Item 20 SUPPLEMENTAL MATERIAL 2024-01782 (City Council Housing Authority) Labor Agreements - Approve AFSCME Labor Agreements-MOU; Approve SHRA Wide Salary Schedule [Published for 10-day Review 11.08.2024] — Sacramento City Council, November 19, 2024

City of Sacramento Page 1

CITY COUNCIL
Darrell Steinberg, Mayor
Lisa Kaplan, District 1
Shoun Thao, District 2
Karina Talamantes, Mayor Pro Tem, District 3
Katie Valenzuela, District 4
Caity Maple, Vice Mayor, District 5
Eric Guerra, District 6
Rick Jennings, II, District 7
Mai Vang, District 8

CHARTER OFFICERS
Mindy Cuppy, City Clerk
Susana Alcala Wood, City Attorney
Farishta Ahrary, City Auditor
Howard Chan, City Manager
John Colville, City Treasurer

City Council
Financing Authority
Housing Authority
Public Financing Authority
Redevelopment Agency Successor Agency
City Hall Complex
915 I Street, Sacramento, CA 95814
Published by the Office of the City Clerk
(916) 808-7200

SUPPLEMENTAL MATERIAL

Description: Attached is supplemental material received after publishing the agenda, updating Exhibit C. The attached staff report replaces the original staff report in its entirety.

For the Meeting of: Tuesday, November 19, 2024 at 5:00 p.m.

Agenda Item: Discussion Item 20

20. (City Council/Housing Authority) Labor Agreements: Approval of American Federation of Local, County, State and Municipal Employees (AFSCME) Labor Agreements/Memorandums of Understanding; Approval of Sacramento Housing and Redevelopment Revised Agency Wide Salary Schedule [Published for 10-day Review 11/08/2024]

File ID: 2024-01782

Location: Citywide

Recommendation: Adopt: 1) a City Resolution: a) approving the Memorandum of Understanding (MOU) between the Sacramento Housing and Redevelopment Agency (SHRA or Agency) and the American Federation of Local, County, State Municipal Employees (AFSCME); b) approving the revised Salaries for AFSCME (represented) employees; c) authorizing the Executive Director to make minor changes or adjustments to exhibits in order to correct omissions and errors; d) authorizing the Executive Director to amend the FY2025/26/27 Approved Budget as necessary to implement the terms of this agreement;

City of Sacramento Page 2

and 2) a Housing Authority Resolution: a) approving the Memorandum of Understanding (MOU) between SHRA and the American Federation of Local, County, State Municipal Employees (AFSCME); b) approving the revised salaries for AFSCME (represented) employees; c) authorizing the Executive Director to make minor changes or adjustments to exhibits in order to correct omissions and errors; and d) authorizing the Executive Director to amend the FY2025/26/27 Approved Budget as necessary to implement the terms of this agreement.

City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2024-01782 11/19/2024 Discussion Item 20.
(City Council/Housing Authority) Labor Agreements: Approval of American Federation of Local, County, State and Municipal Employees (AFSCME) Labor Agreements/Memorandums of Understanding; Approval of Sacramento Housing and Redevelopment Revised Agency Wide Salary Schedule [Published for 10-day Review 11/08/2024] File ID: 2024-01782
Location: Citywide
Recommendation: Adopt: 1) a City Resolution: a) approving the Memorandum of Understanding (MOU) between the Sacramento Housing and Redevelopment Agency (SHRA or Agency) and the American Federation of Local, County, State Municipal Employees (AFSCME); b) approving the revised Salaries for AFSCME (represented) employees; c) authorizing the Executive Director to make minor changes or adjustments to exhibits in order to correct omissions and errors; d) authorizing the Executive Director to amend the FY2025/26/27 Approved Budget as necessary to implement the terms of this agreement; and 2) a Housing Authority Resolution: a) approving the Memorandum of Understanding (MOU) between SHRA and the American Federation of Local, County, State Municipal Employees (AFSCME); b) approving the revised salaries for AFSCME (represented) employees; c) authorizing the Executive Director to make minor changes or adjustments to exhibits in order to correct omissions and errors; and d) authorizing the Executive Director to amend the FY2025/26/27 Approved Budget as necessary to implement the terms of this agreement.

Contact: James Shields, Deputy Executive Director, (916) 440-1319, [email protected]; Tracy Knighton, Human Resources Manager, (916) 440-1319, [email protected]; Sacramento Housing and Redevelopment Agency
Presenter: None
Attachments:
1-Description/Analysis
2-City Council Resolution
3-Housing Authority Resolution
4-Exhibit A - 2025-2027 Collective Bargaining Agreement - AFSCME - Redline 5-Exhibit B- 2025-2027 Collective Bargaining Agreement - AFSCME - Final 6-Exhibit C - 2025 Agency Wide Salary Schedule - Updated

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File ID: 2024-01782 11/19/2024 Discussion Item 20.

Description/Analysis
Issue Detail: This report recommends that the City Council and Housing Authority of the City of Sacramento authorize approval of the changes to the AFSCME Collective Bargaining Agreements as follows:

American Federation of Local, County, State and Municipal Employees, Local 146 The 2022-2024 MOU between the Sacramento Housing & Redevelopment Agency and the American Federation of Local, County, State, and Municipal Employees (AFSCME) expires on December 31, 2024. The Sacramento Housing & Redevelopment Agency and AFSCME have negotiated a successor MOU.

Exhibit A is the redline version of the successor MOU, which includes the following major new contract terms:
· New term expires December 31, 2027.
· Effective January 1, 2025, all AFSCME represented employees shall receive a 3.5% salary range increase.
· Effective January 1, 2026, all AFSCME represented employees shall receive a 2-3.5% salary range increase based on the average percent year-to-year change in the Consumer Price Index.
· Effective January 1, 2027, all AFSCME represented employees shall receive a 2-3.5% salary range increase based on the average percent year-to-year change in the Consumer Price Index.
· Effective January 1, 2025, Exhibit C Salary Schedule shall be amended to add Step 7. · Longevity Pay
o Employees who have been employed by the Agency for a period of three (3) on January 1 of each year shall receive longevity pay of $500 on the second payday of January.
o Employees who have been employed by the Agency for a period of four (4) to eight (8) years on January 1 of each year shall receive $750 on the second payday of January. o Employees who have been employed by the Agency for a period of nine (9) or more on January 1 of each year shall receive $1000 on the second payday of January. · Cafeteria/group insurance contributions may be used towards health and/or dental benefits.

Effective January 1, 2025, the Agency’s designated group insurance contribution for regular and limited-term full time employees shall be as follows:
o Employee only: Equal to the cost of the lowest cost HMO Plan at the employee only level per month
o Employee plus one: $1,692 per month
o Employee plus two or more: $2,194 per month

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File ID: 2024-01782 11/19/2024 Discussion Item 20.
· Effective January 1, 2026, Health Allowance will increase by $25 per month for Employee plus one and Employee plus two or more.
· Effective January 1, 2027, Health Allowance will increase by $25 per month for Employee plus one and Employee plus two or more.

Salary Schedule
The California Code of Regulations requires that the City Council adopt the Sacramento Housing and Redevelopment Agency’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 the California Public Employee’s Retirement System (CalPERS) to determine the appropriate compensation earnable for each SHRA employee when calculating their pension benefit. The final, comprehensive Agency Wide Salary Schedule is attached to the Resolutions as Exhibit C.

Policy Considerations: Approval of this action by the City Council and Housing Authority is consistent with the Agency’s legal obligation under the Meyers-Milias-Brown Act, adheres to the Agency’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 item was published for 10-day review in compliance with the City Code.

This item was published for 10-day review on November 8, 2024, in compliance with the City Code.

Economic Impacts: Not applicable.

Environmental Considerations: California Environmental Quality Act (CEQA): The proposed actions consist of governmental fiscal activities which do not involve a commitment to any specific project, and as such, does not constitute a “project” under the California Environmental Quality Act Guidelines Section 15378 (b)(4).

National Environmental Policy Act (NEPA): The proposed administrative and management activity is an exempt activity under the National Environmental Policy Act, 24 CFR 58.34(a)(3).

Sustainability: Not applicable.

Commission/Committee Action: Not applicable.

Rationale for Recommendation: Approval of the attached resolutions will establish a new MOU between SHRA and AFSCME in accordance with appropriate labor law requirements through

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File ID: 2024-01782 11/19/2024 Discussion Item 20.

December 31, 2027. In addition, it will establish a new salary schedule for AFSCME, Unit 5.

Financial Considerations: The cost of the MOU with AFSCME is approximately $ 711,981. All salary and benefit costs for the proposed increases will be incorporated into the Agency’s FY2025/26/27 annual budgets.

LBE - M/WBE and Section 3 requirements:

M/WBE & Section 3 Considerations:

The items discussed in this report have no M/WBE or Section 3 impact; therefore, M/WBE and Section 3 considerations do not apply.

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RESOLUTION 2024-

Adopted by the Sacramento City Council

November 19, 2024

Approval of American Federation of Local, County, State and Municipal Employees (AFSCME) Labor Agreement/Memorandums of Understanding; Approval of Sacramento Housing and Redevelopment Agency Wide Salary Schedule

BACKGROUND

A. The 2022-2024 labor agreements between the Sacramento Housing & Redevelopment Agency a nd the American Federation of Local, County, State Municipal Employees (AFSCME) expire on December 31, 2024. Contract negotiations with AFSCME began in May 2024. A tentative Agreement for a three (3) year contract was reached with AFSCME and the Agency was notified by business representatives of AFSCME that a ratification meeting was held on October 4, 2024, and that the members have successfully ratified the terms of the MOU.

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

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

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

E. The proposed action in this staff report consists of governmental fiscal activities which do not involve a commitment to any specific project, and as such, does not constitute a “project” under the California Environmental Quality Act Guidelines Section 15378 (b)(4) and there is no federal involvement associated with this action; therefore, the National Environmental Policy Act does not apply.

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

SECTION 1.

All evidence presented having been duly considered, the findings, including environmental findings regarding this action, as stated above, are found to be true and accurate and are hereby approved adopted.

SECTION 2.

The MOU with AFSCME attached to this Resolution as Exhibit B is approved.

SECTION 3.

The salary schedule attached to this Resolution as Exhibit C is approved.

SECTION 4.

The Executive Director, or her designee, is authorized to make minor changes or adjustments to exhibits in order to correct omissions and errors.

SECTION 5.

Exhibits A through C are part of this resolution.

SECTION 6.

The Executive Director is authorized to amend the FY2025/26/27 Approved Budget as necessary to implement the terms of this agreement.

TABLE OF CONTENTS:

Exhibit A– 2025-2027 Collective Bargaining Agreement – AFSCME - Redline Exhibit B- 2025-2027 Collective Bargaining Agreement – AFSCME - Final Exhibit C– 2025 Agency Wide Salary Schedule

RESOLUTION 2024-

Adopted by the Housing Authority of the City Sacramento

November 19, 2024

BACKGROUND

A. The 2022-2024 labor agreements between the Sacramento Housing & Redevelopment Agency a nd the American Federation of Local, County, State Municipal Employees (AFSCME) expire on December 31, 2024. Contract negotiations with AFSCME began in May 2024. A tentative Agreement for a three (3) year contract was reached with AFSCME and the Agency was notified by business representatives of AFSCME that a ratification meeting was held on October 4, 202 4, and that the members have successfully ratified the terms of the MOU.

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

D. 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 HOUSING AUTHORITY OF THE CITY RESOLVES AS FOLLOWS:

SECTION 1.

SECTION 2.

The MOU with AFSCME attached to this Resolution as Exhibit B is approved.

SECTION 3.

The salary schedule attached to this Resolution as Exhibit C is approved.

SECTION 4.

The Executive Director, or her designee, is authorized to make minor change s or adjustments to exhibits in order to correct omissions and errors.

SECTION 5.

Exhibits A through C are part of this resolution.

SECTION 6.

The Executive Director is authorized to amend the FY2025/26/27 Approved Budget as necessary to implement the terms of this agreement.

TABLE OF CONTENTS:

Exhibit A– 2025-2027 Collective Bargaining Agreement – AFSCME - Redline Exhibit B- 2025-2027 Collective Bargaining Agreement – AFSCME - Final Exhibit C– 2025 Agency Wide Salary Schedule

AGREEMENT BETW
EEN

AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, LOCAL 146
AND

SACRAMENTO HOUSING AND REDEVELOPMENT AGENCY
July 1, 2022 – December 31, 2024
January 1, 2025 - December 31, 2027
Exhibit A

PREAMBLE 11
ARTICLE 1 – ENTIRE AGREEMENT 33

1.1 ENTIRE AGREEMENT 33
ARTICLE 2 – RIGHTS OF MANAGEMENT 44

2.1 RIGHTS OF MANAGEMENT 44
ARTICLE 3 – UNION RIGHTS 55

3.1 UNION RECOGNITION 55

3.2 PAYROLL DEDUCTIONS 66

3.3 UNION SECURITY 77

3.4 UNION STEWARDS AND UNION REPRESENTATION 1010

3.5 UNION BUSINESS 1111

3.6 BULLETIN BOARDS 1211

3.7 LIST OF EMPLOYEES 1212

3.8 USE OF AGENCY MAIL SYSTEM 1212

3.9 USE OF FACILITIES 1212

3.10 NEW EMPLOYEE ORIENTATION 1212
ARTICLE 4 – GRIEVANCE AND ARBITRATION PROCEDURE 1313

4.1 DEFINITION 1313

4.2 INTENT 1313

4.3 PROCEDURE 1313

4.4 GRIEVANCE TIMELINES AND LIMITATIONS 1313

4.5 INFORMAL GRIEVANCE 1313

4.6 FORMAL GRIEVANCE- STEP 1 1414

4.7 FORMAL GRIEVANCE - STEP 2 1414

4.8 FORMAL GRIEVANCE - ARBITRATION 1414
ARTICLE 5 – SALARIES 1616

5.1 WAGE AND SALARY ADJUSTMENTS 1616

5.2 SALARY STEP INCREASE 1616

5.3 Y-RATE 1716
ARTICLE 6 – EMPLOYEE BENEFITS 1817

6.1 HEALTH INSURANCE 1817

6.2 LIFE INSURANCE 2018

6.3 HEALTH INSURANCE PREMIUM ADVANCE 2018

6.4 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE 2018

6.5 PERS RETIREMENT PLAN AND CONTRIBUTION 2119

6.6 DEFERRED COMPENSATION 2119

6.7 FLEXIBLE SPENDING ACCOUNTS 2119

6.8 OTHER EMPLOYEE BENEFITS 2119

6.9 STATE DISABILITY INSURANCE 2220
ARTICLE 7 – HOURS OF WORK AND OVERTIME 2321

7.1 WORKDAY/WORKWEEK 2321

7.2 OVERTIME 2321

7.3 COMPENSATORY TIME OFF (CTO) 2422

7.4 PART-TIME EMPLOYMENT 2422

7.5 VOLUNTARY WORK FURLOUGH/REDUCED WORK WEEK 2523

7.6 REST PERIODS 2523

7.7 MAKE-UP TIME 2523
ARTICLE 8 – HOLIDAYS AND LEAVES 2624

8.1 HOLIDAYS 2624

8.2 ANNUAL LEAVE 2826

8.3 SICK LEAVE 2926

8.4 COURT LEAVE/JURY DUTY 3028

8.5 LEAVES OF ABSENCE WITHOUT PAY - REGULAR EMPLOYEES 3028

8.6 PARENTAL LEAVE 3129

8.7 CATASTROPHIC LEAVE 3331

8.8 AGENCY CLOSURES 3331
ARTICLE 9 – SPECIAL ALLOWANCES 3532

9.1 ON-CALL PAY 3532

9.2 NIGHT-SHIFT DIFFERENTIAL 3532

9.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION 3532

9.4 LEADWORKER PAY 3633

9.5 LONGEVITY PAY 3734

9.6 BILINGUAL PAY 3734
ARTICLE 10 – PERSONNEL ACTIONS 3835

10.1 PROBATIONARY PERIOD FOR NEW HIRES, TRANSFERS & PROMOTIONS 3835

10.2 TRANSFERS 3835

10.3 PROMOTIONS – REGULAR EMPLOYEES 3936

10.4 DEMOTIONS 3936

10.5 TRANSITION 3936

10.6 DISCIPLINARY ACTION 4037

10.7 IN-LIEU DISCIPLINE 4037

10.8 CITIZENS COMPLAINT 4137

10.9 EMPLOYEE PERSONNEL RECORDS 4138

10.10 EMPLOYEE PERFORMANCE EVALUATIONS 4238
ARTICLE 11 – SENIORITY AND LAYOFF 4340

11.1 SENIORITY DEFINITIONS AND CLASSIFICATION TERMINOLOGY 4340

11.2 LAYOFF, REDUCED WORK SCHEDULE, BUMPING, AND REGRESSION LADDER DEFINITIONS4441

11.3 REDUCED WORK SCHEDULE AND PERMANENT LAYOFF PROCEDURE 4542

11.4 RECALL 4744

11.5 EMPLOYEES NOT COVERED BY THIS AGREEMENT 4845
ARTICLE 12 – REIMBURSEMENTS 4946

12.1 TUITION REIMBURSEMENT 4946

12.2 REGIONAL TRANSIT MONTHLY PASS 4946

12.3 DOWNTOWN PARKING SUBSIDY 4946
ARTICLE 13 – SAFETY AND UNIFORMS 5047

13.1 SAFETY 5047

13.2 SAFETY GLASSES 5047

13.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES 5047

13.4 SAFETY SHOES 5148

13.5 UNIFORM CHANGES 5148
ARTICLE 14 – MISCELLANEOUS 5249

14.1 DISCRIMINATION CLAUSE 5249

14.2 SAVING CLAUSE 5249

14.3 STRIKES AND LOCKOUTS 5249

14.4 CLASSIFICATION STRUCTURE CHANGES 5249

14.5 CONTRACTING-OUT 5249

14.6 DRIVER LICENSE AND INSURABILITY 5249

14.7 JOINT LABOR/MANAGEMENT COMMITTEE 5350

14.8 RETIREE HEALTH INSURANCE CONINUATION PROGRAM 5350

14.9 TERM 5450
ATTACHMENT 1 – SALARY SCHEDULE 5652
ATTACHMENT 2 – REGRESSION LADDERS 5753

1 PREAMBLE
This Agreement, hereinafter referred to as the Agreement, has been entered into by the HOUSING AND REDEVELOPMENT AGENCY OF THE CITY AND COUNTY OF SACRAMENTO, hereinafter referred to as the Agency, and the AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEE S, LOCAL #146, hereinafter referred to as t he Union. These parties hav e met and conferred in good faith and this resulting Agreement has as its purpose the promotion of harmonious labor relations between the Agency and the Union, establishment of an equitable and peaceful procedure for the resolution of diff erences and the establishment of rates of pay, hours of work and other conditions of employment.

2 3
ARTICLE 1 – ENTIRE AGREEMENT

1.1 ENTIRE AGREEMENT
a. This Agreement, upon ratification by the Governing Boards, supersedes and cancels all prior practices and agreem ents, whether written or oral, unless expressly stated to the contrary herein, and constitutes the complete and entire agreement between the parties and concludes negotiations for its term. b. This Article shall not be construed so as to prevent the parties from mutually agreeing, in writing, to reopen a provision or provis ions in this Agreement, so long as reopened provisions ar e specified in the parties' mutual reopened agreement and other provisions in this Agreement continue in full force and effect.

4 ARTICLE 2 – RIGHTS OF MANAGEMENT

2.1 RIGHTS OF MANAGEMENT
The Agency retains all rights not expr essly abridged by this Agreement and applicable laws and other regulations, including the grievance procedure herein. These rights, shall include, but are not limited to, the exclusive ri ght to: a) direct, supervise, hire, promote, evaluate, suspend, disciplin e, discharge, transfer, assign, schedule and retain employees; b) dismiss employees due to lack of work, lack of funds, or abolishment of position; c) determine serv ices to be rendered, operations to be performed, utilization of te chnology, work and productivity standards, and methods of work to be performed; d) determine the missi on of the Agency, its organization, the number of employees, appropriate job cla ssifications and all budgetary matters; e) maintain and improve the efficiency and effe ctiveness of Agency operations; and f) take any necessary actions to carry out its mission in situations of emergency.

5 ARTICLE 3 – UNION RIGHTS

3.1 UNION RECOGNITION
a. For the purposes of meeting and conf erring with respect to wages, hours, and other terms and conditions of employment, the Agency recognizes the Union as the sole and exclusive bargaining agent for all em ployees in the bargaining units in the following job classifications, subject to the right of an employee to represent himself/herself as provided in Government Code Section 3502.

General Clerical and Service
Account Clerk
Accounting Technician
Clerical Assistant
Customer Service Representative
Customer Service Representative – On Site
Housing Assistant

Office Assistant
Office Technician
Resident Services Technician

Operations and Maintenance
Facilities Coordinator
Maintenance Coordinator
Maintenance Specialist, Alarms & Utilities
Maintenance Specialist, Stationary Engineer

Maintenance Worker
Maintenance Worker Apprentice
Resident Trainee Program Lead

b. Employment Position Status: The standing of an employee's present appointment. There are the fo llowing types of status for employees covered by this Agreement:

Regular: The status of an employee who has been lawfully retained in a classification after completion of a probationary period.

6 Probationary: The status of an employee who has been appointed to a classification, but who has not comple ted the required period of fifty-two (52) weeks of continuous employment.

Pre-approved time off during the pr obationary period shall not be considered to be a break in continuous service; however, any absence exceeding fifteen (15) c ontinuous work days shall extend the probationary period by an equal amount of time.

Part-Time: A position of varying durat ion but must be such as to work twenty (20) or more hours but less than forty (40) hours per week.

Limited-Term: The status of an empl oyee hired for a limited duration, up to a maximum of twenty-four ( 24) months, because of seasonal workloads, special projects, or other reason. Such employee must work within one year from each date of employment, at least 1,040 hours during a continuous period of at least six (6) months.
c. The Union will not objec t to the State Mediation and Conciliation Service conducting an election pursuant to the Agency's Employer-Employee Relations Policy.

3.2 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions for group insurance plans to which the Agency now is or shall hereafter be a contracting party, the Agency agrees to establish payroll deductions for members of the Union the first two (2) paydays of each month for:
(1) the normal and regular monthly membership dues;
(2) the service fees for non-members as set forth in Section 3.3 of this Agreement;
(3) insurance premiums for plans to which the Agency is not a contracting party, including Union- sponsored disability insurance premiums and automobile insurance premiums; and
(4) charitable contributions.
b. All payroll deductions set forth in Se ction 3.2(a) above shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth in authorization forms approved by the Agency.

Such forms shall be those which ar e currently used. Any changes or modifications shall be agr eed upon between the Agency and the Union.

7 (2) Such deductions shall be made only upon submission to the Human Resources Department of said authorization form duly completed and executed by the employee and the Union.
(3) The Union will be responsible for submitting to the Human Resources Department any changes in the amounts to be payroll deducted from the paychecks of employees who have authorization forms on file with the Agency. The Agency may devise a payroll deduction input document for use by the Union.
(4) The Agency must approve, in adv ance, all payroll deductions made pursuant to Section 3.2(a)(3) and (4 ). All insuranc e plans must be approved as being non-competitiv e and non-duplicative of Agency- offered insurance programs.
(5) The Union agrees to indemnify, defend and hold the Agency and the City of Sacramento, their officers, agents and employees harmless against any claims made, and against any suits instituted against them or any one of them on account of any payroll deduction made pursuant to this Article.
c. The Agency will remit to the Union a check for all the deductions. d. Solicitation and/or servicing of Un ion insurance and benefit programs shall not interrupt on-duty employees nor be conducted in any Agency facility without prior approval of the Agency.

3.3 UNION SECURITY
a. Maintenance of Membership
As a condition of continued employm ent, employees who are members or become members of the Union shall maintain their Union membership or pay a service fee to the Union.
b. Agency Shop Election
The Union shall have the right during the term of this Agreement to call for one secret ballot election among all eligible employees in the General Clerical and Service Unit to determine the employees' des ire to be covered by a full agency shop.

Eligible employees shall in clude all employees covered by the Agreement in the specified Unit in the bi-weekly pay period immediately preceding the Union's written request and submission of a signed petition of thirty percent (30%) of the employees in the applicable bargaining unit requesting an agency shop agreement and an election to implement an agency fee arrangement. The secr et ballot election shall be supervised by the State Mediation and Conciliation Serv ice. In the event a majority of the employees in the specified Unit who cast ba llots and vote in favor of the agency shop

8 agreement, the parties shall amend this Agreem ent to include such a provision for that Unit.
c. Service Fee
The service fee required in subsecti on (a), or in the event a full agency shop is authorized pursuant to subsection (b ) shall be an amount not to exceed the Union's uniformly-applied standard initia tion fee, periodic dues and general assessments. In computing such amounts, the Union shall exclude expenditures for members-only benefits and Union expenditures for political and ideological purposes unrelated to collective bargaini ng, contract administration and grievance adjustment.

Any dispute as to the service fee or the am ount thereof shall be directed solely to the Union, and the Agency shall not be a party to the dispute.

No career employee who is paid for less than one hour of salary during a bi-weekly pay period and no non- career employee who is paid for less than forty (40) hours of salary during a bi-weekly pay peri od shall be required to pay a service fee under either subsection (a) above or the full agency shop. Further, no employee shall be required to pay any service fee under th e full agency shop through their first full calendar month of employment with the Agency. Employees exempted from the service fee under this paragraph, except career em ployees, shall not be covered by this Agreement while they hold such exempt status.
d. Religious Objection
Any employee otherwise required to pay a service fee under this Section, and who is a member of a bona fide religion, body or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support any public employee organization as a condition of continued em ployment. Such an employee shall be required as a condition of continued employment, in lieu of the service fee, to pay a sum equal to the service fee otherwise payable under this Section to a non-religious, non- labor charitable fund exempt from taxa tion under Internal Revenue Code Section 501(c)(3). Upon request of the Union, such employee shall be required to submit to the Union proof of payment of the in -lieu-of service fee. For pur poses of this Section, such employees shall choose from the following three (3) organizations:

9 The Union shall keep an adequate it emized record of its financial transactions and shall make available annua lly, to the Agency upon written request and to the employees covered by this Section wit hin sixty (60) days after the end of its fiscal year, a detailed written financia l report thereof in the form of a balance sheet and an operating statement, certifi ed as to accuracy by its president and treasurer or corresponding principal officer, or by a ce rtified public accountant. The Union, if required to file financial reports under the Labor-Management Disclosure Act of 1959 covering employees governed by this Agreement, or if required to file financial reports under Section 3546.5 of the Go vernment Code, shall instead provide the Agency with a copy of such financial reports.
f. Hold Harmless
The Union shall promptly refund to the Agency any amounts paid to the Union in error under this Section.

The Union expressly agrees to indemnify and hold the Agency harmless from any and all claims, demands, costs (incl uding any costs incurred by the Agency in defense of a lawsuit), expenses , damages or other monetary lo sses arising out of or in any way connected with any action or inac tion of the Agency in the adoption or administration of this Section. This hold harmless and indemnity agreement shall include but not be limited to employee legal ac tions of any sort or nature against the Agency based upon or related to this Section. Further, in the event that the Agency undertakes disciplinary action against an employee pursuant to this Section, this hold harmless and indemnity agreement shall cove r all costs and expenses, including any costs incurred by the Agency in defense of a lawsuit.
g. Change of Law
In the event there is a change in t he law whereby any provision hereof becomes invalid or if for any reason any provision of this Section is rendered unlawful by any published appellate c ourt decision, this Section shall be forthwith deemed amended to comply with the change or decision in question. h. Discipline Procedure
Failure to pay the required service fee under this Section constitutes cause for discharge pursuant to Section 10. 4 of this Agreement. However, no employee shall be terminated under this Section unless:
(1) The Union first has notified the em ployee by letter, explaining that he/she is delinquent in not tendering the requir ed service fee, or payment in lieu of service fee pur suant to subsections (c) and (d) above, specifying the current amount of the delinquency, and warning the employee that unless su ch service fee, or payment in lieu of service fee, is tendered within thirty (30) calendar days, the

10 employee will be reported to the Agency for termination as provided in this Section; and
(2) The Union has furnished the Agen cy with written proof that the procedure of subsection (1) abov e has been followed, or has supplied the Agency with a copy of the letter sent to the employee and notice that he/she has not complied with the request. The Union must further provide, when requesting the Agency to terminate the employee, the following written notice:
"The Union certifies that (e mployee's name) has failed to tender the agency shop service fee, or payment in lieu of service fee, required as a c ondition of empl oyment under this Agreement and that under the terms thereof, the Agency shall terminate the employee."
i. Duty of Fair Representation
The Union shall accord fair representat ion in all matters to all employees in the Unit without regard to w hether the particular employee is a member of the Union.

The duty of fair repres entation shall include, but not be limited to, all matters related to collective bargaining, discipline, contract administration, and grievance processing. j. Employee Rights
Employees covered by this Agreement shall have all rights specified in Government Code Section 3502.5(b).

3.4 UNION STEWARDS AND UNION REPRESENTATION
a. The Agency recognizes and agrees to deal with the accredited Union stewards and representatives of the Union in all matters relating to grievances and the interpretation of this Agreement.
b. A written list of officers of t he Union and the Unio n stewards with the specific areas they represent, shall be furn ished to the Agency immediately after their designation and the Union shall notify the Agency promptly in writing of any changes of such Union officers or stewards.
c. The number of Union stewards s hall not exceed one for each twenty (20) employees within the represent ation unit, plus one steward fo r the remaining group of nineteen (19) or less employees. Any change in the number of stewards shall be made by written consent of both parties.
d. Upon request of an aggrieved employ ee, a steward for the representation unit of the aggrieved employee, or a representative of the Local, may investigate the specified grievance and assist in its pres entation. Reasonable time shall be allowed during working hours without loss of time or pay, subject to pr ior notification and

11 approval of the immediate supervisor and t he concurrence of the Human Resources Director through Step 2 of the grievance procedure only. e. Upon notification of the Human Res ources Director, or his/her designated representative; a representat ive of the International and/or Local #146 who will be representing the employee in the grievance and arbitration procedure, may visit the Agency at any time mutually agreeable to bot h parties for the purpose of preparing the case for arbitration.
f. A representative of the Agency, at its option, may accompany the parties.

In addition, the representatives and the Union President, or his/her designated representative, may privately interview empl oyees, one at a time, in possession of facts relevant to the grievance. The interviews shall be held at a place provided by the Agency and for a reasonable period of time.
g. During any such visits, representativ es shall not in any way interfere with the orderly and efficient operation of the Agency.
h. Notwithstanding the provis ions of this Article and Article 4, Grievance and Arbitration Procedure, on all matters relating to grievances and the interpretation of this Agreement, the Agency shall deal with only the accredited Union stewards who are career employees and those Union officers el ected by the general membership of Local #146. Further, the provisions of Section 3.3(d) shall apply to only such persons (including a paid full-time Local or International Union staff representative). i. Notwithstanding any prov ision of this Section, in the event the full agency shop becomes effective for either Unit duri ng the term of this Agreement, the Union stewards for that Unit shall have no ext ensive designated responsibilities and shall not conduct any Union or representational acti vities, including grie vance handling, on Agency time unless prior approval is expressly granted by Agency management.

3.5 UNION BUSINESS
a. A regular employee who is elected or appointed to Union office, or is selected for regular employm ent with the Union, shall be granted a leave of absence from the Agency without pay for a one-year period. Leave of absence for Union business shall count as service time for the purpose of determining seniority. b. Members of the Union Negotiating Committee shall be granted leave from duty with full benefits for t he purpose of negotiating the te rms of an agreement when such meetings take place at a time duri ng which such members are scheduled to be on duty.
c. A regular employee who is elected or selected by the Union, upon written request of the President of the Union, may be gr anted an excused absence without pay or may use accrued vacation hours for a period of time sufficient to attend confer ences, conventions, or special training schools, subject to the needs of the Agency.

12 3.6 BULLETIN BOARDS
a. For purposes of posting Union notice s, the Agency shall provide the Union with adequate space on bulletin boards in ar eas where the Union has employees it represents. Such notices may be posted by the Union.
b. The Agency shall provide the Uni on with a list of bulletin boards with adequate space for Union notices. These same bulletin boards shall be utilized for the posting of job examination announcements and seniority lists. c. In the event a dispute arises c oncerning the appropriateness of material posted, the President of the Union will be advised by the Human Resources Director of the nature of the dispute and the notices will be removed until the dispute is resolved.

3.7 LIST OF EMPLOYEES
Upon request of the Union, the Agency will provide the Union with a list of employees, by organization number, covered by this Agreement. The Agency shall not be obligated to provide such list more than once per calendar month.

3.8 USE OF AGENCY MAIL SYSTEM
a. The Union will be permitted reasonab le use, not to exceed once per calendar month, of the Agency's mail system for Union materials to employees covered by this Agreement. The mail code shall be clearly marked on the envelope for such mail. The Agency shall not be held responsible for untimely or lost mail. b. Union will agree to use e-mail pursuant to Agency’s Technology Usage Policy.

3.9 USE OF FACILITIES
The Union can use Agency conference room s and similar facilities for meetings with bargaining unit employees. The union agr ees to provide advance notice to the Agency when requesting use of Agency facilit ies. Advance notice is, as soon as possible, however normally not less than five (5) business days in advance. The Union shall make such notice to the appropriate Agency official. The Agency shall have priority for the use of such facilities. T he Agency may establish reasonable regulations governing the use of Agency facilities as provided by this Section.

3.10 NEW EMPLOYEE ORIENTATION
The Chapter President or designee will be informed by the Agency of any Human Resources conducted quarterly new employee orientations and will be provided a thirty (30) minute opportunity to speak to new bargaining unit orientees during the quarterly new employee orientation. This notice will include the date, time, and location of the orientation and the names of new AFSCME represented employees.

13 ARTICLE 4 – GRIEVANCE AND ARBITRATION PROCEDURE

4.1 DEFINITION
A grievance is any dispute between (a) the parties, (b) the Agency and an employee or employees, or (c) between or among employ ees, with respect to the meaning, interpretation, application or enforcement of this Agreement.

4.2 INTENT
It is the intent of the parties to this Ag reement to anticipate and diminish causes of grievances and to settle any which arise, in formally at the lowest practicable level of supervision, and as fairly and pr omptly as possible. Theref ore, it is agr eed that there should be time limits between th e initiation of a grievance and its occurrence, between steps of the grievance proc edure, and the time in which each answer must be given.

Any grievance not initiated, or pursued by the Union, aggrieved employee, or the Agency, as the case may be, within these ti me limits, will be cons idered settled on the basis of the last timely dem and or answer by the Agency, as the case may be, unless the time is extended by agreem ent of both parties. At each step of the grievance procedure, the Agency shall make availabl e information necessary and pertinent to the processing of the grievance, except for any material which, in the Agency's discretion must, in the public interest be kept confident ial or which is intimate and private to the grieving employee.

4.3 PROCEDURE
Grievances will be processed in the follo wing manner and within the stated time limits.

4.4 GRIEVANCE TIMELI NES AND LIMITATIONS
No matter shall be considered as a grie vance unless it is presented in writing within thirty (30) calendar days after the occurrence of the events on which the grievance was based. It is the intent of this provision that a grievance shall be filed as soon as practicable. Grievance resolutions involving back pay are limited to thirty (30) calendar days prior to the date the grievance was filed. The only two exceptions are if there is mutual agreement by the parties to waive th is provision, or for pay discrepancies that are supported by appropriate documentation.

If the Agency does not meet the time limits, the Union may process the grievance to the next step. Time limits at each step may be waived or extended by mutual agreement of the parties.

4.5 INFORMAL GRIEVANCE
The aggrieved employee or gr oup of employees or a r epresentative of the Union shall orally present the grie vance to the employee's approp riate supervisor or his/her designated representative within thirty ( 30) calendar days following the occurrence of events on which the grievance is based. T he supervisor shall respond to the grievant

14 (s) or union representative withi n ten (10) working days of the date of presentation of the grievance.

4.6 FORMAL GRIEVANCE- STEP 1
a. If the grievance is not resolved under Section 4.5, it shall be reduced to writing, setting forth the all eged facts or circumstances givi ng rise to the grievance, the applicable Section of the Agreem ent asserted to have been violated and the remedy or correction requested of the Agency. The wr itten grievance must be dated and signed by the aggrieved employee.
b. The written grievance must be pr esented to the aggrieved employee's Department Head or the Department Head's des ignated representative, within ten (10) working days after the supervisor's response under Section 4.5. c. The Department Head or designated r epresentative shall establish a time for a grievance meeting with the aggrieved employee and/or the Union representative to occur within ten (10) working da ys after receipt of the written grievance in an attempt to resolve the matter. At t he grievance meeting, the D epartment Head or designated representative shall receive such evidence re levant to the grievance as the aggrieved employee and/or Union representative may wish to introduce. d. The Department Head or designated r epresentative shall then consider the evidence received and render a written decision within ten (10) working days after the grievance meeting.

4.7 FORMAL GRIEVANCE - STEP 2
a. If the grievance is not satisfacto rily resolved at Step 1, the written grievance may be presented to the Executiv e Director or the Executive Director's designated representative within ten (10) wo rking days after receipt of the Department Head's written answer. The Executive Director or desi gnated representative shall investigate and receive such evidence in the matter as seems just and proper and may meet with the aggriev ed employee and/or the Union representative in an attempt to resolve the grievance.
b. The Executive Director or designat ed representative sh all then consider the evidence received and render a written decision on the grievance within twenty (20) working days after receipt of the written grievance by the Executive Director. c. If the grievance is not resolved at Step 2, by mutual agreement of the parties, the matter may be referred to mediati on by the California State Mediation and Conciliation Service.

4.8 FORMAL GRIEVANCE - ARBITRATION
a. Grievances not settled in Step 2 of the Grievance Procedure may be referred to arbitration. Only the Union may advance a grievance to arbitration. Request

15 for arbitration shall be made in writing within ten (10) wo rking days after the Executive Director's response is given.
b. An impartial arbitrator shall be selected jointly by the Agency and the Union within thirty (30) working days of receipt of the reques t. The parties shall attempt to mutually agree on an arbitrat or. If the parties cannot agree on an arbitrator, they shall immediately make a joint request of t he 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 acc epted as the arbitrator . The arbitrator shall have access to all written statements and documents relevant to the grievance. c. The arbitrator shall render his/her decision no la ter than sixty (60) days after the conclusion of the fi nal hearing. Such decision shall be made in writing and shall be final and binding on both parties and made in accordance with, and in conformance to, the terms of this Agreement. Copies of the decision will be furnished to both parties.
d. The arbitrator shall have no author ity to add to, delete, or alter any provision of this Agreement, but shall limit his/her decision to the scope, application and interpretation of the provisions of this Agreement and shall make no decisions in violation of existing law.
e. The fees and necessary expenses of any arbitration proceedings shall be shared equally by both parties, except that each party shall pay the fees of its own counsel and/or representative. The Agency agrees that employees shall not suffer loss of compensation for time spent as a witne ss at an arbitration hearing held pursuant hereto. The Union agrees t hat the number of witnesses r equested to attend and their scheduling shall be kept to a reasonable minimum.
f. The Union and the Agency shall provi de, in writing, the names of such witnesses and Union represent ative (SHRA Employee) a ttending the arbitration proceedings at least one (1) week in advance of the proceedings. No pay shall be provided to the witnesses or Union representative (SHRA Em ployee) if the Union or grievant fails to provide the one (1) week advance notice.

16 ARTICLE 5 – SALARIES

5.1 WAGE AND SALARY ADJUSTMENTS
1) Effective January 1, 2025 July 1, 2022, all AFSCME represented employees shall receive a 3.5%2% salary range increase
2) Effective July 1, 2022, all AFSCME represented employees shall receive a $500 lump sum payment
3) Effective January 6, 2023, all AFSCME clas sifications shall receive a 3.5% salary range increase
4) Effective January 5, 2024, all AFSCME clas sifications shall receive a 3.5% salary range increase.
2) Effective January 1, 2026, salaries shall be increased based on the average percent year-to-year change in the Consumer Price Index (United States City Average, Urban Wage Earners, and Clerical Workers) reported for each of the twelve (12) months ending with the month of September 2025, rounded to the nearest one tenth of one percent (1/10%); provided however, such increase shall not be less than two percent (2%) or more than three and a half percent (3.5%).

3) Effective January 1, 2027, salaries shall be increased based on the average percent year-to-year change in the Consumer Price Index (United States City Average, Urban Wage Earners, and Clerical Workers) reported for each of the twelve (12) months ending with the month of September 2026, rounded to the nearest one tenth of one percent (1/10%); provided however, such increase shall not be less than two percent (2%) or more than three and a half percent (3.5%).

4) Effective January 1, 2025, Exhibit A Salary Schedule shall be amended to add Step 7.

5) Effective January 1, 2025, the following cl assifications will receive a salary range adjustment.

a. Accounting Technician will be placed in the Salary Range EE. b. Maintenance Worker will be pl aced in the Salary Range E.

All current employees will be placed at the salary step within the new salary range closest to the salary held by the employee prior to the adjustment.

5.2 SALARY STEP INCREASE
a. A new employee will normally receive the salary specified for Step 1 of the salary range which corresponds to his/her job classification. In special circumstances, a beginning salary above Step 1 may be authorized by the Executive Director. b. After successful completion of a Fi fty-Two (52) week probationary period of continuous full-time service or part-time service, an employee may be eligible for a step increase to the next higher step of the salary range of hi s/her job classification.

17 The date upon which the employee successfully completed the probationary period will serve as the anniversary date for further step advancements.

Pre-approved time off during the pr obationary period shall not be considered to be a break in continuous service; however, any absence exceeding fifteen (15) work days shall extend the probationary period by an equal amount of time. c. Thereafter, employees may be eligib le to advance to the next higher step upon completion of a period equivalent of fifty-t wo (52) weeks of continuous full-time service, in accordance with 5.2(f).
d. After successful completion of fifty-tw o (52) weeks of co ntinuous full-time service an employee’s advancement to a succeeding step of the salary range shall not be delayed because he/she has not received a timely evaluation. e. Succeeding step increases shall be effective on the employee’s assigned anniversary date in accordance with 5.2(c).
f. A step increase may be denied only for just cause in writing.

5.3 Y-RATE
Employees who are reclassified to classifications where the maximum rate of pay is less than the employee's salary immediately prior to the reclassification, pursuant to a classification and pay study, shall be Y-rated fo r twelve (12) months . . After the twelve month Y-rated period, the em ployee will be placed at a sa lary step within the salary range of the new classification closest to the salary held by the employee prior to reclassification.

18 ARTICLE 6 – EMPLOYEE BENEFITS

6.1 HEALTH INSURANCE
Cafeteria/group insurance contribution ma y be used towards health and/or dental benefits.

Beginning January 1, 2022, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:
(1) Employee Only: Lowest Cost HMO Plan at the
employee only level plus Dental DMO Plan for employee only per month (2022)
(2) Employee plus one: $1,280 per month (2022)
(3) Employee plus two or more: $1,635 per month (2022)
Beginning January 1, 2023, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:

a. Employee Only: Lowest Cost HMO Plan at the employee only level plus Dental DMO Plan for employee only per month
b. Employee plus one: Lowest Cost HMO Plan at the employee plus one level plus Dental DMO Plan for the employee plus one
c. Employee plus two or more: Lowest Cost HMO Plan at the employee plus two or more plus Dental DMO Plan for the employee plus two or more Beginning January 1, 2024, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:

a. Employee Only: Lowest Cost HMO Plan at the employee only level plus Dental DMO Plan for employee only per month
b. Employee plus one: Lowest Cost HMO Plan at the employee plus one level plus Dental DMO Plan for the employee plus one c. Employee plus two or more: Lowest Cost HMO Plan at the employee plus two or more plus Dental DMO Plan for the employee plus two or more Effective January 1, 2024, allowances will be a dollar number based on the allowance set by the 2024
rates versus a formula.

19 c. Employee plus two or more: $2,194 per month
Beginning January 1, 2026, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:
a. Employee Only: Lowest Cost HMO Plan
b. Employee plus one: $1,717 per month
c. Employee plus two or more: $2,219 per month
Beginning January 1, 2027, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:
a. Employee Only: Lowest Cost HMO Plan
b. Employee plus one: $1,742 per month
c. Employee plus two or more: $2,244 per month
Employees are required to maintain health insurance coverage or provide proof of coverage elsewhere. Employ ees not enrolled in an Agen cy-sponsored medical plan shall be able to use up to $200.00 per mont h to purchase Agency-sponsored dental, full family vision coverage, and/or life insurance pursuant to section 6.2.

Any employee who has opted out of health insurance and is receiving an opt-out payment of $200.00 per month effective January 1, 2019, shall be entitled to continue to receive that cash opt-out amount for any per iod the employee continues to opt out of health insurance for the duration of the MOU. Such employees may apply any portion of the $200.00 toward the Agency-sponsored dependent care reimbursement program, life insurance pursuant to Section 6.2, the employee's share of retirement contribution (for Classic PERS members only), and deferred compensation. No other employee is entitled to receive a cash opt out amount of any kind.
b. All employees who are r egularly scheduled to a part-time position in the General Clerical and Service and the Oper ations and Maintenance Unit shall receive a pro rata Agency designated group insurance contribut ion based on the employee's regularly scheduled hours.
c. To be eligible for the Agency contributi on under this Article the full-time employee must be paid for a minimum of forty (40) hours of work dur ing the bi-weekly pay period for which the Agency contribution is made. If an employee fails to meet this criterion the Agency shall deduct from the employee's paycheck the amount in excess of the Agency contribution required for part-time employees by Section “c” of this article, in addition to any other employee deductions for health and dental insurance. If a deduction from the employee's paycheck cannot be made in its entir ety, it is the responsibility of the individual employee to pay for the remaining amount. The Agency shall advance no

20 more than three (3) months of health insurance premiums. The employee shall reimburse the Agency for all such premiu ms paid by the Agency on a repayment schedule not to exceed 26 pay periods.
d. All employees covered by this Agreement shall be eligible for the employee-plus- one coverage under the Vision Care Plan "A".
e. The Agency’s Cafeteria/group Insurance Co ntributions for employees hired on or before December 31, 2022 in cludes the following: The maximum health insurance contribution shall be $430.00 per month and shall continue at $430.00 per month for the duration of this Agreement. This contribut ion is included in t he contribution amounts listed in Section 6.1(a) above.

Employees with proof of health insurance from another source may opt out of the health insurance and cafeteria plan.

6.2 LIFE INSURANCE
The Agency shall provide $10,000 life insu rance for probationar y, regular, and limited-term employees covered by this Agr eement. The Agency agrees that subject to Federal tax limitations and dur ing the applicable open enr ollment period, employees may purchase additional life insurance up to three (3) times annual salary. Such insurance may be purchased from the Agen cy health and dental contribution up to the Federal limit, and from employee out-of-pocket funds thereafter.

6.3 HEALTH INSURANC E PREMIUM ADVANCE
A regular or limited-term employee who is on worker's compensation and who has exhausted all leave balances and is on leave without pay, may request that the Agency continue elected coverage limited to the Agency's medical plan by advancing payments during such leave. The Agency ma y advance no more than three (3) months of health insurance premiums and the employee shall reimburse the Agency for all such premiums paid.

6.4 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE
Employees shall have the following option of a or b regarding sick leave cash out and/or credit at retirement with fifteen (15) years or more of Agency service:
a. Convert all accrued unused accumulated sick leave to retirement service credit pursuant to Section 20965 of the Government Code or b. Cash out up to thirty-three and one th ird percent (33 1/3%) of 1040 hours of the accumulated sick leave hours and c onvert the balance of unused sick leave to retirement service credit.

21 c. An employee who terminates employ ment with the Agency by any reason other than retirement shall forfeit any unused accumulated sick leave.

6.5 PERS RETIREMENT PLAN AND CONTRIBUTION
a. All employees covered by this Ag reement that are no t “new members” under the California Public Empl oyees Pension Reform Act of 2013 (“PEPRA”) shall be in the 2% at 55 CalPERS retirement formula. The employees will pay the entire sev en percent (7%) PERS member contribution for the classic CalPERS formula plan.

All current and new employees will be covered by the Public Employees’ Retirement System (PERS) plans in accordance with the California Public Employees Pension Reform Act of 2013. Accordingly, all new em ployees hired on or after January 1, 2013, who are considered “new me mbers” under the PEPRA shal l be in the 2% at 62 CalPERS retirement formula described in PEPR A. In addition, “new members” shall be subject to the equal sharing and contribut ion requirements in Section 7522.30(a) and (c).

6.6 DEFERRED COMPENSATION
Employees shall be eligible to participate in the Agency's Deferred Compensation Program.

6.7 FLEXIBLE SPENDING ACCOUNTS
The following flexible spending accounts shall be available to the eligible employees contingent upon the Agency passing the required no n-discrimination testing each plan year.
a. Out-of-pocket costs for health and dental insurance premiums; b. Unreimbursed health care expenses as allowed by law up to $5,000 per plan year; and
c. Dependent care reimbursement.

Administrative costs shall be paid by the employees participating in Sections

6.7(b) and (c).

6.8 OTHER EMPLOYEE BENEFITS
Except as modified by this Agreemen t, and subject to applicable laws, the following benefits shall remain in effect during the term of this Agreement:
a. State Unemployment Insurance
b. State Disability Insurance
c. Worker's Compensation Fund

22 d. Social Security
e. Public Employees' Retirement System

6.9 STATE DISABI LITY INSURANCE
a. The Agency shall maintain State Disability Insurance (SDI) at the employee's cost for employees in classifications represented by the Union.

The intent of this program is to enable eligible employees who file for their SDI benefits in accordance with app licable rules and procedur es to integrate such SDI benefits with their own available leav e balances. Integration is where the SDI benefit and the monetary va lue of the employee's le ave balance combine to provide a bi-weekly adjusted net income which is equivalent to 100% of the employee's regular net income so long as available leave balances and SDI eligibility permits.

23 ARTICLE 7 – HOURS OF WORK AND OVERTIME

7.1 WORKDAY/WORKWEEK
a. The workweek for the Agency em ployees shall begin at 12:01 a.m., Saturday and end at 12:00 midnight the following Friday. The workweek shall consist of five (5) days followed by two (2) consecutive days off. R egular full-time employees' workweek shall consist of forty (40) working hours duri ng the seven (7) day period, unless otherwise allowed by other contract language.
b. The appointing authority may adjust hours of work, the workweek and lunch periods. Prior to a change in lunch periods, hours or workweek, the Agency shall give the employee and the Union fifteen (15) workdays notice. If the Agency fails to provide the fifteen (15) days notice, the employee shall be compensated at a rate of one and one-half (1-1/2) times the employee’s normal rate of pay for a period of fifteen (15) workdays.
(1) Prior to a change in hours of work, the workweek and lunch periods, the Agency shall first ask for volunteers by work location; (2) If there are no volunteers the Ag ency shall assign employee(s) for any change by inverse seniority by work location, unless the employee is not qualified to perform the work as determined by the Agency;
(3) If a more senior qualified empl oyee is involuntarily assigned, the Agency shall have ninety (90) days to train the less senior employee. At the end of the ninet y (90) day period the less senior employee shall replace the more senior involuntarily assigned employee.
c. Alternative schedules include, but are not limited to, 9/80 schedules consisting of eight (8) days of nine (9) hour s and one day of eight (8) hours in a bi- weekly pay period; 4/10 schedules consisting of four (4) days of ten (10) hours in a workweek; or other flex schedules designated by the Agency.

7.2 OVERTIME
a. Overtime shall be compensated at a rate of one and one- half (1 ½) times the employee’s normal base rate of pay.
b. Employees who work in excess of eight (8) hours per day or forty (40) hours per week shall receive overtime pay.
c. Employees who work alternate sc hedules (i.e. 9/80 or 4/10 schedules) shall be paid overtime for hours worked in excess of nine (9) or ten (10) hours respectively per day or forty (40) hours per week.

24 d. For the purposes of computing overti me, all paid time off shall not be considered as time worked.
e. Within each job classification, qua lified regular employees on a job site shall be offered overtime work prior to the offering of overtime work to qualified other employees. Completion of a started assignm ent shall be the prime factor in the assignment of overtime work.

7.3 COMPENSATORY TIME OFF (CTO)
a. CTO instead of cash compensation for overtime may be granted, at the request of the employee, at the rate of one and one half (1 ½) hours paid leave for each overtime hour worked. Employees will be a llowed to accrue up to forty (40) hours per year of CTO under this section. Any time accrued and used will count toward this 40 hours.
b. Any additional CTO inst ead of cash compensation for overtime beyond 40 hours may be granted, at the request of the employee and approval of the appointing authority, at the rate of one and one-half (1-1/2) hours paid leave for each overtime hour worked.
c. All CTO balances over eighty ( 80) but less than three hundred twenty (320) hours as of the pay per iod that includes December 31 will be paid annually on the third payday in the following year. Balanc es in excess of three hundred twenty (320) hours will be paid bi-weekly.
d. The Agency shall have the right to schedule and approve all use of CTO.

7.4 PART-TIME EMPLOYMENT
a. This Section applies to employees in part-time positions or full-time employees who request to be employed on a par t-time basis. Approval of requests for part-time employment lies within the discretion of the Agency. b. Employees working part-time shall be scheduled to work a minimum of forty (40) hours in a bi-weekly pay period.
c. If a request to convert from full- time to part-time is approved, the employee will be assigned on a part-time basis as soon as practicable. d. A part-time employee may request to change to full-time employment by giving written notice to the Human Resource s Department. Employees submitting such written request will be changed to full-time employment as vacancies in regular positions occur within their current classifi cation. The part-time employee who has the earliest dated request to change to full-time em ployment will be given the first available vacancy.

25 e. The salary of part-time employees shall be prorated based on the number of hours worked. Vacation, sick leave, hol iday and insurance benefit s will be as stated in those sections of this Agreement.

7.5 VOLUNTARY WORK FURLOU GH/REDUCED WORK WEEK
The Agency may establish a Voluntary Furlough/Reduced Work Week Policy for regular full-time employees. The volunt ary work furlough/reduced work week may consist of a full day of unpaid leave on a va riable 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 the Agency program.

7.6 REST PERIODS
Employees will be allowed paid rest periods not to exceed fifteen (15) minutes during each four (4) consecutive hours of work . Rest periods may not be accumulated.

Such rest periods will not be scheduled within one hour of the beginning or the end of the workday or lunch period.

7.7 MAKE-UP TIME
On a limited basis for special circumstanc es an employee may make a written request to voluntarily alter their assigned schedu le during a particular workweek for non- reoccurring obligations outside of the workplac e. The employee’s written request must include the reason(s) for t he request and plan to make up t he time within the workweek it is being requested. If approved in advance by an employee’s supervisor in writing, an employee may make up to a maximum of tw o (2) hours during the same workweek in which the time is taken. If the employee fails to make up the time, the time will be unpaid. All make-up time shall be paid at the employee’s regular rate of pay and not at the overtime rate. The Agency reserves the discretion to grant or deny any such request, and this provision is not subject to the grievance procedure.

26 ARTICLE 8 – HOLIDAYS AND LEAVES

8.1 HOLIDAYS
a. The following shall be recognized holid ays for employees covered by this Agreement:

H o l i d a y D a t e
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 Last Monday in March
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 Fi rst Friday after Thanksgiving Christmas Eve Day (4 hours) Last working day prior to observance of Christmas Day
holiday
Christmas Day December 25
H o l i d a y D a t e
New Year’s Eve Day (4 hours) Last working day prior to observance of New Year’s Day
holiday
b. When one of these holidays falls on a Saturday, the employees shall be given the preceding Friday off. When on e of these holidays falls on a Sunday, the employees shall be given the following Monday off.
c. Employees shall work the entire regularly sc heduled shift, or have pre- approved time off, before and after the holiday to be eligible for holiday pay. An employee who is scheduled to work on a holiday and fails to report to work shall not be entitled to holiday pay. Employees who fail to report to work the da y before or after the holiday because they are sick mu st provide a physician’s certification within 24 hours of reporting to work, otherwise t hey shall not be entitled to be paid for the holiday. In the event an employee is late for work on the day prior to th e holiday or day after the holiday for a verified reason beyond their c ontrol (such as a tr affic accident), the employee shall be given the opportunity to make up the missed time within five (5) working days. Failure to make up the missed time within five (5) work days shall result in a forfeiture of holiday pay. The mak eup time shall not count as hours worked for purposes of overtime.

27 d. A regular or limited-term employee who works a holiday shall be paid eight (8) hours for the holiday plus one and one-half (1-1/2) times of their regular rate of pay. If an employee reports to work on a holi day and does not work the entire shift, the employee will only be paid time and one-half (1-1/2) for the actual hours worked and shall not receive holiday pay for the remaining holiday hours not worked. e. Part-time employees shall receive t he holiday benefit on a pro rata basis. f. Floating Holidays
In addition to the recognized holi days specified above, each employee shall receive the equivalent of three (3) fl oating holidays per fiscal year on an accrual basis as follows:
(1) Each regular full-time employee s hall accrue floating holiday credit at the rate of..923 hours per pay period. The employee shall accrue floating holiday credit for each pay period for which the employee is paid one or more hours of salary.
(2) Part-time employees shall accr ue floating holiday credit on a pro rata basis.
(3) The scheduling of floating ho liday time must be approved in advance by the appointing authority or designated representative. (4) As of the end of the pay per iod which includes December 31, floating holiday time earned but not taken may accrue to a maximum of two (2) times the employee's yearly accrual. g. Alternate/Flex Schedule Holidays
During workweeks with one or more recognized holidays, holiday pay for employees working alternate or flex schedules shall be eight (8) hours for each full recognized holiday and four (4) hours fo r each half (1/2) recognized holiday.

Employees shall be given the option of supplementing the holiday pay for the recognized holiday with accrued holiday time, vacation accrued, or CTO in order to earn a total of forty (40) hours pay in the workweek. Employees whose regular day off falls on a recognized holiday shall, in lieu of paid time off, accrue eight (8) straight-time hours for each full holiday and four (4) straight ti me hours for each half (1/2) holiday falling on such scheduled day off.

28 8.2 ANNUAL LEAVE
a. All full-time regular employees shall earn annual leav e at the following rate:
(1) 3.38 hours per bi-weekly pay period through three (3) years of service, to a maximum of 230 hours;
(2) 4.92 hours per bi-weekly pay period beginning with four (4) and through seven (7) years of service, to a maximum of 340 hours; (3) 5.38 hours per bi-weekly pay peri od with eight (8) and through ten (10) year of service, to a maximum of 360 hours;
(4) 5.69 hours per bi-weekly pay per iod beginning with eleven (11) and through fifteen (15) years of service, to a maximum of 400 hours; (5) 6.45 hours per bi-weekly pay per iod after fifteen (15) years of service, to a maximum of 480 hours.
b. Annual leave earned but not taken ma y accrue to the maximum indicated above, and thereafter no further leave shall accrue until the balance is reduced below the maximum.
c. During any calendar year in which an AFSCME re presented employee has an accrued vacation balance of 160 hours or more, the employee may elect to take up to eighty (80) hours of vacation pay rather than time. d. Employee’s current leave accruals shall appear on employee’s pay stub. e. This Section shall apply to part-time employees except that the bi-weekly accrual rate under Section 8.2(a) shall be computed on a pro rata basis. f. Employees shall not be eligible to use annual leave prior to six (6) months of service.
g. Use of vacation must be pre-approv ed in writing by the employee’s supervisor. In order to obt ain pre-approval the employee must submit the request in writing on an Agency form to their immediate supervisor at least five (5) working days prior to the first day of absence. Last mi nute requests shall be considered on a case- by-case basis.
h. New employees who completed a 3- 6-month temporary assignment prior to gaining regular employment, start with a maximum 40-hour bank of vacation (pro- rated) and also begin to accrue hours

29 i. New employees who were not on a temporary assignment are allowed to borrow up to 16 hours of floating holiday to use prior to completing the six (6) months of service.

8.3 SICK LEAVE
a. Sick leave shall be accrued at the rate of 3.69 hours per pay period. b. There is no limit to the amount of sick leave which may be accrued. c. Employees may use accrued sick leave for:
(1) Absence from duty when quaran tined because of exposure to a contagious disease or when inc apacitated from performing duties because of a personal illness, injury, dental work, or pregnancy; and
(2) Absence from duty for medical or dental examinati on or treatment under cir85
(3) cumstances not involving quar antine or incapacity; provided, however, that such absences shall be scheduled at the discretion of the appointing authority or designee.
(4) Absence from duty when absolut ely necessary for attendance upon a spouse, child, stepchild, parent, dom estic partner as pursuant to State law, or close relative re siding with the employee because of illness or injury which incapacit ates such family member and definitely requires personal care. Such absence shall be limited to forty (40) hours sick leave per year, unless otherwise expressly approved by the supervisor.
(5) Absence from duty to transport a spouse, child, stepchild, parent, domestic partner or close relative residing with the employee, to and from a medical appointment.
(6) Absence from duty to attend dur ing serious medica l treatment or operation, including ch ildbirth, performed upon a spouse, child, or domestic partner, as defined above.
d. An employee is allowed a maximum of forty (40) hours off if death occurs in the immediate family, unless otherwise expressly approved by the employee's supervisor. Immediate family shall be defined as the employee's mother, father, stepmother, stepfather, grandparents, spouse, domestic partner , children, stepchildren, brother, sister, and persons bear ing the same relation to the employee's spouse.

Twenty four (24) hours shall be allowed off fo r the death of a relative not stated above who was a resident of the employee's household at the time of death. Eight (8) hours shall be allowed off for the death of a relati ve not stated above who was not a resident

30 of the employee's household at the time of death. Four (4) hours shall be allowed off to attend the funeral of a friend. All of this time shall be chargeable to sick leave. e. When an employee's sick leave has been depleted, annual leave shall automatically be utilized unle ss the employee otherwise notifi ed the Finance Division in writing.
f. An employee who, while on vacation, is bedridden for three (3) or more days, or hospitalized for one or more days, due to an illness or injury may have such days charged to sick leave provided the employee submits appropriate written verification from the treating physician or the hospital in which he/she was confined. g. Annually, employees with an accumu lated sick leave balance of five hundred (500) hours or more, and who have used twenty-four ( 24) hours or less of sick leave by the end of pay perio d 25 of the current calendar year, may cash out up to sixteen (16) hours sick leave by submitting a request in writing to Human Resources no later than December 31. The cash out will be processed the next available pay period after the request is received.
h. This Article shall apply to part-ti me employees except that the monthly accrual rate under Section 8.3(a) shall be computed on a pro rata basis.

8.4 COURT LEAVE/JURY DUTY
For the period of time in court, on jury duty or under subpoena as a witness in a proceeding in which the employee is not a par ty, an employee is entitled to court/jury duty leave with pay and said absence shall not be construed as annual leave or leave without pay. Any fee, other than for mileage, collected by the employee for such duty shall be collected by the employer from the employee, except that such fees collected shall not be in excess of the salary earn ed by the employee in the same period.

However, the employee may elect to take annual leave or leave without pay and retain any fees.

8.5 LEAVES OF ABSENCE WITHOU T PAY - REGULAR EMPLOYEES
a. A regular employee may request a l eave of absence in writing to the Human Resources Manager. The request shall st ate specifically the reason(s) for the leave, the date when the leave is to begin, and the probable date of return. b. Upon written request and approval by the Executive Director or designee, a leave of absence without pay may be granted to any empl oyee with regular status for a period of not to exceed one year for the following reasons:
(1) Illness or disability, includi ng pregnancy-related disability, not covered by sick leave;
(2) Union business;

31 (3) Education or training which will materially benefit the Agency; (4) Parental/child care;
(5) Other personal reasons which do not cause inconvenience to the Agency.
c. Any leave of absence granted under Section 8.5(a)(1) above shall be only for the actual period of illness, disability, or pregnancy-related disability. Any request for a leave of absence longer than the act ual period of illness, disability, or pregnancy-related disability, up to the one year maximum from the date the initial leave began under Section 8.5(a)(1), must be approved by t he Executive Director or designee, and will be considered a leave under Section 8.5(a)(5). d. A regular employee on an unpaid leav e of absence for one (1) year or less is eligible to return to his/her current or similar classifica tion upon request by the employee. In all other cases the employee on leave shall not be returned to the position he/she vacated unless that posit ion is open at the time he/s he is released to return to work. He/she shall, however, be granted preferential hiring rights for a period of one (1) year to a similar job classification.
e. If the leave of absence without pay necessitates a temporary replacement, the employee on leave shall be returned to the position he/she vacated upon his/her return to work.
f. In the event an employee is transfe rred or promoted on a temporary basis for the duration of a leave of absence, su ch appointment shall have no effect on the status of the employee so promoted or tr ansferred, and he/she shall be entitled to all rights and benefits that would be provided him/her had he/ she not been temporarily promoted or transferred.
g. Employees may not accrue annual leave, floating holiday, or sick leave, or receive holiday pay, while on leave of absence without pay; however, employees returning to work following a leave shall retain their accumulated sick leave and annual leave.
h. Only those leaves of absence that under the law require no loss of status, including Workers’ Compensation, shall count for the purposes of determining seniority.

All other leaves of absence over thirty ( 30) work days shall be deemed as a break in seniority/service.
i. All premiums required under the Agency's health and welfare program shall be paid by the employee while on leave of absence without pay.

8.6 PARENTAL LEAVE
a. A parental leave policy for both ma le and female employees shall be implemented, with the following provisions:

32 (1) Regular full-time employees who have completed 2080 hours of continuous service shall be eligible for a maximum Agency-paid parental leave of four (4) weeks consisting of up to one hundred- sixty (160) hours of continuous paid time off. Unused parental leave shall have no cash value.
(2) Part-time employees who ha ve completed 1040 hours of continuous service shall be eligible for a maximum Agency-paid parental leave of four (4) weeks consisting of up to eighty (80) hours of continuous paid time o ff. Unused parental leave shall have no cash value.
(3) To be eligible for the paid leav e the employee must have completed probation from the most recent date of hire preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b ) the adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody. Court-appointed legal guardians and foster parents do not qualify for parental leave. (4) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). T he duration of paid leave shall not change based on a change in employme nt status, such as from part-time to full-time. An employ ee must utilize all paid leave prior to converting to unpaid leave during parental leave.
(5) Upon return from parental leav e on the date previously authorized, employees shall be reinstated in the classification last held or equivalent position.
(6) Eligible employees may extend parental leave beyon d the four (4) weeks of Agency-paid leave to the maximum six (6) months of leave, upon approval by the A gency, by adding accrued and available hours of sick leave, va cation, compensatory time off (CTO), accrued holiday, and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(7) Parental leave shall be taken in one continuous per iod of absence on paid or unpaid status, and must be completed within one year of the birth or adoption for which it is requested.

33 (8) Parental leave shall not commenc e prior to the date of birth or adoption and is separate from any disability leave which may be available to the employee.
(9) The Agency shall run Family Medical Leave Act (FMLA) concurrently with parental leave.
(10) Nothing in this provision is in tended to limit or waive rights held by employees under state and federal law with regard to leaves. b. The Agency shall have the right to promulgate a policy and procedure to implement and administer parental leave.

8.7 CATASTROPHIC LEAVE
Upon request of a regular employee and up on approval of the Executive Director or designee, annual leave, CTO, vacation, and/or holiday leave may be transferred from one or more employees to anot her employee, in accordance with Agency policies, and under the following conditions:
a. The receiving employee faces financial hardship due to injury or the prolonged illness of the employee.
b. The receiving employee has exhausted all leave balances. c. Each donation must be a minimum of eight (8) hours and in whole hour increments and credited as vacation or annual leave.
d. The total leave credits received by the employee shall normally not exceed five hundred and twenty (520) hours; however, if approved by the Executive Director, the total leave credits received may be one thousand and forty (1,040) hours. e. Donations shall be made on a form to be developed by the Agency, signed by the donating employee, and verifi ed by the donating department. These donations are irrevocable.
f. Sick leave credits shall not be transferred under this provision. g. This Section is not subject to the Grievance and Arbitration Article of this Agreement.

8.8 AGENCY CLOSURES
The following represents mandatory closure days during which employees in the unit will be off work without pay. Employees may substitute accrued paid leave time as further discussed below during these agency closure days. These agency closure days will be in addition to the reduced work schedule provisions in Section 11.2. The Agency reserves the right to require any employee to work on an agency closure day.

34 The Agency will close all operations on the last full work week of December of each year.

The Agency may designate a skeleton crew to be maintained to provide essential services during closure days. Management shall determine which services are essential during closure days.

35 ARTICLE 9 – SPECIAL ALLOWANCES

9.1 ON-CALL PAY
Effective the first full pay period followin g approval by the Governing Boards, a regular employee who is assigned on-call duty for emergency work shall be paid $300210.00 per week in addition to his/her regular compensation. Employees who are called out while on standby shall receive tw o (2) hours minimum pay at time and one- half (1-1/2) their base rate of pay. CTO shall be av ailable for on-call overtime consistent with Article 7.3 of the MOU.
a. Effective pay period twenty-four in 2018 , the standby rate shall be $220.00 per week.
b.a. If an employee on standby is called and engages in problem solving which exceeds thirty (30) minutes the employee shall receive the two (2) hour minimum call- out pay or the actual time wo rked, whichever is greater. A dditional calls within the two- hour period are covered under that minimum time paid.
c.b. Employees who are issued an Agency cell phone, laptop, or pager are not considered to be on standby unless assigned standby duty by the appointing authority.

9.2 NIGHT-SHIFT DIFFERENTIAL
All employees of the Agency covered by this Agreement 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 be compensated t herefore by payment for the entire shift of an additional seven and one-half percent (7.5%) of their base pay fo r that shift. Empl oyees who work less than five-eighths (5/8) of thei r regular work shift in the period extending from 6:00 p.m. to 6:00 a.m. shall be compensated for those hours worked (to the nearest one-half hour) within this period by payment of an additional seven and one-half percent (7.5%) of their base pay for such hours.

9.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION
a. When it is required by the Departm ent Head or designee that an employee perform seventy-five percent (75%) or more of the duties of a po sition in a higher classification, payment for su ch out-of-classification work shall be five percent (5%) above the regular base pay of the employee, providing such pay shall be a minimum of Step 1 of the higher classification, and no more than the maximum of Step 5 of the higher classification.
b. When approved by the Department Head or designee an employee who performs less than seventy-five percent (75%) of the duties of a hi gher classification shall be paid a minimum of three percent (3%) above their regular base pay. c. No position will be filled by "temporary work in a higher classification" for more than six (6) months, except as follows:

36 (1) Illness
(2) Vacation relief
(3) Sick leave relief
(4) Leave of absence
(5) During the recruitment process
(6) Conditions of extended emergency
d. The Agency agrees not to abuse or circ umvent the application or intent of this Section, including the establishment of new positions. e. Out-of-classification pay, as stated in Section 3.4(a) shall not apply to part- time or limited term employees unless such out-of-classification work is being performed on an unsupervised (non-trainee) basis.

If an employee is assigned to work out-of-classification the day before and the day after a holiday, sick leave, or vacation, such time off with pay shall be at the out- of-classification rate of pay.

9.4 LEADWORKER PAY
When the appointing authority designates a leadworker assignment, in writing, as a Leadworker, that employee shall receive an additional five percent (5%) to base pay for the first six (6) months, thereafter an additional five percent (5%).

When openings occur in a leadworker assignment, regular employees who are in a classification at the same salary range of the assignment may request to fill that assignment. The requests to fill an open leadworker assignment shall not be arbitrarily or capriciously denied. The assignment shall be made on the basis of the most qualified applicant. Where two (2) or more em ployees request the assignment and their qualifications are no t significantly different, the seni or employee will be given the assignment. All employees requesting the assignment will receive an approved or denied letter following each leadworker assignment opportunity that falls into the category of the request.

For an employee to be considered for a leadworker assignment under this section a written request, on a form provided by t he Agency, must be filed with the Human Resources Department. Such leadworker as signment requests shall be valid through December 31 of each calendar year.

The Agency reserves the right to end a lead worker assignment at any time.

37 9.5 LONGEVITY PAY
a. Employees who have been employed by the Agency for a period of three (3) yearstwenty (20) to twenty-four (24) years on January 1 of each year shall receive longevity pay of $500350 on the second payday of January. b. Employees who have been employed by the Agency for a period of four (4) to eight (8) yearstwenty-five (25) to twenty-nine (29) years on January 1 of each year shall receive $750550 on the second payday of January.
c. Employees who have been employed by the Agency for a period of nine (9) or more years thirty (30) years or more on January 1 of each year shall receive $1,000750 on the second payday of January.

9.6 BILINGUAL PAY
a. The Agency may authorize bilingual pay when it is determined to be necessary for the operation. The Ag ency 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 mu st be determined to be ve rbally proficient, and if necessary for the assignment, proficient in the written langua ge. The Agency will arrange the certification and testing process and authorize the bilingual pay. b. Bilingual pay shall be compensated at the rate of five percent (5%) above the regular base pay for any period in which the employee is certif ied. An employee who is receiving bilingual pay shall prov ide assistance to any Agency operation as needed or when directed.
c. The certification period will be two (2) years from the date of certification only. At the end of the cert ification period the Agency ma y or may not recertify the employee under paragraph “a” above.

38 ARTICLE 10 – PERSONNEL ACTIONS

10.1 PROBATIONARY PERIOD FOR NEW HIRES, TRANSFERS & PROMOTIONS a. Effective July 1, 2022, aA ll bargaining unit employ ees will serv e an initial probationary period of fifty-two (52) weeks of full-time service employment. This fifty-two (52) week period will be used to determine if performance of the employee is satisfactory and if employment should be continued.
b. Probationary employees hired prior to July 1, 20 22, will continue to serve their 26-week probationary period.
c.b. The probationary period may be extended by reason of any absence, which exceeds fifteen (15) working days that may occur during the probationary period in an amount of time equal to the length of the absence.
d.c. Probationary period can be extended for up to a ma ximum of twelve (12) weeks by the appointing authority.
e.d. A probationary employee may be exte nded or released from his/her position at the discretion of th e appointing authority at any time during the probationary period with no right of appeal or grievance.
f.e. Any regular employee who is promoted and subsequently released from the new job classification while serving the probationary period shall be reinstated to the job classification from which prom oted where regular status wa s held or to a comparable position, unless the reason for release would be just cause for dismissal.

10.2 TRANSFERS
a. When openings occur in a particul ar job assignment, regular employees who are in a classification at the same salary range of the vacant position may request to be transferred to that assignment. A vacancy or vacancies resulting from the transfer(s) herein may not be subject to this procedure. The requests for transfer shall not be arbitrarily or capriciously denied. Transfe rs shall be made on the basis of the most qualified applicant. Where two (2) or mo re employees request transfers and their qualifications are not significantly different, the senior employee will be given the transfer.

39 d. An employee shall be given ten (10) working days notice prior to a permanent involuntary transfer and will not serve a new probationary period. Temporary involuntary transfers due to emergency situations and/or business necessity shall not be subject to the ten (10) day notice require ment. The Agency will not intentionally use temporary involuntary transfers to circumvent the notice requirement.

10.3 PROMOTIONS – REGULAR EMPLOYEES
a. Promotional examinati ons are open to all regular employees who meet the basic qualifications for the higher position. Any employee, upon promotion shall be entitled to receive in the position to which he/she is promoted, the rate of compensation next higher than that received by him/her prio r to this promotion; provided that the amount of such increase shall be at least equal to one full in-grade salary step, but in no case shall the new rate exceed the maximum rate of the higher classification. b. All job examination announcements shall be posted on the bulletin boards as specified in Section 3.6 at least ten (10) working days prio r to the closing of the filing period. Job announcements may be posted for less than ten (10) working days with the written consent of the Union.
c. Where an employee of the Agen cy applies for a promotional position within the Agency and does not meet the mi nimum qualifications of the higher classification, such employee shall be notifie d in writing which minimum qualification(s) were not met within three (3) working days of the end of the posting period or five (5) working days prior to the interview process.
d. Within any job examination proc ess, all employees who meet the minimum qualifications of a higher job classifi cation covered by this Agreement shall be eligible for the job-related examination pr ocess. The Agency agrees that the Human Resources Manager shall overs ee the administration of t he promotional examination process by conducting employee recruitment, application testing and certification, and it is his/her responsibility to insure that the process is properly conducted. The current top five (5) names on the eligible list from the most recent examination process shall be granted interviews for each vacancy in said higher job classificati on. The promotion shall be given to the most qua lified candidate without regard to relative position on the list. If two (2) or more candidates are equally qualified, seni ority shall be the determining factor in the promotion.

10.4 DEMOTIONS
An employee who is demoted voluntarily or in voluntarily to a classification with a lower salary range shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to demotion providing there is no increase in pay.

10.5 TRANSITION
Upon approval of the Executive Director or his/her designee, any part-time or limited-term employee holding regular status may be considered for appointment to a

40 regular position. Qualifyi ng employees shall be subject to a performance appraisal or interview to determine ranking. Where per formance of two (2) or more qualifying employees is equally satisfactory, the empl oyee having the most Agency service shall be selected. Regular status shall be gr anted without further ex amination. Such appointment may be made only to an entry-level classi fication covered by this Agreement, or to the employee's current classification where such classification is within a flexibly staffed classification series.

10.6 DISCIPLINARY ACTION
a. Employees shall be disciplined only for just cause. Disciplinary action or measures may include the following:
(1) Written reprimand
(2) Suspension
(3) Reduction within salary range
(4) Demotion
(5) Discharge
b. A letter of reprimand s hall not be arbitratable. An employee may have an administrative review of t he reprimand by submitting a r equest in writing, to the Executive Director or designee, within fourteen (14) days after receipt of the letter. c. Discharge for cause – No warning not ice or other disciplinary action is required prior to termination for theft of money, working under the influence of alcohol or drugs, gross insubordination or acts of vi olence, abusive or reckless conduct which threatens or endangers the health or safety of other persons. d. A written reprimand and any written rebuttal subm itted by the employee shall be removed from an employee's personnel files if the employee has worked for a two (2) consecutive year period subsequent to re ceipt of the writt en reprimand without receipt of any additional disciplinary action as listed under Section 10.4(a).

10.7 IN-LIEU DISCIPLINE
By mutual agreement between the appoi nting authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacati on credits equal to the number of hours of suspension in lieu of such suspension. If the suspension is reduced or reversed at the conclusion of the grievance process, the Agency shall rein state the forfeited credits.

This provision shall not be subject to the grievance procedure.

41 10.8 CITIZENS COMPLAINT
a. The Agency agrees not to take any disciplinary action against any employee under Section 10.6 of this Agreem ent based upon a complaint from a tenant or other member of the public unless and until such complaint is reduced to writing and signed by the complainant. Such written complaint shall specifically allege what acts by an employee are complained of.
b. If a tenant or other me mber of the public files a written complaint with the Agency complaining of the actions of any employee, the Agen cy shall provide a copy of a complaint to the employee and shall afford an opportunity for a written reply by the employee to the matter complained of in such complaint. The complaint, the employee's reply, and any Agency action ba sed on the complaint, shall become a part of the employee's personnel file.

10.9 EMPLOYEE PERSONNEL RECORDS
a. Employee personnel records shall be subject to inspection only by the employee concerned and authorized Agency per sonnel except as otherwise provided by law. Upon notification and approval of the employee's supervisor, an employee shall be entitled to make an appointment for and re view his/her personnel records at the Human Resources Department for a reasonable time during regular hours. Upon proper request, such permission shall not be unreasonabl y withheld. No persons shall be allowed, other than those stated in this Section, to inspect an employee's personnel record without the express written authorization of the employee. b. The employee's signing of any det rimental or adverse document or materials to be placed in the employee's personnel record will not indicate an agreement by the employee as to the contents of the docum ent or materials. Such signing does indicate the empl oyee has had an opportunity to review the detrimental or adverse document or material.

However, the employee may submit a written rebuttal to be placed in his/her personnel record and attached to t he detrimental or adverse document or material. The rebuttal shall remain a part of the detriment al or adverse document or material for as long as the document rema ins in the employee's personnel record.

Rebuttals submitted by employees that cont ain profanity, discourteous, or defaming language toward the supervisor and/or Agency or that do not address the subject matter shall not be allowed and will be returned to the employee with an explanation. c. An employee shall be provided wit h a copy of a perf ormance appraisal, disciplinary letter, any adver se/detrimental document, or letter of commendation within seven (7) calendar days after the employee ma kes a written request for a copy of such document.

42 10.10 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each Agency department shall hav e the right to conduct employee performance appraisals on a department-wide bas is for all employees at the discretion of the appointing authority.
b. Probationary employees shall re ceive no less than two (2) performance evaluations, at reasonable intervals, during the probationary period. c. A regular employee who is rated as needs improvement or unsatisfactory on his/her performance evaluat ion may, within fourteen ( 14) calendar days from the date of the performance evaluation, informally appeal to his/her supervisor. d. Appeals on employee performance evaluations are not subject to the grievance procedure. Employees may subm it a written rebuttal to a performance evaluation in accordance with Section 10.9b. of the MOU. e. Employees not on probation who hav e not reached the top step of the pay scale shall be evaluated no less than once a y ear. In the event t he evaluation is not performed, it is understood that the employee’s performance is satisfactory and shall automatically receive a salary step increase effective on the salary anniversary date.

43 ARTICLE 11 – SENIORITY AND LAYOFF

11.1 SENIORITY DEFINITIONS AND CLASSIFICATION TERMINOLOGY a. Agency Service Seniority: Agency service seniority shall be defined as the period of continuous servic e from the effective date of hire to any limited-term, part- time or full-time position.
(1) If two (2) or more regular empl oyees have the same seniority date the Agency shall flip a coin to determine the more senior employee.

The Agency shall ask one of the employees to call heads or tails and the outcome of the call shall determine the more senior employee.
(2) A part-time employee’s time shall be pro-rated to establish Agency or classification seniority. For example, a full-time and part-time employee hired on the same date, and have both worked for three (3) continuous years, the full-ti me employee working forty (40) hours per week will have accrued th ree (3) years of seniority and the part-time employee working tw enty (20) hours per week will have accrued one and one-half (1-1/2) years of seniority. b. Classification Seniority: Classificati on seniority shall appl y only to regular employees and shall be defined as the length of continuous regular service from the effective date of probationary ap pointment to the employee's present job classification including any time spent in a higher classi fication less any time spent in a lower job classification due to a downgrade.
c. Higher Classification: Higher classification shall mean a job classification in which the top rate of pay (Top Step) is greater than the top rate of pay (Top Step ) of the employee's present job classification.
d. Downgrade: Downgrade shall mean a job classification in which the top rate of pay (Top Step ) is lower than the top rate of pay (Top Step) of the employee’s present job classification.
e. Continuous Regular Se rvice: Continuous r egular service shall mean regular service without a break in service of more than thirty (30) calendar days. The effective date of appointment shall be recalculated to the new date after a break of thirty (30) or more calendar days.
f. Break In Service: Break in se rvice shall mean an unpaid absence which exceeds thirty (30) or more calendar days.
g. Loss of Seniority: An employee’s seniority shall be terminated and his/her rights under this agreement shall be forfeited for the following reasons:
(1) Termination, resignation, or retirement

44 (2) Failure to return to work when reca lled from layoff as set forth in the recall procedure in Section 11.3(g)
(3) Failure to return to work afte r expiration of a formal leave of absence
(4) Layoff for two (2) continuous years
h. The Agency shall prepare, maintain, and post a seniority list which shall show the names, classification, classification seniority date and Agency service seniority date of all employees covered by the Ag reement. The Union shall be given one (1) copy of the list within thirty (30) calendar days after the effective date of this Agreement, and thereafter a current list every six (6) months.
i. These lists shall be deemed correct as to an employee's seniority unless the employee or the Unio n notifies the Agency to the contra ry in writing within ten (10) working days after a list is given to the Union and posted by the Agency on the bulletin boards as specified in Section 3.6. This section shall be posted at the top of the seniority list.

11.2 LAYOFF, REDUCED WORK SCHEDULE, BUMPING, AND REGRESSION

LADDER DEFINITIONS
a. Layoff: A layoff shall be defined as t he dismissal of at least one employee due to lack of work, lack of funds, or abolishment of position. b. Reduced Work Schedule: Reduced work schedules shall be defined as schedules that are reduced for a period of up to three (3) da ys per month, but not more than thirty-six (36) days in a twelve mont h period. Work schedules may be reduced in hours up to but not more than twenty-four (24) hours per m onth for a period of up to twelve (12) months due to lack of work, lack of funds, abolishment or reclassification of positions.
c. Bumping: An employee laid off pursuant to section 11.2 may bump an employee with less seniority within the classi fication regression ladder. To bump a less senior employee the bumping em ployee must be qualified to perform the functions of the classification.
d. Regression Ladder: A regression ladder shall be defined as a classification series through which a more senior employee may bump a less senior employee. The regression ladders are as set forth in Exhibit B. Any new classifications shall be added to applicable regression ladders at the time they are created.

45 11.3 REDUCED WORK SCHEDULE A ND PERMANENT LAYOFF PROCEDURE a. This Section provides the procedur e to be followed when an employee(s) is to be placed on a reduced work schedule or permanently laid off. The Agency shall determine the timing of the ev ent, the number of employees affected, and in which classification(s) the event will occur.
b. Notice of Layoff In the event of reduced work schedule or layoff, the Agency shall first provide a list of the affe cted classifications and employee(s) to the AFSCME President at least fo rty-five (45) days prior to the event. All affected employees shall be notified at least fourteen ( 14) days prior to the effective date of the event..

All affected employee(s) shall be notif ied of the pending event by certified mail, return receipt request ed. Such notice shall be mailed to the employee’s address currently on file in the Human Resource s Department and shall be deemed appropriate notice.
c. Procedure: This section provides the procedure to be followed when an employee(s) is placed on a reduced work schedule or permanently laid off. (1) Reduced Work Schedule: In the event the Agency implements a reduced work schedule the Agency shall determine which
classifications or departments will be affected. In the event all the employees are not affected the Agency shall reduce the work schedules of the least senior employ ees first in each classification affected, second by least Agency seniority, unless more senior employee(s) volunteer. More senior employees affected by reduced work schedules may bump less senior employees in other departments.
(2) Permanent Layoffs: Employees with the least seniority shall be laid off first. Seniority shall apply as follows: first classification seniority, second Agency seniority. Employees shall be laid off within each classification in the following order:
1st Limited-Term – Probationary
2nd Regular Part-Time Probationary
3rd Regular Full-Time Probationary
4th Limited Term
5th Regular Part-Time
6th Regular Full-Time

46 (3) Bumping: Within a job classi fication, any employee with regular status who is to be laid off s hall have the right to bump, in descending order, to job classifica tions within his/her regression ladder, if any, provided that the employee meets the qualifications of the lower classification and can bump an employee in the lower classification as follows:
1 st Limited-term employee with the least Agency service seniority
2nd Part-time employee with the least Agency service
seniority
3rd Employee with probationar y status with the least
classification seniority
4th Regular employee with the least
classification seniorit y, provided the bumping
employee has greater Agency seniority
Employees who do not wish to bump down or are unable to bump to another or lower classification or are not qualifi ed to perform the functions of the lower classification shall be laid off. (4) Probationary Employee: An y probationary employee who is affected by a layoff or displace d by a bumping employee shall return to the former job classi fication where the employee held regular status, if the employee is eligible to bump a less senior employee. If a probationary employee did not hold regular status in another job classification, he/she will be laid off without right of recall.
(5) In-Lieu of Bumping: An employ ee may accept layoff in lieu of the opportunity to bump by notifying the Human Resources Department within three (3) working days of re ceiving notice of layoff. Where the employee accepts a layoff in lieu of a bumping, said employee shall forfeit all recall rights exc ept to a vacancy within the same classification from which the employee was laid off.
(6) Salary in Event of Bumping: An employee who bumps down to a lower classification pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to bum ping provided there is no increase in pay.

47 (7) Fringe Benefits: Employees laid off shall be paid vacation and other benefits pursuant to this Agreement. Employees being recalled shall have their sick leave restored.

11.4 RECALL
This section shall be followed when an em ployee(s) is called back to work or returned back to the classification they were laid off or bumped from. a. All bumped or laid of f employees shall be put on a recall list. The recall list shall remain in effect for a period of tw o (2) years. Bumped or laid off employees shall be recalled in inverse order of the bump or layoff. b. When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as s hown on Human Resources Department records unless a more recent address has been furnished in writing by the employee.
c. This recall notice shall be by certif ied mail, return receipt requested, and the employee shall have fourt een (14) calendar days to repor t to work from the date of receipt of the recall notice. If said employee fails to report to work within fourteen (14) calendar days, he/she will lose all recall rights. An employee who has been bumped or laid off shall be required to meet the qualifications of the classification to which he/she is recalled.

If an employee notifies the Agency wit hin the fourteen (14) calendar days that they need an extension to report to work , the Agency may grant up to fourteen (14) additional calendar days.
d. The Agency shall only be obligated to recall eligible laid-off or bumped employees who held regular status to regular position openings. The Agency shall offer part-time or limited-term empl oyment (not recall) to eligible laid-off or bumped employees who held regular stat us, but if such employee(s) accepts or refuses such employment offer there shall be no effect on the original durat ion of the two (2) consecutive year recall period. The Agency shall not be obli gated to offer employment or recall any employee(s) to any temporary position.
e. An employee recalled to their previ ous classification shall be assigned at the same step previously held. If their curre nt wage is higher than their previous step they shall be assigned to the next higher step.
f. Regular employees who were laid o ff because they did not wish to bump down or were unable to bump to another or lower classification or who were not qualified to perform the functions of the classi fication shall only have recall rights to the classification they were laid off from.

48 11.5 EMPLOYEES NOT COVERED BY THIS AGREEMENT
a. Where an employee holds st atus in a job classification not covered by this Agreement, and is laid off from that job classification, such employee shall be entitled to bump to a job classification covered by th is Agreement in accordance with Section

11.3(c)(3) of this Article, provided such em ployee held regular status in such bargaining unit job classification not more than two (2) years prior to the ef fective date of the layoff.

Such employee shall be paid in the new classi fication the salary range step closest to the monthly pay rate received immediately prior to being bumpe d, provided there is no increase in pay.
b. When an employee is demoted to a cl assification in the Unit, provided there is a vacancy and the em ployee is qualified, the sala ry shall be established in accordance with Section 11.5 (a).

49 ARTICLE 12 – REIMBURSEMENTS

12.1 TUITION REIMBURSEMENT
Employees with regular status shall be eligible for tuition reimbursement up to the IRS maximum, $ 5,250 per calendar year for coursework related to their employment with the Agency or toward a recogniz ed degree program approved by the Human Resources Director. Such reim bursement shall be applicable for the actual cost of the tuition of the course, books and mandatory fees, excluding parking. Reimbursement shall be made only for coursework completed at accredited high schools, colleges, universities, and correspondence schools. Employees must receive Agency approval of the coursework prior to the st art of such course and must re ceive a grade of "C" or its numerical equivalent or better to be eligible for the tuition reimbursement.

12.2 REGIONAL TRANSIT MONTHLY PASS
Probationary, regular, and limited-term em ployees who utiliz e the Sacramento Regional Transit District (SRTD) for home-to-w ork transportation are eligible to receive a hundred percent (100%) discount on the cost of a SRTD monthly pass to a maximum of $100. Employees who utiliz e other transit systems regulat ed by the Public Utilities Commission or Interstate Commerce Commissi on shall receive reim bursement of one hundred percent (100%) of the cost of the pass to a maximum of $100. Employees must submit their claim for the hundred percent (100%) reimbursement no later than the tenth (10th) calendar day of t he month for which the pass is va lid to be eligible for the reimbursement.

12.3 DOWNTOWN PARKING SUBSIDY
Full-time regular and limit ed-term employees who are assigned to the downtown area are eligible to receive a $200175 per month parking subsidy provided that:
a. The employee does not receive re imbursement for Sa cramento Regional Transit or other bus or mass transit transportation for the same month. b. The employee is not provided free parking.

50 ARTICLE 13 – SAFETY AND UNIFORMS

13.1 SAFETY
a. The Agency agrees to provide for t he safety of the employees during the hours of their employment. In this regard, the Agency agrees that it will receive and consider written recommendations with respec t to unsafe working conditions or other safety ideas in the area of working conditi ons from any employee or from the Union.

The employees and the Union agree that they will direct their safety recommendations and ideas to the Agency. The SHRA Jo int Safety Committee consisting of representatives of the Agency and the Union shall meet every three (3) months, or whenever necessary, to consult on such sa fety matters. Up to three (3) Union representatives may attend such meetings without loss of pay or benefits. b. The Agency shall take all reasonabl e and required precautions to provide for the safety of its employees during hours of their employment.

13.2 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the A gency. Employees who wear prescription glasses shall be required to wear protec tive eyewear supplied by the Agency or prescription safety glasses. The Agency shall provide non-prescription safety glasses for employees.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The Agen cy will reimburse the employee for the purchase of prescription safety glasses up to a maximum cost of $ 300250 for one pair of glasses every two (2) years.
c. To be eligible for the above reim bursement, the employee must obtain prior authorization from hi s/her supervisor before purc hasing the required safety glasses, and must submit the receipt to the superviso r to verify the cost and substantiate the reimbursement. The A gency maintains the right to specify the standards for non-prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Sa fety Standards for Head, Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old. d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.

13.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES
a. The Agency agrees to repair or r eplace prescription safety glasses damaged or destroyed while the employee is actively at work provided that the employee furnishes satisfactory proof to the Agency of such loss.

51 b. The prescription shall not be more than twenty-four (24) months old to qualify for reimbursement under this Article. All costs to update the prescription shall be borne by the employee.

13.4 SAFETY SHOES
a. Where the Agency requires that safe ty shoes be worn by employees as a condition of employment, the Agency shall reim burse said employees for the cost of an acceptable safety shoe up to a maximum of $ 300250 per pair (including insoles), each calendar year. To be eligible for this reimbursement, the employee must obtain prior authorization from his/her s upervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. b. Employees, including but not limit ed to the following classifications of Maintenance Specialist, Maintenance Lea d, Maintenance Technician, Maintenance Worker, Resident Trainee Progr am Lead, and Semi-Skilled Laborer shall be eligible for safety shoe reimbursement.
c. The Agency maintains the right to s pecify the type of required safety shoe and to require employees in other classifications to wear safety shoes.

13.5 UNIFORM CHANGES
Where the Agency requires that uniforms be worn, the Agency agrees to provide five (5) pant changes per week and five (5) shirt changes per week for employees in the Operations and Maintenance Unit. The Mail/Photocopy Services Clerk shall be provided five (5) pant and five (5) shirt changes per week.

52 ARTICLE 14 – MISCELLANEOUS

14.1 DISCRIMINATION CLAUSE
The Agency agrees to maintain a non-discrimination policy that forbids discrimination and/or harassment based on any protected category pursuant to the title VII of the Civil Rights Act of 1964, the California Fair Employment and Housing Act, political affiliation and/or, Union membership or activity.

14.2 SAVING CLAUSE
If any parts of the Agreem ent are found to be illegal, su ch illegality shall not in any way invalidate any other parts of this Agreement.

14.3 STRIKES AND LOCKOUTS
For the duration of this Agreement the Union and its members agree that it shall not call, sanction or engage in any strike , slowdown, suspension or stoppage of work activity, and the Agency agrees that it shall not cause or engage in any lockout.

14.4 CLASSIFICATION STRUCTURE CHANGES
The Agency agrees to advise the Union in wr iting at least thirty (30) days prior to the implementation of any change in the empl oyer's existing classification structure affecting classifications represented by the Union.

14.5 CONTRACTING-OUT
a. The Agency shall not contract out for goods and services performed by bargaining unit employees which will result in any career employee being laid off without prior consultation with the Union concerning the impact on the terms and conditions of employment of employees covered by this Agreement.
b. Any layoffs resulting from the Agen cy's action shall be made pursuant to the layoff provisions of this Agreement. The Agency will request that a contractor performing any services contracted out pursuant to provision a. consider hiring any employees laid off as a result of the contracting out.

14.6 DRIVER LICENSE AND INSURABILITY
a. An employee who is authorized or r equired to drive an Agency vehicle or personal vehicle in the course of his/her em ployment shall be required as a condition of employment to maintain the required driver license for the vehicle utilized on the job and the minimum insurance on the personal vehicle which is required by State law. b. In addition, an employee who is aut horized or required to drive an Agency vehicle in the course of his/ her employment shall maintain a safe driving record such that no assigned risk or other insurabilit y penalties are applied to the Agency's insurance rates. Failure to do so will nec essitate that the em ployee provide their personal vehicle for use on the job where possible, and in other instances, may result in disciplinary action and/or the employee payment of the increased insurance charges.

53 c. The employee shall notify his/her s upervisor of the loss, suspension, or cancellation of his/her drivers license on the first working day following such loss.

14.7 JOINT LABOR/M ANAGEMENT COMMITTEE

To facilitate communications between the parties and to promote a climate conducive to constructive employee relations, a joint Labor/Management Committee shall be established. The responsibility of the Committee will consist of labor relations matters not covered by this agreement including affirmative action and safety issues. Employee members shall suffer no loss of compensation during official meetings of the Labor/Management Committee.

Ground Rules shall be established prior to the first meeting and the agreed upon rules shall govern all proceeding meetings.

14.8 Retiree Health Insuran ce Continuation Program
The Agency’s Employee/Annuitants Health Insurance Contribution Program for employees hired on or after January 1, 2023 shall include the following to the extent allowed by CalPERS Health Rules and Legal Requirements:
a. The Agency has adopted the Retiree Medical Vesting Schedule pursuant to Government Code Section 22893 to apply only to employees first employed on or after January 1, 2023.
b. Employees hired on or before December 31, 2022 will be allowed to opt into the new vesting schedule only once during the initial enrollment period in 2022. c. The vesting schedule will ma tch the vesting formula set for state employees and it will establish a requirement of PERS service credit which an employee must meet in order to receive the employer contribution based on the following table:

Credited Years of PERS
Service
Percentage of Employer
Contribution
10 50%
11 55%
12 60%
13 65%
14 70%
15 75%
16 80%
17 85%
18 90%
19 95%
20 or more 100%

54 d. The retiree medical benefit s of all employees first employed after January 1, 2023, shall be as set forth in Government Code Section 22893, and as such may be modified by future legislative action.
e. All additional CALPERS Health eligibi lity requirements shall be included in this program.

14.9 TERM
a. This Agreement shall remain in full force and effect upon approval by the Sacramento City Council and Sacrament o Board of Supervisors from January 1, 2025 through December 31, 2027.July 1, 2022 through December 31, 2024. b. .
c.b. The provisions of this Agreement s hall be effective on the effective date stated above except as otherwise specifically provided.

55 AFSCME LOCAL #146 SACRAMENTO HOUSING AND
Negotiating Committee REDEVELOPMENT AGENCY

____________________________
Wendy Pelletier, Chief Negotiator Tracy Knighton, Chief Negotiator

____________________________
Jennifer CaldwellBenjamin Perez, AFSCME President James Shields, Deputy Executive Director

56 ATTACHMENT 1 – SALARY SCHEDULE

Sacramento Housing and Redevelopment Agency

FOR CURRENT SALARY INFORMATION VISIT:

http://agency.governmentjobs.com/shra/default.cfm?action=agencyspecs

57 ATTACHMENT 2 – REGRESSION LADDERS
AFSCME
For employees holding regular status in the below-listed classifications, the regression is as listed within each section:

1. Accounting Technician
Account Clerk
Office Assistant

2. Office Technician
Office Assistant

3. Housing Assistant*

4. Maintenance Specialist

Maintenance Worker

5. Resident Services Technician
Housing Assistant*

The following classifications do not have a regression ladder:

Customer Service Representative
Clerical Assistant
Facilities Coordinator
Maintenance Coordinator
Maintenance Worker Apprentice
Resident Trainee Program Lead

*Agency service seniority must be utilized to downgrade into these classifications.

AGREEMENT BETW
EEN

AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, LOCAL 146
AND

SACRAMENTO HOUSING AND REDEVELOPMENT AGENCY
January 1, 2025 - December 31, 2027
Exhibit B

PREAMBLE 1
ARTICLE 1 – ENTIRE AGREEMENT 3

1.1 ENTIRE AGREEMENT 3
ARTICLE 2 – RIGHTS OF MANAGEMENT 4

2.1 RIGHTS OF MANAGEMENT 4
ARTICLE 3 – UNION RIGHTS 5

3.1 UNION RECOGNITION 5

3.2 PAYROLL DEDUCTIONS 6

3.3 UNION SECURITY 7

3.4 UNION STEWARDS AND UNION REPRESENTATION 10

3.5 UNION BUSINESS 11

3.6 BULLETIN BOARDS 12

3.7 LIST OF EMPLOYEES 12

3.8 USE OF AGENCY MAIL SYSTEM 12

3.9 USE OF FACILITIES 12

3.10 NEW EMPLOYEE ORIENTATION 12
ARTICLE 4 – GRIEVANCE AND ARBITRATION PROCEDURE 13

4.1 DEFINITION 13

4.2 INTENT 13

4.3 PROCEDURE 13

4.4 GRIEVANCE TIMELINES AND LIMITATIONS 13

4.5 INFORMAL GRIEVANCE 13

4.6 FORMAL GRIEVANCE- STEP 1 14

4.7 FORMAL GRIEVANCE - STEP 2 14

4.8 FORMAL GRIEVANCE - ARBITRATION 14
ARTICLE 5 – SALARIES 16

5.1 WAGE AND SALARY ADJUSTMENTS 16

5.2 SALARY STEP INCREASE 16

5.3 Y-RATE 17
ARTICLE 6 – EMPLOYEE BENEFITS 18

6.1 HEALTH INSURANCE 18

6.2 LIFE INSURANCE 19

6.3 HEALTH INSURANCE PREMIUM ADVANCE 19

6.4 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE 20

6.5 PERS RETIREMENT PLAN AND CONTRIBUTION 20

6.6 DEFERRED COMPENSATION 20

6.7 FLEXIBLE SPENDING ACCOUNTS 20

6.8 OTHER EMPLOYEE BENEFITS 21

6.9 STATE DISABILITY INSURANCE 21
ARTICLE 7 – HOURS OF WORK AND OVERTIME 22

7.1 WORKDAY/WORKWEEK 22

7.2 OVERTIME 22

7.3 COMPENSATORY TIME OFF (CTO) 23

7.4 PART-TIME EMPLOYMENT 23

7.5 VOLUNTARY WORK FURLOUGH/REDUCED WORK WEEK 24

7.6 REST PERIODS 24

7.7 MAKE-UP TIME 24
ARTICLE 8 – HOLIDAYS AND LEAVES 25

8.1 HOLIDAYS 25

8.2 ANNUAL LEAVE 27

8.3 SICK LEAVE 28

8.4 COURT LEAVE/JURY DUTY 29

8.5 LEAVES OF ABSENCE WITHOUT PAY - REGULAR EMPLOYEES 29

8.6 PARENTAL LEAVE 30

8.7 CATASTROPHIC LEAVE 32

8.8 AGENCY CLOSURES 32
ARTICLE 9 – SPECIAL ALLOWANCES 34

9.1 ON-CALL PAY 34

9.2 NIGHT-SHIFT DIFFERENTIAL 34

9.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION 34

9.4 LEADWORKER PAY 35

9.5 LONGEVITY PAY 36

9.6 BILINGUAL PAY 36
ARTICLE 10 – PERSONNEL ACTIONS 37

10.1 PROBATIONARY PERIOD FOR NEW HIRES, TRANSFERS & PROMOTIONS 37

10.2 TRANSFERS 37

10.3 PROMOTIONS – REGULAR EMPLOYEES 38

10.4 DEMOTIONS 38

10.5 TRANSITION 38

10.6 DISCIPLINARY ACTION 39

10.7 IN-LIEU DISCIPLINE 39

10.8 CITIZENS COMPLAINT 39

10.9 EMPLOYEE PERSONNEL RECORDS 40

10.10 EMPLOYEE PERFORMANCE EVALUATIONS 40
ARTICLE 11 – SENIORITY AND LAYOFF 42

11.1 SENIORITY DEFINITIONS AND CLASSIFICATION TERMINOLOGY 42

11.2 LAYOFF, REDUCED WORK SCHEDULE, BUMPING, AND REGRESSION LADDER DEFINITIONS43

11.3 REDUCED WORK SCHEDULE AND PERMANENT LAYOFF PROCEDURE 44

11.4 RECALL 46

11.5 EMPLOYEES NOT COVERED BY THIS AGREEMENT 47
ARTICLE 12 – REIMBURSEMENTS 48

12.1 TUITION REIMBURSEMENT 48

12.2 REGIONAL TRANSIT MONTHLY PASS 48

12.3 DOWNTOWN PARKING SUBSIDY 48
ARTICLE 13 – SAFETY AND UNIFORMS 49

13.1 SAFETY 49

13.2 SAFETY GLASSES 49

13.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES 49

13.4 SAFETY SHOES 50

13.5 UNIFORM CHANGES 50
ARTICLE 14 – MISCELLANEOUS 51

14.1 DISCRIMINATION CLAUSE 51

14.2 SAVING CLAUSE 51

14.3 STRIKES AND LOCKOUTS 51

14.4 CLASSIFICATION STRUCTURE CHANGES 51

14.5 CONTRACTING-OUT 51

14.6 DRIVER LICENSE AND INSURABILITY 51

14.7 JOINT LABOR/MANAGEMENT COMMITTEE 52

14.8 RETIREE HEALTH INSURANCE CONINUATION PROGRAM 52

14.9 TERM 53
ATTACHMENT 1 – SALARY SCHEDULE 55
ATTACHMENT 2 – REGRESSION LADDERS 56

2 3
ARTICLE 1 – ENTIRE AGREEMENT

4 ARTICLE 2 – RIGHTS OF MANAGEMENT

5 ARTICLE 3 – UNION RIGHTS

General Clerical and Service
Account Clerk
Accounting Technician
Clerical Assistant
Customer Service Representative
Customer Service Representative – On Site
Housing Assistant
Office Assistant
Office Technician
Resident Services Technician

Operations and Maintenance
Facilities Coordinator
Maintenance Coordinator
Maintenance Specialist, Alarms & Utilities
Maintenance Specialist, Stationary Engineer

Maintenance Worker
Maintenance Worker Apprentice
Resident Trainee Program Lead

b. Employment Position Status: The standing of an employee's present appointment. There are the fo llowing types of status for employees covered by this Agreement:

Regular: The status of an employee who has been lawfully retained in a classification after completion of a probationary period.

Probationary: The status of an employee who has been appointed to a classification, but who has not comple ted the required period of fifty-two (52) weeks of continuous employment.

6 Pre-approved time off during the pr obationary period shall not be considered to be a break in continuous service; however, any absence exceeding fifteen (15) c ontinuous work days shall extend the probationary period by an equal amount of time.

Part-Time: A position of varying durat ion but must be such as to work twenty (20) or more hours but less than forty (40) hours per week.

Such forms shall be those which ar e currently used. Any changes or modifications shall be agr eed upon between the Agency and the Union.
(2) Such deductions shall be made only upon submission to the Human Resources Department of said authorization form duly completed and executed by the employee and the Union.

7 (3) The Union will be responsible for submitting to the Human Resources Department any changes in the amounts to be payroll deducted from the paychecks of employees who have authorization forms on file with the Agency. The Agency may devise a payroll deduction input document for use by the Union.
(4) The Agency must approve, in adv ance, all payroll deductions made pursuant to Section 3.2(a)(3) and (4 ). All insuranc e plans must be approved as being non-competitiv e and non-duplicative of Agency- offered insurance programs.
(5) The Union agrees to indemnify, defend and hold the Agency and the City of Sacramento, their officers, agents and employees harmless against any claims made, and against any suits instituted against them or any one of them on account of any payroll deduction made pursuant to this Article.
c. The Agency will remit to the Union a check for all the deductions. d. Solicitation and/or servicing of Un ion insurance and benefit programs shall not interrupt on-duty employees nor be conducted in any Agency facility without prior approval of the Agency.

8 The service fee required in subsecti on (a), or in the event a full agency shop is authorized pursuant to subsection (b ) shall be an amount not to exceed the Union's uniformly-applied standard initia tion fee, periodic dues and general assessments. In computing such amounts, the Union shall exclude expenditures for members-only benefits and Union expenditures for political and ideological purposes unrelated to collective bargaini ng, contract administration and grievance adjustment.

Any dispute as to the service fee or the am ount thereof shall be directed solely to the Union, and the Agency shall not be a party to the dispute.

United Way
Firefighters Burn Institute
Children's Receiving Home
Employees claiming a religious exempt ion shall be required to file a written statement under oath or affirmation with the Union, wh ich identifies the religious organization by name, if any, and which prov ides in detail that the employee and the organization meet all of the requirements for claiming the religious exemption. e. Disclosure and Reporting
The Union shall keep an adequate it emized record of its financial transactions and shall make available annua lly, to the Agency upon written request and to the employees covered by this Section wit hin sixty (60) days after the end of its fiscal

9 year, a detailed written financia l report thereof in the form of a balance sheet and an operating statement, certifi ed as to accuracy by its president and treasurer or corresponding principal officer, or by a ce rtified public accountant. The Union, if required to file financial reports under the Labor-Management Disclosure Act of 1959 covering employees governed by this Agreement, or if required to file financial reports under Section 3546.5 of the Go vernment Code, shall instead provide the Agency with a copy of such financial reports.
f. Hold Harmless
The Union shall promptly refund to the Agency any amounts paid to the Union in error under this Section.

10 (2) The Union has furnished the Agen cy with written proof that the procedure of subsection (1) abov e has been followed, or has supplied the Agency with a copy of the letter sent to the employee and notice that he/she has not complied with the request. The Union must further provide, when requesting the Agency to terminate the employee, the following written notice:
"The Union certifies that (e mployee's name) has failed to tender the agency shop service fee, or payment in lieu of service fee, required as a c ondition of empl oyment under this Agreement and that under the terms thereof, the Agency shall terminate the employee."
i. Duty of Fair Representation
The Union shall accord fair representat ion in all matters to all employees in the Unit without regard to w hether the particular employee is a member of the Union.

11 e. Upon notification of the Human Res ources Director, or his/her designated representative; a representat ive of the International and/or Local #146 who will be representing the employee in the grievance and arbitration procedure, may visit the Agency at any time mutually agreeable to bot h parties for the purpose of preparing the case for arbitration.
f. A representative of the Agency, at its option, may accompany the parties.

13 ARTICLE 4 – GRIEVANCE AND ARBITRATION PROCEDURE

4.3 PROCEDURE
Grievances will be processed in the follo wing manner and within the stated time limits.

If the Agency does not meet the time limits, the Union may process the grievance to the next step. Time limits at each step may be waived or extended by mutual agreement of the parties.

14 (s) or union representative withi n ten (10) working days of the date of presentation of the grievance.

4.8 FORMAL GRIEVANCE - ARBITRATION
a. Grievances not settled in Step 2 of the Grievance Procedure may be referred to arbitration. Only the Union may advance a grievance to arbitration. Request

16 ARTICLE 5 – SALARIES

5.1 WAGE AND SALARY ADJUSTMENTS
1) Effective January 1, 2025, all AFSCME represented employees shall receive a

3.5% salary range increase
2) Effective January 1, 2026, salaries shall be increased based on the average percent year-to-year change in the Consumer Price Index (United States City Average, Urban Wage Earners, and Clerical Workers) reported for each of the twelve (12) months ending with the month of September 2025, rounded to the nearest one tenth of one percent (1/10%); provided however, such increase shall not be less than two percent (2%) or more than three and a half percent (3.5%).

4) Effective January 1, 2025, Exhibit A Salary Schedule shall be amended to add Step 7.

5) Effective January 1, 2025, the following cl assifications will receive a salary range adjustment.

a. Accounting Technician will be placed in the Salary Range EE. b. Maintenance Worker will be pl aced in the Salary Range E.

All current employees will be placed at the salary step within the new salary range closest to the salary held by the employee prior to the adjustment.

The date upon which the employee successfully completed the probationary period will serve as the anniversary date for further step advancements.

17 c. Thereafter, employees may be eligib le to advance to the next higher step upon completion of a period equivalent of fifty-t wo (52) weeks of continuous full-time service, in accordance with 5.2(f).
d. After successful completion of fifty-tw o (52) weeks of co ntinuous full-time service an employee’s advancement to a succeeding step of the salary range shall not be delayed because he/she has not received a timely evaluation. e. Succeeding step increases shall be effective on the employee’s assigned anniversary date in accordance with 5.2(c).
f. A step increase may be denied only for just cause in writing.

18 ARTICLE 6 – EMPLOYEE BENEFITS

6.1 HEALTH INSURANCE
Cafeteria/group insurance contribution ma y be used towards health and/or dental benefits.

Beginning January 1, 2025, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:
a. Employee Only: Lowest Cost HMO Plan
b. Employee plus one: $1,692 per month
c. Employee plus two or more: $2,194 per month
Beginning January 1, 2026, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:
a. Employee Only: Lowest Cost HMO Plan
b. Employee plus one: $1,717 per month
c. Employee plus two or more: $2,219 per month
Beginning January 1, 2027, the Agency’s designated cafeteria/group insurance contribution for regular and limited-term full-time employees shall be as follows:
a. Employee Only: Lowest Cost HMO Plan
b. Employee plus one: $1,742 per month
c. Employee plus two or more: $2,244 per month
Employees are required to maintain health insurance coverage or provide proof of coverage elsewhere. Employ ees not enrolled in an Agen cy-sponsored medical plan shall be able to use up to $200.00 per mont h to purchase Agency-sponsored dental, full family vision coverage, and/or life insurance pursuant to section 6.2.

19 b. All employees who are r egularly scheduled to a part-time position in the General Clerical and Service and the Oper ations and Maintenance Unit shall receive a pro rata Agency designated group insurance contribut ion based on the employee's regularly scheduled hours.
c. To be eligible for the Agency contributi on under this Article the full-time employee must be paid for a minimum of forty (40) hours of work dur ing the bi-weekly pay period for which the Agency contribution is made. If an employee fails to meet this criterion the Agency shall deduct from the employee's paycheck the amount in excess of the Agency contribution required for part-time employees by Section “c” of this article, in addition to any other employee deductions for health and dental insurance. If a deduction from the employee's paycheck cannot be made in its entir ety, it is the responsibility of the individual employee to pay for the remaining amount. The Agency shall advance no more than three (3) months of health insurance premiums. The employee shall reimburse the Agency for all such premiu ms paid by the Agency on a repayment schedule not to exceed 26 pay periods.
d. All employees covered by this Agreement shall be eligible for the employee-plus- one coverage under the Vision Care Plan "A".
e. The Agency’s Cafeteria/group Insurance Co ntributions for employees hired on or before December 31, 2022 in cludes the following: The maximum health insurance contribution shall be $430.00 per month and shall continue at $430.00 per month for the duration of this Agreement. This contribut ion is included in t he contribution amounts listed in Section 6.1(a) above.

Employees with proof of health insurance from another source may opt out of the health insurance and cafeteria plan.

20 6.4 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE
Employees shall have the following option of a or b regarding sick leave cash out and/or credit at retirement with fifteen (15) years or more of Agency service:
a. Convert all accrued unused accumulated sick leave to retirement service credit pursuant to Section 20965 of the Government Code or b. Cash out up to thirty-three and one th ird percent (33 1/3%) of 1040 hours of the accumulated sick leave hours and c onvert the balance of unused sick leave to retirement service credit.
c. An employee who terminates employ ment with the Agency by any reason other than retirement shall forfeit any unused accumulated sick leave.

6.6 DEFERRED COMPENSATION
Employees shall be eligible to participate in the Agency's Deferred Compensation Program.

21 Administrative costs shall be paid by the employees participating in Sections

6.7(b) and (c).

6.9 STATE DISABI LITY INSURANCE
a. The Agency shall maintain State Disability Insurance (SDI) at the employee's cost for employees in classifications represented by the Union.

22 ARTICLE 7 – HOURS OF WORK AND OVERTIME

23 d. For the purposes of computing overti me, all paid time off shall not be considered as time worked.
e. Within each job classification, qua lified regular employees on a job site shall be offered overtime work prior to the offering of overtime work to qualified other employees. Completion of a started assignm ent shall be the prime factor in the assignment of overtime work.

24 e. The salary of part-time employees shall be prorated based on the number of hours worked. Vacation, sick leave, hol iday and insurance benefit s will be as stated in those sections of this Agreement.

7.6 REST PERIODS
Employees will be allowed paid rest periods not to exceed fifteen (15) minutes during each four (4) consecutive hours of work . Rest periods may not be accumulated.

Such rest periods will not be scheduled within one hour of the beginning or the end of the workday or lunch period.

25 ARTICLE 8 – HOLIDAYS AND LEAVES

8.1 HOLIDAYS
a. The following shall be recognized holid ays for employees covered by this Agreement:

26 d. A regular or limited-term employee who works a holiday shall be paid eight (8) hours for the holiday plus one and one-half (1-1/2) times of their regular rate of pay. If an employee reports to work on a holi day and does not work the entire shift, the employee will only be paid time and one-half (1-1/2) for the actual hours worked and shall not receive holiday pay for the remaining holiday hours not worked. e. Part-time employees shall receive t he holiday benefit on a pro rata basis. f. Floating Holidays
In addition to the recognized holi days specified above, each employee shall receive the equivalent of three (3) fl oating holidays per fiscal year on an accrual basis as follows:
(1) Each regular full-time employee s hall accrue floating holiday credit at the rate of..923 hours per pay period. The employee shall accrue floating holiday credit for each pay period for which the employee is paid one or more hours of salary.
(2) Part-time employees shall accr ue floating holiday credit on a pro rata basis.
(3) The scheduling of floating ho liday time must be approved in advance by the appointing authority or designated representative. (4) As of the end of the pay per iod which includes December 31, floating holiday time earned but not taken may accrue to a maximum of two (2) times the employee's yearly accrual. g. Alternate/Flex Schedule Holidays
During workweeks with one or more recognized holidays, holiday pay for employees working alternate or flex schedules shall be eight (8) hours for each full recognized holiday and four (4) hours fo r each half (1/2) recognized holiday.

27 8.2 ANNUAL LEAVE
a. All full-time regular employees shall earn annual leav e at the following rate:
(1) 3.38 hours per bi-weekly pay period through three (3) years of service, to a maximum of 230 hours;
(2) 4.92 hours per bi-weekly pay period beginning with four (4) and through seven (7) years of service, to a maximum of 340 hours; (3) 5.38 hours per bi-weekly pay peri od with eight (8) and through ten (10) year of service, to a maximum of 360 hours;
(4) 5.69 hours per bi-weekly pay per iod beginning with eleven (11) and through fifteen (15) years of service, to a maximum of 400 hours; (5) 6.45 hours per bi-weekly pay per iod after fifteen (15) years of service, to a maximum of 480 hours.
b. Annual leave earned but not taken ma y accrue to the maximum indicated above, and thereafter no further leave shall accrue until the balance is reduced below the maximum.
c. During any calendar year in which an AFSCME re presented employee has an accrued vacation balance of 160 hours or more, the employee may elect to take up to eighty (80) hours of vacation pay rather than time. d. Employee’s current leave accruals shall appear on employee’s pay stub. e. This Section shall apply to part-time employees except that the bi-weekly accrual rate under Section 8.2(a) shall be computed on a pro rata basis. f. Employees shall not be eligible to use annual leave prior to six (6) months of service.
g. Use of vacation must be pre-approv ed in writing by the employee’s supervisor. In order to obt ain pre-approval the employee must submit the request in writing on an Agency form to their immediate supervisor at least five (5) working days prior to the first day of absence. Last mi nute requests shall be considered on a case- by-case basis.
h. New employees who completed a 3- 6-month temporary assignment prior to gaining regular employment, start with a maximum 40-hour bank of vacation (pro- rated) and also begin to accrue hours

28 i. New employees who were not on a temporary assignment are allowed to borrow up to 16 hours of floating holiday to use prior to completing the six (6) months of service.

29 of the employee's household at the time of death. Four (4) hours shall be allowed off to attend the funeral of a friend. All of this time shall be chargeable to sick leave. e. When an employee's sick leave has been depleted, annual leave shall automatically be utilized unle ss the employee otherwise notifi ed the Finance Division in writing.
f. An employee who, while on vacation, is bedridden for three (3) or more days, or hospitalized for one or more days, due to an illness or injury may have such days charged to sick leave provided the employee submits appropriate written verification from the treating physician or the hospital in which he/she was confined. g. Annually, employees with an accumu lated sick leave balance of five hundred (500) hours or more, and who have used twenty-four ( 24) hours or less of sick leave by the end of pay perio d 25 of the current calendar year, may cash out up to sixteen (16) hours sick leave by submitting a request in writing to Human Resources no later than December 31. The cash out will be processed the next available pay period after the request is received.
h. This Article shall apply to part-ti me employees except that the monthly accrual rate under Section 8.3(a) shall be computed on a pro rata basis.

However, the employee may elect to take annual leave or leave without pay and retain any fees.

30 (3) Education or training which will materially benefit the Agency; (4) Parental/child care;
(5) Other personal reasons which do not cause inconvenience to the Agency.
c. Any leave of absence granted under Section 8.5(a)(1) above shall be only for the actual period of illness, disability, or pregnancy-related disability. Any request for a leave of absence longer than the act ual period of illness, disability, or pregnancy-related disability, up to the one year maximum from the date the initial leave began under Section 8.5(a)(1), must be approved by t he Executive Director or designee, and will be considered a leave under Section 8.5(a)(5). d. A regular employee on an unpaid leav e of absence for one (1) year or less is eligible to return to his/her current or similar classifica tion upon request by the employee. In all other cases the employee on leave shall not be returned to the position he/she vacated unless that posit ion is open at the time he/s he is released to return to work. He/she shall, however, be granted preferential hiring rights for a period of one (1) year to a similar job classification.
e. If the leave of absence without pay necessitates a temporary replacement, the employee on leave shall be returned to the position he/she vacated upon his/her return to work.
f. In the event an employee is transfe rred or promoted on a temporary basis for the duration of a leave of absence, su ch appointment shall have no effect on the status of the employee so promoted or tr ansferred, and he/she shall be entitled to all rights and benefits that would be provided him/her had he/ she not been temporarily promoted or transferred.
g. Employees may not accrue annual leave, floating holiday, or sick leave, or receive holiday pay, while on leave of absence without pay; however, employees returning to work following a leave shall retain their accumulated sick leave and annual leave.
h. Only those leaves of absence that under the law require no loss of status, including Workers’ Compensation, shall count for the purposes of determining seniority.

8.6 PARENTAL LEAVE
a. A parental leave policy for both ma le and female employees shall be implemented, with the following provisions:

31 (1) Regular full-time employees who have completed 2080 hours of continuous service shall be eligible for a maximum Agency-paid parental leave of four (4) weeks consisting of up to one hundred- sixty (160) hours of continuous paid time off. Unused parental leave shall have no cash value.
(2) Part-time employees who ha ve completed 1040 hours of continuous service shall be eligible for a maximum Agency-paid parental leave of four (4) weeks consisting of up to eighty (80) hours of continuous paid time o ff. Unused parental leave shall have no cash value.
(3) To be eligible for the paid leav e the employee must have completed probation from the most recent date of hire preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b ) the adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody. Court-appointed legal guardians and foster parents do not qualify for parental leave. (4) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). T he duration of paid leave shall not change based on a change in employme nt status, such as from part-time to full-time. An employ ee must utilize all paid leave prior to converting to unpaid leave during parental leave.
(5) Upon return from parental leav e on the date previously authorized, employees shall be reinstated in the classification last held or equivalent position.
(6) Eligible employees may extend parental leave beyon d the four (4) weeks of Agency-paid leave to the maximum six (6) months of leave, upon approval by the A gency, by adding accrued and available hours of sick leave, va cation, compensatory time off (CTO), accrued holiday, and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(7) Parental leave shall be taken in one continuous per iod of absence on paid or unpaid status, and must be completed within one year of the birth or adoption for which it is requested.

32 (8) Parental leave shall not commenc e prior to the date of birth or adoption and is separate from any disability leave which may be available to the employee.
(9) The Agency shall run Family Medical Leave Act (FMLA) concurrently with parental leave.
(10) Nothing in this provision is in tended to limit or waive rights held by employees under state and federal law with regard to leaves. b. The Agency shall have the right to promulgate a policy and procedure to implement and administer parental leave.

33 The Agency will close all operations on the last full work week of December of each year.

The Agency may designate a skeleton crew to be maintained to provide essential services during closure days. Management shall determine which services are essential during closure days.

34 ARTICLE 9 – SPECIAL ALLOWANCES

9.1 ON-CALL PAY
Effective the first full pay period followin g approval by the Governing Boards, a regular employee who is assigned on-call duty for emergency work shall be paid $300per week in addition to hi s/her regular compensation. Employees who are called out while on standby shall receive two (2) hour s minimum pay at time and one-half (1- 1/2) their base rate of pay. CTO shall be available for on-call overtime consistent with Article 7.3 of the MOU.
a. If an employee on standby is called and engages in problem solving which exceeds thirty (30) minutes the employee shall receive the two (2) hour minimum call- out pay or the actual time wo rked, whichever is greater. A dditional calls within the two- hour period are covered under that minimum time paid.
b. Employees who are issued an Agency cell phone, laptop, or pager are not considered to be on standby unless assigned standby duty by the appointing authority.

35 (2) Vacation relief
(3) Sick leave relief
(4) Leave of absence
(5) During the recruitment process
(6) Conditions of extended emergency
d. The Agency agrees not to abuse or circ umvent the application or intent of this Section, including the establishment of new positions. e. Out-of-classification pay, as stated in Section 3.4(a) shall not apply to part- time or limited term employees unless such out-of-classification work is being performed on an unsupervised (non-trainee) basis.

The Agency reserves the right to end a lead worker assignment at any time.

36 9.5 LONGEVITY PAY
a. Employees who have been employed by the Agency for a period of three (3) years on January 1 of each year shall re ceive longevity pay of $500 on the second payday of January.
b. Employees who have been employed by the Agency for a period of four (4) to eight (8) years on January 1 of each year shall receive $750on the second payday of January.
c. Employees who have been employed by the Agency for a period of nine (9) or more years on January 1 of each year shall receive $1,000on the second payday of January.

37 ARTICLE 10 – PERSONNEL ACTIONS

10.1 PROBATIONARY PERIOD FOR NEW HIRES, TRANSFERS & PROMOTIONS a. All bargaining unit employ ees will serve an initial probationary period of fifty- two (52) weeks of full-time serv ice employment. This fifty-two (52) we ek period will be used to determine if performance of the empl oyee is satisfactory and if employment should be continued.
b. The probationary period may be extend ed by reason of any absence, which exceeds fifteen (15) working days that may occur during the probationary period in an amount of time equal to the length of the absence.
c. Probationary period can be extended for up to a maximum of twelve (12) weeks by the appointing authority.
d. A probationary employee may be ex tended or released from his/her position at the discretion of th e appointing authority at any time during the probationary period with no right of appeal or grievance.
e. Any regular employee wh o is promoted and subsequently released from the new job classification while serving the probationary period shall be reinstated to the job classification from which prom oted where regular status wa s held or to a comparable position, unless the reason for release would be just cause for dismissal.

All employees requesting a transfer will receiv e an approved or denied letter following each transfer opportunity that falls into the category of the request. b. For an employee to be considered for transfer under this section a written transfer request, on a form provided by t he Agency, must be fi led with the Human Resources Department. Such transfer request shall be vali d through December 31 of each calendar year.
c. The Agency will mainta in a transfer request lis t. The Agency will provide the transfer list to the Union upon request.
d. An employee shall be given ten (10) working days notice prior to a permanent involuntary transfer and will not serve a new probationary period. Temporary involuntary transfers due to emergency situations and/or business necessity shall not be

38 subject to the ten (10) day notice require ment. The Agency will not intentionally use temporary involuntary transfers to circumvent the notice requirement.

10.5 TRANSITION
Upon approval of the Executive Director or his/her designee, any part-time or limited-term employee holding regular status may be considered for appointment to a regular position. Qualifyi ng employees shall be subject to a performance appraisal or interview to determine ranking. Where per formance of two (2) or more qualifying employees is equally satisfactory, the empl oyee having the most Agency service shall

39 be selected. Regular status shall be gr anted without further ex amination. Such appointment may be made only to an entry-level classi fication covered by this Agreement, or to the employee's current classification where such classification is within a flexibly staffed classification series.

This provision shall not be subject to the grievance procedure.

10.8 CITIZENS COMPLAINT
a. The Agency agrees not to take any disciplinary action against any employee under Section 10.6 of this Agreem ent based upon a complaint from a tenant or other member of the public unless and until such complaint is reduced to writing and

40 signed by the complainant. Such written complaint shall specifically allege what acts by an employee are complained of.
b. If a tenant or other me mber of the public files a written complaint with the Agency complaining of the actions of any employee, the Agen cy shall provide a copy of a complaint to the employee and shall afford an opportunity for a written reply by the employee to the matter complained of in such complaint. The complaint, the employee's reply, and any Agency action ba sed on the complaint, shall become a part of the employee's personnel file.

10.10 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each Agency department shall hav e the right to conduct employee performance appraisals on a department-wide bas is for all employees at the discretion of the appointing authority.
b. Probationary employees shall re ceive no less than two (2) performance evaluations, at reasonable intervals, during the probationary period.

41 c. A regular employee who is rated as needs improvement or unsatisfactory on his/her performance evaluat ion may, within fourteen ( 14) calendar days from the date of the performance evaluation, informally appeal to his/her supervisor. d. Appeals on employee performance evaluations are not subject to the grievance procedure. Employees may subm it a written rebuttal to a performance evaluation in accordance with Section 10.9b. of the MOU. e. Employees not on probation who hav e not reached the top step of the pay scale shall be evaluated no less than once a y ear. In the event t he evaluation is not performed, it is understood that the employee’s performance is satisfactory and shall automatically receive a salary step increase effective on the salary anniversary date.

42 ARTICLE 11 – SENIORITY AND LAYOFF

43 (2) Failure to return to work when reca lled from layoff as set forth in the recall procedure in Section 11.3(g)
(3) Failure to return to work afte r expiration of a formal leave of absence
(4) Layoff for two (2) continuous years
h. The Agency shall prepare, maintain, and post a seniority list which shall show the names, classification, classification seniority date and Agency service seniority date of all employees covered by the Ag reement. The Union shall be given one (1) copy of the list within thirty (30) calendar days after the effective date of this Agreement, and thereafter a current list every six (6) months.
i. These lists shall be deemed correct as to an employee's seniority unless the employee or the Unio n notifies the Agency to the contra ry in writing within ten (10) working days after a list is given to the Union and posted by the Agency on the bulletin boards as specified in Section 3.6. This section shall be posted at the top of the seniority list.

11.2 LAYOFF, REDUCED WORK SCHEDULE, BUMPING, AND REGRESSION

44 11.3 REDUCED WORK SCHEDULE A ND PERMANENT LAYOFF PROCEDURE a. This Section provides the procedur e to be followed when an employee(s) is to be placed on a reduced work schedule or permanently laid off. The Agency shall determine the timing of the ev ent, the number of employees affected, and in which classification(s) the event will occur.
b. Notice of Layoff In the event of reduced work schedule or layoff, the Agency shall first provide a list of the affe cted classifications and employee(s) to the AFSCME President at least fo rty-five (45) days prior to the event. All affected employees shall be notified at least fourteen ( 14) days prior to the effective date of the event..

45 (3) Bumping: Within a job classi fication, any employee with regular status who is to be laid off s hall have the right to bump, in descending order, to job classifica tions within his/her regression ladder, if any, provided that the employee meets the qualifications of the lower classification and can bump an employee in the lower classification as follows:
1 st Limited-term employee with the least Agency service seniority
2nd Part-time employee with the least Agency service
seniority
3rd Employee with probationar y status with the least
classification seniority
4th Regular employee with the least
classification seniorit y, provided the bumping
employee has greater Agency seniority
Employees who do not wish to bump down or are unable to bump to another or lower classification or are not qualifi ed to perform the functions of the lower classification shall be laid off. (4) Probationary Employee: An y probationary employee who is affected by a layoff or displace d by a bumping employee shall return to the former job classi fication where the employee held regular status, if the employee is eligible to bump a less senior employee. If a probationary employee did not hold regular status in another job classification, he/she will be laid off without right of recall.
(5) In-Lieu of Bumping: An employ ee may accept layoff in lieu of the opportunity to bump by notifying the Human Resources Department within three (3) working days of re ceiving notice of layoff. Where the employee accepts a layoff in lieu of a bumping, said employee shall forfeit all recall rights exc ept to a vacancy within the same classification from which the employee was laid off.
(6) Salary in Event of Bumping: An employee who bumps down to a lower classification pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to bum ping provided there is no increase in pay.

46 (7) Fringe Benefits: Employees laid off shall be paid vacation and other benefits pursuant to this Agreement. Employees being recalled shall have their sick leave restored.

47 11.5 EMPLOYEES NOT COVERED BY THIS AGREEMENT
a. Where an employee holds st atus in a job classification not covered by this Agreement, and is laid off from that job classification, such employee shall be entitled to bump to a job classification covered by th is Agreement in accordance with Section

11.3(c)(3) of this Article, provided such em ployee held regular status in such bargaining unit job classification not more than two (2) years prior to the ef fective date of the layoff.

48 ARTICLE 12 – REIMBURSEMENTS

12.3 DOWNTOWN PARKING SUBSIDY
Full-time regular and limit ed-term employees who are assigned to the downtown area are eligible to receive a $200per month parking subsidy provided that:
a. The employee does not receive re imbursement for Sa cramento Regional Transit or other bus or mass transit transportation for the same month. b. The employee is not provided free parking.

49 ARTICLE 13 – SAFETY AND UNIFORMS

13.2 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the A gency. Employees who wear prescription glasses shall be required to wear protec tive eyewear supplied by the Agency or prescription safety glasses. The Agency shall provide non-prescription safety glasses for employees.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The Agen cy will reimburse the employee for the purchase of prescription safety glasses up to a maximum cost of $300for one pair of glasses every two (2) years.
c. To be eligible for the above reim bursement, the employee must obtain prior authorization from hi s/her supervisor before purc hasing the required safety glasses, and must submit the receipt to the superviso r to verify the cost and substantiate the reimbursement. The A gency maintains the right to specify the standards for non-prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Sa fety Standards for Head, Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old. d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.

50 b. The prescription shall not be more than twenty-four (24) months old to qualify for reimbursement under this Article. All costs to update the prescription shall be borne by the employee.

13.4 SAFETY SHOES
a. Where the Agency requires that safe ty shoes be worn by employees as a condition of employment, the Agency shall reim burse said employees for the cost of an acceptable safety shoe up to a maximum of $300per pair (including insoles), each calendar year. To be eligible for this reimbursement, the employee must obtain prior authorization from his/her s upervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. b. Employees, including but not limit ed to the following classifications of Maintenance Specialist, Maintenance Lea d, Maintenance Technician, Maintenance Worker, Resident Trainee Progr am Lead, and Semi-Skilled Laborer shall be eligible for safety shoe reimbursement.
c. The Agency maintains the right to s pecify the type of required safety shoe and to require employees in other classifications to wear safety shoes.

51 ARTICLE 14 – MISCELLANEOUS

14.2 SAVING CLAUSE
If any parts of the Agreem ent are found to be illegal, su ch illegality shall not in any way invalidate any other parts of this Agreement.

52 c. The employee shall notify his/her s upervisor of the loss, suspension, or cancellation of his/her drivers license on the first working day following such loss.

14.7 JOINT LABOR/M ANAGEMENT COMMITTEE

Ground Rules shall be established prior to the first meeting and the agreed upon rules shall govern all proceeding meetings.

Credited Years of PERS
Service
Percentage of Employer
Contribution
10 50%
11 55%
12 60%
13 65%
14 70%
15 75%
16 80%
17 85%
18 90%
19 95%
20 or more 100%

53 d. The retiree medical benefit s of all employees first employed after January 1, 2023, shall be as set forth in Government Code Section 22893, and as such may be modified by future legislative action.
e. All additional CALPERS Health eligibi lity requirements shall be included in this program.

14.9 TERM
a. This Agreement shall remain in full force and effect upon approval by the Sacramento City Council and Sacr amento Board of Supervisors from January 1, 2025 through December 31, 2027.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

54 AFSCME LOCAL #146 SACRAMENTO HOUSING AND
Negotiating Committee REDEVELOPMENT AGENCY

____________________________
Wendy Pelletier, Chief Negotiator Tracy Knighton, Chief Negotiator

____________________________
Benjamin Perez, AFSCME President James Shields, Deputy Executive Director

55 ATTACHMENT 1 – SALARY SCHEDULE

Sacramento Housing and Redevelopment Agency

FOR CURRENT SALARY INFORMATION VISIT:

http://agency.governmentjobs.com/shra/default.cfm?action=agencyspecs

56 ATTACHMENT 2 – REGRESSION LADDERS
AFSCME
For employees holding regular status in the below-listed classifications, the regression is as listed within each section:

1. Accounting Technician
Account Clerk
Office Assistant

2. Office Technician
Office Assistant

3. Housing Assistant*

4. Maintenance Specialist

Maintenance Worker

5. Resident Services Technician
Housing Assistant*

The following classifications do not have a regression ladder:

Customer Service Representative
Clerical Assistant
Facilities Coordinator
Maintenance Coordinator
Maintenance Worker Apprentice
Resident Trainee Program Lead

*Agency service seniority must be utilized to downgrade into these classifications.

SALARY SCHEDULE FOR AFSCME REPRESENTED CLASSIFICATIONS - 3.5% Range Adjustment CLASSIFICATIONS CODE UNIT RANGE EFFECTIVE MIN-ANNUAL 1.1.25 MAX-ANNUAL 1.1.25 ACCOUNT CLERK 502 5 D 01/01/2025 44,421.67$ 59,528.56$ ACCOUNTING TECHNICIAN 503 5 EE 01/01/2025 52,929.96$ 70,930.66$ CLERICAL ASSISTANT 526 5 B 01/01/2025 36,545.51$ 48,974.29$ CUSTOMER SERV REPRESENTATIVE 560 5 CC 01/01/2025 42,306.14$ 56,694.39$ CUSTOMER SERV REPRESENTATIVE - OS 560 5 CC1 01/01/2025 42,306.13$ 44,421.44$ FACILITIES COORDINATOR 557 5 I 01/01/2025 74,478.69$ 99,807.75$ HOUSING ASSISTANT 518 5 CC 01/01/2025 42,306.14$ 56,694.39$ MAINTENANCE COORDINATOR 558 5 HH 01/01/2025 70,931.64$ 95,055.06$ MAINTENANCE SPECIALIST 551 5 H 01/01/2025 65,630.20$ 87,951.07$ MAINTENANCE WORKER 559 5 E 01/01/2025 48,974.58$ 65,630.51$ MAINTENANCE WORKER APPRENTICE 561 5 B1 01/01/2025 36,709.30$ 39,678.44$ OFFICE ASSISTANT 512 5 C 01/01/2025 40,290.95$ 53,994.65$ OFFICE TECHNICIAN 536 5 D 01/01/2025 44,421.67$ 59,528.56$ RESIDENT SERVICES TECHNICIAN 507 5 D 01/01/2025 44,421.67$ 59,528.56$ RESIDENT TRAINEE PROGRAM LEAD 556 5 E 01/01/2025 48,974.58$ 65,630.51$ Exhibit C

EXEMPT CLASSIFICATIONS CODE UNIT RANGE EFFECTIVE MIN-ANNUAL MAX-ANNUAL AGENCY CLERK-RANGE 1 215 2 7 01/05/24 66,938$ 103,843$ AGENCY CLERK-RANGE 2 214 2 11 01/05/24 81,364$ 126,222$ AGENCY COUNSEL-RANGE 1 218 2 9 01/05/24 73,799$ 114,487$ AGENCY COUNSEL-RANGE 2 219 2 14 01/05/24 94,188$ 146,117$ AGENCY COUNSEL-RANGE 3 220 2 18 01/05/24 114,487$ 177,606$ ASSET MANAGER 250 2 17 01/05/24 109,035$ 169,149$ ASSISTANT DIRECTOR 116 1 20 01/05/24 126,222$ 195,811$ CHIEF FINANCIAL OFFICER 131 1 26 01/05/24 169,149$ 262,405$ CONFIDENTIAL ADMIN ASSISTANT 403 4 C9 01/05/24 46,707$ 72,458$ CONFIDENTIAL ADMIN SPECIALIST 404 4 C10 01/05/24 49,042$ 76,081$ CONFIDENTIAL CLERK 412 4 C3 01/05/24 34,854$ 54,069$ CONSTRUCTION PROJECT MANAGER 263 2 10 01/05/24 77,489$ 120,211$ CONTRACTS ADMINISTRATOR 246 2 7 01/05/24 66,938$ 103,843$ DEPUTY EXECUTIVE DIRECTOR 101 1 26 01/05/24 169,149$ 262,405$ DIRECTOR-RANGE 1 108 1 23 01/05/24 146,117$ 226,676$ ENGINEERING PROJECT MANAGER 236 2 13 01/05/24 89,703$ 139,159$ EXECUTIVE ASSISTANT 411 4 C10 01/05/24 49,042$ 76,081$ EXECUTIVE DIRECTOR 100 1 ED 01/05/24 253,667$ 356,935$ FINANCE ANALYST 243 2 7 01/05/24 66,938$ 103,843$ GENERAL COUNSEL 102 1 27 01/05/24 177,606$ 275,526$ GRANT WRITER 241 2 7 01/05/24 66,938$ 103,843$ HUMAN RESOURCES ANALYST 262 2 7 01/05/24 66,938$ 103,843$ HUMAN RESOURCES ASSISTANT 410 4 C5 01/05/24 38,426$ 59,612$ HUMAN RESOURCES SPECIALIST 406 4 C11 01/05/24 51,494$ 79,885$ HUMAN RESOURCES TECHNICIAN 405 4 C9 01/05/24 46,707$ 72,458$ INTERNAL AUDITOR 261 2 7 01/05/24 66,938$ 103,843$ IT APPLICATIONS & DEVELOPMENT ANALYST248 2 11 01/05/24 81,364$ 126,222$ IT APPLICATIONS & SUPPORT ANALYST 254 2 11 01/05/24 81,364$ 126,222$ IT BUSINESS ANALYST 242 2 10 01/05/24 77,489$ 120,211$ MAINTENANCE SUPERVISOR 257 2 9 01/05/24 73,799$ 114,487$ MANAGEMENT ANALYST 231 2 10 01/05/24 77,489$ 120,211$ MANAGER IN TRAINING 299 2 1 01/05/24 49,950$ 77,489$ NETWORK ENGINEER 249 2 12 01/05/24 85,432$ 132,533$ PORTFOLIO MANAGER 255 2 18 01/05/24 114,487$ 177,606$ PROGRAM INTEGRITY ANALYST 325 2 2 01/05/24 52,448$ 81,364$ PROGRAM MANAGER 205 2 18 01/05/24 114,487$ 177,606$ PROJECT COORDINATOR 252 2 7 01/05/24 66,938$ 103,843$ PROJECT MANAGER 251 2 13 01/05/24 89,703$ 139,159$ PUBLIC INFORMATION OFFICER 202 2 13 01/05/24 89,703$ 139,159$ REAL ESTATE ADMINISTRATOR 260 2 10 01/05/24 77,489$ 120,211$ REAL ESTATE COORDINATOR 239 2 4 01/05/24 57,824$ 89,703$ REGIONAL MANAGER 256 2 9 01/05/24 73,799$ 114,487$ RESIDENT SERVICES SUPERVISOR 326 2 4 01/05/24 57,824$ 89,703$ RESIDENT TRAINEE SUPERVISOR 307 2 1 01/05/24 49,950$ 77,489$ SECTION 3 ADMINISTRATOR 253 2 7 01/05/24 66,938$ 103,843$ SENIOR CONSTRUCTION PROJECT MANAGER236 2 13 01/05/24 89,703$ 139,159$ SENIOR HUMAN RESOURCES ANALYST 245 2 9 01/05/24 73,799$ 114,487$ SENIOR MANAGEMENT ANALYST 235 2 12 01/05/24 85,432$ 132,533$ SENIOR PROGRAM ANALYST 240 2 4 01/05/24 57,824$ 89,703$ SENIOR PROJECT MANAGER 264 2 16 01/05/24 103,843$ 161,094$ STAFF MANAGER 247 2 13 01/05/24 89,703$ 139,159$ SUPERVISOR 304 2 9 01/05/24 73,799$ 114,487$

SALARY SCHEDULES FOR SHRA EXEMPT AND CONFIDENTIAL CLASSIFICATIONS

SALARY SCHEDULE FOR SHRA-EA REPRESENTED CLASSIFICATIONS

CLASSIFICATIONS CODE UNIT RANGE EFFECTIVE MIN-ANNUAL MAX-ANNUAL ACCOUNTANT 602 6 HH 01/05/2024 68,532.99$ 87,467.27$ ACCOUNTANT SPECIALIST 601 6 EE 01/05/2024 51,140.06$ 65,268.61$ ASSISTANT AGENCY CLERK 657 6 G 01/05/2024 59,201.26$ 75,557.70$ BUYER 611 6 GG 01/05/2024 62,161.38$ 79,334.75$ CD ANALYST-RANGE 1 603 6 GG 01/05/2024 62,161.38$ 79,334.75$ CD ANALYST-RANGE 2 604 6 I 01/05/2024 71,958.97$ 91,840.58$ COMMUNITY OUTREACH LIASON 686 6 FF 01/05/2024 56,381.57$ 71,958.97$ COMMUNITY PROPERTY REP 676 6 FF 01/05/2024 56,381.57$ 71,958.97$ COMMUNITY PROPERTY REP-OS 677 6 LA2 01/05/2024 41,575.31$ 41,575.31$ COMPLIANCE ANALYST-RANGE 1 678 6 GG 01/05/2024 62,161.38$ 79,334.75$ COMPLIANCE ANALYST-RANGE 2 679 6 HH 01/05/2024 68,532.99$ 87,467.27$ COMPLIANCE/PROCUREMENT ANALYST 617 6 HH 01/05/2024 68,532.99$ 87,467.27$ CONSTRUCTION TECHNICIAN 632 6 HH 01/05/2024 68,532.99$ 87,467.27$ CONTACT CENTER AGENT 685 6 DD 01/05/2024 45,045.96$ 57,490.50$ FINANCE SPECIALIST-PAYROLL 618 6 EE 01/05/2024 51,140.06$ 65,268.61$ GIS ANALYST 664 6 I 01/05/2024 71,958.97$ 91,840.58$ HOUSING AUTHORITY ANALYST 646 6 H 01/05/2024 65,268.61$ 83,301.26$ HOUSING FINANCE ANALYST-RANGE1 606 6 HH 01/05/2024 68,532.99$ 87,467.27$ HOUSING FINANCE ANALYST-RANGE2 609 6 J 01/05/2024 79,334.75$ 101,253.67$ HOUSING FINANCE ANALYST-RANGE3 635 6 K 01/05/2024 87,467.27$ 111,631.91$ HOUSING PROGRAM SPECIALIST 647 6 G 01/05/2024 59,201.26$ 75,557.70$ HOUSING PROGRAM TECHNICIAN I 665 6 DD 01/05/2024 45,045.96$ 57,490.50$ HOUSING PROGRAM TECHNICIAN II 667 6 E1 01/05/2024 49,662.23$ 63,383.99$ HOUSING SERVICES COORDINATOR 674 6 FF 01/05/2024 56,381.57$ 71,958.97$ IT CUST SERVICES SUPPORT SPEC 642 6 GG 01/05/2024 62,161.38$ 79,334.75$ IT DESKTOP & SUPPORT ANALYST 682 6 I 01/05/2024 71,958.97$ 91,840.58$ LOAN SERVICING ANALYST 625 6 HH 01/05/2024 68,532.99$ 87,467.27$ PRINCIPAL ACCOUNTANT 651 6 J 01/05/2024 79,334.75$ 101,253.67$ PROCUREMENT SPECIALIST 687 6 GG 01/05/2024 62,161.38$ 79,334.75$ PROGRAM LEAD 684 6 HH 01/05/2024 68,532.99$ 87,467.27$ PROGRAM TECHNICIAN 627 6 FF 01/05/2024 56,381.57$ 71,958.97$ REAL ESTATE ANALYST 660 6 HH 01/05/2024 68,532.99$ 87,467.27$ REAL ESTATE SPECIALIST 655 6 GG 01/05/2024 62,161.38$ 79,334.75$ REGULATORY COMPLIANCE ANALYST 659 6 HH 01/05/2024 68,532.99$ 87,467.27$ REGULATORY COMPLIANCE SPEC 658 6 G 01/05/2024 59,201.26$ 75,557.70$ RELOCATION SPECIALIST 680 6 FF 01/05/2024 56,381.57$ 71,958.97$ SENIOR HOUSING PROGRAM SPEC 681 6 HH 01/05/2024 68,532.99$ 87,467.27$ SENIOR LEASING AGENT 673 6 LA2 01/05/2024 41,575.31$ 41,575.31$ SENIOR LOAN SERVICING ANALYST 669 6 J 01/05/2024 79,334.75$ 101,253.67$

Sacramento City CouncilNovember 19, 2024

Sacramento City Council
November 19, 2024