Subject 70.
(3) The requirements set forth in the Manual of Operations XI shall be reviewed and agreed upon by the Fire Department and Union as needed.
e. Displacements
(1) Personnel without a suppression assignment that are displaced by probationary employees shall fill available vacancies on their respective ambulance rotation prior to relief team members. (2) Personnel with both suppression and medic assignments that are displaced by probationary employees shall return to their suppression assignment for the duration of the medic displacement. If by seniority the member would be in the relief team, they will be utilized as a relief team member.
(3) Probationary employees who are assigned to the medic units shall not receive the medic assignment pay. The medic assignment pay shall remain with the employee who is displaced and owns the assignment pursuant to Article 15.

39 12.5 OVERTIME AND CALL-BACK PAY
a. Day of call-back staffing will begin at 6:00 a.m. If Fire Administration is unsuccessful in the first attempt to contact an off-duty employee by computerized tracking telephone for call-back purposes, Fire Administration shall proceed to the next name on the call-back list. Such employee shall be charged for the overtime work as a refusal.
b. All paid time shall count as time worked for purposes of calculating overtime with the exception of sick leave.
c. When employees are called out of their homes at times they are not regularly scheduled to report to duty, they shall be paid at their straight time base rate of pay or time and one-half, consistent with (b), above, from the time they report to duty at the location they were ordered to report to until relieved at that location from such unscheduled assignment, plus travel time enroute from their home to such location up to a maximum of sixty (60) minutes, except that in no event shall they be compensated for less than three (3) hours for such call-out from their homes.
d. When it becomes necessary to call employees in to replace employees in non- emergency situations, employees of equal rank to the position which caused the recall shall be called for replacement. This shall occur only after existing eligible register on that shift has been exhausted, except however, that callback to fill the position of Firefighter shall not recognize rank. When an employee of higher rank is called to fill the position of Engineer or Firefighter, the employee so called shall receive overtime at the maximum hourly rate of pay for the position the employee fills. Travel time provided under subsection (c) shall not apply to employees in fire suppression who are recalled and work sixteen (16) hours or more and forty (40) hour per week employees who are recalled and work six (6) hours or more. In no event shall employees be compensated for less than three (3) hours for each such call-out from their homes.
e. The Fire Battalion Chiefs are exempt from the provisions of the Fair Labor Standards Act (FLSA). The City agrees to pay Fire Battalion Chiefs at their straight time base rate of pay or overtime at the rate of time and one-half, consistent with (b), above, for all hours worked beyond their regularly scheduled twenty-four (24) hour shift or the regularly scheduled fifty-six (56) hour workweek.

12.6 NOTIFICATION OF ROLL CALL CHANGES
The City reserves the right to make roll call and callback changes with notification to the Union prior to the change. If the result of such changes affects wages, hours and/or conditions of employment, the City agrees to meet and confer regarding the impact of such changes.

40 12.7 SUPPRESSION VACANCIES BID PROCESS
The intent of this Article is for the purposes of bidding assignments. As open Engine, Truck, or Rescue Company assignments become available, one or both Firefighters assigned to an Engine, Truck, or Rescue Company must be an accredited Paramedic.
a. Based on seniority, if the first open assignment on an Engine, Truck, or Rescue Company is bid by an EMT-1, the remaining assignment shall be open to an EMT-P exclusively.
b. Based on seniority, if the first open assignment on an Engine, Truck, or Rescue Company is bid by an EMT-P, the remaining assignment shall be open to an EMT-1 or EMT-P.
c. This article will be implemented as open Engine, Truck, or Rescue Company assignments become available.

Daily vacancies shall be filled in a manner consistent with paragraph 12.2, above.

ARTICLE 13 – SHIFT TRADING

41 (4) Fire Battalion Chiefs shall be responsible to approve and supervise shift trades for Fire Captains.
(5) Fire Captains shall supervise and be responsible to approve and supervisefor the coordination and scheduling of shift trades for themselves and their assigned personnel.
(a) For employees not assigned to a suppression unit, the Fire Captain of their medic assignment shall be responsible to approve and supervise their shift trades.
(4) Employees on the Fire Battalion Chief, Fire Captain, Fire Engineer, and Fire Investigator eligible list must notify Roll Call of all shift trades by telephone and/or email as early as possible prior to the trade. (6) The employee replacing the assigned employee shall be responsible for shift coverage. In the event the replacement employee fails to complete the shift trade as arranged, such employee shall work off, at no cost to the City, all hours worked by an employee assigned by Fire Administration to cover the position, as follows:
(a) In the event the replacement employee fails to complete the shift trade due to an approved use of sick leave, the
replacement employee will have their sick leave balance reduced by the number of hours equal to the hours scheduled to work in the trade.
(a)(b) In the event the replacement employee does not have sufficient sick leave hours to cover a missed shift trade due to an employee’s approved use of sick leave, the employee will be required to reschedule themselves for the missed hours.

Rescheduling must be completed within fifteen (15) calendar days from the missed trade and the missed hours must be worked within sixty (60) calendar days.The replacement
employee shall schedule for completion a repayment period with Fire Administration for the time period missed within sixty (60) days.
(7) These hours worked off by the replacement employee shall not be considered hours worked for pay purposes and shall not be recorded on the timecard.Consistent with 29 USC 207, as amended, the hours “traded” shall not be considered hours worked for pay purposes and shall not be recorded on the timecard or be used to calculate any employee’s eligibility for overtime compensation pursuant to this MOU or the FLSA.
i. If the replacement employee fails to complete the trade due to an authorized use of sick leave, such employee shall have the option

42 to work off the time period missed within sixty (60) days or, if the employee has sufficient sick leave hours accrued, to charge sick leave hours to cover the time period missed.
(8) Canceling a shift trade(s) is prohibited with less than twenty-four (24) hours’ notice unless the employee’s immediate supervisor approves and Roll Call has been notified.
(9) If a shift trade is missed due to a Department approved deployment, rescheduling must be completed within fifteen (15) calendar days from the end of the deployment and completed within sixty (60) calendar days from the end of the deployment.
(8)(10) If the Department transfers an employee to another shift, to special duty, or if the employee is promoted, and as a result of such transfer, special duty, or promotion, a conflict arises relative to the application of this Article, the employee will be required to effect completion, correction, or cancellation if the trade is in excess of thirty (30) calendar days from date of notice of transfer, special duty, or promotion. Thirty (30) calendar days or less from date of notice of transfer, special duty, or promotion will be the responsibility of the City. (9)(11) If an employee is to be off work due to a duty injury, they will assume the responsibility for completion, corrections, or cancellation of shift trades that are scheduled beyond the fifteenth (15th) calendar day from the date of duty status changeinjury.
(10)(12) A leave of absence authorized to an employee automatically defers all shift trade activity withinfor the duration of the leave.

Rescheduling must be completed within fifteen (15) calendar days from the date the employee returns from their authorized leave of absence and the missed hours must be worked within sixty (60) calendar days from their return from the authorized leave.
(11)(13) An employee is not eligible to work a shift trade while on light duty or limited duty assignment. Employees returning to full duty from a light duty or limited duty assignment, who were previously scheduled to fill a shift trade assignment, must reschedule the shift trade within fifteen (15) calendar days from their return to full duty and the missed hours must be worked within sixty (60) calendar days of their return to full duty.
(12)(14) The Union shall indemnify, defend, and hold the City harmless against claims, liability, and suits which may arise as a result of this Section.

43 ARTICLE 14 – UNIFORMS AND COVERALLS

14.1 UNIFORMS
a. Uniform Allowance
Employees shall receive an allowance of thirty-five dollars ($35.00) bi-weekly for the purchase of regulation items of uniform that the Fire Department requires to be worn as a condition of employment. There shall be no change in the number, style, and color of uniforms without agreement by the Union. b. Uniform Replacement
(1) Reimbursement for the cost of replacing irreparable uniforms damaged in the line of duty, and not due to ordinary wear and tear, shall be made only under the following conditions:
(a) Damage must be reported during the same shift to the employee's immediate supervisor who shall; (1) verify that the damage occurred in the line of duty, and (2) make an entry in the station log (written statement for assignments outside Fire Suppression) to that effect. Disputed claims of damaged items not reported on the same shift but reported within seven (7) calendar days of occurrence shall be resolved in accordance with Section 14.1(b)(4).
(b) The employee must confirm the damage in writing to their immediate supervisor within seven (7) calendar days from the date of occurrence.
(c) The claim for replacement reimbursement must be submitted to the Fire Department for review. The Fire Department shall make a determination as to whether the claim should be
approved or disapproved in an expeditious manner.
(d) Proof of purchase of the replacement article, which includes the employee's name, date of purchase, item of clothing and price, shall be provided with the reimbursement claim.
(2) Uniform repair and maintenance shall be the responsibility of the employee.
(3) Reimbursement for replacement shall be at the discretion of the Fire Chief or designee and shall not be subject to the grievance procedure. (4) Disputes shall be resolved by a committee consisting of one representative each from Fire Administration, Labor Relations, and the union.

44 14.2 COVERALLS FOR EQUIPMENT SERVICING ACTIVITIES
The City shall provide and maintain coveralls for those employees in the Fire Department Unit whose assigned duties include the mechanical servicing and repair of trucks and engines.

ARTICLE 15 – INCENTIVE PAY

15.1 FIRE EDUCATIONAL INCENTIVE PROGRAM
a. Fire Battalion Chiefs, Fire Captains, Fire Engineers, Fire Investigators I and II, and Firefighters shall receive incentive compensation in addition to the base rate of pay for the following:

Accredited University or College Degree of Certificate
(1) Fire Science Certificate – 9½ %
(2) Bachelor’s Degree – 5%
b. Employees who do not possess an EMT certificate shall be reduced ten percent (10%) (two steps) in base salary on or after the date the Fire Department implements an EMT Certificate training and license testing procedure. Employees who do not possess an EMT certificate prior to the date of implementation shall be reduced seven and one half percent (7.5%) in base salary.
c. The Fire Department reserves the right to insure the work force is capable of performing necessary duties associated with the possession of EMT certificates by a sufficient number of employees needed to deliver Emergency Medical services to the public.
d. Employees eligible for the Fire Science incentive on July 4, 1987, shall continue to be eligible for such incentives.
e. Senior Fire Prevention Officer, and Fire Prevention Officer I and II shall receive nine and one-half percent (9.5%) incentive compensation in addition to the base rate of pay for possession of a Fire Technology Certificate (FT) from a California Community College/State Board of Fire Services approved Fire Technology program. Such employees shall also receive a two and one half percent (2.5%) incentive compensation for an Associate Degree; a five percent (5%) incentive compensation for possession of a Bachelor’s Degree from an accredited university or college; and a five percent (5%) incentive compensation for an EMT Certificate.
f. Employees hired on or after the effective date of this Agreement must possess a Fire Technology Certificate from a California Community College/State

45 Board of Fire Services approved Fire Technology program in order to be eligible for the Fire Science certificate (FS) incentive. g. Incentive pay rates shall not be compounded.
h. Employees who earn a Certificate or Degree set forth above shall place their Certificate(s) on file with the Fire Department Administration, who will verify and process for appropriate incentive compensation.
i. Fire Educational Incentives shall be paid to an employee within thirty (30) calendar days of submission of eligibility to the Department.

15.2 PARAMEDIC LICENSE PAY AND ADVANCED LIFE SUPPORT (ALS)

Employees in the classifications of Fire Engineer and Fire Captain shall receive license incentive compensation for possession of the EMT- Paramedic License. The incentive shall be at the rate of four percent (4%) of base pay.
(2) Effective December 2, 2023, employees in the Fire Engineer classification who possess a current, valid California EMT-Paramedic license shall receive an incentive of eight and one-half percent (8.5%) of their base hourly rate of pay.
(3) Effective December 2, 2023, employees in the Fire Captain classification who possess a current, valid California EMT-Paramedic license shall receive an incentive of seven and one-half percent (7.5%) of their base hourly rate of pay.

46 (1) classification of Firefighter shall receive license incentive compensation for possession of the EMT-Paramedic License. The incentive shall be at the rate of ten percent (10%) of base pay. (2)(4) The EMT- Paramedic License pay shall be additive and not compounded with any other pay or incentive.
(3)(5) Each employee receiving such EMT-Paramedic License pay may be assigned to paramedic duties on an ambulance, except that the assignment of an on-duty Fire Captain or Fire Engineer will only be made when there is no available paramedic on duty and the mandatory overtime call-back list has been exhausted.
c. Medic Assignment Pay
Effective after adoption by the City Council and upon implementation of the increase provided in Section 6.2, this Article 15.2(c), will be deleted in its entirety from this Agreement.
(1) Employees in the classification of Firefighter who are regularly scheduled to work on the ambulance shall receive an additional seven and one-half percent (7.5%) incentive on top of base pay. (2) Employees in the classification of Firefighter who are on the Medic Relief Team shall receive an additional seven and one-half percent (7.5%) incentive on top of base pay for all regular duty hours worked on the ambulance.
(3) These incentives shall be additive and not compounded with any other pay or incentive.
c.d. Preceptor Duty Pay
(1) The City will assign preceptor duties and responsibilities to Firefighter (Paramedic) for the purpose of monitoring paramedic interns completing a paramedic internship and to otherwise evaluate new employees during the “sign-off” period prior to assignment to the medic rotation.
(2) A qualified Firefighter (Paramedic) preceptor shall oversee the medical duties of the paramedic intern for a minimum of four hundred and eighty (480) hours, or until the intern is released from the program. The preceptor may be assigned to precept additional hours when the preceptor demonstrates to Fire Administration that additional hours by the paramedic intern will be necessary so as to complete their paramedic internship. Fire Administration will determine and authorize the additional number of hours the preceptor will be assigned to assist the paramedic intern in their completion of the internship.

47 (3) A Firefighter (Paramedic), once assigned to perform preceptor duties and who has performed those duties for ninety-six (96) hours or more, shall not be eligible to volunteer out of the assignment until after completion of precepting the paramedic intern, except in emergency situations and by mutual agreement between the Fire Department and the Firefighter (Paramedic). Firefighter (Paramedics) who have performed less than the minimum ninety-six (96) hours may volunteer out of the assignment if, based on seniority, they are eligible to rotate off the required Medic assignment teams.
(4) The City retains the right to discontinue the Preceptor Program at any time by providing five (5) days written notice to the Union. A Firefighter (Paramedic) who has performed preceptor duties for two (2) consecutive internships, shall not be assigned to precept again without a break of a minimum of six hundred (600) hours.
(5) Effective March 1, 2008, Firefighter (Paramedics) who are assigned to precept an intern and to evaluate new employees during the eight (8) shift “sign-off” period prior to assignment to the medic rotation, shall be paid at the rate of nine and one-half percent (9.5%) for each hour assigned to perform preceptor duties and responsibilities which shall be added to the base rate of pay. Preceptor Duty Pay is additive and is not compounded with any other type of pay or incentive. d.e. A qualified Firefighter (PAR) preceptor shall have held, in good standing, a Sacramento County EMT-Paramedic accreditation for no less than three (3) consecutive years, and, shall have served as a paramedic for no less than two (2) years with the Fire Department.
e.f. Qualified employees assigned to precept shall be made from volunteers.

Seniority shall be a consideration for preceptor assignments.

15.3 CONTINUING EDUCATION AND LICENSE FEES
a. The City will make available continuing education (CE) requirements for the EMT and EMT-Paramedic license while the employee is on duty, and to the extent practicable give notice of the training classes prior to the scheduling of vacations. If an employee fails to attend such CE training, the employee shall be responsible for obtaining the requisite CEs at their own expense and on their own time.
b. On duty Advanced Cardiovascular Life Support (ACLS) or equivalent training; Pediatric Advanced Life Support (PALS) or equivalent training; and International Trauma Life Support (ITLS) or equivalent training will be provided to employees whose licenses require it. The City will provide a scheduled of upcoming courses at least two (2) months in advance. If an employee fails to attend these courses, or if the employee cancels within forty-

48 eight (48) hours of their scheduled training, the employee shall be responsible for obtaining these requisite CEs at their own expanse and on their own time. c. The City shall reimburse employees upon proof of payment for EMT- Paramedic License and Accreditation fees:
(1) EMT-Paramedic License State fee: $250.00 every other year. (2) EMT County fee: Sacramento County EMS (SCEMS) $50.28 application fee and State of California recertification fee $37.00. d. This Section does not apply to Fire Prevention Officer I/II or Senior Fire Prevention Officer.

15.4 HAZARDOUS MATERIALS (HAZMAT) INCENTIVE
a. The Policies for Hazardous Materials Response Team, dated July 14, 1997, shall be effective immediately.
b. Employees in the rank of Fire Captain and below who are California State- certified hazardous materials specialists and regularly assigned to a HAZMAT company shall receive an assignment pay of five percent (5%) of their base rate of pay. This assignment pay shall include the certificate pay in subsection (d) below.
c. Employees in the rank of Fire Captain and below who are California State- certified hazardous materials specialists and who work at a HAZMAT company on a temporary, intermittent, call-back, shift trade or detailed basis shall receive an assignment pay of five percent (5%) of their base rate of pay for all hours actually worked on the HAZMAT company. This assignment pay shall include the certificate pay in subsection (d) below. d. In addition to those regularly assigned in subsection (b) above, up to a maximum of sixty (60) employees, on a ratio of 1 Fire Captain, 1 Fire Engineer and 2 Firefighters, who are California State-certified hazardous materials specialists, shall receive a certificate pay of two and one-half percent (2.5%) of their base rate of pay.
e. Employees in the rank of Fire Captain and below who are ineligible to receive an incentive pursuant to subsections (b), (c), or (d), above, who possess a California state Hazardous Materials Specialist Certificate, and are placed by management on a call for service that requires that certification shall receive five percent (5%) of their base rate of pay for the duration of that call. f. Employees in the rank of Fire Battalion Chief who possess a California state Hazardous Materials Incident Commander Certificate shall receive an incentive of one and seventy-five one-hundredths percent (1.75%) of their base rate of pay.

49 g. These incentives shall be additive and not compounded with any other pay or incentive.
h. The Fire Department will continue to provide one HAZMAT training course each year, as practicable. The Department will send as many employees as feasible, consistent with the budget, and will maintain a goal of twenty (20) employees per class. Seniority shall be a primary consideration for enrollment and may only be passed over for cause.

15.5 ADMINISTRATIVE ASSIGNMENT PAY
When Fire Administration assigns a suppression employee to an administrative assignment for a period of more than thirty (30) working days, the employee shall receive nine and one-half percent (9.5%) in addition to their base hourly regular rate of pay. This shall not be applicable to employees on modified or light duty or employees being accommodated from their regular suppression assignment.

15.6 RESCUE INCENTIVE
a. Employees who are regularly assigned to a Department designated Rescue company and who are qualified as defined below to perform Rescue Operations shall receive an assignment pay of five percent (5%) which shall be added to the base rate of pay.
b. This incentive shall be additive and not compounded. c. Employees qualified as defined below and assigned to a Department designated Rescue company on a temporary basis shall receive the incentive compensation for all hours worked at the Rescue company. d. Up to fifty (50) employees who have received the required training for rescue certification and are not regularly assigned to a Rescue company shall receive a certification pay of two and one-half percent (2.5%) which shall be added to the base rate of pay. The ratio of these employees shall be fifty percent (50%) Firefighters, twenty-five percent (25%) Fire Engineers and twenty-five percent (25%) Fire Captains.
e. Qualified employees as mentioned above are those employees who have obtained the California State- certificates:
(1) Rescue Systems (RS) I OR Structural Collapse Specialist I (2) Rescue Systems (RS) II and III OR Structural Collapse Specialist II (3) Trench Rescue Technician Certificate
(4) Rope Rescue Technician

50 (5) Confined Space Rescue Operations Certificate OR Confined Space Rescue Technician Certificate
(6) Swift Water Rescue Technician Certificate OR River and Flood Rescue Certificate
(7) Low Angle Rescue Operations Certificate OR Rope Rescue Awareness and Operations Certificate
certified Rescue Systems (RS) I Certificate, RS II Certificate, Trench Rescue Operations Certificate, Confined Space Rescue Operations Certificate, Swift Water Rescue Technician Certificate, and Low Angle Rescue Operations Certificate.

Only those employees who hold active certificates will be assigned to a Rescue company as mentioned above. The Fire Department shall maintain a “detail pool” of employees eligible for assignment to a Rescue company who have presented an original copy of their required certificates to Fire Department administration.
e.f. Employees who promote or transfer out of a Rescue company shall no longer be eligible to receive the Rescue assignment pay, except as provided in (c) above.
f.g. Employees who no longer possess an active RS I and RS II a Rescue Technician certificate shall not be eligible to receive the Rescue assignment or certification pay and shall be reassigned.
g.h. To be eligible for future assignment at a Rescue company upon promotion or transfer, only those employees who possess an active RS I and RS IIRescue Technician certificate shall be eligible. Seniority shall be a primary consideration and an employee may only be passed over for cause. h. Shift trades into a Department designated Rescue company may be accomplished only by equal rank and only by those employees who possess an active RS I and RS II certificate.

51 a.b. cConsistent with the provisions in Article 21.1 (Requests For Transfer) employees are assigned to a designated Fire Boat Company, shall receive additional compensation of two and one-half percent (2.5%) of the employee’s base rate of pay.
b.c. Employees assigned to a Fire Boat Rescue Company have additional duties and implement health and safety procedures unique to the assignment which include, but are not limited to, water rescue, island rescue, boat patrol, and marine fire suppression.
c.d. Fire Boat Operator Hazard Pay shall be additive and not compounded with any other type of pay or incentive.
d.e. Employees who promote or transfer out of a Fire Boat Company shall no longer be eligible to receive the Fire Boat Operator Hazard pay. e.f. Employees who do not possess an active Boat Operator certificate and either a Swift Water Technician I certificate or a River and Flood Rescue Technician certificate shall not be eligible to be assigned to a Fire Boat Company and are ineligible to receive the Fire Boat Operator Hazard Pay. Employees whose certifications expire while assigned to a Fire Boat Company shall be reassigned.
f.g. Fire Boat Company vacancies shall be filled by eligible employees using seniority as a primary consideration. Eligible employees may only be passed over for cause.
e. Shift trades between employees into a Fire Boat Company may be accomplished only by employees of equal rank and only by those employees who possess an active Boat Operator certificate, and either a Swift Water Technician I certificate or a River and Flood Rescue Technician certificate.

15.8 MEDICAL QUALITY ASSURANCE TRAINING PAY
a. Employees in the classification of Firefighter (PAR) assigned by the Department to support the Emergency Medical Service (EMS) program as a Medical Quality Assurance Officer shall be paid Medical Quality Assurance Pay for all hours worked as a Medical Quality Assurance Officer. The incentive shall be at the rate of nine and one-half percent (9.5%) of base rate of pay.

This incentive is additive and will not be compounded with any other incentive. b. Employees assigned to Medical Quality Assurance Training shall be responsible for providing guidance, instruction, training, remediation and evaluation of Department EMT and Paramedic personnel as directed by the Department.

52 15.9 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at two percent (2%) of the employee’s base rate of pay for any pay period in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operation. Bilingual pay shall be additive and shall not be compounded with any other type of pay or incentive.

15.10 CITY RESIDENCY INCENTIVE
a. Employees shall receive a one-time incentive pay of $10,000 following the purchase of a primary residence inside the boundaries of the City of Sacramento.
b. Employees must be an owner of record of the residence and the residence must be the employee’s primary residence to receive this Incentive. c. The City Residency Incentive shall not apply to purchases made prior to December 10, 2019.
d. The City Residency Incentive shall automatically terminate on December 18, 2020.

ARTICLE 16 – PHYSICAL PERFORMANCE EXAMINATIONS

16.1 PHYSICAL PERFORMANCE ASSESSMENT/PROGRAMS
Employees hired on or after June 30, 1990, shall be required, as a condition of continued employment, to participate on an annual basis in a physical performance assessment or participate in the department’s Fitness in the Firehouse Program.

Refusal to participate shall subject such employee to disciplinary action, up to and including termination. The physical performance assessment and the Fitness in the Firehouse Program will be conducted during on-duty time only. This provision does not apply to Fire Prevention Officers.

53 ARTICLE 17 – LEAVE BENEFITS

17.1 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave at the rate of one day per month (5 hours, 36 minutes for fire suppression personnel and 4 hours for all other employees on each of the first two paychecks each month) of employment which may be used at the discretion of the employee in the event of illness or injury which is not job-related. In accordance with the Rules and Regulations of the Civil Service Board, one-third (1/3) of accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave shall not exceed one hundred percent (100%) of the employee’s regular rate of pay.
(2) An employee in active service of the City eligible to accumulate sick leave credits may in January each year, receive a cash payment for twenty-five percent (25%) of the unused portion of sick leave credits accumulated during the preceding calendar year from January 1 through December 31, provided the employee shall have to their credit on December 31, immediately preceding the date for payment, a total of at least sixty (60) sick leave days accumulated. The employee shall be paid for such percentage of sick leave accumulation at the rate of pay which the employee was receiving on January 1 of each year in which payment is made. The amount of time for which an employee is paid shall be deducted from the employee's total accumulation. (3) An eligible employee may elect to receive cash payments for accumulated sick leave by notifying the Payroll Section, Department of Finance in writing of such election no later than January 1 of each year. (4) Effective January 1, 2022, for calendar year 2023 and each year thereafter, Paragraphs (2) and (3), above will be replaced with the following provisions:
(2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead, a cash payment for the number of sick leave hours designated in the election. (a) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30 for the following calendar year.

The payment will be made on the last paycheck onin May of the

54 calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(b) If the employee electing the payment separates from City employment before receiving the payment the employee forfeits any right to the payment but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS
(1) PERS
(a) PERS members hired prior to January 14, 2015, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees, or persons entitled by law to the possession of the estate of a deceased employee, may
elect to receive a cash payment for thirty-three and one- third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, or layoff, or death.
(ii) In the alternative, eEligible employees with an effective retirement date from PERS within one hundred and
twenty (120) calendar days of their separation from City service may also convert any or all of their total sick leave credits accrued, less any payment received pursuant to
sub-paragraph (i), above, to PERS service credit as of
the date of their retirement consistent with law and
pursuant to the PERS contract with the City as amended.

If the employee converts less than the full balance of sick leave to service credit, the employee may receive
payment for thirty-three and one-third percent (33-1/3%) of the remaining sick leave credits after conversion to PERS.
(ii)(iii) Individual(s) identified pursuant to California Government Code Section 53245 as being the person designated on
the employee’s “Designation of Person Authorized to
Receive Warrants,” or in the absence of an identified
person pursuant to California Government Code Section

55 53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub-paragraph (i) above may receive payment for thirty-three and one-third
percent (33 1/3%) of the total sick leave credits
accumulated (to the nearest full day) by the employee on the date of the employee’s death.
(b) PERS members hired on or after January 14, 2015, shall not be eligible for payment of any portion of accumulated sick leave credits, although these employees may upon retirement,
convert their sick leave balance to service credit consistent with law and pursuant to the PERS contract with the City upon separation of employment for retirement.
(c) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee eligible to accumulate sick leave credits for reasons of retirement, resignation, or layoff after service for a period of not less than two (2) years, or death, such employee (or those entitled by law to the possession of the estate of a deceased employee) shall receive payment for thirty-three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee shall only receive payment for thirty-three and one-third percent (33-1/3%) of those sick leave credits which accrued after the date of recall. d. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.

56 e. Civil Service RulesThe Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all eligible employees.

17.2 VACATION ADMINISTRATION
An employee’s vacation allowance and approval shall be provided and administered pursuant to Section 107 of the Sacramento City Charter. Additionally, the following shall apply:
a. These rules attempt to accomplish two primary things:
(1) Control number of employees off at any given time;
(2) Assure all employees of the best possible vacation dates available. a. The vV acation schedulinge shall operate on straight seniority (when the employee entered the Fire Department Unit).
b. Eligible employees shall be entitled to bid for as many hours of vacation as they will accrue in the year for which the bid takes place. c. The order of vacation bidding will be determined based upon seniority within each complete platoon.
d. Number of Suppression Employees on Vacation at One Time The maximum number of fire suppression employees scheduled to be on vacation each shift shall be fifteen (15). Each November 1, the maximum number of suppression employees that may be scheduled to be on vacation shall be adjusted up or down by one employee whenever the number of budgeted suppression employees has increased or decreased, respectively, by twenty-five (25) from the previous November 1. The base number of suppression employees that supports the fifteen employee maximum shall be four hundred eighty-nine (489).
e. For the holidays identified below, the maximum number of suppression employees allowed to be on vacation each shift shall be half of the number calculated pursuant to Section 17.2(c)(1), rounded up to the nearest whole number.
(1) Fourth of July (July 4)
(2) Thanksgiving Day (Fourth Thursday of November)
(3) Christmas Eve Day (December 24)
(4) Christmas Day (December 25)

57 (5) New Year’s Eve Day (December 31)
(6) New Year’s Day (January 1)
b.f. The Suppression employees electing to participate in the annual vacation bid shall select vacation in forty-eight (48) hour increments. will select either their vacation or their splits the first time around. After all employees have made their first vacation bid, each employee’s the complete list has been gone through, then the second and third choices will be made usingunder the same procedures. Eligible employees may sign up to use their prior year’s carry- over vacation after all current year vacation bids have been completed. f. Seniority will be in the complete platoon.
g. The employee will select vacation at a minimum of one full shift (24 hours) for the current vacation year. Each vacation pick shall be made in consecutive shifts. Prior year vacation will be selected after all current year vacation selections have been completed. Employees with Personal Time Off (PTO) will select after all vacation calls are completed.
c.g. Vacation Allowances
Consistent with the Sacramento City Charter, as amended, all eligible employees will accrue vacation at the following rates:
(1) During the first calendar year of employment, and after the completion of at least six (6) months of service, employees shall be entitled to a vacation allowance on a pro rata basis of ten (10) days (112 hours for suppression) per year for the number of months worked prior to the beginning of the first calendar year.
(2) Upon the completion of one calendar year and continuing thereafter through the fifth calendar year of employment, all employees shall be entitled to a vacation allowance of ten (10) days (112 hours for suppression) per year.
(3) Upon the completion of five (5) calendar years and continuing thereafter through the fifteenth calendar year of employment, all employees shall be entitled to a vacation allowance of fifteen (15) days (168 hours for suppression) per year.
(4) Upon the completion of fifteen (15) calendar years of employment and continuing thereafter, all employees shall be entitled to a vacation allowance of twenty (20) days (224 hours for suppression) per year; provided, further that such employees so qualified to receive twenty (20) days (224 hours for suppression) of yearly vacation shall have the option to be exercised not later than the first day of December each year, to receive pro rata payment for five (5) days (56 hours for

58 suppression) of such vacation in lieu of using such five (5) days (56 hours for suppression) for vacation purposes.
d.h. The value of a vacation day is as set forth in Section 9.1 of this Agreement. e.i. Trading vacation periods willis not be permitted.
i. The maximum number of fire suppression employees scheduled to be on vacation each shift shall be fifteen (15). The maximum of fifteen (15) shall be adjusted by one each November 1 thereafter for each change of twenty-five (25) budgeted positions in the bargaining unit in fire suppression, with four hundred eighty nine (489) as the base number.
f.j. An employee who is on leave as a result of an industrial injury during their scheduled vacation period shall have the right to select a new vacation period upon return to work as determined by the employee's seniority rights during the past annual vacation sign-up. If a mutual agreement cannot be reached, the employee shall be allowed to reschedule said vacation during a time in the remainder of the year, of which said employee would have available by seniority, during the normal course of vacation scheduling or said employee shall be allowed to reschedule their vacation during the course of the following year after all normal vacations have been scheduled. Said employee's choice of rescheduled vacation time shall be that of which their seniority would have provided during the previous year. The intent of this provision is to give the affected employee another opportunity to select a new vacation period without placing that employee at a seniority advantage or disadvantage. g.k. Where a career employee sustains an injury covered by workers' compensation and has utilized all of the statutory one (1) year "Section 4850 time," and consequently is receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay. As a condition of using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in Section 17.1, Sick Leave.
h.l. Employees who are eligible to receive a cash payment in-lieu of vacation leave, as provided in Section 107 (d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election.

59 calendar year following the election. The number of hours used to determine the amount of the in-lieu payment will be based upon the employee’s assignment (40 hours for admin and 56 hours for suppression) at the time the payment is made. The in-lieu payment will be made at the straight time hourly rate of pay plus applicable incentives the employee is receiving at the time payment is madePayment shall be made at the straight time hourly rate of pay the employee is receiving at the time payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in-lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.

17.3 COURT LEAVE
a. General
(1) When an employee is absent from work to serve on a jury or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert and remain on the job until such time as called to serve jury duty. Fire suppression personnel who are required to be on telephone alert and who are directed to report to work at a fire station shall not be required to respond to calls between the hours of 8:00 a.m. and 3:30 p.m. An extra fire suppression employee shall be added to the fire station during the period when an employee is on telephone alert and is not required to respond to calls or when called to jury duty. Pay for such work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all jury remuneration received, less transportation allowance, to the City.
(2) To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a juror or appearance in court for that purpose, the date or dates of attendance, and the time released from attendance.
b. 40-Hour Week Personnel
If a swing shift or graveyard shift employee has served in excess of four (4) hours on jury duty, they will notify their supervisor in advance of their start time so they can be excused from his/her shift. If the employee is on jury duty less than four (4) hours, they will be required to work.

60 c. 24-Hour Shift Personnel
(1) If the jury duty occurs on the same day as the employee's scheduled duty assignment for the Fire Department, the employee will report same to their immediate superior and report directly to the assigned jury duty location. Upon release from jury duty for the day, the employee will report to their assigned duty station for the remainder of the shift.
(2) If the employee is required to report for jury duty on the day following their assigned Fire Department duty shift, they shall be released from duty ten (10) hours prior to the end of their assigned duty shift for the purpose of assuring rest and alertness in the performance of jury duty. (3) When an employee is on jury duty for the entire day, is released from jury duty by the court after 4:30 p.m. and is scheduled to return to jury duty the following day, the employee shall not be required to report to their assigned duty station for the remainder of the shift. If, however, the employee is released by the court prior to 4:30 p.m. the employee shall report to their assigned duty station and shall thereafter be released from duty ten (10) hours prior to the end of their assigned duty shift for the purpose of assuring rest and alertness in the performance of jury duty on the following day.

17.4 COURT LEAVE - NON-DUTY RELATED
a. When an employee is absent from work to respond to a subpoena from a court of competent jurisdiction to serve as a witness in a matter in which the employee is not a party, the following release provisions shall apply. b. The employee is to notify their supervisor of the subpoena on the next regularly scheduled shift after receipt of the subpoena and to contact the subpoenaing party to determine the date and time it is necessary to be present in court to testify. The employee will notify the supervisor of the time scheduled to testify and will be released as follows.
c. The employee shall return all witness fees and remuneration received, less transportation allowance, to the City.
d. Non-twenty-four (24) hour shift personnel will be released from duty at the time they are scheduled to appear to testify. If the employee is assigned to a swing or grave shift, release time shall be considered on a case-by-case basis. It is the intent of this Section to ensure the employee receives sufficient time to be properly rested in order to appear in court.

61 e. Twenty-Four (24) Hour Shift Personnel
(1) Twenty-four (24) hour shift personnel shall report to their assigned duty station at the beginning of the shift unless the subpoena requires the employee’s attendance in court at a time near the beginning of the shift.

In such cases, the employee may be excused from reporting to their assigned duty station by the Department on a case-by-case basis. (2) Twenty-four (24) hour shift personnel shall be released from responding to calls and provided reasonable travel time in order to arrive at the court at the specified time. An extra fire suppression employee shall only be added to the fire station if the employee is expected to be absent for more than four (4) hours.
(3) If the employee is required to appear to testify on the day following a duty shift, the employee will be released from duty at 8:00 p.m. the night before they are scheduled to appear.

17.5 PREGNANCY DISABILITY LEAVE
Effective April 1, 1996, tThe pregnancy disability benefit shall be applicable to female employees who are pregnant as follows:
a. Full-time career non-suppression employees who are pregnant shall be eligible for a maximum City-paid pregnancy disability leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off.

Full-time career suppression employees who are pregnant shall be eligible for up to two hundred twenty-four (224) hours of continuous City-paid time off during the four (4) week pregnancy disability leave. Part-time career employees who are pregnant shall be eligible for up to eighty (80) hours of continuous City-paid time off. Part-time career suppression employees who are pregnant shall be eligible for up to one hundred twelve (112) hours of continuous City-paid time off during the four (4) week pregnancy disability leave. Unused parentalpregnancy disability leave shall have no cash value and shall be forfeited following the end of the disability period. Non-career employees are not eligible for the four (4) weeks of City-paid pregnancy disability leave.
b. To be eligible for the paid leave the employee must have completed at least one (1) year of City 2,080 hours of service (2,912 hours of service for fire suppression employees)service from the most recent date of hire preceding the request for pregnancy disability leave.
c. To obtain pregnancy disability leave, the employee shall submit a request for time off and verification of medical disability for the duration of such leave.

62 d. Upon return from pregnancy disability leave on the date previously authorized, employees shall be reinstated in the former department and in the classification last held.
e. In addition to pregnancy disability leave, an eligible female employee may request parental leave for a maximum four (4) months by utilizing their accrued and available hours of paid leavevacation, CTO, holiday, sick leave, and/or unpaid leave.

17.6 CATASTROPHIC LEAVE PLAN
a. A benefit-qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating holiday, management leave, or CTO hours. Participation in this plan shall be voluntary. Sick leave may not be donated under this plan.
b. All donations shall be made and accepted in writing using City-provided forms. c. The donation in any category must be a minimum of eight (8) hours of usable time.
d. Donations shall be on an hour-for-hour basis, regardless of the pay rates of the donor and recipient, except hours transferred between employees on the Fire Suppression (56 hours) schedule and the non-Fire Suppression (40 hours) schedule shall be adjusted by a factor of 1.4 to 1. e. Hours to be donated shall be kept in a pledge status until used. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's usable vacation accrual balance. Once credited, the donation becomes irrevocable. A donor terminating for any reason shall be paid for pledged but unused leave time.
f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the City Manager or designee.
g. To be eligible to use donations, an employee must:
(1) be incapacitated and unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days;
(2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.

63 h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave. k. Used donated leave time shall be subject to the recipient's normal payroll deductions.

17.7 PERSONAL LEAVETIME OFF
a. Full-time career employees who have completed ten (10) full years of City service and who are not assigned to suppression shall be credited with twenty-four (24) hours of personal leavetime off (PTO). Eligible employees who are assigned to suppression shall be credited with or forty-eight (48) hours for suppressionof PTO. Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1.
b. Employees who separate service and who are subsequently reemployed into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go-forward basis. For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must be off probation prior to January 1 of the calendar year in which it is provided. b. Personal leave shall be posted in January of each applicable year. After the vacation bid process, a PTO bid process will take place. A list of available PTO for the upcoming year shall be provided prior to November 1. c. Personal leavePTO shall not accumulate from calendar year to calendar year and shall have no cash value upon separation from the bargaining unit. If an employee is unable to use all of the time by the end of the calendar year based

64 on operational need, the department may approve carry-over to the next year.

In all other cases the time shall be forfeited.
d. An eligible employee who wishes to use accruedcredited PTO personal leave shall submit a request to use their personal leavePTO no later than a minimum of twenty-four (24) hours in advance. Personal leavePTO may be approvedused at the employee’s discretion in the fiscal year only on days when the maximum vacation allotment has not been reachedis not exceeded.

Vacation requests shall be considered first. Personal leave requests will be approved based on dates available after vacation approval.

17.8 BEREAVEMENT LEAVE
An employee may receive up to twenty-four (24) hours or two (2) suppression or investigator shifts, as applicable, of City-paid leave for bereavement based on the death of the employee’s spouse, parent, sibling, child, grandchild, or grandparent as defined herein. The employee may use sick leave as authorized by Civil Service Rule 16, Sick Leave, for additional time off or to attend to other death, bereavement, or funeral needs.

17.9 PAID CITY LEAVE
a. Within thirty (30) calendar days of adoption by City Council, employees who are still employed in a classification represented by Local 522 on October 18, 2022, by City Council, shall receive a one-time leave bank contribution of Paid City Leave as follows:

Eligible employees in the following classifications on October 18, 2022, will receive a one-time leave bank contribution of fifty-five (55) hours:

Fire Battalion Chief (Suppression)
Fire Captain (Suppression)
Fire Engineer (Suppression)
Firefighter (Suppression)
Eligible employees in the following classifications on October 18, 2022, will receive a one-time leave bank contribution of thirty-seven (37) hours:

Fire Battalion Chief (Admin)
Fire Captain (Admin)
Fire Engineer (Admin)
Fire Investigator II
Fire Investigator I
Senior Fire Prevention Officer
Fire Prevention Officer II
Fire Prevention Officer I
Fire Prevention Officer Trainee

65 This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving the Paid City Leave contribution described in Section 17.9 (a) may make an irrevocable election to receive a cash payment in-lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in Section 17.9 (a) shall receive a payment for the Paid City Leave balance at the straight time rate of pay they are receiving at the time of the payment less ordinary payroll deductions. b. Employees who are still employed in a classification represented by Local 522 on October 31, 2022, shall receive a one-time leave bank contribution of Paid City Leave in the same number of hours listed in Article 17.9 (a) that will become available for use on the first paycheck in January 2023. This leave shall not expire and shall have no cash value except as follows:
(1) Employees receiving the Paid City Leave contribution described in Section 17.9 (b) may make an irrevocable election to receive a one- time cash payment by foregoing the hours of Paid City Leave in 2023.

Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. This cash payment will be made to the employee on the last paycheck in March 2023. Payment shall be made at the straight time rate of pay the employee is receiving at the time payment is made less ordinary payroll deductions. If the employee making the irrevocable election separates from City employment for any reason prior to December 31, 2022, the employee forfeits both the right to receive the cash payment and the hours of leave.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in Section 17.9 (b) shall receive a payment for the Paid City Leave balance at the straight time rate of pay they are receiving at the time of their separation, less ordinary payroll deductions.

66 ARTICLE 18 – SPECIAL ALLOWANCES

18.1 OUT-OF-CLASSIFICATION
a. When a temporary vacancy or vacancies arise above the classification of Firefighter, and it has been predetermined that said vacancy or vacancies will not exceed four (4) hours, the Fire Chief may make out-of-classification assignments to the higher classification from personnel within the affected station. During such out-of-classification assignments the individual so assigned shall receive the salary of the first step of that higher classification or five percent (5%) of the employee's regular base salary, whichever is greater but not to exceed the maximum of the higher classification. b. Vacancies exceeding four (4) hours shall be filled in accordance with the provisions of Section 12.5, Overtime and Call-Back Pay. Employees of equal rank to the position, which caused the recall, shall be assigned for replacement before an out-of-classification assignment. c. For the purposes of training the classification of Firefighter only, vacancies exceeding eight (8) hours shall be filled in accordance with the provisions of Section 12.5, Overtime and Call-Back Pay.

18.2 MILEAGE
a. When employees are ordered by the City to drive their own four-wheeled vehicles on details or assignments, and they so utilize their own vehicles in traveling directly and uninterruptedly from one assigned work location to another assigned work location, they shall be compensated at the Internal Revenue Service (IRS) rate.
b. The City shall provide parking at the parking lot behind the 13th and "I" Building for Fire Suppression employees assigned to Station #2.

18.3 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuition, books, fees, excluding parking, up to a maximum of $1500.00 per calendar year, pursuant to the City’s existing policy for such education reimbursement. This provision shall not apply to employees eligible for an education incentive program.

ARTICLE 19 – LAYOFFS

19.1 DEFINITIONS
a. Layoff A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.

67 b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification including any time spent in a higher job classification, but less any time spent in a lower job classification due to a downgrade.

The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee who has not served a probationary period in their present job classification, or any employee whose position has been reallocated in accord with applicable Civil Service Rules, classification seniority shall be mutually established by the City and Union. For those classifications which have flexible staffing as defined in the Civil Service Rules and provided for in the classification specifications, classification seniority shall be defined as the effective date of probationary appointment to the lowest classification in the classification series. Since Fire Recruits are not part of the Fire Department Unit, time served in the training academy as a Fire Recruit does not apply to classification seniority date. For an employee who has downgraded, computation of classification seniority for a job classification lower than that in which the employee holds permanent status, the following seniority shall be counted:
(a) classification seniority in any higher classification, and (b) previous classification seniority in the job classification in which the employee is currently working, and
(c) present time spent in the job classification in which the employee is currently working.

For a part-time career employee, classification seniority shall be prorated.
(2) City Service Seniority: City service seniority shall be defined as the effective date of appointment to the employee's first permanent career position, or as the effective date of appointment to the employee's first full-time position (or positions) which immediately preceded an appointment to a permanent career position, whichever is greater.

For a part-time career employee, City seniority shall be prorated. (3) Fire Department Unit Seniority: Fire Department Unit seniority shall be defined as the date first placed on the payroll of the Fire Department as a full-time employee in the Fire Department Unit.

For a part-time career employee, Fire Department Unit seniority shall be prorated.

68 (4) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (5) Seniority Adjustments: Classification seniority, City service seniority, and Fire Department Unit seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service. There shall be no adjustment for time spent on an approved leave of absence. (6) Termination of Seniority: Termination of classification seniority, City service seniority, and Fire Department Unit seniority shall occur upon:
(a) Resignation, except that any employee who is appointed from a reemployment list and completes the required probationary period in the position to which they were reemployed may count the seniority which they accumulated prior to resignation. (b) Discharge.
(c) Retirement.
(d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within thirty (30) calendar days from the date of postmark on the recall notice.
c. Downgrade/Bump: The term downgrade or bump may be used interchangeably throughout this Agreement. A downgrade shall be defined as a change in job classification to which the top rate of pay is the same or less than the top rate of pay of the employee's present classification, due to a layoff. A downgrade shall only be allowed to a previously held position in the Fire Department Unit.

19.2 LAYOFFS
a. In the event layoffs (reduction in force) are made pursuant to Article 3 of this Agreement, such layoffs shall be based on the inverse order of classification seniority as provided in the Fire Department seniority list. Dismissals hereunder shall be on a classification seniority basis so that employees with the least seniority shall be laid off first. Provided however that employees laid off in the classifications of Fire Battalion Chief, Fire Captain, Fire Engineer, and Fire Investigator II and I shall have the right to "bump" employees in the lower classification having less seniority and in which such Fire Battalion Chief, Fire Captain, Fire Engineer, and Fire Investigator II and I had held status; and provided further that employees laid off in the classifications of Senior Fire Prevention Officer and Fire Prevention Officer I/II shall have the right to "bump" employees in the Fire Prevention classifications having less

69 seniority and in which such Senior Fire Prevention Officer or Fire Prevention Officer I/II had held status. Classification seniority for the purpose of bumping shall be based on the date of appointment to the lower classification to which an employee has bumping rights. For those classifications which have flexible staffing as defined in the Civil Service Rules and provided for in the classification specifications, classification seniority shall be defined as the effective date of probationary appointment to the lowest classification in the classification series. No employee shall have bumping rights into a classification from which they have been demoted. An employee who bumps to a lower classification shall be assigned to a fire station as determined by Fire Administration.
b. An employee may accept layoff in lieu of the opportunity to bump by notifying Labor Relations within forty-eight (48) hours of receiving notice of layoff.

Where the employee accepts a layoff in lieu of a bump, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off.
c. In the event of a layoff, the City shall send by certified mail a layoff notice to all affected employee(s). Such notice shall be postmarked at least fourteen (14) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address currently printed on the employee's paycheck and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees. d. Employees laid off shall be paid sick leave, vacation, holiday accrual, longevity, and similar benefits per applicable ordinances and rules.

Employees being recalled shall have the uncompensated portion of their sick leave balance restored. Employees laid off who are enrolled in City insurance programs may continue elected coverage limited to the City's medical and dental plans for a period up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by advanced personal remittance for each month's total premium for the cost of such coverage at the time of layoff.

19.3 RECALLS
a. When vacancies occur within five (5) years thereafter, such reduced and/or laid off employees shall be recalled to their former classification from the established layoff eligibility list on the basis of classification seniority and prior to the employment of any new employees in the classification; provided, however, that such reduced or laid off employees meet the physical and other qualifying standards in effect at the time they had been previously appointed to the classification into which they seek to be returned. When a recall list exists and an employee is on a reinstatement list due to a medical leave of absence, the employee will be merged with employees on the established

70 layoff eligibility list based upon seniority. If any such reduced or laid off employees fail to report for duty within thirty (30) days after the mailing to him/her of a written notice by registered mail to the last known address, they shall lose their right to be rehired or advanced hereunder. b. Employees who are laid off in the classifications of Fire Battalion Chief, Fire Captain, Fire Engineer, Fire Investigator I and II, Senior Fire Prevention Officer, Fire Prevention Officer I and II, and Firefighter shall have a physical examination prior to, or at the time of layoff, and upon their recall, if in excess of six (6) months. If the employee's physical condition at the time of layoff is such that it does not require termination or retirement, the employee being recalled shall meet the same physical condition which they were in, as judged by a physical examination, at the time of layoff. The employee laid off or recalled may appeal any adverse decision by presenting to the Department of Human Resources the written opinion of another physician which contradicts the findings and conclusions of the City physician. The cost of this second medical report shall be borne entirely by the employee. Upon receipt of a timely appeal in proper form, the Department of Human Resources shall refer the matter to a third physician mutually agreed upon by the employee and the Department of Human Resources. The decision of the third physician shall be final and binding. The cost of the third medical examination shall be borne by the City. The Director of Human Resources may, upon recommendation of any of the above-mentioned physicians, grant a reasonable period in which to clear up, cure, or remove any condition which is temporary or curable in nature.
c. An employee who voluntarily demotes shall have no bumping or recall rights to the classification from which they demoted.
d. A probationary Firefighter who is recalled within six (6) months from the date of layoff shall be required to serve the balance of the probationary period. A probationary Firefighter who is recalled between six (6) months and twenty- four (24) months from the date of layoff shall be required to serve the balance of the probationary period or a six (6) month probationary period, whichever is greater. A probationary Firefighter who is recalled between twenty-four (24) months and within five (5) years from the date of layoff shall be required to serve a new probationary period of twelve (12) months.
e. Probationary employees in the classifications of Fire Battalion Chief, Fire Captain or Fire Engineer who are laid off or downgraded in lieu of layoff shall be recalled the same as permanent career employees in the classification, pursuant to subsection (a) above.
f. When a laid off or downgraded probationary employee in the classification of Fire Battalion Chief, Fire Captain or Fire Engineer is recalled to the classification from which they were laid off, if the employee is recalled within six (6) months from the date of layoff, they shall be required to serve the

71 balance of the probationary period; if recalled between six (6) months and twenty-four (24) months from the date of layoff, they shall be required to serve the balance of the probationary period or three (3) months, whichever is greater; and if recalled between twenty-four (24) months and within five (5) years from the date of layoff, they shall be required to serve a new probationary period of six (6) months.
g. The City or the Union shall have the right, at any time during the term of this Agreement, to initiate discussions on possible alternatives to layoff to correct any adverse impact a proposed layoff would have on minorities and women employees in the Unit. If such discussions are initiated but the parties fail to reach agreement, the present layoff procedure shall continue in full force and effect.

ARTICLE 20 – DEPARTMENT SENIORITY LIST

20.1 DEPARTMENT SENIORITY LIST
a. Employees shall be placed on the classification seniority list in accordance with Article 19. When two (2) or more employees are assigned to the payroll on the same date, preference in placement on the list shall be given based on relative standing on the eligibility list for the applicable rank in the case of firefighting personnel.
b. Lateral employees shall begin accruing classification seniority based on the date of appointment to the classification and shall include time spent in the training academy. In the event a classification seniority tie must be resolved, the tie shall be broken based on the scores established and assigned to the employee on the eligible list used to offer employment and to make the appointment of the lateral hire. If two (2) or more employees were assigned identical scores on the eligible list, the tie shall be broken by a coin toss. c. Employees taken over by the City from other fire departments as a result of absorbing such department shall be placed on the seniority list in accordance with the date they were first placed on the payroll of such fire department as full-time employees. City agrees that it will not take over on a permanent basis more employees from an acquired department than the number that can reasonably be absorbed to perform the work that will within a reasonable time be available after acquisition of the department. If under this provision two (2) or more employees shall have identical seniority, preference in placement on the list shall be determined by chance method.
d. A copy of the seniority lists shall be available on the common drive and updated within fourteen (14) days of any change in staffing that affects seniority.

72 ARTICLE 21 – TRANSFERS

21.1 REQUESTS FOR TRANSFER
The station transfer policy shall be as follows:
a. It shall be within the discretion of the Fire Chief or designee to make any station transfer as in their judgment will best meet the organizational, operational and personnel needs of the Department and the stations and shifts involved. All permanent transfers shall be in writing and, except for emergencies, there shall not be less than twelve (12) calendar days between an employee's receipt of written notification and the effective date of a permanent transfer from one permanently-assigned fire station and/or shift to another.
b. Provided, however, that the Chief or designee shall not exercise this right in an arbitrary and capricious manner, and provided further that with respect to a vacancy caused by retirement, death, removal, resignation or promotion, a notice of any such vacancy shall be published at least two (2) weeks before such vacancy shall be regularly filled. Employees qualified for such vacancy may then make a request through the chain of command to the Chief or designee to be assigned to such vacancy, which requests shall be considered in making the assignment. Seniority in rank shall be the prime factor in transfer assignments.
c. A vacancy or vacancies resulting from an assignment made hereunder shall not be subject to this procedure.

ARTICLE 22 – DETAIL POOL

22.1 DETAIL POOL
a. The detail pool shall consist of personnel arranged by seniority. The detail assignments shall be made in order of reverse seniority. b. After completing basic recruit training, probationary employees shall be assigned on a rotating basis to a specific crew for increments not to exceed four (4) months during the first year for proper training and evaluation. When a permanently assigned employee is displaced by a temporarily assigned trainee, the permanent employee will be assigned on a temporary duty assignment to another company for a period not to exceed two (2) months. At the end of this assignment, the permanent employee will return to their original assignment. For purposes of this Article, no company on any given shift shall be utilized for training of probationary employees in excess of four (4) months during any twelve (12) month period. After the completion of their probationary period, employees would enter the detail pool for normal operations and in order of reverse seniority.

73 c. The personnel in this pool shall be housed by seniority according to Company priority. The employees with the least seniority shall be housed at the Company with the lowest priority. Once through the detail pool, personnel will not normally be detailed.
d. Personnel who have completed probation have the right to bid vacant spots and be removed from the detail pool.

ARTICLE 23 – SAFETY AND HEALTH

23.1 SAFETY
a. The City shall continue to provide for the safety of employees during the hours of their employment. In this regard, the City agrees that it will receive and consider written recommendations with respect to unsafe working conditions or other safety ideas in the areas of working conditions from any employee or the Union; and the employees and the Union agree that they will afford their safety recommendations and ideas to the City.
b. The City shall take all reasonable and readily available precautions when employees' assigned duties are performed under generally known extraordinarily life endangering conditions not normally associated with firefighting and fire safety and prevention activities. c. To the extent reasonably ascertainable by the City, firefighting equipment provided and maintained by the City shall be reasonably safe and adequate for its normal and intended use. Provided however that nothing herein is to be construed to mean that the City assumes the liability of any other party, or waives any rights, defenses to liability or causes of action that it may have in law or equity.

23.2 JOB-RELATED INJURIES
a. When an employee incurs a job-related injury and is examined or treated by a physician, all subsequent examination/treatment shall be scheduled on the employee's duty time., or the employee shall be paid at the rate of time and one-half for a minimum of three (3) hours pay.
b. Exceptions to this policy are limited to the following: (1) while the employee is disabled from said injury and is unable to perform their assigned duties; (2) while the employee has control of the choice of physician or schedule; or (3) when the employee requests or arranges a non-duty time appointment.

23.3 LIGHT OR LIMITED DUTY
In the event an employee is unable to perform their duties as a result of an injury, they shall be assigned to "light or limited" duty as authorized to do so by a physician,

74 and upon the needs of the department. In no event, however, shall an employee return to "light or limited" duty in connection with an off-the-job injury or illness unless authorized to do so by a physician. When assigned to "light or limited" duty, they shall be assigned to such duties that they are capable of performing during a forty (40) hour week, Monday through Friday. In no event shall such assigned employee be required to work more hours per week than on their regularly assigned shift.

23.4 DISPUTES: ON-THE-JOB INJURIES
a. In the event the employee disagrees with the opinion of the City-assigned physician to either return the employee to work on a "light or limited" duty basis or not to return on a "light or limited" duty basis, they shall have the right to have an examination by another physician of the employee's choice. b. In the event that the two physician's opinions are in conflict, a third opinion shall be obtained by a physician mutually acceptable to both parties. The third opinion shall be binding.

23.5 GENERAL
a. Nothing contained herein shall be construed as adding to, or subtracting from, any rights or provisions given the employee by the State Labor Code. b. Costs of all examinations shall be borne by the City only in connection with the injuries incurred on the job. In cases where the employee is directed to a City-assigned physician, costs of such examination shall be borne by the City.

23.6 EXPOSURE TO CONTAGIOUS DISEASE IN THE COURSE AND SCOPE OF

EMPLOYMENT
When an employee has been exposed to a contagious disease during the course and scope of their employment, the nature and circumstances of such exposure shall be promptly reported through the Fire Captain to the Fire Battalion Chief, who after such medical investigation as they deem appropriate, shall advise the Fire Captain whether the employee should be requested to remain off-duty for an appropriate period of quarantine. In such event the employee will be compensated for their regularly-scheduled shifts in the normal manner and will not be charged for sick leave.

23.7 MEDICAL EXAMINATIONS
a. If the City institutes disability retirement without the consent and concurrence of the employee or reassigns the employee out of the Fire Department or otherwise acts to terminate, reduce in rank, remove or otherwise significantly adversely change their conditions of employment because of medical reasons, such employee shall be granted reasonable time off with pay for medical examination by a doctor of the employee's choice at the employee's expense.

75 b. If the City expressly requires an employee to secure other than a Class C driver's license, the related medical examination shall be scheduled during the employee's on-duty time.

ARTICLE 24 – RETIREMENT

24.1 PUBLIC EMPLOYEE’S RETIREMENT SYSTEM (PERS) RETIREMENT

CONTRIBUTION
a. Member Contribution to PERS Retirement Plan – Classic Members (1) Classic members shall pay twelve percent (12%) of the employer’s contribution to the PERS retirement plan. If necessary, the contract with PERS shall be amended to reflect the proper allocation of funds. (2) The City shall pay nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire safety employees. The City’s payments to the member contribution shall be reported to PERS as additional compensation for the purpose of retirement benefit calculations, to the extent allowed by law.
(3) To the extent permitted by law, the employee payments in this Article will be deducted on a pre-tax basis and applied toward the employer’s contribution pursuant to IRS Code section 414(h)(2) and Government Code section 20516 and maintained in the employee’s PERS account. (4) The parties agree to use their best efforts to promptly effectuate the cost-sharing provisions of this Article so that bargaining unit members’ payment of the employer’s contribution shall be applied towards the employee’s retirement account.
(5) In the event that the employees fail to ratify the cost share agreement described in this Article, or other PERS requirements are not met, the parties agree that the employee’s cost share will be deducted from the employee’s pay via a payroll deduction on a pre-tax basis to the extent permitted by law. Deduction via this approach will not be maintained in the employee’s PERS account. The tax status of this deduction shall be based on IRS requirements. The City makes no representation as to the taxable nature of this deduction. The City and each employee shall retain liability for their respective tax obligations. (6) In the event there is a change in California law requiring employees to pay the member contribution to PERS, the employee’s cost-sharing agreement shall decrease in an amount equal to the required employee contribution to PERS.

76 b. Member Contribution to PERS Retirement Plan – New Members New members shall be in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA), as amended. New members shall contribute fifty percent (50%) of the total normal cost of the PERS retirement plan.

24.2 PERS RETIREMENT PLAN
Fire safety employees are covered by the following Public Employees Retirement System (PERS) plans:

Tier I
 Modified 3% at age 55
 One-year highest compensation
 2% COLA
 50% survivor continuation
 50% industrial disability
 Military service credit
 Peace Corps service credit
 Employer Paid Member Contribution by resolution
 Sick leave conversion
Tier II
 Modified 3% at age 55
 One-year highest compensation
 3% COLA
 50% survivor continuation
 50% industrial disability
 Military service credit
 Peace Corps service credit
 Employer Paid Member Contribution by resolution
 Sick leave conversion
Tier III
 Modified 3% at age 55
 One-year highest compensation
 2% COLA
 50% survivor continuation
 50% industrial disability
 Military service credit
 Peace Corps service credit
 Employer Paid Member Contribution by resolution

77  Sick leave conversion
Tier IV: Applicable to “New Members” Defined in Government Code section 7522.04  Modified 2.7% at age 57
 Final compensation calculated on 36 consecutive months  2% COLA
 50% survivor continuation
 50% industrial disability
 Military service credit
 Peace Corps service credit
 Sick leave conversion
ARTICLE 25 – TRANSPORTATION

25.1 SACRAMENTO REGIONAL TRANSIT DISTRICT (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home-to-work transportation are eligible for an eighty percent (80%) price discount on an SRTD monthly pass. Part-time career employees shall be eligible for a fifty percent (50%) price discount. The employee must notify the Revenue Division on or before the fifth day of the month to obtain the monthly pass discount for that month.

25.2 OTHER BUS TRANSPORTATION
Eligible full-time career employees as described above, who regularly utilize other bus or mass transportation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for home-to-work commuting are eligible for up to eighty percent (80%) of the cost of the monthly pass. Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement.

The employee must present the required proof of purchase to the Revenue Division by the fifth day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred and twenty dollars ($120).

25.3 DOWNTOWN PARKING SUBSIDY
The City shall provide a ninety dollar ($90) per month parking subsidy to eligible full- time career employees who are regularly assigned to work in the downtown area who do not have free parking. Eligible part-time career employees who are regularly assigned to work in the downtown area will receive a sixty dollar ($60) per month parking subsidy. The subsidy will be included in the employee’s bi-weekly paycheck, subject to applicable state and federal taxes.

78 25.4 DISCOUNTED PARKING RATES
Discounted parking will be available to employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage, located at 14th and H Streets, at seventy percent (70%) of the regularly monthly Lot “I” rate. This means that the employee discounted rate is thirty percent (30%) off the full monthly rate. This provision will remain in effect until further notice by the City.

25.5 DRIVER LICENSE REQUIREMENTS
a. Employees shall possess valid California driver licenses and endorsements as required by the job specifications. Employees are responsible for maintaining a valid report of medical examination on file with the CA Department of Motor Vehicles in order to maintain valid Class A, B or C firefighter endorsed licenses. Failure to maintain a proper driver’s license shall subject employees to disciplinary action pursuant to the Civil Service Rules. b. Employees who work overtime in a classification having a higher driver license requirement and/or endorsements must have such license and endorsements in order to be eligible for the overtime work, which requires completing and signing an authorization form allowing their enrollment in the California Department of Motor Vehicles Employer Pull Notice System.

ARTICLE 26 – DISCIPLINE

26.1 EMPLOYEE RIGHTS
This section recognizes that the Firefighters Procedural Bill of Rights Act (California Government Code 3250 et seq) applies to Firefighters, Fire Engineers, Fire Captains and Fire Battalion Chiefs; that the Public Safety Officers Procedural Bill of Rights Act (California Government Code 3300 et seq) applies to Fire Investigators; and that Fire Prevention Officers are covered under applicable State and Federal law.

When an employee is the subject of an investigation or fact-finding that could lead to discipline, consistent with those rights mentioned above the interview/interrogation of that employee shall be conducted under the following circumstances:
a. The employee shall be advised that they have the right to Union representation at the interview/interrogation and shall be given a reasonable amount of time to contact and obtain representation. The representative shall not be a person subject to the same investigation. This section shall not apply to any interview of an employee in the normal course of duty, counseling, instruction, or informal verbal admonishment by a supervisor, or an investigation concerned solely and directly with alleged criminal activities. b. The interview/interrogation shall be conducted at a reasonable hour, preferably when the employee is on duty, and if during off-duty hours the

79 employee shall be paid overtime unless the employee waives such overtime to accommodate their representative.
c. The employee shall be informed of the nature of the investigation or fact- finding part of the interview so that the employee may prepare for it. d. The employee being interviewed/interrogated shall not be subjected to offensive language or threatened with discipline except to be informed that failure to answer questions directly related to the investigation or fact-finding may result in disciplinary action for insubordination.
e. The interview/interrogation of an employee may be recorded by the Department and/or by the employee or representative and shall have the right to bring their own recording device and record any and all aspects of the interview. The employee shall have access to the tape if any further proceedings are contemplated or prior to any further interview at a subsequent time.
f. If, prior to or during the interrogation of a firefighter, it is contemplated that they may be charged with a criminal offense, they shall be immediately informed of their constitutional rights. The Department shall provide to the firefighter a formal grant of immunity from criminal prosecution before they may be compelled to respond to questions related to a criminal offense. g. No employee shall have any adverse comment entered into their personnel file without the opportunity to read and sign it. The employee shall have 30 days to file a written response to any adverse comment and the written response shall be attached to the adverse comment.
h. No employee shall be compelled to submit to a polygraph examination. i. Lockers or other space for storage that are owned or leased by the Department are subject to search, although no employee shall have their locker, or other space for storage that may be assigned to them searched except in their presence, or with their consent, or unless a valid search warrant has been obtained or where the employee has been notified that a search will be conducted.
j. With certain exceptions, no punitive action, nor denial of promotion on grounds other than merit, shall be undertaken for any act, omission, or other allegation of misconduct if the investigation of the allegation is not completed within one year of the department’s discovery by a person authorized to initiate an investigation of the allegation of an act, omission, or other misconduct.
k. No employee shall be subjected to punitive action, or denied promotion, because of the exercise of the rights listed above.

80 l. Nothing in this section shall constitute a waiver, limitation or reduction of any member’s rights under Federal law, California law, or City and Departmental policies.

26.2 REMOVAL OF DISCIPLINARY RECORDS
a. It shall be the policy of the Sacramento Fire Department that all records of disciplinary action contained in personnel files be removed as follows subject to the following criteria:
(1) Documented counseling - after twelve (12) months.
(2) Letters of reprimand - after eighteen (18) months from date the letter is served on the employee.
(3) Suspensions [two (2) shifts or less] - after five (5) years from date the final letter imposing discipline is served on the employee. This includes withholding of in-grade increase, grade reduction, and paid time-off taken in lieu of suspension.
(4) Suspensions [three (3) shifts or more] - after ten (10) years from date the final letter imposing discipline is served on the employee. This includes withholding of in-grade increase, grade reduction, and paid time-off taken in lieu of suspension.
(5) Demotions - after ten (10) years from date the final letter imposing discipline is served on the employee.
b. The time periods for removal described in subsection (a) above shall restart if the employee has any further disciplinary action.
c. The provisions of this Article will be subject to all requirements as described in government codes, City codes and resolutions, as amended.

26.3 APPEAL OF LETTERS OF REPRIMAND
A letter of reprimand issued shall not be appealable to the Civil Service Board, however,except the employee shall be entitled tohave an administrative review of the reprimand by submitting a request in writing within seven (7) days of issuance to the Manager of Labor RelationsDirector of Human Resources. The ManagerDirector or designee will schedule a private meeting within seven (7) calendar days of receipt of the written request to hear the employee’s response. A final written decision will be rendered by the ManagerDirector or designee within seven (7) calendar days of the meeting. Time limits may be extended by mutual agreement between the ManagerDirector or designee and the Union or employee, as applicable. This Section shall not be subject to the grievance procedure. For removal of Letters of Reprimand refer to Section 26.2.

81 26.4 DISCIPLINE APPEALS REFERRED TO ACCELERATED ARBITRATION

PROCEEDINGS OR FORMAL ARBITRATION PROCEEDINGS
a. This arbitration process shall be the exclusive appeal procedure applicable to employees who have completed the probationary period.
b. The term “parties” as used in this Agreement are the City and the Union. If an individual employee covered by this Agreement files an appeal of discipline to the Civil Service Board, and the Union does not pursue such appeal, the appeal process shall default to an Administrative Law Judge (ALJ) hearing under the Civil Service Rule 12.10. An employee rejecting the ALJ hearing and choosing to pursue their appeal through the arbitration process will assume all of the rights and responsibilities of the Union in the appeal process pursuant to this agreement, including but not limited to the cost of the arbitrator and the court reporter if used as outlined in subsection (c) below. c. The fees of the arbitrator, the court reporter, if used, and the transcript shall be shared equally between the City and the Union or the employee if the employee is pursuing the appeal on their behalf. If the arbitrator requests a copy of the transcript, the cost shall be shared equally between the City and the Union or the employee if the employee is pursuing the appeal on their behalf.
d. The parties may participate in mediation in an attempt to settle the case before a hearing is scheduled with the arbitrator. Either party may request mediation.

If the parties agree to mediation, they will request a mediator from the State Mediation and Conciliation Service. All mediation proceedings shall be private. The mediator shall make no public recommendation nor take any public position at any time concerning the issues.
e. The Director of Human Resources or designee, and the Union President or designee, shall meet each month at a regularly scheduled time to review the appeals which the Union desires to arbitrate. The parties shall discuss the merits of all appeals and strive to identify those appeals the parties mutually agree should be resolved through the Accelerated Arbitration Process, and the appeals that should be resolved through the Formal Arbitration Process.

Appeals that will be heard through the arbitration process shall be in writing and shall include the issue(s) submitted, stipulation of facts, modifications of the hearing procedures, if any, and the date of arbitration.

26.5 ACCELERATED ARBITRATION PROCESS
a. Accelerated Arbitration shall consist of a three-member panel, the Union President or designee, the Director of Human Resources or designee, and a neutral arbitrator which shall be mutually selected by the parties. b. The mutually agreed upon neutral arbitrator shall serve a one-year term. In the event of the mutually selected neutral arbitrator’s resignation or continued

82 unavailability, the parties shall meet promptly to agree upon a successor.

Either party may request a change in arbitrator by giving a sixty (60) day notice in writing to the other party. Each party may only request a change of arbitrator once in a one-year period.
c. The Accelerated Arbitration Panel shall meet monthly at a regularly scheduled time, on such days as may be scheduled by mutual agreement, to resolve cases which have been referred to Accelerated Arbitration. Hearings shall alternate between City and Union offices or at a mutually agreed-upon neutral location.
d. The Accelerated Arbitration Panel shall hear whichever case(s) the parties mutually agreed to schedule for that hearing date. In the event the parties begin, but do not complete a case scheduled for a particular hearing date, the Arbitration Panel at the next regularly scheduled Accelerated Arbitration hearing shall complete such case. Any case which cannot be initiated at the scheduled date shall be rescheduled by mutual agreement. e. The hearing shall be conducted pursuant to the procedures of Rule 12.1 through 12.8 of the Rules and Regulations of the Civil Service Board. The Accelerated Arbitration Panel shall have no authority to modify, vary, alter, amend, add to or take away from, in whole or in part, any of the terms or provisions of the Agreement. The Accelerated Arbitration Panel may only sustain, modify, or deny the discipline appealed.
f. The parties agree that the decision of the majority of the Accelerated Arbitration Panel shall be final and binding on both parties. The parties agree that the Accelerated Arbitration Panel’s decision shall become the jointly recommended proposed decision to the Civil Service Board. Any dispute of the jointly recommended proposed decision to the Civil Service Board shall be limited to the grounds specified in Sections 1286.2 of the California Code of Civil Procedure.
g. The Hearing Process
(1) Each party shall have one and one-half (1-1/2) hours to present its case, including whatever time it takes to reserve for rebuttal, unless otherwise modified by the parties in writing in advance of the hearing or as so modified by the neutral arbitrator. The presentation of evidence shall be made by submitting a statement of facts stipulated by the parties and/or the presentation of witness and documentary evidence.

A court reporter shall transcribe the proceedings, but a transcript shall be prepared only upon the request of either party. After the parties have presented the evidence, each party shall have an opportunity for oral argument before the Accelerated Arbitration Panel for a period of not more than fifteen (15) minutes. No written briefs shall be submitted.

83 (2) Following each case, the Accelerated Arbitration Panel shall meet in executive session. The neutral arbitrator shall moderate the discussion with the objective of achieving agreement between the parties. If the parties cannot agree, the neutral arbitrator shall determine the award. (3) The neutral arbitrator shall announce the award orally to the parties, including the grievant. The award shall be documented at the hearing but shall not include a written opinion. A court reporter shall transcribe the proceedings, but a transcript shall be prepared only upon request of either party.
(4) The award shall be final and binding upon both parties, but shall not be used as a precedent in any other case. The parties shall share the fees and expenses of the neutral arbitrator, court reporter if used, and transcripts equally. The City agrees that employees shall not suffer loss of compensation for time spent as a witness at a discipline arbitration hearing held pursuant to this procedure. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.

26.6 FORMAL ARBITRATION PROCESS
a. The Formal Arbitration Board shall consist of three (3) persons, one appointed by the Union and one appointed by the City. The two (2) so appointed shall mutually select a qualified arbitrator. The Union and the City appointments shall be made and each party shall notify the other of their respective appointment within ten (10) calendar days from the date the matter was appealed. If the Union and City appointments fail to select an arbitrator within ten (10) calendar days after the notices of their appointment are given, the parties shall prepare a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators. The parties shall each strike alternately two (2) names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin.
b. The issue to be submitted to the Formal Arbitration Board shall be limited to the appeal submitted in writing and the response of the City thereto, and unless otherwise agreed in writing, the jurisdiction of the Formal Arbitration Board shall be limited to the determination of said issue. The Formal Arbitration Board shall have no authority to modify, vary, alter, amend, add to or take away from, in whole or in part, any of the terms or provisions of the Agreement.
c. The rulings of the Formal Arbitration Board with respect to the procedure and all objections to the exclusion or inclusion of evidence shall be binding on the parties.

84 d. The hearing shall be held at a mutually agreeable location, which shall be determined by the parties. The City shall make available appropriate facilities for such hearings.
e. The hearing shall be conducted pursuant to the procedures of Rule 12.1 through 12.8 of the Civil Service Rules.
f. The Formal Arbitration Board’s decision, and opinion if any, shall be in writing and shall be submitted within ten (10) calendar days from the conclusion of the hearing unless such time is extended by a majority of the Formal Arbitration Board. The decision of the majority of the Formal Arbitration Board shall be final and binding on the parties.
g. The parties agree the arbitrator’s decision becomes the basis for a settlement agreement which shall be prepared within ten (10) days of receipt of the arbitrator’s decision, and which shall withdraw and resolve the appeal consistent with the award.

26.7 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee shall serve a trial period. A former employee is a person who was previously employed with the City but terminated such employment for any reason including the expiration of a limited-term appointment. b. The trial period shall be a six (6) month period beginning with the first day the employee reports to work or until the employee has worked one thousand forty (+1,040) straight-time hours, whichever occurs last.
c. A non-career employee may be released from their position at the discretion of the appointing authority at any time during the trial period without right of appeal to the Civil Service Board. Such release shall be confirmed in writing. d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.

26.8 EMPLOYEE PERFORMANCE COUNSELING
a. The Fire Department shall have the right to conduct performance counseling of employees at top step.
b. Employees shall be counseled at least annually.
c. A career employee who disagrees with a performance counseling may within ten (10) workdays from the date of the counseling:
(1) Write a rebuttal statement for attachment to the performance counseling form; or

85 (2) Informally appeal to the supervisor of the reviewer, but in no case higher than the department head.
d. Performance counselings are not subject to the grievance procedure. e. The performance counseling form shall be maintained in the personnel file of the employee's Fire Battalion Chief or equivalent for one (1) year from the date of the counseling meeting. Thereafter, it shall be removed and returned to the employee.
f. Performance counseling reports shall not affect terms and conditions of employment.

26.9 PROBATIONARY PERIOD EXTENSION
a. If, prior to the completion of the probationary period of a new employee, a problem is identified which would result in a decision by the Department to release the employee from the probationary position, the Department may, at its discretion, extend the probationary period for a fixed period of time, not to exceed an additional six (6) months.
b. If the Department elects to extend the probationary period, the specific problem(s) that are the basis for the Department’s decision not to pass the employee on probation shall be provided to the employee in writing. The Department shall provide the employee appropriate remedial training and sufficient time to correct the deficiencies.
c. The Department shall notify the Union of the decision to extend the probationary period.

ARTICLE 27 – MISCELLANEOUS

27.1 NON-DISCRIMINATION
The Union and the City agree not to discriminate against any employee for Union activity, race, color, age, sex or national origin under the terms and provisions of this Agreement.

27.2 REPAIR OR REPLACEMENT OF DAMAGED ITEMS OF PERSONAL PROPERTY Employees shall be reimbursed for the repair or replacement of personal property damaged in the course of employment and performance of their assigned duties consistent with the Policy provisions attached hereto and incorporated herein as Exhibit "B."

86 27.3 SAVINGS CLAUSE
If any Article or provision of this Agreement or any portion thereof is in conflict or inconsistent with applicable laws or is otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction such Article, provision, or portion thereof shall be suspended and superseded by such applicable law and the remainder of the Agreement, including the remainder of such Article, provision, or portion thereof shall not be affected thereby.

27.4 FIRE RECRUIT
The City shall have the right to establish a non-career, unrepresented classification of Fire Recruit.

27.5 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's salarycompensation, including but not limited to, wages, overtime payment, healthcare contributions, incentives, or leave accruals, balances and/or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment in wages, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from usable vacation or holiday creditavailable accrued leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.

No repayment schedule shall exceed fifty-two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. The time period may be extended by a signed agreement between the City and the employee.
c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.

87 27.6 STATION EXPENSES
a. The City will fund the annual station expense account (481230) based on the following:
(1) two hundred dollars ($200) per year for each budgeted Battalion Chief, Captain, Engineer, and Firefighter position assigned to Fire Suppression;
(2) three hundred dollars ($300) for each single company house; (3) The total of (1) and (2), above, will be multiplied by 130% and the amount will be budgeted in the station expense account (481230). b. The total station expense account will be paid out annually in equal shares to all Battalion Chiefs, Captains, Engineers, and Firefighters who are employed as of the last day of the first pay period in January. The annual payment will be made to those employees on the first paycheck in February. c. The intent of the annual payment to firehouse staff is to cover furnishings, and household items not provided by the City for the fire stations. d. The City shall continue to provide the following furnishings and household items for the firehouses:
(1) Beds and Mattresses.
(2) Dining Room Table and Chairs.
(3) Major kitchen appliances (stove, four (4) refrigerators per station, dishwasher, garbage disposals) as existing in the firehouses on (date of contract agreement) or as originally constructed for stations not in existence as of the date of this agreement.
(4) Exercise equipment (treadmill, elliptical machine, kettleballs and rubber bumper plates as purchased by Wellness Grant). These items will only be maintained as one time funds become available, ie. grants and carryover.
(5) Non-riding gas powered lawn-mowers and other yard maintenance equipment as currently identified in FiPs identified in Exhibit C. (6) All current station supplies, including: cleaning, maintenance, office, and general hygiene supplies as currently provided in FiPS identified in Exhibit C.

88 e. All existing items previously purchased with station expense funds will continue to be utilized for the life of the item(s) and will not be maintained, reimbursed or replaced with City funds.

27.7 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.

Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ($1.50) per month from their plan balance to the Plan’s administrative allowance account. Funds accumulated by the administrative fee will be utilized as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.

27.8 REMOTE WORK POLICY
Employees may participate, at the discretion of the appointing authority or designee, in the City’s Remote Work Policy.

Employees assigned to suppression are ineligible for remote work assignments.

This Section 27.8 and any decision(s) made pursuant to the Remote Work Policy are not subject to the grievance procedure.

27.9 TERM
a. This Agreement shall remain in full force from January 1, 2022March 25, 2023, to and including March 24, 2023September 30, 2024, or until such time as it is superseded by a new Agreement between the parties, whichever occurs later.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

89 DATED: November 20, 2023

SACRAMENTO AREA FIRE
FIGHTERS UNION LOCAL #522

INTERNATIONAL ASSOCIATION OF

FIRE FIGHTERS, AFL CIO

CITY OF SACRAMENTO

Trevor Jamison
President
Shelley Banks-Robinson
Director of Human Resources
Ryan Henry
City Vice President

Aaron Donato
Labor Relations Manager
John Collins
Negotiating Member
Leslie Wisniewski
Chief Negotiator
Brandon Doughty
Negotiating Union Member
Tilden Billiter
Bargaining Team Member
Jeremy Gardella
Negotiating Union Member
Amber Foster
Bargaining Team Member
Fergus Johnson
Negotiating Union Member
Chee Khang
Bargaining Team Member
Zachary Zadrozna
Negotiating Union Member
Leila Menor
Bargaining Team Member

90 Approved as to form:

Brett M. Witter
Assistant City Attorney

Page 91 ends

EXHIBIT A – Employee Payroll Deduction Authorization And Request

EMPLOYEE PAYROLL DEDUCTION AUTHORIZATION AND REQUEST
FOR FIREFIGHTERS UNION LOCAL 522

(Front side of form to be completed and executed by employee and Secretary-Treasurer)

I, , hereby request and authorize the City of Sacramento to deduct from my earnings and transmit to the Secretary- Treasurer of Firefighters Union Local 522, 3720 Folsom Boulevard, Sacramento, California, the amount per month required for payment of the items initialed below, which amount, and any subsequent changes therein, shall be certified to the Director of Human Resources of the City of Sacramento in writing by the Secretary-Treasurer of the Union:

UNION DUES

LIFE INSURANCE PREMIUMS DISABILITY INSURANCE PREMIUMS

MEDICAL/HOSPITAL INSURANCE PREMIUMS CHARITABLE CONTRIBUTION

DENTAL INSURANCE PREMIUMS AUTOMOBILE INSURANCE PREMIUMS

I understand that this authorization is subject to the terms and conditions as indicated on the reverse side hereof. I further understand that this authorization may be used by the Union as its authorization to represent me in matters concerning the terms and conditions of my employment with the City.

Employee Signature Classification DATE

Firefighters Union Local 522 agrees to and does hereby, indemnify, defend, and hold the City, its officers, agents, and employees harmless against any claims made, liability incurred, and any suits instituted against them or any one of them on account of the payroll deduction herein authorized and requested.

Accepted on behalf of Firefighters Union Local 522: By:

Secretary-Treasurer

Page 92 ends

(The Reverse Side of Employee Payroll Deduction Authorization and Request for Firefighters #522)

PLEASE READ

I understand and agree that:

1. Neither the City of Sacramento, nor any of its officers, agents or employees, make any representations of any kind or nature concerning such insurance plan or plans; or charitable programs; and that the City of Sacramento is simply providing payroll deductions as a benefit to those eligible employees who choose to avail themselves of this service and who have decided that they wish to be covered by a plan or plans.

2. The City of Sacramento, and its officers, agents and employees assume no liability on account of payroll deductions made or any action taken or not taken pursuant to this authorization and request.

3. The City of Sacramento will not make the herein authorized and requested deduction from my earnings in the event that my earnings for the pay period from which the said deduction would ordinarily be made are not sufficient after other legally required deductions are made, nor will the City in such event make the said payroll deduction for such period at a later date, nor will the City accept a deposit from me of my contribution for such period for transmittal to the Union.

4. This authorization and request shall remain in full force and effect throughout the duration of this Agreement, and that if I wish to revoke this authorization during this period, I must do so in writing, properly delivered or mailed to the Secretary- Treasurer of the Union, with a copy of such revocation delivered to the City's Labor Relations Manager. Provided however, that this authorization shall be automatically revoked when my present employment with the City of Sacramento terminates for any reason, or when this payroll deduction benefit is no longer included in an effective Agreement between the Union and the City, or when the Union ceases to be certified as a recognized employee organization under applicable City law, whichever occurs first.

5. PLEASE NOTE: It is my responsibility to check my payroll stub to verify that the proper payroll deductions I am hereby authorizing and requesting have in fact been made.

Page 93 ends

EXHIBIT B – Repair or Replacement of Damaged Personal Property

1. Policy

a. Employees will be reimbursed for the loss, repair or replacement of personal property damaged in the course of employment and performance of their assigned duties.

b. The option to repair or replace damaged items, and to determine whether replaced property will be returned to the employee, rests with the City.

c. The intent of this regulation is to permit reimbursement for the repair or replacement of such items as eyeglasses, hearing aids, dentures, watches or personal professional equipment if necessarily worn or carried by the employee in the course of their employment. Reimbursement shall be authorized only when the damage is caused by extraordinary circumstances which arise out of the employment, and not from normal hazards or ordinary wear and tear. This policy extends to both field and office personnel.

2. Exclusions: This Policy shall not apply to:

a. Losses of precious or semi-precious stones from settings in watches, eyeglasses and other normally utilitarian items or losses to pieces of personal jewelry.

b. Losses to any automobile, vehicles, trailer, motorcycle or any equipment thereto.

c. Losses to employee's property while in the care, custody and control of others.

d. Losses to the property of others while in the care, custody and control of the employee.

e. Losses of money.

f. Losses resulting from acts of negligence or deliberate destructive acts on the part of the employee.

g. Losses resulting from ordinary wear and tear incidental to normal use and employment.

3. Misrepresentation

The provisions of this policy shall not apply if the employee has concealed or misrepresented any material fact or circumstance concerning the subject of the loss, their interests therein, or in the case of any fraud or false statements by the employee relating thereto.

Page 94 ends

4. Valuation

Upon acceptance of a claim, the City shall not be liable beyond the actual cash value of the employee's property at the time any loss or damage occurs, and the loss or damage shall be ascertained or estimated according to such actual cash value with proper deduction for depreciation, however caused, and shall in no event exceed what it would then cost to repair or replace the same with material of like kind or quality.

5. Recovery

If in the event of any loss or damage, the employee shall acquire any right of action against any individual, firm or corporation for loss or damage to property covered by this policy, the employee assigns and transfers to the City, at the City's option, all such rights of action to the extent of the amount paid, and will permit suit to be brought in the employee's name under the direction of and at the expense of the City.

6. Insurance

In the event the employee has insurance covering a loss to which this policy applies, the benefits afforded by this policy shall apply only as excess benefits over such others as are paid under such insurance.

7. Liability Limits

Notwithstanding any of the above, an individual employee shall recover no more than $200 in any calendar year as a result of this policy. Items of theft, or mysterious disappearance, shall be reported to the Police Department prior to the preparation of any loss claim.

Page 95 ends

EXHIBIT C – City Provided Items Per Article 27.6, Station Expenses

1. Electrical - #20327 – 7 Watt – CF7DS/827, EA

2. Electrical - #20329 – 9 Watt – CF9DS/827, EA

3. Electrical - #20331 – 13 Watt – CFD13DS/827, EA – Replaced by #20691

4. Electrical - #20671 – 13Watt – CF13DD/E/835, EA

5. Electrical - #20683 – 18Watt – CD18DD/E/827, EA

6. Electrical - #20691 – 13Watt – CD13DD/827, EA

7. Electrical - #39380 – F32TBX840/AMP, EA

8. Electrical – 50Watt, 50R20/DFL, EA.

9. Electrical – 7 Watt – PL-S, G23, EA

10. Electrical – Appliance Bulb, (Oven), -40 Watt, EA

11. Electrical – Bulbs – 1 Watt, blue, LED, EA

12. Electrical – Bulbs – 1 Watt, Red, LED, EA

13. Electrical – Bulbs – 100 Watt, EA

14. Electrical – Bulbs – 34 Watt, EA

15. Electrical – Bulbs – 60 Watt, EA

16. Electrical – Bulbs – 75 Watt, EA

17. Electrical – Bulbs – 90 Watt, EA

18. Electrical – Cord, Extension, 50 ft, EA

19. Electrical – Fluorescent, 27 Watt CFL, 4 Prong, EA

20. Electrical – Fluorescent Rnd, FC8T9/CW (Van), EA

21. Electrical – Fluorescent – 24”, FO17/841/ECO, EA

22. Electrical – Fluorescent – 36” – FO25/735/ECO

23. Electrical – Fluorescent – 48” – GE#-F32T8/SP41, EA

24. Electrical – Halogen- 300Watt, EA

25. Electrical – Halogen – 500 Watt, EA

26. Electrical – Par 56 – 300 Watt, EA

27. Electrical – PL-C, 18 Watt (27), G24DZ, EA

28. Electrical – PL-S, 7 Watt (27), G23, EA

29. Electrical – PLC*15MM/22W/27, EA

30. Electrical – SATCO – 50 Watt, Mr 16, GX 5.3, Bi-Pin, EA

31. Flagpole Halyard, EA

32. Flags, EA

33. Garden/Weed Killer, Round-Up/Ranger Pro, Pre-Mix, Per Gallon

34. Garden/Yard – Hornet & Wasp Spray, EA

35. Garden/Yard – Garden Rake (Roadrake), EA

36. Garden/Yard – Hand Hedge Trimmer, EA

37. Garden/Yard – Hand Pruner, EA

Page 96 ends

38. Garden/Yard – Hoe,EA

39. Garden/Yard – Loppers, EA

40. Garden/Yard – Nozzles, Spray Trigger, ¾” EA

41. Garden/Yard – Shovel, Round Point, EA

42. Garden/Yard – Shovel, Square Point, EA

43. Garden/Yard – Yard Rake, EA

44. Garden/Yard- Garden Hose, EA

45. Janitorial Supplies – Ajax with Bleach, 21 oz can, Ea

46. Janitorial Supplies – Bleach, Gallon, EA

47. Janitorial Supplies- Blocks, Deodorant, for urinals, EA

48. Janitorial Supplies – Blocks, Deodorant, wired for bowls, ea

49. Janitorial Supplies - Bottle, Plastic, Trigger Spray, EA

50. Janitorial Supplies – Broom, Floor, 18”, Without handle, EA

51. Janitorial Supplies – Broom, house, Janitor, (Corn Broom), EA

52. Janitorial Supplies – Brush, Toilet bowl, EA

53. Janitorial Supplies – Counter Brush, EA

54. Janitorial Supplies – Disinfectant, Formulation 64-YL. (Replaces Lemon), Per gallon

55. Janitorial Supplies – Dust Mop Frame – 24 In, EA

56. Janitorial Supplies – Dust Mop Handle, EA

57. Janitorial Supplies – Dust mop heads – 24 in. EA

58. Janitorial Supplies – Floor Broom handle, Metal Threads, EA

59. Janitorial Supplies – Floor Stripper, Gallon, EA – not for stations 5,20,30,43

60. Janitorial Supplies – Floor Wax, Gallon, EA – not for stations 5,20,30,43

61. Janitorial Supplies – Glass, Non-streaking, gallon, EA

62. Janitorial Supplies – Kleen Screens (Urinal Screens) EA

63. Janitorial Supplies – Liners, Garbage, large, 42”x47”, per box

64. Janitorial Supplies – Liners, Garbage, medium, 33”x39”, 33 gallon, per box

65. Janitorial Supplies – Liners, Garbage, Small, 24”x23”, 7-10 gallon per box

66. Janitorial Supplies – Liquid, multi-purpose (ph), for the floors, stations 5,20,30 only per gallon

67. Janitorial Supplies – Mop bucket and wringer, per unit

68. Janitorial Supplies – Mop head, Cotton, 6”, EA

69. Janitorial Supplies – Multi-fold towel dispense, EA

70. Janitorial Supplies – NAB toilet cleaner, per 32 oz. Bottle

71. Janitorial Supplies – Odor eliminator, per qt

72. Janitorial Supplies – Pan, Dust, #10, Plastic , EA

73. Janitorial Supplies – Plunger, Type Force Cups, EA

74. Janitorial Supplies – Sanitaire Vacuum Cleaner belt, EA

75. Janitorial Supplies – Soap, Liquid, Hand, Pink, per gallon

76. Janitorial Supplies – Soap, Liquid, TKO, per gallon, (replaces LAVA)

Page 97 ends

77. Janitorial Supplies – Spic & Span, per box – not for station 43

78. Janitorial Supplies – Sponges, Cellulose, EA

79. Janitorial Supplies – Sponges, Scrub, Abrasive, EA – not for station 43

80. Janitorial Supplies – Tissue, Toilet Seat Covers, ½” fold, per box

81. Janitorial Supplies – Tissue, Toilet, --per roll—

82. Janitorial Supplies – Towels, Paper, Multi-fold, white, --per box—

83. Janitorial Supplies- Towels, Paper, Single-fold, Brown, -- per box—

84. Janitorial Supplies – Wet Mop, Handle EA

85. Janitorial Supplies – Z-Green (Replaces simple green), per gallon

86. MP HD Metal protector, Per can

87. Polish, Furniture, per can

88. Protector, Eye, Clear, EA

89. Silicone Spray, Per Can

90. Spray Grease, Red, Per Can

91. 2 Cycle Oil, EA

92. Battery- 12V, A23, 2 per pack, order per pack, for garage door openers

93. Battery, 9V Per box of 12 EA

94. Battery, AA, Per box of 24 EA

95. Battery, AAA, per box of 24 EA

96. Battery, C, Per box of 12 EA

97. Battery, D, per box of 12 EA

98. Chain Saw Grease, EA

99. Cleaning Supplies- 10” Scrub Brush, EA
100. Cleaning Supplies – Auto Wax, EA/Gallon Container
101. Cleaning Supplies- Bucket Utility, EA
102. Cleaning Supplies- Car Was & Wax, EA/Per gallon Container 103. Cleaning Supplies – Car Wash Brush, EA
104. Cleaning Supplies – Fender Brush, EA
105. Cleaning Supplies- Floor Broom handle, Metal Threads, EA 106. Cleaning Supplies – Galaxy Tire Dressing, EA/Gallon Container 107. Cleaning Supplies- Leather Cleaner, EA/QT Container 108. Cleaning Supplies – Orange – E (Replaces Power Foam), per gallon 109. Cleaning Supplies – Rags, Per bag
110. Cleaning Supplies- Sleek, EA/QT
111. Cleaning Supplies – Steel (Wire) Brush, EA
112. Cleaning Supplies – Super Shine – Blue, per Bottle 113. Cleaning Supplies – Super Shine – Green, per bottle 114. Cleaning Supplies- Wash Mitts, EA
115. Duct Tape, Per Roll
116. Flares, per box of 72 EA

Page 98 ends

117. Foam – Fire Ade Class :A”/AFFF Foam, EA/5 Gallon Container 118. Freeway broom tapered handle, EA
119. Freeway broom without handle, EA
120. Fuel Stabilizer, EA
121. Gas Can – 2.5 Gallon, Poly EA
122. Gas Can – 3 Gallon Safety, EA
123. Oil – Chain & bar, EA
124. Painting Supplies- Aerosol – Flat Black, EA
125. Painting Supplies – Aerosol – Gloss Black, EA
126. Painting Supplies- Aerosol – Primer, EA
127. Painting Supplies – Color Code & number: ______, per PT (Enter Paint Code#) 128. Painting Supplies- Emery Cloth – course – EA
129. Painting Supplies – Emery Cloth – fine, EA
130. Painting Supplies- Emery Cloth – Medium, EA
131. Painting Supplies- Paint Brush – 1” Throw away, EA 132. Painting Supplies- Paint Brush – 2” Throw away, EA 133. Painting Supplies – Paint Brush – Artist, EA
134. Painting Supplies – Sandpaper, 120G, EA
135. Painting Supplies – Sandpaper, 180G, EA
136. Painting Supplies – Sandpaper, 80G, EA
137. Painting Supplies – Steel Wool - #0, per bag
138. Painting Supplies – Steel Wool - #00, per bag
139. Painting Supplies – Steel Wool - #000, per bag
140. Painting Supplies – Steel Wool - #1, Per bag
141. Painting Supplies – Steel Wool - #2, per bag
142. Painting Supplies – Steel Wool - #3, per bag
143. Painting Supplies – Tape, Masking 1 inch, per roll 144. Painting Supplies- Tape, Masking 2 inch, per roll
145. Pig – Epoxy Stick, repair putty, per stick
146. Plug & Dike, per oz. (16 oz-32oz-64oz)
147. Sheeting – Clear Polyethylene – 12ft x 100ft, per roll 148. Tape, Fire Line, EA
149. Water Cooler, 3 Gallon, EA
150. WD-40, EA
151. Wescodyne – 1 Pt. (Scott Multiwash)

Redline Report Print Date:11/15/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Fire Battalion Chief | 005170 | L522
A FR56 007 43.779376 58.668551 127485.54 170842.82 43.779376 45.968345 48.266762 50.680100 53.214105 55.874810 58.668551 A FR56 007 45.311654 60.721950 131947.54 176822.32 45.311654 47.577237 49.956099 52.453904 55.076599 57.830429 60.721950 Sssss Fire Battalion Chief (Admin) | FA7 | L522
A FR40 FA 61.291127 82.135971 127485.54 170842.82 61.291127 64.355683 67.573467 70.952140 74.499747 78.224734 82.135971 A FR40 FA 63.436315 85.010730 131947.54 176822.32 63.436315 66.608131 69.938538 73.435465 77.107238 80.962600 85.010730 Sssss Fire Captain | 005020 | L522
A FR56 002 34.946500 46.831652 101764.21 136373.77 34.946500 36.693825 38.528516 40.454942 42.477689 44.601573 46.831652 A FR56 002 36.169629 48.470760 105325.96 141146.85 36.169629 37.978110 39.877015 41.870866 43.964409 46.162629 48.470760 Sssss Fire Captain (Admin) | FA5 | L522
A FR40 FA 49.619230 66.494514 103208.00 138308.59 49.619230 52.100192 54.705202 57.440462 60.312485 63.328109 66.494514 A FR40 FA 51.355903 68.821822 106820.28 143149.39 51.355903 53.923698 56.619883 59.450877 62.423421 65.544592 68.821822 Sssss Fire Engineer | 005050 | L522
A FR56 003 30.911171 41.423925 90013.33 120626.47 30.911171 32.456730 34.079566 35.783544 37.572721 39.451357 41.423925 A FR56 003 31.993061 42.873762 93163.79 124848.40 31.993061 33.592714 35.272350 37.035968 38.887766 40.832154 42.873762 Sssss Fire Engineer (Admin) | FA3 | L522
A FR40 FA 43.920952 58.858277 91355.58 122425.22 43.920952 46.117000 48.422850 50.843992 53.386192 56.055502 58.858277 A FR40 FA 45.458186 60.918317 94553.03 126710.10 45.458186 47.731095 50.117650 52.623533 55.254710 58.017445 60.918317 Sssss Fire Investigator I | 005067 | L522
A FR40 004 44.144547 59.157916 91820.66 123048.46 44.144547 46.351774 48.669363 51.102831 53.657973 56.340872 59.157916 A FR40 004 45.689607 61.228443 95034.38 127355.16 45.689607 47.974087 50.372791 52.891431 55.536003 58.312803 61.228443 Sssss [ New ] Fire Investigator I (42hr wk) | 005069 | L522
A FR42 003
A FR42 003 43.513911 58.312803 95034.38 127355.16 43.513911 45.689607 47.974087 50.372791 52.891431 55.536003 58.312803 Sssss [ New ] Fire Investigator I (Admin) | FA9 | L522
A FR40 FA
A FR40 FA 50.030120 67.045145 104062.65 139453.90 50.030120 52.531626 55.158207 57.916117 60.811923 63.852519 67.045145 Sssss Fire Investigator II | 005068 | L522
A FR40 005 49.880447 66.844569 103751.33 139036.70 49.880447 52.374469 54.993192 57.742852 60.629994 63.661494 66.844569 A FR40 005 51.626262 69.184129 107382.62 143902.99 51.626262 54.207575 56.917954 59.763852 62.752045 65.889647 69.184129

Redline Report Print Date:11/15/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Fire Prevention Officer I | 005065 | L522
A FR40 002 35.724484 47.874225 74306.93 99578.39 35.724484 37.510708 39.386243 41.355555 43.423333 45.594500 47.874225 A FR40 002 36.974841 49.549823 76907.67 103063.63 36.974841 38.823583 40.764762 42.803000 44.943150 47.190308 49.549823 Sssss Fire Prevention Officer II | 005066 | L522
A FR40 003 38.557282 51.670445 80199.15 107474.53 38.557282 40.485146 42.509403 44.634873 46.866617 49.209948 51.670445 A FR40 003 39.906787 53.478911 83006.12 111236.14 39.906787 41.902126 43.997232 46.197094 48.506949 50.932296 53.478911 Sssss Firefighter | 005010 | L522
A FR56 001 26.013689 34.860832 75751.86 101514.74 26.013689 27.314373 28.680092 30.114097 31.619802 33.200792 34.860832 A FR56 001 28.943480 38.787032 84283.41 112947.84 28.943480 30.390654 31.910187 33.505696 35.180981 36.940030 38.787032 Sssss Firefighter (Admin) | FA1 | L522
A FR40 FA 36.927230 49.486020 76808.64 102930.92 36.927230 38.773591 40.712271 42.747885 44.885279 47.129543 49.486020 A FR40 FA 41.086159 55.059382 85459.21 114523.52 41.086159 43.140467 45.297490 47.562365 49.940483 52.437507 55.059382 Sssss Sacramento Fire EMT | 005180 | L522
A FR42 001 23.412320 28.457822 51132.51 62151.88 23.412320 24.582936 25.812083 27.102687 28.457822 A FR42 001 24.231752 29.453846 52922.15 64327.20 24.231752 25.443340 26.715507 28.051282 29.453846 Sssss Sacramento Fire Paramedic | 005181 | L522
A FR42 002 26.924168 32.726495 58802.38 71474.66 26.924168 28.270376 29.683895 31.168090 32.726495 A FR42 002 27.866513 33.871922 60860.46 73976.28 27.866513 29.259839 30.722831 32.258973 33.871922 Sssss Senior Fire Prevention Officer | 005159 | L522
A FR40 007 42.437089 56.869757 88269.14 118289.10 42.437089 44.558943 46.786890 49.126234 51.582546 54.161673 56.869757 A FR40 007 43.922386 58.860198 91358.56 122429.21 43.922386 46.118505 48.424430 50.845651 53.387934 56.057331 58.860198

Description Percent/Dollar FTE
FY2022/23
(3 months)
FY2023/24
(12 months)
FY2024/25
(3 months)
FY2024/25
(12 months)
03/24/2023 - Salary Adjustments, G/MU Fund 3.50% 667.00 842,188 3,830,243 957,561 3,830,243 Additional OT Costs (Based on 3 Yrs Avg Actuals), G/MU Fund 181,366 725,464 181,366 725,464 Medical (Starting January 1, 2024), G/MU Fund 584,256 292,128 1,168,512 Medic Assignment Pay, G/MU Fund 7.50% 352.00 919,117 229,779 919,117 Captain and Engineer Paramedic Incentive, G/MU Fund 7.5%/8.5% 233.00 1,743,685 435,921 1,743,685 1,023,554 7,802,764 2,096,755 8,387,020
Impact of 522 Proposal to the City Fiscal Year Sworn Rate % Increase Total Contract Cost 10,923,073$ 21/22 53.500%
Total Cost FY2022/23 - FY2024/25 19,310,094$ 22/23 55.600% 2.100% Annual Ongoing Cost 8,387,020$ 23/24 56.500% 3.000% 24/25 57.500% 4.000%
25/26 57.100% 3.600%
L522 (Contract Term 03/24/23 - 09/30/24)
Cost / (Savings) for G/MU Funds
PERS Rates
Adopted by the Sacramento City Council
November 20, 2023

Approving of the Memorandum of Understanding between the City of Sacramento and the Sacramento Area Firefighters, Local 522; the Letter of Understanding between the City of Sacramento and Sacramento Area Firefighters, Local 522; and the Citywide Salary Schedule

BACKGROUND

A. The 2021-2023 Memorandum of Understanding (MOU) between City of Sacramento (City) and Sacramento Area Firefighters, Local 522 (Local 522) expired on March 24, 2023. The City entered into successor negotiations with Local 522 which represents employees in the Fire Department Unit (Representation Unit 05). The negotiations resulted in a new MOU that will expire on September 30, 2024. The City has been informed by Ryan Henry, Vice President of Local 522, that ratification meetings were held, and that Local 522 Unit members successfully ratified the terms of the MOU.

B. The City of Sacramento and Local 522 met and conferred regarding the rescission of the Settlement of Paramedic Assignment Grievance (FD-2-01-3). The negotiations resulted in a Letter of Understanding (LOU).

C. The California Code of Regulations requires that the City Council adopt the City’s salary schedules at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed.

D. These publicly adopted rates are used by California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.

E. The salary schedules attached to this Resolution as Exhibit C are posted to ensure that salary ranges are transparent and publicly available.

BASED ON THE FACTS SET FORTH IN THE BACKGROUND, THE CITY COUNCIL RESOLVES AS FOLLOWS:

Section 1. The MOU with Local 522 attached to this Resolution as Exhibit A is approved.

Section 2. The LOU with Local 522 is attached to this Resolution as Exhibit B is approved.

Section 3. The salary schedule attached to this Resolution as Exhibit C is adopted.

Section 4. The City Manager is authorized to make minor changes or adjustments to Exhibits A through C to correct omissions and errors.

Section 5. Exhibits A through C are part of this Resolution.

Section 6. The City Manager is authorized to amend the FY2023/24 Approved Budget and to conduct budget adjustments and transfers from fund balance as necessary to implement the terms of the agreements.

Table of Contents
Exhibit A – Local 522 MOU
Exhibit B – Local 522 LOU
Exhibit C – Salary Schedule

and

Labor Agreement
Covering Employees
in the Fire Department Unit
2023-2024

4.1 USE OF OFFICIAL CITY PAID TIME FOR CONDUCTING ACTIVITIES OF INTEREST TO UNION ................................................................................................... 2

4.2 PAYROLL DEDUCTIONS .............................................................................................. 3

4.3 BI-WEEKLY WARRANTS AND DEDUCTIONS .............................................................. 4

4.4 BULLETIN BOARDS ...................................................................................................... 5

5.1 PURPOSE ...................................................................................................................... 5

5.2 DEFINITIONS ................................................................................................................. 6

5.3 TIME LIMITS .................................................................................................................. 6

5.4 PRESENTATION ........................................................................................................... 6

5.5 APPLICATION ................................................................................................................ 7

5.6 INFORMAL DISCUSSION .............................................................................................. 7

5.7 FORMAL GRIEVANCE - STEP 1 ................................................................................... 7

5.8 FORMAL GRIEVANCE - STEP 2 ................................................................................... 7

5.9 FORMAL GRIEVANCE - STEP 3 ................................................................................... 8

5.10 ARBITRATION ............................................................................................................... 8

6.1 2023 SALARIES ............................................................................................................. 9

6.2 FIREFIGHTER ONE-TIME WAGE ADJUSTMENT ......................................................... 9

6.3 LOCAL COMPARABLE AGENCIES ............................................................................. 10 ARTICLE 7 – SALARY ADMINISTRATION ...................................................................... 10

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE .................................................. 10

7.2 ADVANCEMENT IN RATE OF COMPENSATION........................................................ 10

7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ............... 12

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ...................... 13

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE .............................. 13

7.6 RATES HIGHER THAN STEP TOP STEP (Y-RATE) ................................................... 13

7.7 LONGEVITY PAY (CONTRACT) .................................................................................. 13

7.8 LONGEVITY PAY (CITY CHARTER) ........................................................................... 13 ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 14

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES .............. 14

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ..................................................... 14

8.3 AMOUNT OF CONTRIBUTION FOR EMPLOYEES ENROLLED IN A CITY- SPONSORED MEDICAL PLAN ................................................................................... 15

8.4 COVERED DEPENDENTS .......................................................................................... 16

8.5 CASH-BACK LIMITS .................................................................................................... 17

8.6 LIFE INSURANCE ........................................................................................................ 18

8.7 FLEXIBLE SPENDING ACCOUNTS ............................................................................ 18

8.8 RETIREES OR SURVIVOR DEPENDENTS................................................................. 18

8.9 HEALTH REIMBURSEMENT ARRANGEMENT (HRA) ................................................ 22

8.10 VESTING OF RETIREE MEDICAL BENEFITS AND WAIVER OF RIGHT TO BARGAIN..................................................................................................................... 23 ARTICLE 9 – WORKING CONDITIONS FOR FIRE SUPPRESSION PERSONNEL ....... 24

9.1 DAILY HOUR VALUE ................................................................................................... 24

9.2 WEEKLY ANNUAL REPORT ....................................................................................... 24

9.3 HOLIDAYS ................................................................................................................... 24

9.4 SCHEDULE AND HOURS ............................................................................................ 24 ARTICLE 10 – WORKING CONDITIONS FOR FIRE ADMINISTRATIVE ASSIGNMENT 25

10.1 ASSIGNMENT TO ADMINISTRATION ......................................................................... 25

10.2 WORKWEEK ................................................................................................................ 26

10.3 HOLIDAY BENEFIT FOR ADMINISTRATIVE ASSIGNMENT PAY .............................. 26

10.4 CONVERSION OF LEAVE BALANCES ....................................................................... 27

10.5 OVERTIME .................................................................................................................. 28

10.6 COMPENSATORY TIME OFF (CTO) ........................................................................... 28 ARTICLE 11 – WORKING CONDITIONS FOR FIRE PREVENTION PERSONNEL ........ 28

11.1 FIRE PREVENTION OFFICERS .................................................................................. 28

11.2 FIRE INVESTIGATOR I ................................................................................................ 29

11.3 FIRE INVESTIGATOR II ............................................................................................... 31

11.4 OVERTIME COMPENSATION ..................................................................................... 31

11.5 HOLIDAY BENEFIT ...................................................................................................... 31

11.6 VACANCIES................................................................................................................. 32

11.7 MEAL TIME (8-HOUR DAY) ......................................................................................... 33

11.8 LOCKERS .................................................................................................................... 33

11.9 COVERALLS ................................................................................................................ 34

11.10 SAFETY SHOES .......................................................................................................... 34

11.11 VOLUNTARY WORK FURLOUGH PROGRAM ........................................................... 34 ARTICLE 12 – ROLL CALL AND CALL-BACK ................................................................. 34

12.1 ROLL CALL PREAMBLE .............................................................................................. 34

12.3 MAXIMUM WORK PERIODS ....................................................................................... 35

12.4 AMBULANCE VACANCIES .......................................................................................... 35

12.5 OVERTIME AND CALL-BACK PAY ............................................................................. 35

12.6 NOTIFICATION OF ROLL CALL CHANGES ................................................................ 36

12.7 SUPPRESSION VACANCIES BID PROCESS ............................................................. 36 ARTICLE 13 – SHIFT TRADING ...................................................................................... 37

13.1 SHIFT TRADING .......................................................................................................... 37 ARTICLE 14 – UNIFORMS AND COVERALLS ................................................................ 39

14.1 UNIFORMS .................................................................................................................. 39

14.2 COVERALLS FOR EQUIPMENT SERVICING ACTIVITIES ......................................... 40 ARTICLE 15 – INCENTIVE PAY ....................................................................................... 40

15.1 FIRE EDUCATIONAL INCENTIVE PROGRAM ............................................................ 40

iii

15.2 PARAMEDIC LICENSE PAY AND ADVANCED LIFE SUPPORT (ALS) ASSIGNMENT ............................................................................................................. 41

15.3 CONTINUING EDUCATION AND LICENSE FEES ...................................................... 43

15.4 HAZARDOUS MATERIALS (HAZMAT) INCENTIVE .................................................... 44

15.5 ADMINISTRATIVE ASSIGNMENT PAY ....................................................................... 45

15.6 RESCUE INCENTIVE .................................................................................................. 45

15.7 FIRE BOAT OPERATOR HAZARD PAY ...................................................................... 46

15.8 MEDICAL QUALITY ASSURANCE TRAINING PAY .................................................... 47

15.9 BILINGUAL PAY .......................................................................................................... 47 ARTICLE 16 – PHYSICAL PERFORMANCE EXAMINATIONS ....................................... 48

16.1 PHYSICAL PERFORMANCE ASSESSMENT/PROGRAMS ........................................ 48 ARTICLE 17 – LEAVE BENEFITS .................................................................................... 48

17.1 SICK LEAVE ................................................................................................................ 48

17.2 VACATION ADMINISTRATION .................................................................................... 50

17.3 COURT LEAVE ............................................................................................................ 53

17.4 COURT LEAVE - NON-DUTY RELATED ..................................................................... 54

17.5 PREGNANCY DISABILITY LEAVE .............................................................................. 55

17.6 CATASTROPHIC LEAVE PLAN ................................................................................... 56

17.7 PERSONAL TIME OFF ................................................................................................ 57

17.8 BEREAVEMENT LEAVE .............................................................................................. 58

17.9 PAID CITY LEAVE ....................................................................................................... 58 ARTICLE 18 – SPECIAL ALLOWANCES ......................................................................... 60

18.1 OUT-OF-CLASSIFICATION ......................................................................................... 60

18.2 MILEAGE ..................................................................................................................... 60

18.3 TUITION REIMBURSEMENT ....................................................................................... 60 ARTICLE 19 – LAYOFFS.................................................................................................. 60

19.1 DEFINITIONS ............................................................................................................... 60

19.2 LAYOFFS ..................................................................................................................... 62

19.3 RECALLS ..................................................................................................................... 63 ARTICLE 20 – DEPARTMENT SENIORITY LIST ............................................................ 65

20.1 DEPARTMENT SENIORITY LIST ................................................................................ 65 ARTICLE 21 – TRANSFERS ............................................................................................ 66

21.1 REQUESTS FOR TRANSFER ..................................................................................... 66 ARTICLE 22 – DETAIL POOL .......................................................................................... 66

22.1 DETAIL POOL .............................................................................................................. 66 ARTICLE 23 – SAFETY AND HEALTH ............................................................................ 67

23.1 SAFETY ....................................................................................................................... 67

23.2 JOB-RELATED INJURIES ............................................................................................ 67

23.3 LIGHT OR LIMITED DUTY ........................................................................................... 67

23.4 DISPUTES: ON-THE-JOB INJURIES ........................................................................... 68

23.5 GENERAL .................................................................................................................... 68

23.6 EXPOSURE TO CONTAGIOUS DISEASE IN THE COURSE AND SCOPE OF EMPLOYMENT ............................................................................................................ 68

23.7 MEDICAL EXAMINATIONS .......................................................................................... 68 ARTICLE 24 – RETIREMENT ........................................................................................... 69

24.1 PUBLIC EMPLOYEE’S RETIREMENT SYSTEM (PERS) RETIREMENT CONTRIBUTION .......................................................................................................... 69

24.2 PERS RETIREMENT PLAN ......................................................................................... 70 ARTICLE 25 – TRANSPORTATION ................................................................................. 71

25.1 SACRAMENTO REGIONAL TRANSIT DISTRICT (SRTD) ........................................... 71

25.2 OTHER BUS TRANSPORTATION ............................................................................... 71

25.3 DOWNTOWN PARKING SUBSIDY .............................................................................. 71

25.4 DISCOUNTED PARKING RATES ................................................................................ 72

25.5 DRIVER LICENSE REQUIREMENTS .......................................................................... 72 ARTICLE 26 – DISCIPLINE .............................................................................................. 72

26.1 EMPLOYEE RIGHTS ................................................................................................... 72

26.2 REMOVAL OF DISCIPLINARY RECORDS .................................................................. 74

26.3 APPEAL OF LETTERS OF REPRIMAND .................................................................... 74

26.4 DISCIPLINE APPEALS REFERRED TO ACCELERATED ARBITRATION PROCEEDINGS OR FORMAL ARBITRATION PROCEEDINGS ................................. 75

26.5 ACCELERATED ARBITRATION PROCESS ................................................................ 75

26.6 FORMAL ARBITRATION PROCESS ........................................................................... 77

26.7 TRIAL PERIOD ............................................................................................................ 78

26.8 EMPLOYEE PERFORMANCE COUNSELING ............................................................. 78

26.9 PROBATIONARY PERIOD EXTENSION ..................................................................... 79 ARTICLE 27 – MISCELLANEOUS ................................................................................... 79

27.1 NON-DISCRIMINATION ............................................................................................... 79

27.2 REPAIR OR REPLACEMENT OF DAMAGED ITEMS OF PERSONAL PROPERTY ... 79

27.3 SAVINGS CLAUSE ...................................................................................................... 80

27.4 FIRE RECRUIT ............................................................................................................ 80

27.5 PAYROLL ERRORS ..................................................................................................... 80

27.6 STATION EXPENSES .................................................................................................. 81

27.7 DEFERRED COMPENSATION PLAN .......................................................................... 82

27.8 REMOTE WORK POLICY ............................................................................................ 82

27.9 TERM ........................................................................................................................... 82 EXHIBIT A – Employee Payroll Deduction Authorization And Request ............................ 85 EXHIBIT B – Repair or Replacement of Damaged Personal Property .............................. 87 EXHIBIT C – City Provided Items Per Article 27.6, Station Expenses .............................. 89

ARTICLE 1 – RECOGNITION

ARTICLE 2 – PREVAILING RIGHTS

2 of any such provision should be restrained by any said tribunal, the remainder of this Agreement shall not be affected thereby.

ARTICLE 3 – CITY RIGHTS

ARTICLE 4 – UNION AND EMPLOYEE RIGHTS

4.1 USE OF OFFICIAL CITY PAID TIME FOR CONDUCTING ACTIVITIES OF

4 b. All the above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made only upon submission by the Union to the Payroll Division, Department of Finance, of the authorization form (Refer to Exhibit A-1).
(2) The Union is responsible for submitting the agreed upon dues authorization form to the Payroll Division, Department of Finance, any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(3) Dues deductions shall occur over twenty-four (24) pay periods per year, which shall be the first two (2) pay periods each month. (4) Unless notified in writing by the Union of an employee’s request to cancel their Union dues deduction(s), the City will continue to deduct dues, and/or any additional deduction(s) noted. Notification will be made to the Payroll Division, Department of Finance, using the authorization form and notating that it is for dues cancellation. (5) The Union agrees to indemnify, defend and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues or insurance or other programs sponsored by the Union. This hold harmless and indemnity agreement shall include, but not be limited to, employee legal action of any sort or nature against the City based upon or related to this Section.
(6) All career employees who are paid one (1) or more hours of salary, including injury-on-duty under the City Charter, during a bi-weekly pay period, shall have the option to become members of the Union. (7) The City will remit to the Union a check for all of the deductions.

5 the effect which shall include the following statement: "I hereby indemnify and hold the City, its officers, agents and employees harmless against any claim made or any loss or liability I or others incur on account of this request"; and (2) the employee provides the payroll clerk with a stamped, self-addressed 9- 1/2 x 4 inch envelope in which to mail the pay warrant.

ARTICLE 5 – GRIEVANCE PROCEDURE
No matter shall be considered as a grievance under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance is based. With the consent of the City's third step representative the thirty (30) calendar day time limit for filing grievance may be extended.

6 5.2 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a disagreement between the City and the Union, regarding the interpretation, application or enforcement of the express terms of this Agreement, or such provisions of the City's ordinances, resolutions, and Rules and Regulations of the Civil Service Board (Civil Service Rules), and such directives of the Fire Department, as fall within the scope of representation, except to the extent that the City Charter vests jurisdiction elsewhere, in which event only such Charter-provided procedure may be used; and provided that disputes as to whether a matter is subject to this procedure shall not be determined pursuant to the provisions of this procedure.
b. As used in this procedure the term "immediate supervisor" means the individual who assigns, reviews and directs the work of an employee. c. As used in this procedure the term "party" means an employee, the Union, the City or their authorized representatives.
d. As used in this procedure, the term “Fire Chief” means the Fire Chief or their designee.
e. Employees retain all rights conferred by Section 3500 et seq. of the California Government Code and Civil Service Rules unless waived by the employee.

5.3 TIME LIMITS
a. Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure, but with the written consent of all parties the time limitation for any step may be extended. b. If the City does not meet time limits required in Steps 1 or 2, the Union may process the grievance to the third step of the grievance procedure, and a meeting will be held within fourteen (14) calendar days. If the City fails to respond to the third step within the appropriate time limits and no mutual agreement to extend the time limits in writing has been made, then the grievance will be automatically moved to arbitration. The grievant may be represented by the Union during the arbitration process.

5.4 PRESENTATION
An employee and/or a Union representative, may present a grievance while on duty, provided such use of on-duty time shall be kept to a reasonable minimum.

7 5.5 APPLICATION
The resolution of grievances as defined in Section 5.2 shall utilize this procedure unless the City Charter vests jurisdiction elsewhere.

5.7 FORMAL GRIEVANCE - STEP 1
If, after discussions with the immediate supervisor, the grievant does not feel the grievance has been properly resolved, the employee or union representative may reduce the grievance to writing, using the prescribed form. The grievance statement shall include the following:
a. A statement of the grievance clearly identifying the matter in dispute and the controlling article(s) and section(s) of this Agreement, or such City ordinances, Resolutions, Civil Service Rules and such Fire Department directives that apply as applicable under Section 5.2(a) above.
b. The remedy or correction requested of the City.
c. The grievance form shall be signed and dated by the grievant. The grievance form shall be signed and dated by the Fire Deputy Chief in charge of Human Resources or their designee upon receipt. If the grievant is to be represented by the Union, the President of the Union or designee shall also sign the grievance form to substantiate acceptance of such representation. d. The Fire Deputy Chief shall assign the Step 1 review to the employee's Fire Battalion Chief, or Fire Assistant Chief if applicable, who will give their response in writing to the grievance within fourteen (14) calendar days from the date of receipt. The written response shall include:
(1) A statement of the Fire Battalion Chief's, or Fire Assistant Chief if applicable, position and the facts upon which it is based. (2) Subject to the approval of the Fire Chief of Fire Chief’s designee, the remedy or correction which has been offered, if any.

5.8 FORMAL GRIEVANCE - STEP 2
a. If the grievant is not satisfied with the City’s response at Step 1, the grievant may appeal the decision within fourteen (14) calendar days to the Fire Chief,

ARTICLE 6 – SALARY ADJUSTMENTS

6.1 2023 SALARIES
Effective March 25, 2023, all salary steps shall be increased by three and one-half percent (3.5%).

The seven and one-half percent (7.5%) wage increase provided in this Section 6.2 is ineligible for retroactive pay.

After implementation of Section 6.1 and 6.2, the salary schedule for Firefighter shall be:

Class Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Firefighter 28.943480 30.390654 31.910187 33.505696 35.180981 36.940030 38.787032 Firefighter
(admin)

41.086159 43.140467 45.297490 47.562365 49.940483 52.437507 55.059382

10 6.3 LOCAL COMPARABLE AGENCIES
For negotiations on successor agreements, the parties shall use the following agencies for purposes of Sacramento metropolitan comparable agency compensation analysis:

City of Folsom
Consumnes Community Services District
Sacramento Metropolitan Fire District
This Section, 6.3, does not interpret or supersede any of the impasse provisions provided in the Employer-Employee Relations Policy (EERP) or the Sacramento City Charter.

ARTICLE 7 – SALARY ADMINISTRATION

7.2 ADVANCEMENT IN RATE OF COMPENSATION
a. Advancement in Steps
(1) Upon successful completion of twenty-six (26) weeks (1,040 hours or 1,456 hours for suppression) of service, an employee shall be advanced to the next higher step of the salary range of the classification. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (2,080 hours or 2,912 for suppression) intervals to succeeding steps of the assigned salary range.
(2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays, four (4) shifts for suppression, shall not affect the step increase eligibility date. For leaves in excess of ten (10) consecutive working days, or four (4) shifts for suppression, all leave time shall not count toward step increases.
(3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. This provision shall not be subject to the grievance procedure and shall be at the sole discretion of the appointing authority.

11 (4) This Section shall not apply to non-career employees. b. Denial of Step Increase and Reduction in Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in grade, shall have the right to appeal to the Civil Service Board in accordance with its rules and regulations. This subsection shall not apply to non-career employees.
c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi-weekly pay period following the date the employee became eligible for a pay increase, which bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week. d. Effective Date of Salary Step Increase Upon Extension of Probationary Period (1) If the probationary period is extended due to light duty, sick leave, or injury-on-duty time, the salary step increase will be delayed for the period of the extension. However, the probationary period shall only be extended if the time exceeds thirty (30) consecutive calendar days. (2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on- duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date of the salary step increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date. (3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty-six (26) weeks of service, the employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.

12 (4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty-six (26) weeks of service and who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty-two (52) weeks is required rather than twenty-six (26) weeks
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.

When a Firefighter receiving Paramedic License Pay, pursuant to Article

15.2(b)(2), is promoted to a Fire Engineer or Fire Captain, the step placement shall recognize the reduction of the Paramedic License Pay and salary shall be set to cover that reduction as well as an increase of approximately five percent (5%), but not to exceed the maximum rate of the higher classification. b. Movement to Another Position in the Same Classification or to a Classification With the Same Salary Range
When an employee moves to another position in the same classification or to another classification with the same salary range, the employee shall maintain the same salary and same anniversary date.
c. Movement to a Lower Classification
When an employee's position is reallocated to a classification with a lower salary range, the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. The salary of an employee who voluntarily demotes shall be that salary step nearest but does not exceed such salary paid in the previous classification.

13 7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION Whenever the salary range of a classification is adjusted upward, the salary rate of each employee in the classification shall be adjusted to the step in the new range which corresponds to the step received in the former range, and the employee shall retain the current anniversary date for further increases within the new range.

7.7 LONGEVITY PAY (CONTRACT)
Employees who have completed seventeen (17) years of City Service Seniority shall receive longevity pay in the amount of three percent (3%) of their base rate of pay.

Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive.

14 ($300.00). The parties acknowledge that Longevity Pay in Article 7.8 is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provision of this Agreement regarding Longevity Pay.

Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.

ARTICLE 8 – HEALTH AND WELFARE

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code (IRS) section 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions as described in this Article. One-half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.
a. The amount of City contribution as provided in Section 8.3(b)(1-3) and (c) for each of the first two (2) paychecks each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid (89.6 hours for suppression) = 100% contribution; 40-63.9 hours paid (56-89.5 hours for suppression) = 50% contribution. b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision insurance plans for up to six (6) months, or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
c. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.

15 paid in that bi-weekly pay period: 64 or more hours paid (89.6 hours for suppression) = 100% contribution; 40-63.9 hours paid (56-89.5 hours for suppression) = 50% contribution.
b. To be eligible for the City contribution under this Section, the non-career employee must be paid for a minimum of forty (40) hours (fifty-six (56) for suppression) of work on each paycheck. If the employee fails to be paid for the minimum forty (40) hours (fifty-six (56) hours for suppression) necessary to receive the City contribution, the City shall deduct from the employee's first two (2) paychecks each month the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee's first two (2) paychecks each month cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount.

Failure to do so before the end of the calendar month including such paycheck(s) shall automatically drop the employee from the City-sponsored insurance program until the next open enrollment period.

8.3 AMOUNT OF CONTRIBUTION FOR EMPLOYEES ENROLLED IN A CITY-

SPONSORED MEDICAL PLAN
a. Employees Enrolled in an Account-Based Health Plan (ABHP) As Defined by the City
(1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) Employees enrolled in an ABHP shall receive City contributions as defined in Section 8.3(b). To the extent that the premium for the ABHP is less than any City contributions outlined below, any remaining City contribution shall be credited to the employee’s HSA, to the extent allowed by law.
b. Amount of Contribution
(1) Employee Only
(a) For full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $838.00 per month.
(b) Effective December 30, 2023, full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $955.00 per month.

16 (2) Employee Plus One (1) Dependent
(a) Full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent the City contribution shall be $1,333.00 per month.
(b) Effective December 30, 2023, full-time employees enrolled in a City-sponsored medical plan for employee plus one (1)
dependent, the City contribution shall be $1,520.00 per month. (3) Employee Plus Two (2) or More Dependents
(a) For full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) dependents, the City contribution shall be $1,777.00 per month.
(b) Effective December 30, 2023, full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month. c. Employees not enrolled in a City-sponsored medical plan shall receive up to $721.00 per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be prorated as indicated in 8.1(a). e. Effective the first paycheck of 2025 for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount. f. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost traditional HMO medical plan for employee only coverage.
g. Employees shall not receive any unused portion of the City contribution as cash.

17 employee will pay for the premium difference for the domestic partner coverage as an “after-tax” out-of-pocket employee expense. In no event will the City's monthly health and welfare contribution be used to pay for the cost of the domestic partner's coverage.
b. An employee who has a domestic partner, and is registered with the Secretary of State of the State of California, may cover the domestic partner and/or the domestic partner's children, under the employee's City-sponsored medical plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 8.3. c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age 26 who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children under the age of 26 in which the City has received notice of a Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act (PPACA), as amended.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.

8.1(a).
b. New employees or employees who are not receiving the cash back as of January 1, 2016, shall not be eligible for the cash-back option. c. Employees transferring to classifications in the Fire Department Unit who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored medical insurance. d. Cash-back provided to employees who opt-out of City-sponsored medical insurance as provided in this Section shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.

18 8.6 LIFE INSURANCE
The City will provide basic life insurance in an amount of $15,000 to each eligible career employee at no charge. Employees may purchase additional life insurance not to exceed a total of $50,000.00 City-sponsored term life insurance.

The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment to both the employee and the Union.

8.8 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City-paid retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. Employees Retiring On or Before June 30, 1992
Retirees shall be eligible to receive the total of the lowest cost twenty-five- dollar ($25) co-pay medical plan for one (1) plus an additional 5.28% of that cost; the lowest cost PPO dental plan for one (1); and twenty-five ($25) dollars. b. Retirees Retiring On or After July 1, 1992, and Before January 1, 2020, are Eligible to Receive the Following:
(1) Retirees shall be eligible to receive the total of: the lowest cost twenty- five dollar ($25) co-pay medical plan for one (1) plus an additional

19 (4) The City’s retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible for up to a maximum of fifty percent (50%) of the City’s retiree insurance contribution identified in subsection (b)(1), above. (b) Employees with a minimum of fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible for up to a maximum of seventy-five percent (75%) of the City’s retiree insurance contribution identified in subsection (b)(1), above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to a maximum of one hundred percent (100%) of the City’s retiree insurance contribution identified in subsection (b)(1), above.
(5) An employee who does not retire from CalPERS within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Employees Hired On or Before December 31, 2019, Who Retire On or After January 1, 2020, are Eligible to Receive the Following:
(1) Retirees shall be eligible to receive the total of: the lowest cost twenty- five dollar ($25) co-pay medical plan for one (1); the lowest cost PPO dental plan for one (1); and twenty-five dollars ($25.00). (2) Except as provided in Section 8.8(j), to be eligible for the City retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement and be at least age fifty (50). (3) Employees retiring with thirty (30) or more years of City service shall be eligible for the City’s retiree insurance contribution effective with the date of retirement without regard to age.
(4) The City’s retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible for up to a maximum of fifty percent (50%) of the City’s retiree insurance contribution identified in subsection (c)(1), above. (b) Employees with a minimum of fifteen (15) full years of City service but less than twenty (20) full years of City service shall

20 be eligible for up to a maximum of seventy-five percent (75%) of the City’s retiree insurance contribution identified in subsection (c)(1), above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to a maximum of one hundred percent (100%) of the City’s retiree insurance contribution identified in subsection (c)(1), above.
(5) An employee who does not retire from CalPERS within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
d. Employees Hired On or After January 1, 2020
Unless otherwise required by law, no employee hired on or after January 1, 2020, shall be eligible for any retiree insurance contributions provided by this Section.
e. Transferring Classifications
Employees who voluntarily transfer from a classification not covered by this Agreement to a classification covered by this Agreement on or after January 1, 2020, shall be ineligible for the retiree insurance contributions provided by this Section. This provision does not apply to Fire Recruits who graduate from the Sacramento Fire Academy by July 2020.

21 event of closure or repeal of the Patient Protection and Affordable Care Act (PPACA).
h. Medicare Retirees
In order to maintain eligibility for the City retiree insurance contribution, each eligible retiree and eligible dependent(s) shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits. Medicare retirees may elect to participate in a City-sponsored Medicare medical plan or purchase an individual Medicare medical plan.

Medicare retirees who are eligible for Medicare Parts A and B and who elect to purchase an individual medical plan shall only be reimbursed the cost of the individual premiums associated with a Medicare Advantage, Medicare Supplemental, and/or Medicare Prescription Drug plan up to their eligible City contribution.
i. Retiree Insurance Contribution Exclusion
Retirees who participate in another (non-City sponsored) group medical plan as an employee or dependent spouse shall not be eligible for the City contribution outlined in this Section.
j. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in-line-of-duty survivors will be entitled to one hundred percent (100%) of the City retiree insurance contribution for retirees regardless of years of service. This benefit shall be determined as provided in Section 8.8(a-c).
k. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be determined as provided in Section 8.8. “Eligible dependent,” as used in this Section, is defined as a dependent who was and remains eligible to be enrolled on the employee or retiree’s benefit plan at the time of the employee or retiree’s death.
22 l. Resuming Retiree or Survivor Dependents for Eligible Personnel who Unretire from City Service November 20, 2023, and Subsequently Re-Retire from City Service
Individuals retired from classifications represented by the Union who are eligible for retire or survivor dependents benefits under Section 8.8 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.

Example: An employee retires from a classification represented by the Union with fifteen (15) years of City service. The employee is eligible for 75% of the City’s retiree insurance contribution. The individual unretires and works in a Union-represented
classification for another ten (10) years. When the employee re- retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.

23 e. Employee contributions to the MERP will be mandatory for each group identified in subparagraphs (b) and (c), above. Employee contributions shall be on a pre-tax basis to the extent allowed by law.
f. There shall be no City contributions to the MERP.
g. The Union acknowledges that it is solely responsible for the adoption and ongoing administration of the MERP. The Union also represents that the MERP complies with all federal, state, and local laws including, but not limited to, the USIRC and Regulations pertaining to pre-tax deposits to such plans. h. The City is not a party to, nor shall it incur any costs associated with the IAFF MERP including, but not limited to, its establishment or administration. The City agrees to deduct and transfer participants’ contributions to the IAFF MERP in a manner consistent with this Article. The City has no obligations to the management, regulatory compliance, or performance of the IAFF MERP.

In the event the IAFF MERP becomes insolvent or unable to pay, the City has no financial obligation to the IAFF MERP, the employees covered by this Agreement, IAFF MERP participants and their qualified beneficiaries, or the Union. Further, the City has no obligation to provide any IAFF MERP benefits to employees covered by this Agreement or IAFF MERP participants and their qualified beneficiaries.
i. The Union agrees to defend, indemnify, and hold the City, its agents, officers, and employees harmless from any liability of any nature which may arise as a result of employee, participant, and/or qualified beneficiary participation in the IAFF MERP, including any and all claims or legal proceedings regarding the operation of the IAFF MERP, except for the obligation of the City to deduct and transfer participant contributions to the IAFF MERP as described in this Agreement.

8.10 VESTING OF RETIREE MEDICAL BENEFITS AND WAIVER OF RIGHT TO

BARGAIN
The retiree insurance contributions described in Section 8.8(a) for retirees that retire on or before June 30, 1992; the retiree insurance contributions described in Section

As a result, the City and the Union waive their right to renegotiate Section 8.8(a), Section 8.8(b), Section 8.8(c), and Section 8.8(d) in future labor negotiations.

24 ARTICLE 9 – WORKING CONDITIONS FOR FIRE SUPPRESSION PERSONNEL

9.4 SCHEDULE AND HOURS
a. Shifts for Firefighters, Fire Engineers, and Fire Captains not assigned to EMS 22 or EMS 23 shall begin at 8:00 a.m., and end at 8:00 a.m. the following morning. Shifts for all Fire Battalion Chiefs on suppression assignment and Fire Captains who are assigned to EMS 22 or EMS 23, shall begin at 7:00 a.m., and end at 7:00 a.m., the following morning. Firefighters, Fire Engineers, Fire Captains, and Fire Battalion Chiefs will be scheduled to be on-duty four

25 (4) 24-hour periods and off-duty eight (8) 24-hour periods in a 12-day cycle.

The duty schedule is as follows:
"X" denotes work day or duty shift
"O" denotes day off or shift off duty

26 10.2 WORKWEEK
a. The workweek for employees covered by this Article shall begin at 12:01 a.m., Saturday and end at 12:00 Midnight the following Friday. The employees' workweek shall consist of eight (8) consecutive hours per day for five (5) consecutive days for a total of forty (40) hours.
b. An alternative workweek schedule for employees on administrative assignment may established consisting of forty (40) hours in increments of four (4) ten (10) hour workdays or five (5) eight (8) hour workdays, or a 9-80 workweek schedule consisting of four (4) nine (9) hour workdays, four (4) nine (9) hour workdays, and one (1) eight (8) hour workday during an eighty (80) hour bi-weekly period. Management retains the right to determine days off on the schedule and agrees to discuss the schedule with the Union thirty (30) days in advance of changes to the 9-80 workweek schedule. Upon receipt of the written notice, the alternative workweek schedule will be terminated on a date mutually acceptable to the City and the affected employee(s) or thirty (30) calendar days from the date of written notice, whichever occurs first.

10.3 HOLIDAY BENEFIT FOR ADMINISTRATIVE ASSIGNMENT PAY
a. The following shall be the recognized holidays for employees covered by this Article:

27 d. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
e. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
f. Floating Holidays
(1) Accrual
In addition to the recognized holidays provided in Section 10.2(a) above, employees shall receive the equivalent of two (2) floating holidays per fiscal year on an accrual basis at the rate of forty (40) minutes per pay period on the first two (2) paychecks of each calendar month as long as the employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated
representative.
(b) An employee may carry-over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All floating holiday hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s base rate of pay plus applicable incentives identified in Article 15, on the final paycheck of the calendar year in which it was earned.

28 10.5 OVERTIME
a. When an employee on administrative assignment fills a suppression assigned position of equal rank, the employee shall receive the suppression overtime rate of pay for the position plus incentive pay.
b. When an employee on administrative assignment fills a suppression assigned position of lower rank, the employee shall receive the suppression overtime rate of pay for that position at the maximum hourly rate of pay plus incentive pay.
c. The daily hour value shall apply to overtime worked on the administrative 5/8 or 4/10 schedule but shall not apply to suppression schedule hours or overtime hours worked.
d. Incentive pay shall be additive and not compounded.

29 employees' workweek shall consist of eight (8) consecutive hours per day for five (5) consecutive days for a total of forty (40) hours. b. Night Shift Premium Pay
(1) Employees covered by this Section 11.1, who work five-eighths (5/8) or more of their regular shift in the period extending from 6:00 p.m. to 6:00 a.m., shall receive an incentive of five percent (5%) of their base rate of pay for the entire shift. Employees, who work less than five- eighths (5/8) of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m., shall receive an incentive of five percent (5%) of their base rate of pay for those hours worked (to the nearest one-half hour) within that period.
(2) An employee shall not receive night-shift premium pay when on vacation or other authorized leave of absence with pay. (3) This incentive shall be additive and not compounded with any other pay or incentive.
c. Vacation Administration
The maximum number of Fire Prevention Officer I/IIs scheduled to be on vacation, CTO, PTO, holiday credit accrued, or a 9/80 day off each working day shall not exceed fifty percent (50%) of the filled FTEs in each Fire Prevention Unit.
d. Alternative Workweek Schedule
The City has established an alternative workweek schedule for Fire Prevention Officers consisting of eight (8) nine (9) hour workdays, and one (1) eight (8) hour workday during an eighty (80) hour bi-weekly period. The City may establish an alternative work schedule consisting of four (4) ten (10) hour workdays in a seven (7) day FLSA work period. Management retains the right to determine shift start times and days off for any alternative schedule but will discuss any change to the schedule with the Union thirty (30) days in advance.

Upon receipt of written notice from the City, the alternative workweek schedule will be terminated on a date mutually acceptable to the City and the affected employee(s) or thirty (30) calendar days from the date of written notice, whichever occurs first.

11.2 FIRE INVESTIGATOR I
The City and the Union agree to meet and confer over the salary schedule conversion rates for the topics identified below for the classification of Fire Investigator I.

30 The parties will continue to meet and confer on the rate of pay and salary conversion when moving the annual hours to and from 2080 hours and 2184 hours. The topics of the meet and confer are:
 Conversion of Hourly Wage
 Conversion of Leave Balances
 Conversion of Donated Catastrophic Leave Hours
 Conversion of Daily Hour Value
This Section 11.2 shall apply only to the Fire Investigator I classification. a. Work Period
The work period for employees in the Fire Investigator I classification shall consist of one hundred forty-seven (147) hours in a twenty-four (24) day work period, consistent with the Fair Labor Standards Act (FLSA) overtime provisions for law enforcement employees.
b. Work Schedule
(1) Effective as soon as administratively feasible but within sixty (60) calendar days of the adoption of this Agreement by City Council, employees in the Fire Investigator I classification will work a rotating schedule of one (1) twenty-four (24) hour shift followed by three (3) consecutive days off-duty.
(2) The work schedule described in Section 11.2(b) shall be considered regular work hours paid at straight time consistent with 29 United States Code (USC) 207(k).
c. Holidays
In lieu of accruing leave balances for fourteen (14) holidays per year, employees in the Fire Investigator I classification shall be paid for four (4) hours and forty (40) minutes at their base rate of pay plus applicable incentives on the first two paychecks of each month.
d. Vacation Administration
The vacation schedule shall operate on straight seniority based on the date the employee entered the Fire Department. The employee will select either their vacation or their splits the first time around. After the complete list has been gone through, then the second and third choice will be made under the same procedures.
e. Shift Trades
Shift trades may be permitted at the discretion of the Fire Marshal.

31 11.3 FIRE INVESTIGATOR II
Workweek
The workweek for employees in the Fire Investigator II classification shall begin at 12:01 a.m., Saturday and end at 12:00 Midnight the following Friday. The employees' workweek shall consist of eight (8) consecutive hours per day for five (5) consecutive days for a total of forty (40) hours.

The Fire Investigator I shall not receive overtime on a recognized holiday. b. Overtime shall be paid in cash, except an employee may request compensating time off (CTO) as the method of payment. The City reserves the right to deny the CTO request.
c. CTO shall be computed at the rate of time and one-half the number of overtime hours worked. Any CTO must be approved by the Fire Marshal. d. Employees may accrue up to eighty (80) hours of CTO up to the last pay period in June of each year. All CTO not used by this time will be paid to the employee. Any hours of CTO not used by this time will be paid in cash. This cash payment will be included in the second paycheck in July.

11.5 HOLIDAY BENEFIT
a. Except for the Fire Investigator I, the following shall be the recognized holidays for employees covered by this Article:

32 Christmas Day December 25
New Year's Eve (4 hours) December 31
b. To be eligible for holiday pay, the employee must work the scheduled workday before and after the recognized holiday. Paid time on vacation, sick leave, or CTO shall be considered hours worked for the purpose of holiday pay eligibility.
c. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
d. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
e. Floating Holidays
(1) Accrual
In addition to the recognized holidays provided in (a) above, all employees shall receive the equivalent of two (2) floating holidays per calendar year accrued at the rate of forty (40) minutes per paycheck on each of the first two paychecks of each month. The employee shall accrue floating holiday credit for each paycheck for which the employee is paid forty (40) or more hours of salary.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated
representative.
(b) An employee may carry-over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All
accumulated floating holiday hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s base rate of pay plus applicable incentives
identified in Article 15, on the final paycheck of the calendar year in which it was earned.
(c) An employee who leaves City employment shall be paid for all accrued floating holiday time at the straight-time hourly rate.

33 the employee working out-of-classification will be entitled to out-of- classification compensation consistent with Section 18.1 of this Agreement. b. When a temporary vacancy exists in the position of Fire Investigator II and a Fire Investigator I is assigned to, and performs substantially all of, the administrative and other responsibilities of the Fire Investigator II and does so for a minimum of two (2) consecutive hours, the Fire Investigator I working out-of-classification will be entitled to out-of-classification compensation consistent with Section 18.1 of this Agreement.
c. When a temporary vacancy exists in the position of Senior Fire Prevention Officer and a Fire Prevention Officer I/II is assigned to, and performs substantially all of, the administrative and other responsibilities of the Senior Fire Prevention Officer and does so for a minimum of two (2) consecutive hours, the Fire Prevention Officer I/II working out-of-classification will be entitled to out-of-classification compensation consistent with Section 18.1 of this Agreement.
d. When a vacancy occurs within a job assignment due to expansion, retirement, death, removal, resignation, promotion, or demotion, such job assignment shall be subject to bid by qualified employees in the classifications covered by this Article consistent with the bid processes set out in Section 21.1 of this Agreement.

11.7 MEAL TIME (8-HOUR DAY)
a. Time allocated for meals will be uninterrupted. Every employee will have a regular unpaid meal period of one hour which shall be scheduled generally in the middle of the work shift.
b. In the event the meal period is interrupted for Fire Department business, at the option of the employee, and approved by the Fire Marshal, the employee shall be:
(1) paid time and one-half for the entire meal period; or (2) given an alternate meal period; or
(3) allowed to leave the shift early.

11.8 LOCKERS
Except for Fire Prevention Officer classifications, clothes lockers will be provided for turnout gear.

34 11.9 COVERALLS
The City shall provide one (1) pair of coveralls to employees covered by this Article.

The employees shall be responsible for cleaning and maintaining these coveralls.

11.11 VOLUNTARY WORK FURLOUGH PROGRAM
Pursuant to the Furlough/Reduced Work Week Policy, the City may establish for full- time career employees a voluntary work furlough/reduced work week consisting of a full day of unpaid leave on a variable schedule or a work schedule which is modified on a regular fixed basis to less than forty (40) hours per week. Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this citywide program.

ARTICLE 12 – ROLL CALL AND CALL-BACK

35 b. Projected and unprojected vacancies will be filled consistent with the roll call manual.
c. All unfilled projected and day of vacancies will be filled from the Mandatory List prior to the on-duty callback shift being relieved.

12.5 OVERTIME AND CALL-BACK PAY
a. Day of call-back staffing will begin at 6:00 a.m. If Fire Administration is unsuccessful in the first attempt to contact an off-duty employee by computerized tracking telephone for call-back purposes, Fire Administration shall proceed to the next name on the call-back list. Such employee shall be charged for the overtime work as a refusal.
b. All paid time shall count as time worked for purposes of calculating overtime with the exception of sick leave.
c. When employees are called out of their homes at times they are not regularly scheduled to report to duty, they shall be paid at their straight time base rate of pay or time and one-half, consistent with (b), above, from the time they report to duty at the location they were ordered to report to until relieved at that location from such unscheduled assignment, plus travel time enroute from their home to such location up to a maximum of sixty (60) minutes, except that in no event shall they be compensated for less than three (3) hours for such call-out from their homes.

36 d. When it becomes necessary to call employees in to replace employees in non- emergency situations, employees of equal rank to the position which caused the recall shall be called for replacement. This shall occur only after existing eligible register on that shift has been exhausted, except however, that callback to fill the position of Firefighter shall not recognize rank. When an employee of higher rank is called to fill the position of Engineer or Firefighter, the employee so called shall receive overtime at the maximum hourly rate of pay for the position the employee fills. Travel time provided under subsection (c) shall not apply to employees in fire suppression who are recalled and work sixteen (16) hours or more and forty (40) hour per week employees who are recalled and work six (6) hours or more. In no event shall employees be compensated for less than three (3) hours for each such call-out from their homes.
e. The Fire Battalion Chiefs are exempt from the provisions of the Fair Labor Standards Act (FLSA). The City agrees to pay Fire Battalion Chiefs at their straight time base rate of pay or overtime at the rate of time and one-half, consistent with (b), above, for all hours worked beyond their regularly scheduled twenty-four (24) hour shift or the regularly scheduled fifty-six (56) hour workweek.

12.7 SUPPRESSION VACANCIES BID PROCESS
The intent of this Article is for the purposes of bidding assignments. As open Engine, Truck, or Rescue Company assignments become available, one or both Firefighters assigned to an Engine, Truck, or Rescue Company must be an accredited Paramedic.
a. Based on seniority, if the first open assignment on an Engine, Truck, or Rescue Company is bid by an EMT-1, the remaining assignment shall be open to an EMT-P exclusively.
b. Based on seniority, if the first open assignment on an Engine, Truck, or Rescue Company is bid by an EMT-P, the remaining assignment shall be open to an EMT-1 or EMT-P.
c. This article will be implemented as open Engine, Truck, or Rescue Company assignments become available.

Daily vacancies shall be filled in a manner consistent with paragraph 12.2, above.

37 ARTICLE 13 – SHIFT TRADING

13.1 SHIFT TRADING
a. Consistent with the operational requirements of the Fire Department to maintain public health and safety, employees may trade twenty-four (24) hour shifts or incremental portions of four (4) hours in a manner consistent with the Fair Labor Standards Act (FLSA).
b. The Department reserves the right to deny shift trades for operational or public health and safety reasons.
c. Trades shall be permitted subject to the following terms and conditions:
(1) Unless approved by the Fire Chief or designee, trades shall only be permitted between career employees with at least six (6) months of Firefighter level service with the Sacramento Fire Department and of the same rank.
(2) All shift trades shall be entered in Telestaff at least twenty-four (24) hours prior to the trade and reviewed by the employee's immediate supervisor.
(3) Fire Assistant Chiefs shall be responsible to approve and supervise shift trades for Fire Battalion Chiefs.
(4) Fire Battalion Chiefs shall be responsible to approve and supervise shift trades for Fire Captains.
(5) Fire Captains shall be responsible to approve and supervise shift trades for their assigned personnel.
(a) For employees not assigned to a suppression unit, the Fire Captain of their medic assignment shall be responsible to approve and supervise their shift trades.
(6) The employee replacing the assigned employee shall be responsible for shift coverage.
(a) In the event the replacement employee fails to complete the shift trade due to an approved use of sick leave, the
replacement employee will have their sick leave balance reduced by the number of hours equal to the hours scheduled to work in the trade.
(b) In the event the replacement employee does not have sufficient sick leave hours to cover a missed shift trade due to an employee’s approved use of sick leave, the employee will

38 be required to reschedule themselves for the missed hours.

Rescheduling must be completed within fifteen (15) calendar days from the missed trade and the missed hours must be worked within sixty (60) calendar days.
(7) Consistent with 29 USC 207, as amended, the hours “traded” shall not be considered hours worked for pay purposes and shall not be recorded on the timecard or be used to calculate any employee’s eligibility for overtime compensation pursuant to this MOU or the FLSA. (8) Canceling a shift trade(s) is prohibited with less than twenty-four (24) hours’ notice unless the employee’s immediate supervisor approves and Roll Call has been notified.
(9) If a shift trade is missed due to a Department approved deployment, rescheduling must be completed within fifteen (15) calendar days from the end of the deployment and completed within sixty (60) calendar days from the end of the deployment.
(10) If the Department transfers an employee to another shift, to special duty, or if the employee is promoted, and as a result of such transfer, special duty, or promotion, a conflict arises relative to the application of this Article, the employee will be required to effect completion, correction, or cancellation if the trade is in excess of thirty (30) calendar days from date of notice of transfer, special duty, or promotion. Thirty (30) calendar days or less from date of notice of transfer, special duty, or promotion will be the responsibility of the City.
(11) If an employee is to be off work due to a duty injury, they will assume the responsibility for completion, corrections, or cancellation of shift trades that are scheduled beyond the fifteenth (15th) calendar day from the date of duty status change.
(12) A leave of absence authorized to an employee automatically defers all shift trade activity for the duration of the leave. Rescheduling must be completed within fifteen (15) calendar days from the date the employee returns from their authorized leave of absence and the missed hours must be worked within sixty (60) calendar days from their return from the authorized leave.
(13) An employee is not eligible to work a shift trade while on light duty or limited duty assignment. Employees returning to full duty from a light duty or limited duty assignment, who were previously scheduled to fill a shift trade assignment, must reschedule the shift trade within fifteen (15) calendar days from their return to full duty and the missed hours must be worked within sixty (60) calendar days of their return to full duty.

39 (14) The Union shall indemnify, defend, and hold the City harmless against claims, liability, and suits which may arise as a result of this Section.

ARTICLE 14 – UNIFORMS AND COVERALLS

40 (4) Disputes shall be resolved by a committee consisting of one representative each from Fire Administration, Labor Relations, and the union.

14.2 COVERALLS FOR EQUIPMENT SERVICING ACTIVITIES
The City shall provide and maintain coveralls for those employees in the Fire Department Unit whose assigned duties include the mechanical servicing and repair of trucks and engines.

ARTICLE 15 – INCENTIVE PAY

41 from an accredited university or college; and a five percent (5%) incentive compensation for an EMT Certificate.
f. Employees hired on or after the effective date of this Agreement must possess a Fire Technology Certificate from a California Community College/State Board of Fire Services approved Fire Technology program in order to be eligible for the Fire Science certificate (FS) incentive. g. Incentive pay rates shall not be compounded.
h. Employees who earn a Certificate or Degree set forth above shall place their Certificate(s) on file with the Fire Department Administration, who will verify and process for appropriate incentive compensation.
i. Fire Educational Incentives shall be paid to an employee within thirty (30) calendar days of submission of eligibility to the Department.

15.2 PARAMEDIC LICENSE PAY AND ADVANCED LIFE SUPPORT (ALS)

ASSIGNMENT
The following terms and conditions shall apply to those employees who are eligible to and/or assigned paramedic duties:
a. Firefighter/paramedics shall be required to possess a Sacramento County EMT-Paramedic License as a condition of continued employment for two (2) years from the date they were appointed to the career Firefighter classification and began probation. Failure to maintain the required Paramedic License during the initial two (2) years of career service shall constitute just cause for disciplinary action, up to and including termination.
b. EMT-Paramedic License Pay
(1) Employees in the Firefighter classification who possess a current, valid California EMT-Paramedic license shall receive an incentive of ten percent (10%) of their base hourly rate of pay.
.
(2) Effective December 2, 2023, employees in the Fire Engineer classification who possess a current, valid California EMT-Paramedic license shall receive an incentive of eight and one-half percent (8.5%) of their base hourly rate of pay.
(3) Effective December 2, 2023, employees in the Fire Captain classification who possess a current, valid California EMT-Paramedic license shall receive an incentive of seven and one-half percent (7.5%) of their base hourly rate of pay.

42 (4) The EMT-Paramedic License pay shall be additive and not compounded with any other pay or incentive.
(5) Each employee receiving such EMT-Paramedic License pay may be assigned to paramedic duties on an ambulance, except that the assignment of an on-duty Fire Captain or Fire Engineer will only be made when there is no available paramedic on duty and the mandatory overtime call-back list has been exhausted.
c. Medic Assignment Pay
Effective after adoption by the City Council and upon implementation of the increase provided in Section 6.2, this Article 15.2(c), will be deleted in its entirety from this Agreement.
(1) Employees in the classification of Firefighter who are regularly scheduled to work on the ambulance shall receive an additional seven and one-half percent (7.5%) incentive on top of base pay. (2) Employees in the classification of Firefighter who are on the Medic Relief Team shall receive an additional seven and one-half percent (7.5%) incentive on top of base pay for all regular duty hours worked on the ambulance.
(3) These incentives shall be additive and not compounded with any other pay or incentive.
d. Preceptor Duty Pay
(1) The City will assign preceptor duties and responsibilities to Firefighter (Paramedic) for the purpose of monitoring paramedic interns completing a paramedic internship and to otherwise evaluate new employees during the “sign-off” period prior to assignment to the medic rotation.
(2) A qualified Firefighter (Paramedic) preceptor shall oversee the medical duties of the paramedic intern for a minimum of four hundred and eighty (480) hours, or until the intern is released from the program. The preceptor may be assigned to precept additional hours when the preceptor demonstrates to Fire Administration that additional hours by the paramedic intern will be necessary so as to complete their paramedic internship. Fire Administration will determine and authorize the additional number of hours the preceptor will be assigned to assist the paramedic intern in their completion of the internship. (3) A Firefighter (Paramedic), once assigned to perform preceptor duties and who has performed those duties for ninety-six (96) hours or more, shall not be eligible to volunteer out of the assignment until after

43 completion of precepting the paramedic intern, except in emergency situations and by mutual agreement between the Fire Department and the Firefighter (Paramedic). Firefighter (Paramedics) who have performed less than the minimum ninety-six (96) hours may volunteer out of the assignment if, based on seniority, they are eligible to rotate off the required Medic assignment teams.
(4) The City retains the right to discontinue the Preceptor Program at any time by providing five (5) days written notice to the Union. A Firefighter (Paramedic) who has performed preceptor duties for two (2) consecutive internships, shall not be assigned to precept again without a break of a minimum of six hundred (600) hours.
(5) Effective March 1, 2008, Firefighter (Paramedics) who are assigned to precept an intern and to evaluate new employees during the eight (8) shift “sign-off” period prior to assignment to the medic rotation, shall be paid at the rate of nine and one-half percent (9.5%) for each hour assigned to perform preceptor duties and responsibilities which shall be added to the base rate of pay. Preceptor Duty Pay is additive and is not compounded with any other type of pay or incentive. e. A qualified Firefighter (PAR) preceptor shall have held, in good standing, a Sacramento County EMT-Paramedic accreditation for no less than three (3) consecutive years, and, shall have served as a paramedic for no less than two (2) years with the Fire Department.
f. Qualified employees assigned to precept shall be made from volunteers.

Seniority shall be a consideration for preceptor assignments.

44 c. The City shall reimburse employees upon proof of payment for EMT- Paramedic License and Accreditation fees:
(1) EMT-Paramedic License State fee: $250.00 every other year. (2) EMT County fee: Sacramento County EMS (SCEMS) $50.28 application fee and State of California recertification fee $37.00. d. This Section does not apply to Fire Prevention Officer I/II or Senior Fire Prevention Officer.

45 h. The Fire Department will continue to provide one HAZMAT training course each year, as practicable. The Department will send as many employees as feasible, consistent with the budget, and will maintain a goal of twenty (20) employees per class. Seniority shall be a primary consideration for enrollment and may only be passed over for cause.

This shall not be applicable to employees on modified or light duty or employees being accommodated from their regular suppression assignment.

15.6 RESCUE INCENTIVE
a. Employees who are regularly assigned to a Department designated Rescue company and who are qualified as defined below to perform Rescue Operations shall receive an assignment pay of five percent (5%) which shall be added to the base rate of pay.
b. This incentive shall be additive and not compounded. c. Employees qualified as defined below and assigned to a Department designated Rescue company on a temporary basis shall receive the incentive compensation for all hours worked at the Rescue company. d. Up to fifty (50) employees who have received the required training for rescue certification and are not regularly assigned to a Rescue company shall receive a certification pay of two and one-half percent (2.5%) which shall be added to the base rate of pay. The ratio of these employees shall be fifty percent (50%) Firefighters, twenty-five percent (25%) Fire Engineers and twenty-five percent (25%) Fire Captains.
e. Qualified employees as mentioned above are those employees who have obtained the California State certificates:
(1) Rescue Systems (RS) I OR Structural Collapse Specialist I (2) Rescue Systems (RS) II and III OR Structural Collapse Specialist II (3) Trench Rescue Technician Certificate
(4) Rope Rescue Technician
(5) Confined Space Rescue Operations Certificate OR Confined Space Rescue Technician Certificate

46 (6) Swift Water Rescue Technician Certificate OR River and Flood Rescue Certificate
(7) Low Angle Rescue Operations Certificate OR Rope Rescue Awareness and Operations Certificate
Only those employees who hold active certificates will be assigned to a Rescue company as mentioned above. The Fire Department shall maintain a “detail pool” of employees eligible for assignment to a Rescue company who have presented a copy of their required certificates to Fire Department administration.
f. Employees who promote or transfer out of a Rescue company shall no longer be eligible to receive the Rescue assignment pay, except as provided in (c) above.
g. Employees who no longer possess a Rescue Technician certificate shall not be eligible to receive the Rescue assignment or certification pay and shall be reassigned.
h. To be eligible for future assignment at a Rescue company upon promotion or transfer, only those employees who possess an active Rescue Technician certificate shall be eligible. Seniority shall be a primary consideration and an employee may only be passed over for cause.

15.7 FIRE BOAT OPERATOR HAZARD PAY
a. Qualified employees as mentioned above are those employees who have obtained:
(1) California Boating and Waterways “Safe Boater Card” and either a Swiftwater Rescue I and II OR River & Flood Rescue Technician OR Water Rescue Technician.
(2) Swiftwater Boat Operator OR River & Flood Boat Operator Technician OR Boat Operator Technician.
b. Consistent with the provisions in Article 21.1 (Requests For Transfer) employees assigned to a designated Fire Boat Company, shall receive additional compensation of two and one-half percent (2.5%) of the employee’s base rate of pay.
c. Employees assigned to a Fire Boat Rescue Company have additional duties and implement health and safety procedures unique to the assignment which include, but are not limited to, water rescue, island rescue, boat patrol, and marine fire suppression.

47 d. Fire Boat Operator Hazard Pay shall be additive and not compounded with any other type of pay or incentive.
e. Employees who promote or transfer out of a Fire Boat Company shall no longer be eligible to receive the Fire Boat Operator Hazard pay. f. Employees who do not possess an active Boat Operator certificate and either a Swift Water Technician I certificate or a River and Flood Rescue Technician certificate shall not be eligible to be assigned to a Fire Boat Company and are ineligible to receive the Fire Boat Operator Hazard Pay. Employees whose certifications expire while assigned to a Fire Boat Company shall be reassigned.
g. Fire Boat Company vacancies shall be filled by eligible employees using seniority as a primary consideration. Eligible employees may only be passed over for cause.

15.8 MEDICAL QUALITY ASSURANCE TRAINING PAY
a. Employees in the classification of Firefighter assigned by the Department to support the Emergency Medical Service (EMS) program as a Medical Quality Assurance Officer shall be paid Medical Quality Assurance Pay for all hours worked as a Medical Quality Assurance Officer. The incentive shall be at the rate of nine and one-half percent (9.5%) of base rate of pay. This incentive is additive and will not be compounded with any other incentive. b. Employees assigned to Medical Quality Assurance Training shall be responsible for providing guidance, instruction, training, remediation and evaluation of Department EMT and Paramedic personnel as directed by the Department.

15.9 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at two percent (2%) of the employee’s base rate of pay for any pay period in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operation. Bilingual pay shall be additive and shall not be compounded with any other type of pay or incentive.

48 ARTICLE 16 – PHYSICAL PERFORMANCE EXAMINATIONS

ARTICLE 17 – LEAVE BENEFITS

The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(b) If the employee electing the payment separates from City employment before receiving the payment the employee forfeits any right to the payment but will instead have their sick leave

49 balances credited with the sick leave hours the employee would have accrued from January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS
(1) PERS
(a) PERS members hired prior to January 14, 2015, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees may elect to receive a cash payment for thirty-three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of retirement,
resignation, or layoff.
(ii) Eligible employees with an effective retirement date from PERS within one hundred and twenty (120) calendar
days of their separation from City service may also
convert any or all of their total sick leave credits accrued, less any payment received pursuant to sub-paragraph (i), above, to PERS service credit as of the date of their
retirement consistent with law and pursuant to the PERS contract with the City as amended. If the employee
converts less than the full balance of sick leave to service credit, the employee may receive payment for thirty-three and one-third percent (33-1/3%) of the remaining sick
leave credits after conversion to PERS.
(iii) Individual(s) identified pursuant to California Government Code Section 53245 as being the person designated on
the employee’s “Designation of Person Authorized to
Receive Warrants,” or in the absence of an identified
person pursuant to California Government Code Section
53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub-paragraph (i) above may receive payment for thirty-three and one-third
percent (33 1/3%) of the total sick leave credits
accumulated (to the nearest full day) by the employee on the date of the employee’s death.
(b) PERS members hired on or after January 14, 2015, shall not be eligible for payment of any portion of accumulated sick leave

50 credits, although these employees may upon retirement, convert their sick leave balance to service credit consistent with law and pursuant to the PERS contract with the City upon separation of employment for retirement.
(c) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee eligible to accumulate sick leave credits for reasons of retirement, resignation, or layoff after service for a period of not less than two (2) years, or death, such employee (or those entitled by law to the possession of the estate of a deceased employee) shall receive payment for thirty-three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee shall only receive payment for thirty-three and one-third percent (33-1/3%) of those sick leave credits which accrued after the date of recall. d. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
e. The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all eligible employees.

51 a. Vacation scheduling shall operate on straight seniority (when the employee entered the Fire Department Unit).
b. Eligible employees shall be entitled to bid for as many hours of vacation as they will accrue in the year for which the bid takes place. c. The order of vacation bidding will be determined based upon seniority within each complete platoon.
d. Number of Suppression Employees on Vacation at One Time The maximum number of fire suppression employees scheduled to be on vacation each shift shall be fifteen (15). Each November 1, the maximum number of suppression employees that may be scheduled to be on vacation shall be adjusted up or down by one employee whenever the number of budgeted suppression employees has increased or decreased, respectively, by twenty-five (25) from the previous November 1. The base number of suppression employees that supports the fifteen employee maximum shall be four hundred eighty-nine (489).
e. For the holidays identified below, the maximum number of suppression employees allowed to be on vacation each shift shall be half of the number calculated pursuant to Section 17.2(c)(1), rounded up to the nearest whole number.
(1) Fourth of July (July 4)
(2) Thanksgiving Day (Fourth Thursday of November)
(3) Christmas Eve Day (December 24)
(4) Christmas Day (December 25)
(5) New Year’s Eve Day (December 31)
(6) New Year’s Day (January 1)
f. Suppression employees electing to participate in the annual vacation bid shall select vacation in forty-eight (48) hour increments. After all employees have made their first vacation bid, each employee’s second and third choices will be made using the same procedures. Eligible employees may sign up to use their prior year’s carry-over vacation after all current year vacation bids have been completed.
g. Vacation Allowances
Consistent with the Sacramento City Charter, as amended, all eligible employees will accrue vacation at the following rates:

52 (1) During the first calendar year of employment, and after the completion of at least six (6) months of service, employees shall be entitled to a vacation allowance on a pro rata basis of ten (10) days (112 hours for suppression) per year for the number of months worked prior to the beginning of the first calendar year.
(2) Upon the completion of one calendar year and continuing thereafter through the fifth calendar year of employment, all employees shall be entitled to a vacation allowance of ten (10) days (112 hours for suppression) per year.
(3) Upon the completion of five (5) calendar years and continuing thereafter through the fifteenth calendar year of employment, all employees shall be entitled to a vacation allowance of fifteen (15) days (168 hours for suppression) per year.
(4) Upon the completion of fifteen (15) calendar years of employment and continuing thereafter, all employees shall be entitled to a vacation allowance of twenty (20) days (224 hours for suppression) per year; provided, further that such employees so qualified to receive twenty (20) days (224 hours for suppression) of yearly vacation shall have the option to be exercised not later than the first day of December each year, to receive pro rata payment for five (5) days (56 hours for suppression) of such vacation in lieu of using such five (5) days (56 hours for suppression) for vacation purposes.
h. The value of a vacation day is set forth in Section 9.1 of this Agreement. i. Trading vacation periods is not permitted.
j. An employee who is on leave as a result of an industrial injury during their scheduled vacation period shall have the right to select a new vacation period upon return to work as determined by the employee's seniority rights during the past annual vacation sign-up. If a mutual agreement cannot be reached, the employee shall be allowed to reschedule said vacation during a time in the remainder of the year, of which said employee would have available by seniority, during the normal course of vacation scheduling or said employee shall be allowed to reschedule their vacation during the course of the following year after all normal vacations have been scheduled. Said employee's choice of rescheduled vacation time shall be that of which their seniority would have provided during the previous year. The intent of this provision is to give the affected employee another opportunity to select a new vacation period without placing that employee at a seniority advantage or disadvantage. k. Where a career employee sustains an injury covered by workers' compensation and has utilized all of the statutory one (1) year "Section 4850 time," and consequently is receiving straight workers' compensation

53 temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay. As a condition of using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in Section 17.1, Sick Leave.
l. Employees who are eligible to receive a cash payment in-lieu of vacation leave, as provided in Section 107 (d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election.

Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30 of each calendar year. The in-lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. The number of hours used to determine the amount of the in-lieu payment will be based upon the employee’s assignment (40 hours for admin and 56 hours for suppression) at the time the payment is made. The in-lieu payment will be made at the straight time hourly rate of pay plus applicable incentives the employee is receiving at the time payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in-lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.

54 (2) To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a juror or appearance in court for that purpose, the date or dates of attendance, and the time released from attendance.
b. 40-Hour Week Personnel
If a swing shift or graveyard shift employee has served in excess of four (4) hours on jury duty, they will notify their supervisor in advance of their start time so they can be excused from his/her shift. If the employee is on jury duty less than four (4) hours, they will be required to work.
c. 24-Hour Shift Personnel
(1) If the jury duty occurs on the same day as the employee's scheduled duty assignment for the Fire Department, the employee will report same to their immediate superior and report directly to the assigned jury duty location. Upon release from jury duty for the day, the employee will report to their assigned duty station for the remainder of the shift.
(2) If the employee is required to report for jury duty on the day following their assigned Fire Department duty shift, they shall be released from duty ten (10) hours prior to the end of their assigned duty shift for the purpose of assuring rest and alertness in the performance of jury duty. (3) When an employee is on jury duty for the entire day, is released from jury duty by the court after 4:30 p.m. and is scheduled to return to jury duty the following day, the employee shall not be required to report to their assigned duty station for the remainder of the shift. If, however, the employee is released by the court prior to 4:30 p.m. the employee shall report to their assigned duty station and shall thereafter be released from duty ten (10) hours prior to the end of their assigned duty shift for the purpose of assuring rest and alertness in the performance of jury duty on the following day.

55 c. The employee shall return all witness fees and remuneration received, less transportation allowance, to the City.
d. Non-twenty-four (24) hour shift personnel will be released from duty at the time they are scheduled to appear to testify. If the employee is assigned to a swing or grave shift, release time shall be considered on a case-by-case basis. It is the intent of this Section to ensure the employee receives sufficient time to be properly rested in order to appear in court. e. Twenty-Four (24) Hour Shift Personnel
(1) Twenty-four (24) hour shift personnel shall report to their assigned duty station at the beginning of the shift unless the subpoena requires the employee’s attendance in court at a time near the beginning of the shift.

17.5 PREGNANCY DISABILITY LEAVE
The pregnancy disability benefit shall be applicable to employees who are pregnant as follows:
a. Full-time career non-suppression employees who are pregnant shall be eligible for a maximum City-paid pregnancy disability leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off.

56 b. To be eligible for the paid leave the employee must have completed at least one (1) year of City service from the most recent date of hire preceding the request for pregnancy disability leave.
c. To obtain pregnancy disability leave, the employee shall submit a request for time off and verification of medical disability for the duration of such leave. d. Upon return from pregnancy disability leave on the date previously authorized, employees shall be reinstated in the former department and in the classification last held.
e. In addition to pregnancy disability leave, an eligible employee may request parental leave for a maximum four (4) months by utilizing their accrued and available hours of paid leave and/or unpaid leave.

57 (1) be incapacitated and unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days;
(2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.
h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave. k. Used donated leave time shall be subject to the recipient's normal payroll deductions.

17.7 PERSONAL TIME OFF
a. Full-time career employees who have completed ten (10) full years of City service and who are not assigned to suppression shall be credited with twenty-four (24) hours of personal time off (PTO). Eligible employees who are assigned to suppression shall be credited with forty-eight (48) hours of PTO.

Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1.
b. Employees who separate service and who are subsequently reemployed into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go-forward basis. For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must be off probation prior to January 1 of the calendar year in which it is provided.

58 c. PTO shall not accumulate from calendar year to calendar year and shall have no cash value upon separation from the bargaining unit. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the department may approve carry-over to the next year. In all other cases the time shall be forfeited.
d. An eligible employee who wishes to use credited PTO shall submit a request to use their PTO no later than a minimum of twenty-four (24) hours in advance.

PTO may be approved only on days when the maximum vacation allotment has not been reached.

Eligible employees in the following classifications on October 18, 2022, will receive a one-time leave bank contribution of fifty-five (55) hours:

59 This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving the Paid City Leave contribution described in Section 17.9 (a) may make an irrevocable election to receive a cash payment in-lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in Section 17.9 (a) shall receive a payment for the Paid City Leave balance at the straight time rate of pay they are receiving at the time of the payment less ordinary payroll deductions. b. Employees who are still employed in a classification represented by Local 522 on October 31, 2022, shall receive a one-time leave bank contribution of Paid City Leave in the same number of hours listed in Article 17.9 (a) that will become available for use on the first paycheck in January 2023. This leave shall not expire and shall have no cash value except as follows:
(1) Employees receiving the Paid City Leave contribution described in Section 17.9 (b) may make an irrevocable election to receive a one- time cash payment by foregoing the hours of Paid City Leave in 2023.

60 ARTICLE 18 – SPECIAL ALLOWANCES

ARTICLE 19 – LAYOFFS

61 b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification including any time spent in a higher job classification, but less any time spent in a lower job classification due to a downgrade.

For a part-time career employee, Fire Department Unit seniority shall be prorated.

62 (4) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (5) Seniority Adjustments: Classification seniority, City service seniority, and Fire Department Unit seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service. There shall be no adjustment for time spent on an approved leave of absence. (6) Termination of Seniority: Termination of classification seniority, City service seniority, and Fire Department Unit seniority shall occur upon:
(a) Resignation, except that any employee who is appointed from a reemployment list and completes the required probationary period in the position to which they were reemployed may count the seniority which they accumulated prior to resignation. (b) Discharge.
(c) Retirement.
(d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within thirty (30) calendar days from the date of postmark on the recall notice.
c. Downgrade/Bump: The term downgrade or bump may be used interchangeably throughout this Agreement. A downgrade shall be defined as a change in job classification to which the top rate of pay is the same or less than the top rate of pay of the employee's present classification, due to a layoff. A downgrade shall only be allowed to a previously held position in the Fire Department Unit.

63 seniority and in which such Senior Fire Prevention Officer or Fire Prevention Officer I/II had held status. Classification seniority for the purpose of bumping shall be based on the date of appointment to the lower classification to which an employee has bumping rights. For those classifications which have flexible staffing as defined in the Civil Service Rules and provided for in the classification specifications, classification seniority shall be defined as the effective date of probationary appointment to the lowest classification in the classification series. No employee shall have bumping rights into a classification from which they have been demoted. An employee who bumps to a lower classification shall be assigned to a fire station as determined by Fire Administration.
b. An employee may accept layoff in lieu of the opportunity to bump by notifying Labor Relations within forty-eight (48) hours of receiving notice of layoff.

64 layoff eligibility list based upon seniority. If any such reduced or laid off employees fail to report for duty within thirty (30) days after the mailing to him/her of a written notice by registered mail to the last known address, they shall lose their right to be rehired or advanced hereunder. b. Employees who are laid off in the classifications of Fire Battalion Chief, Fire Captain, Fire Engineer, Fire Investigator I and II, Senior Fire Prevention Officer, Fire Prevention Officer I and II, and Firefighter shall have a physical examination prior to, or at the time of layoff, and upon their recall, if in excess of six (6) months. If the employee's physical condition at the time of layoff is such that it does not require termination or retirement, the employee being recalled shall meet the same physical condition which they were in, as judged by a physical examination, at the time of layoff. The employee laid off or recalled may appeal any adverse decision by presenting to the Department of Human Resources the written opinion of another physician which contradicts the findings and conclusions of the City physician. The cost of this second medical report shall be borne entirely by the employee. Upon receipt of a timely appeal in proper form, the Department of Human Resources shall refer the matter to a third physician mutually agreed upon by the employee and the Department of Human Resources. The decision of the third physician shall be final and binding. The cost of the third medical examination shall be borne by the City. The Director of Human Resources may, upon recommendation of any of the above-mentioned physicians, grant a reasonable period in which to clear up, cure, or remove any condition which is temporary or curable in nature.
c. An employee who voluntarily demotes shall have no bumping or recall rights to the classification from which they demoted.
d. A probationary Firefighter who is recalled within six (6) months from the date of layoff shall be required to serve the balance of the probationary period. A probationary Firefighter who is recalled between six (6) months and twenty- four (24) months from the date of layoff shall be required to serve the balance of the probationary period or a six (6) month probationary period, whichever is greater. A probationary Firefighter who is recalled between twenty-four (24) months and within five (5) years from the date of layoff shall be required to serve a new probationary period of twelve (12) months.
e. Probationary employees in the classifications of Fire Battalion Chief, Fire Captain or Fire Engineer who are laid off or downgraded in lieu of layoff shall be recalled the same as permanent career employees in the classification, pursuant to subsection (a) above.
f. When a laid off or downgraded probationary employee in the classification of Fire Battalion Chief, Fire Captain or Fire Engineer is recalled to the classification from which they were laid off, if the employee is recalled within six (6) months from the date of layoff, they shall be required to serve the

65 balance of the probationary period; if recalled between six (6) months and twenty-four (24) months from the date of layoff, they shall be required to serve the balance of the probationary period or three (3) months, whichever is greater; and if recalled between twenty-four (24) months and within five (5) years from the date of layoff, they shall be required to serve a new probationary period of six (6) months.

ARTICLE 20 – DEPARTMENT SENIORITY LIST

66 ARTICLE 21 – TRANSFERS

ARTICLE 22 – DETAIL POOL

67 c. The personnel in this pool shall be housed by seniority according to Company priority. The employees with the least seniority shall be housed at the Company with the lowest priority. Once through the detail pool, personnel will not normally be detailed.
d. Personnel who have completed probation have the right to bid vacant spots and be removed from the detail pool.

ARTICLE 23 – SAFETY AND HEALTH

23.2 JOB-RELATED INJURIES
a. When an employee incurs a job-related injury and is examined or treated by a physician, all subsequent examination/treatment shall be scheduled on the employee's duty time.
b. Exceptions to this policy are limited to the following: (1) while the employee is disabled from said injury and is unable to perform their assigned duties; (2) while the employee has control of the choice of physician or schedule; or (3) when the employee requests or arranges a non-duty time appointment.

68 return to "light or limited" duty in connection with an off-the-job injury or illness unless authorized to do so by a physician. When assigned to "light or limited" duty, they shall be assigned to such duties that they are capable of performing during a forty (40) hour week, Monday through Friday. In no event shall such assigned employee be required to work more hours per week than on their regularly assigned shift.

23.6 EXPOSURE TO CONTAGIOUS DISEASE IN THE COURSE AND SCOPE OF

69 b. If the City expressly requires an employee to secure other than a Class C driver's license, the related medical examination shall be scheduled during the employee's on-duty time.

ARTICLE 24 – RETIREMENT

24.1 PUBLIC EMPLOYEE’S RETIREMENT SYSTEM (PERS) RETIREMENT

70 b. Member Contribution to PERS Retirement Plan – New Members New members shall be in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA), as amended. New members shall contribute fifty percent (50%) of the total normal cost of the PERS retirement plan.

24.2 PERS RETIREMENT PLAN
Fire safety employees are covered by the following Public Employees Retirement System (PERS) plans:

71  Sick leave conversion
Tier IV: Applicable to “New Members” Defined in Government Code section 7522.04  Modified 2.7% at age 57
 Final compensation calculated on 36 consecutive months  2% COLA
 50% survivor continuation
 50% industrial disability
 Military service credit
 Peace Corps service credit
 Sick leave conversion
ARTICLE 25 – TRANSPORTATION

72 25.4 DISCOUNTED PARKING RATES
Discounted parking will be available to employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage, located at 14th and H Streets, at seventy percent (70%) of the regularly monthly Lot “I” rate. This means that the employee discounted rate is thirty percent (30%) off the full monthly rate. This provision will remain in effect until further notice by the City.

ARTICLE 26 – DISCIPLINE

73 employee shall be paid overtime unless the employee waives such overtime to accommodate their representative.
c. The employee shall be informed of the nature of the investigation or fact- finding part of the interview so that the employee may prepare for it. d. The employee being interviewed/interrogated shall not be subjected to offensive language or threatened with discipline except to be informed that failure to answer questions directly related to the investigation or fact-finding may result in disciplinary action for insubordination.
e. The interview/interrogation of an employee may be recorded by the Department and/or by the employee or representative and shall have the right to bring their own recording device and record any and all aspects of the interview. The employee shall have access to the tape if any further proceedings are contemplated or prior to any further interview at a subsequent time.
f. If, prior to or during the interrogation of a firefighter, it is contemplated that they may be charged with a criminal offense, they shall be immediately informed of their constitutional rights. The Department shall provide to the firefighter a formal grant of immunity from criminal prosecution before they may be compelled to respond to questions related to a criminal offense. g. No employee shall have any adverse comment entered into their personnel file without the opportunity to read and sign it. The employee shall have 30 days to file a written response to any adverse comment and the written response shall be attached to the adverse comment.
h. No employee shall be compelled to submit to a polygraph examination. i. Lockers or other space for storage that are owned or leased by the Department are subject to search, although no employee shall have their locker, or other space for storage that may be assigned to them searched except in their presence, or with their consent, or unless a valid search warrant has been obtained or where the employee has been notified that a search will be conducted.
j. With certain exceptions, no punitive action, nor denial of promotion on grounds other than merit, shall be undertaken for any act, omission, or other allegation of misconduct if the investigation of the allegation is not completed within one year of the department’s discovery by a person authorized to initiate an investigation of the allegation of an act, omission, or other misconduct.
k. No employee shall be subjected to punitive action, or denied promotion, because of the exercise of the rights listed above.

74 l. Nothing in this section shall constitute a waiver, limitation or reduction of any member’s rights under Federal law, California law, or City and Departmental policies.

26.3 APPEAL OF LETTERS OF REPRIMAND
A letter of reprimand issued shall not be appealable to the Civil Service Board, however, the employee shall be entitled to an administrative review of the reprimand by submitting a request in writing within seven (7) days of issuance to the Manager of Labor Relations. The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee’s response.

A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting. Time limits may be extended by mutual agreement between the Manager or designee and the Union or employee, as applicable. This Section shall not be subject to the grievance procedure. For removal of Letters of Reprimand refer to Section 26.2.

75 26.4 DISCIPLINE APPEALS REFERRED TO ACCELERATED ARBITRATION

76 unavailability, the parties shall meet promptly to agree upon a successor.

77 (2) Following each case, the Accelerated Arbitration Panel shall meet in executive session. The neutral arbitrator shall moderate the discussion with the objective of achieving agreement between the parties. If the parties cannot agree, the neutral arbitrator shall determine the award. (3) The neutral arbitrator shall announce the award orally to the parties, including the grievant. The award shall be documented at the hearing but shall not include a written opinion. A court reporter shall transcribe the proceedings, but a transcript shall be prepared only upon request of either party.
(4) The award shall be final and binding upon both parties, but shall not be used as a precedent in any other case. The parties shall share the fees and expenses of the neutral arbitrator, court reporter if used, and transcripts equally. The City agrees that employees shall not suffer loss of compensation for time spent as a witness at a discipline arbitration hearing held pursuant to this procedure. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.

78 d. The hearing shall be held at a mutually agreeable location, which shall be determined by the parties. The City shall make available appropriate facilities for such hearings.
e. The hearing shall be conducted pursuant to the procedures of Rule 12.1 through 12.8 of the Civil Service Rules.
f. The Formal Arbitration Board’s decision, and opinion if any, shall be in writing and shall be submitted within ten (10) calendar days from the conclusion of the hearing unless such time is extended by a majority of the Formal Arbitration Board. The decision of the majority of the Formal Arbitration Board shall be final and binding on the parties.
g. The parties agree the arbitrator’s decision becomes the basis for a settlement agreement which shall be prepared within ten (10) days of receipt of the arbitrator’s decision, and which shall withdraw and resolve the appeal consistent with the award.

79 (2) Informally appeal to the supervisor of the reviewer, but in no case higher than the department head.
d. Performance counselings are not subject to the grievance procedure. e. The performance counseling form shall be maintained in the personnel file of the employee's Fire Battalion Chief or equivalent for one (1) year from the date of the counseling meeting. Thereafter, it shall be removed and returned to the employee.
f. Performance counseling reports shall not affect terms and conditions of employment.

ARTICLE 27 – MISCELLANEOUS

80 27.3 SAVINGS CLAUSE
If any Article or provision of this Agreement or any portion thereof is in conflict or inconsistent with applicable laws or is otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction such Article, provision, or portion thereof shall be suspended and superseded by such applicable law and the remainder of the Agreement, including the remainder of such Article, provision, or portion thereof shall not be affected thereby.

27.4 FIRE RECRUIT
The City shall have the right to establish a non-career, unrepresented classification of Fire Recruit.

27.5 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's compensation, including but not limited to, wages, overtime payment, healthcare contributions, incentives, or leave accrual balances and/or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment in wages, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from available accrued leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.

81 27.6 STATION EXPENSES
a. The City will fund the annual station expense account (481230) based on the following:
(1) two hundred dollars ($200) per year for each budgeted Battalion Chief, Captain, Engineer, and Firefighter position assigned to Fire Suppression;
(2) three hundred dollars ($300) for each single company house; (3) The total of (1) and (2), above, will be multiplied by 130% and the amount will be budgeted in the station expense account (481230). b. The total station expense account will be paid out annually in equal shares to all Battalion Chiefs, Captains, Engineers, and Firefighters who are employed as of the last day of the first pay period in January. The annual payment will be made to those employees on the first paycheck in February. c. The intent of the annual payment to firehouse staff is to cover furnishings, and household items not provided by the City for the fire stations. d. The City shall continue to provide the following furnishings and household items for the firehouses:
(1) Beds and Mattresses.
(2) Dining Room Table and Chairs.
(3) Major kitchen appliances (stove, four (4) refrigerators per station, dishwasher, garbage disposals) as existing in the firehouses on (date of contract agreement) or as originally constructed for stations not in existence as of the date of this agreement.
(4) Exercise equipment (treadmill, elliptical machine, kettleballs and rubber bumper plates as purchased by Wellness Grant). These items will only be maintained as one time funds become available, ie. grants and carryover.
(5) Non-riding gas powered lawn-mowers and other yard maintenance equipment as currently identified in FiPs identified in Exhibit C. (6) All current station supplies, including: cleaning, maintenance, office, and general hygiene supplies as currently provided in FiPS identified in Exhibit C.

82 e. All existing items previously purchased with station expense funds will continue to be utilized for the life of the item(s) and will not be maintained, reimbursed or replaced with City funds.

27.7 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.

27.8 REMOTE WORK POLICY
Employees may participate, at the discretion of the appointing authority or designee, in the City’s Remote Work Policy.

Employees assigned to suppression are ineligible for remote work assignments.

This Section 27.8 and any decision(s) made pursuant to the Remote Work Policy are not subject to the grievance procedure.

27.9 TERM
a. This Agreement shall remain in full force from March 25, 2023, to and including September 30, 2024, or until such time as it is superseded by a new Agreement between the parties, whichever occurs later.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

83 DATED: November 20, 2023

SACRAMENTO AREA FIRE
FIGHTERS UNION LOCAL #522

INTERNATIONAL ASSOCIATION OF

FIRE FIGHTERS, AFL CIO

CITY OF SACRAMENTO
Trevor Jamison
President
Shelley Banks-Robinson
Director of Human Resources
Ryan Henry
City Vice President
Aaron Donato
Labor Relations Manager
John Collins
Negotiating Member
Leslie Wisniewski
Chief Negotiator
Brandon Doughty
Negotiating Union Member
Tilden Billiter
Bargaining Team Member
Jeremy Gardella
Negotiating Union Member
Amber Foster
Bargaining Team Member
Fergus Johnson
Negotiating Union Member
Chee Khang
Bargaining Team Member
Zachary Zadrozna
Negotiating Union Member
Leila Menor
Bargaining Team Member

84 Approved as to form:

Brett M. Witter
Assistant City Attorney

Page 85 ends

Sacramento City CouncilNovember 20, 2023

Sacramento City Council
November 20, 2023