Item 05 2025-00571 (City Council-Housing Authority) Labor Agreement - Approve SHRAEA Labor Agreements-MOU; Approve SHRA Revised Agency Wide Salary Schedule [Published for 10-Day Review

City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2025-00571 3/25/2025 Consent Item 5.
(City Council/Housing Authority) Labor Agreement: Approval of Sacramento Housing and Redevelopment Agency Employee Association (SHRAEA) Labor Agreements/Memorandum of Understanding; Approval of Sacramento Housing and Redevelopment Revised Agency Wide Salary Schedule [Published for 10-Day Review on 03/14/2025] File ID: 2025-00571
Location: Citywide
Recommendation: Adopt: 1) a City Council Resolution: a) approving the Memorandum of Understanding (MOU) between the Sacramento Housing and Redevelopment Agency (SHRA or Agency) and the Sacramento Housing & Redevelopment Agency Employee Association (SHRAEA); b) approving the revised Salaries for SHRAEA (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 Sacramento Housing and Redevelopment Agency Employee Association (SHRAEA); b) approving the revised salaries for SHRAEA (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; and continue to March 25, 2025, for approval.

Contact: Tracy Knighton, Human Resources Manager, (916) 440-1359, [email protected]; James Shields, Deputy Executive Director of Administration, (916) 440-1319, [email protected] Presenter: None
Attachments:
1-Description/Analysis
2- Attachment 1 - 2025-2027 Collective Bargaining Agreement - SHRAEA- Redline 3- Attachment 2 - 2025 Represented Salary Schedule - Redline 4-City Council Resolution
5-Housing Authority Resolution
6- Exhibit A- 2025-2027 Collective Bargaining Agreement - SHRAEA - Final 7- Exhibit B - 2025 Agency Wide Salary Schedule - Final

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File ID: 2025-00571 3/25/2025 Consent Item 5.

Description/Analysis
Issue Detail: This report recommends that the City Council and Housing Authority of the City of Sacramento authorize approval of the successor MOU for SHRAEA as follows:

Sacramento Housing & Redevelopment Agency Employee Association:

The 2022-2024 MOU between SHRA and the Sacramento Housing and SHRAEA expired on December 31, 2024. SHRA and SHRAEA have negotiated a successor MOU.

Attachment 1 is the redline version of the successor MOU, which includes the following major new contract terms:
· The new term expires December 31, 2027.
· Effective March 25, 2025, all SHRAEA represented employees shall receive a 3.5% salary range increase.
· Effective January 1, 2026, all SHRAEA 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 SHRAEA 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 March 25, 2025, Exhibit B 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) years 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 years on January 1 of each year shall receive $1000 on the second payday of January · Cafeteria/group insurance contribution may be used towards health and/or dental benefits.

Effective April 1, 2025, the Agency’sdesignated 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

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File ID: 2025-00571 3/25/2025 Consent Item 5.
o Employee plus two or more: $2,194 per month
· 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 California Public Employee’s Retirement System (CalPERS) to determine the appropriate compensation earnable for each SHRA employee when calculating their pension benefit. A redline version of the salary schedule is shown in Attachment 1.

The final, comprehensive Agency wide salary schedule is attached to the Resolutions as Exhibit B.

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 on March 14, 2025, in compliance with City Code.

Economic Impacts: None.

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 (CEQA) 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 (NEPA), 24 CFR (a)(3).

Sustainability: Not applicable.

Commission/Committee Action: Not applicable.

Rationale for Recommendation: Approval of the attached resolutions will establish a new MOU

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File ID: 2025-00571 3/25/2025 Consent Item 5.
between SHRA and SHRAEA in accordance with appropriate labor law requirements through December 31, 2027. In addition, it will establish a new salary schedule for SHRAEA, Unit 6.

Financial Considerations: The cost of the MOU with SHRAEA is approximately $959,550. 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:

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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1 AGR

EEMENT BETWEEN

SACRAMENTO HOUSING AND REDEVELOPMENT AGENCY

EMPLOYEES ASSOCIATION
AND

SACRAMENTO HOUSING AND REDEVELOPMENT AGENCY
July 1, 2022 – December 31, 2024
M
arch 25, 2025 – December 31, 2027
Attachment 1

2 3

PREAMBLE ...................................................................................................................... .......................................... 6 ARTICLE 1 – ENTIRE AGREEMENT .................................................................................................. .................. 7

1.1 ENTIRE AGREEMENT ..................................................................................................................... ........... 7 ARTICLE 2 – RIGHTS OF MANAGEMENT .............................................................................................. ........... 8

2.1 RIGHTS OF MANAGEMENT .................................................................................................................... . 8 ARTICLE 3 – ASSOCIATION RIGHTS ................................................................................................ .................. 9

3.1 ASSOCIATION RECOGNITION ................................................................................................................. 9

3.2 PAYROLL DEDUCTIONS .................................................................................................................... ..... 10

3.3 AGENCY SHOP .......................................................................................................................... ............ 1212

3.4 ASSOCIATION STEWARDS AND ASSOCIATION REPRESENTATION ............................................ 14

3.5 ASSOCIATION BUSINESS ...................................................................................................................... . 15

3.6 ASSOCIATION LEAVE ......................................................................................................................... .... 15

3.7 BULLETIN BOARDS ........................................................................................................................ ......... 16

3.8 USE OF FACILITIES .................................................................................................................... .............. 16 ARTICLE 4 – GRIEVANCE AND ARBITRATION PROCEDURE................................................................... 17

4.1 DEFINITION .................................................................................................................... ........................... 17

4.2 INTENT ........................................................................................................................ ............................... 17

4.3 PROCEDURE...................................................................................................................... ........................ 17

4.4 GRIEVANCE TIMELINES AND LIMITATIONS ..................................................................................... 17

4.5 INFORMAL GRIEVANCE ..................................................................................................................... .... 17

4.6 FORMAL GRIEVANCE - STEP 1 .............................................................................................................. 18

4.7 FORMAL GRIEVANCE - STEP 2 .............................................................................................................. 18

4.8 FORMAL GRIEVANCE - ARBITRATION ............................................................................................... 18 ARTICLE 5 – SALARIES .......................................................................................................... .............................. 20

5.1 WAGE AND SALARY ADJUSTMENTS .................................................................................................. 20

5.2 SALARY STEP INCREASE AND FLEX STAFFING ADVANCEMENT ................................................ 20

5.3 Y-RATE......................................................................................................................... .......................... 2121 ARTICLE 6 – EMPLOYEE BENEFITS ................................................................................................................. 22

6.1 HEALTH INSURANCE ..................................................................................................................... ......... 22

6.2 LIFE INSURANCE ..................................................................................................................... ............ 2424

6.3 HEALTH INSURANCE PREMIUM ADVANCE .................................................................................. 2424

6.4 RETIREMENT PLAN AND CONTRIBUTION ......................................................................................... 24

6.5 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE ............................................................. 2525

6.6 FLEXIBLE SPENDING ACCOUNTS .................................................................................................... 2525

6.7 OTHER EMPLOYEE BENEFITS ............................................................................................................... 25

6.8 STATE DISABILITY INSURANCE ...................................................................................................... 2626 ARTICLE 7 – HOURS OF WORK AND OVERTIME ..................................................................................... 2727

7.1 HOURS OF WORK .......................................................................................................................... ....... 2727

7.2 OVERTIME ...................................................................................................................... ....................... 2727

7.3 COMPENSATORY TIME OFF (CTO) ................................................................................................... 2727

7.4 PART-TIME EMPLOYMENT ................................................................................................................ 2828 ARTICLE 8 – HOLIDAYS AND LEAVES ............................................................................................... ......... 2929

8.1 HOLIDAYS ...................................................................................................................... ....................... 2929

8.2 ANNUAL LEAVE.......................................................................................................................... ......... 3030

8.3 SICK LEAVE ......................................................................................................................... ................. 3131

8.4 COURT LEAVE/JURY DUTY ............................................................................................................... 3232

8.5 LEAVES OF ABSENCE WITHOUT PAY ............................................................................................. 3232

4 8.6 PARENTAL LEAVE ......................................................................................................................... ...... 3434

8.7 CATASTROPHIC LEAVE ..................................................................................................................... 3535

8.8 AGENCY CLOSURES ...................................................................................................................... ..... 3535 ARTICLE 9 – SPECIAL ALLOWANCES ................................................................................................ ......... 3737

9.1 CALL-IN PAY ........................................................................................................................... ............. 3737

9.2 NIGHT-SHIFT DIFFERENTIAL ............................................................................................................ 3737

9.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION .................................................................. 3737

9.4 LONGEVITY PAY ........................................................................................................................... ...... 3838

9.5 BILINGUAL PAY ........................................................................................................................... ........ 3838 ARTICLE 10 – PERSONNEL ACTIONS ................................................................................................ ........... 3939

10.1 PROBATIONARY PERIOD FOR NEW HIRES, TRANSFERS, PROMOTIONS OR PROBATIONARY EMPLOYEES ASSIGNED TO FILL A VACANCY .......................................................................................... 3939

10.2 SELECTION FOR VACANCIES (STEP TO STEP TRANSFER).......................................................... 3939

10.3 PROMOTIONS .................................................................................................................... ................... 4040

10.4 PROMOTIONAL TRANSFERS ............................................................................................................. 4040

10.5 TRANSFERS WITHIN CLASSIFICATION .......................................................................................... 4141

10.6 INVOLUNTARY TRANSFERS ............................................................................................................. 4141

10.7 DEMOTIONS ..................................................................................................................... ..................... 4141

10.8 TRANSITION .................................................................................................................... ..................... 4242

10.9 DISCIPLINARY ACTION ...................................................................................................................... 4242

10.10 IN-LIEU DISCIPLINE .................................................................................................................... .... 4343

10.11 CITIZENS COMPLAINT.................................................................................................................... 4343

10.12 EMPLOYEE PERSONNEL RECORDS ............................................................................................. 4343

10.13 EMPLOYEE PERFORMANCE EVALUATIONS ............................................................................. 4444 ARTICLE 11 – SENIORITY AND LAYOFF ............................................................................................. ........ 4545

11.1 SENIORITY AND CLASSIFICATION DEFINITIONS ........................................................................ 4545

11.2 LAYOFF, TEMPORARY LAYOFF, REDUCED WORK SCHEDULE, BUMPING AND REGRESSION LADDER DEFINITIONS ................................................................................................................... ................ 4646

11.3 REDUCED WORK SCHEDULE, TEMPORARY LAYOFF AND PERMANENT LAYOFF PROCEDURE ..................................................................................................................... ................................ 4747

11.4 RECALL ........................................................................................................................ .......................... 4949

11.5 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM .................................... 5050

11.6 EMPLOYEES NOT COVERED BY THIS AGREEMENT .................................................................... 5151 ARTICLE 12 – REIMBURSEMENTS ................................................................................................... ............. 5252

12.1 TUITION REIMBURSEMENT .............................................................................................................. 5252

12.2 REGIONAL TRANSIT MONTHLY PASS ............................................................................................ 5252

12.3 DOWNTOWN PARKING SUBSIDY ..................................................................................................... 5252

12.4 MILEAGE REIMBURSEMENT ............................................................................................................ 5252 ARTICLE 13 – SAFETY AND UNIFORMS .............................................................................................. ........ 5454

13.1 HEALTH AND SAFETY ........................................................................................................................ 5454

13.2 HEALTH AND SAFETY EQUIPMENT ................................................................................................ 5454

13.3 UNIFORMS ...................................................................................................................... ....................... 5454 ARTICLE 14 – MISCELLANEOUS .................................................................................................... ............... 5555

14.1 SAVING CLAUSE ........................................................................................................................ .......... 5555

14.2 STRIKES AND LOCKOUTS .................................................................................................................. 5555

14.3 CLASSIFICATION STRUCTURE CHANGES ..................................................................................... 5555

14.4 DRIVER LICENSE AND INSURABILITY ........................................................................................... 5555

14.5 TELEWORK PROGRAM ....................................................................................................................... 5555

5 14.6 RETIREE HEALTH INSURANCE CONTRIBUTION PROGRAM
…………………………………………………………………………………………………52

14.7 TERM .......................................................................................................................... ............................ 5656 EXHIBIT A – SALARY SCHEDULE ................................................................................................... .............. 5959 EXHIBIT B – REGRESSION LADDERS ................................................................................................ .......... 6060 6 PREAMBLE
This Agreement, hereinafter referred to as the Agreement, has been entered into by the SACRAMENTO HOUSING AND REDEVELOPMENT AGENCY OF THE CITY AND COUNTY OF SACRAMENTO, hereinafter referred to as the Agency, and the

SACRAMENTO HOUSING AND REDEVELOPMENT AGENCY EMPLOYEES
ASSOCIATION, hereinafter referred to as the Association. These parties have 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 Association, establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, hours of work, and other conditions of employment.

7 ARTICLE 1 – ENTIRE AGREEMENT

1.1 ENTIRE AGREEMENT
a. This Agreement, upon ratification by the Governing Boards, supersedes and cancels all prior practices and agreements, 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. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the scope of representation and that the understanding and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Agency and the Association, for the duration of this Agreement and any extension, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated, to negotiate with respect to any subject or matter, whether or not referred to or covered in this Agreement even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.
c. This Article shall not be construed so as to prevent the parties from mutually agreeing, in writing, to reopen a provision or provisions in this Agreement, so long as reopened provisions are specified in the parties' mutually reopened agreement and other provisions in this Agreement continue in full force and effect.

8 ARTICLE 2 – RIGHTS OF MANAGEMENT

2.1 RIGHTS OF MANAGEMENT
The Agency retains all rights not expressly 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 right to: a) direct, supervise, hire, promote, evaluate, suspend, discipline, discharge, transfer, assign, schedule and retain employees; b) dismiss employees due to lack of work, lack of funds, or abolishment of position; c) determine services to be render ed, operations to be performed, utilization of technology, work and productivity standards, and methods of work to be performed; d) determine the mission of the Agency, its organization, the number of employees, appropriate job classifications and all budgetary matters; e) maintain and improve the efficiency and effectiveness of Agency operations; and f) take any necessary actions to carry out its mission in situations of emergency.

9 ARTICLE 3 – ASSOCIATION RIGHTS

3.1 ASSOCIATION RECOGNITION
a. For the purposes of meeting and conferring with respect to wages, hours, and other terms and conditions of employment, the Agency recognizes the Association as the sole and exclusive bargaining agent for all employees in the Administrative and Technical Unit in the following job classifications, subject to the right of an employee to represent himself/herself as provided in Government Code Section 3502.

Accountant
Accountant Specialist
Assistant Agency Clerk
Buyer
Community Development Analyst – Range 1
Community Development Analyst – Range 2
Community Property Representative
Community Property Representative – On Site
Compliance Analyst I
Compliance Analyst II
Compliance/Procurement Analyst
Construction Engineer
Construction Technician
Contact Center Agent
Community Outreach Liaison
Finance Specialist - Payroll
GIS Analyst
Housing Authority Analyst
Housing Finance Analyst - Range 1
Housing Finance Analyst - Range 2
Housing Finance Analyst - Range 3
Housing Program Specialist
Housing Program Technician I
Housing Program Technician II
Housing Services Coordinator
IT Customer Support Specialist
IT Desktop & Support Analyst
Leasing Agent
Loan Processing Analyst
Loan Servicing Analyst
Payroll Analyst
Principal Accountant
Principal Construction Architect
Principal Construction Technician
Procurement Specialist
Program Lead
Program Technician

10 Real Estate Analyst
Real Estate Specialist
Relocation Specialist
Regulatory Compliance Analyst
Regulatory Compliance Specialist
Resident Services Specialist
Senior Compliance/ Procurement Analyst
Senior Housing Program Specialist
Shelter Coordinator
Sr. Leasing Agent
Sr. Loan Servicing Analyst

b. Employment Status:

The standing of an employee's present appointment. There are the following 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 completed the required probationary period of fifty-two (52) weeks of continuous service.

Pre-approved time off during the probationary period shall not be considered to be a break in continuous service; however, any absence exceeding ten (10) work days shall extend the probationary period by an equal amount of time.

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

Limited-Term: The status of an employee hired for a limited duration, up to a maximum of eighteen (18) 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 Agency will not utilize limited-t erm positions to circumvent the establishment of regular positions.
d. The Association will not object to the State Mediation and Conciliation Service or the American Arbitration Association conducting an election pursuant to the Agency's Employer-Employee Relations Policy.

3.2 PAYROLL DEDUCTIONS

11 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 Association 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)(2) insurance premiums for plans to which the Agency is not a contracting party, including A ssociation-sponsored disability insurance premiums and automobile insurance premiums; and (4)(3) charitable contributions.
b. All payroll deductions set forth in Section 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 are currently used. Any changes or modifications shall be agreed upon between the Agency and the Association.
(2) Such deductions shall be made only upon submission to the Human Resources Department of said aut horization form duly completed and executed by the employee and the Association.
(3) The Association 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 Association.
(4) The Agency must approve, in advance, all payroll deductions made pursuant to Section 3.2(a)(3) and (4). All insurance plans must be approved as being non-competitive and non-duplicative of Agency- offered insurance programs.
(5) The Association agrees to indemnify, defend and hold the Agency, its 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 Association a check for all the deductions.

12 d. Solicitation and/or servicing of Association 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 AGENCY SHOP
a. General
As a condition of continued employment, all regular employees who are paid one or more hours salary during a bi-weekly pay period, and all part-time employees who are paid forty (40) or more hours salary during a bi-weekly pay period shall be a member of the Association or pay an agency shop service fee to the Association in an amount determined as set forth in subsection (b) below. b. Service Fee
The service fee required shall be an amount equal to the Association's uniformly-applied standard initiation fee, periodic dues and general assessments. In computing such amounts, the Association shall exclude expenditures for members-only benefits and Association expenditures for political and ideological purposes unrelated to collective bargaining, contract administration and grievance adjustment. Any dispute as to the service fee or the amount thereof shall be directed solely to the Association, and the Agency shall not be a party to the dispute.

No employee who is paid for less than one hour of salary during a bi-weekly pay period and no part-time employee who is paid for less than forty (40) hours of salary during a bi-weekly pay period shall be required to pay a service fee under this Section.

Further, no employee shall be required to pay any service fee through their first full calendar month of employment with the Agency.
c. 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 employment. 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 taxation under Internal Revenue Code Section 501(c)(3).

Upon request of the Association, such employee shall be required to submit to the Association proof of payment of the in-lieu-of service fee. For purposes of this Section, such employees shall choose from the following three (3) organizations:

United Way
Firefighters Burn Institute
Children's Receiving Home

13 Employees claiming a religious exemption shall be required to file a written statement under oath or affirmation with the Association, which identifies the religious organization by name, if any, and which provides in detail that the employee and the organization meet all of the requirements for claiming the religious exemption. d. Disclosure and Reporting
The Association shall keep an adequate itemized record of its financial transactions and shall make available annually, to the Agency upon written request and to the employees covered by this Section within sixty (60) days after the end of its fiscal year, a detailed written financial report thereof in the form of a balance sheet and an operating statement, certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant. The Association, if required to file financial reports under the L abor-Management Disclosure Act of 1959 covering employees governed by this Agreement, or if required to file financial reports under Section 3546.5 of the Government Code, shall instead provide the Agency with a copy of such financial reports.
e. Hold Harmless
The Association shall promptly refund to the Agency any amounts paid to the Association in error under this Section.

The Association expressly agrees to indemnify and hold the Agency harmless from any and all claims, demands, costs (including any costs incurred by the Agency in defense of a lawsuit), expenses, damages or other monetary losses arising out of or in any way connected with any action or inaction 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 actions 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 cover all costs and expenses, including any costs incurred by the Agency in defense of a lawsuit.
f. Change of Law
In the event there is a change in the law whereby any provision hereof becomes invalid or if for any reason any provision of this Section is rendered unlawful by any published appellate court decision, this Section shall be forthwith deemed amended to comply with the change or decision in question.
g. Discipline Procedure
Failure to pay the required service fee under this Section constitutes cause for discharge pursuant to Section 10.8 of this Agreement. However, no employee shall be terminated under this Section unless:

14 (1) The Association first has notified the employee by letter, explaining that he/she is delinquent in not tendering the required service fee, or payment in lieu of service fee pursuant to subsections (b) and (c) above, specifying the current amount of the delinquency, and warning the employee that unless such service fee, or payment in lieu of service fee, is tendered within thirty (30) calendar days, the employee will be reported to the Agency for termination as provided in this Section; and
(2) The Association has furnished the Agency with written proof that the procedure of subsection (1) above 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 Association must further provide, when requesting the Agency to terminate the employee, the following written notice:
"The Association certifies that (employee's name) has failed to tender the agency shop service fee, or payment in lieu of service fee, required as a condition of employment under this Agreement and that under the terms thereof, the Agency shall terminate the employee."
h. Employee Rights
Employees covered by this Agreement shall have all rights specified in Government Code Section 3502.5(b).

3.4 ASSOCIATION STEWARDS AND ASSOCIATION REPRESENTATION a. The Agency recognizes and agrees to deal with the accredited Association stewards and representatives of the Association in all matters relating to grievances and the interpretation of this Agreement.
b. A written list of officers of the Association and the Association stewards with the specific areas they represent, shall be furnished to the Agency immediately after their designation and the Association shall notify the Agency promptly in writing of any changes of such Association officers or stewards.
c. The number of Association stewards shall not exceed four (4). Any change in the number of stewards shall be made by written consent of both parties. d. Upon notification of the Human Resources Manager, or his/her designated representative, a representative of the Association who will be representing the employee in the grievance and arbitration procedure, may visit the Agency at any time mutually agreeable to both parties for the purpose of preparing the case for arbitration. e. A representative of the Agency, at its option, may accompany the parties.

In addition, the representatives and the Association President, or his/her designated

15 representative, may privately interview employees, 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.
f. During any such visits, representative s shall not in any way interfere with the orderly and efficient operation of the Agency.
g. Notwithstanding the provisions 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 Association stewards and those Association officers elected by the general membership. Further, the provisions of Section 3.4(d) shall apply to only such persons (including a representative of the Association).
h. Notwithstanding any provision of this Section, in the event the full agency shop becomes effective for the Unit during the term of this Agreement, the Association stewards for the Unit shall have no extens ive designated responsibilities and shall not conduct any Association or representational activities, including grievance handling, on Agency time unless prior approval is expressly granted by Agency management.

3.5 ASSOCIATION BUSINESS
a. An employee who is elected or appointed to the Association office, or is selected for regular employment with the Association, shall be granted a leave of absence upon written request, at least thirty (30) days in advance, from the Agency. The leave shall be without pay for a one-year period or less. Leave of absence for Association business shall count as service time for the purpose of determining seniority. b. Members of the Association Negotiating Committee shall be granted leave from duty with full benefits for the purpose of negotiating the terms of an agreement when such meetings take place at a time during which such members are scheduled to be on duty.
c. An employee who is elected or selected by the Association, upon written request of the President of the Association, may be granted an excused absence without pay for a period of time sufficient to attend to union business , conferences, conventions, or special training schools, subject to the needs of the Agency.

3.6 ASSOCIATION LEAVE
a. The Association shall accrue a leave bank of twelve (12) hours per month, to be used for the purposes of conducting Association business and attending training.

These hours may only be used by Association representatives employed by the Agency.

16 c. The use of Association leave hours shall only be allowed if the Association provides a minimum of five (5) working days advance notice. The request shall be in writing and the approval/denial shall be provided in writing in a timely manner. Except for failure to provide five (5) working days advance notice, the leave request shall not be denied unless it would interfere with Agency business.
d. None of the leave hours shall be used for the purposes of advancing Association political views, such as attending political rallies or conferences, to support candidates running for office, or any such events of a similar nature. e. Association representatives using leave time for reasons other than is expressly provided under this Article shall forfeit their rights to Association Leave and may be subject to disciplinary action up to and including termination.

3.7 BULLETIN BOARDS
a. For purposes of posting Association notices, the Agency shall provide the Association with adequate space on bulletin boards in areas where the Association has employees it represents. Such notices may be posted by the Association. b. The Agency shall provide the Association with a list of bulletin boards with adequate space for Association 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 concerning the appropriateness of material posted, the President of the Association 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.

3.8 USE OF FACILITIES
a. The Association can use Agency conference rooms and similar facilities for meetings with employees. Use of Agency meeting facilities requires reasonable advance notice to the appropriate Agency official and is subject to Agency use of such facilities.

The Agency may establish reasonable regulations governing the use of Agency facilities as provided by this Section.
b. The Association will be permitted reasonable use, not to exceed once per calendar month, of the Agency's mail system for Association 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.

17 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 employees, with respect to the meaning, interpretation, application or enforcement of this Agreement.

4.2 INTENT
It is the intent of the parties to this Agreement to anticipate and diminish causes of grievances and to settle any which arise, informally at the lowest practicable level of supervision, and as fairly and promptly as possible. Therefore, it is agreed that there should be time limits between the initiation of a grievance and its occurrence, between steps of the grievance procedure, and the time in which each answer must be given. Any grievance not initiated, or pursued by the Association, aggrieved employee, or the Agency, as the case may be, within these time limits, will be considered settled on the basis of the last timely demand or answer by the Agency, as the case may be, unless the time is extended by agreement of both parties. At each step of the grievance procedure, the Agency shall make available 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 confidential or which is intimate and private to the grieving employee.

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

4.4 GRIEVANCE TIMELINES AND LIMITATIONS
No matter shall be considered a grievance unless it is presented in writing within thirty (30) calendar days after the occurrence of the events on which the grievance was based or within thirty (30) calendar days from which a reasonable person should have been aware of the grievance events. It is the intent of this provision that a grievance shall be filed as soon as practical. 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 this provision, or for pay discrepancies that are supported by appropriate documentation.

If the Agency does not meet the time limits, the Association 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 group of employees or a representative of the Association shall orally present the grievance to the employee's appropriate supervisor

18 or his/her designated representative within thirty (30) calendar days following the occurrence of events on which the grievance is based. The supervisor shall give his/her answer within ten (10) working days of the date of presentation of the grievance.

4.6 FORMAL GRIEVANCE - STEP 1
If the grievance is not resolved under Section 4.5, it shall be reduced to writing, setting forth the alleged facts or circumstances giving rise to the grievance, the applicable Section of the Agreement asserted to have been violated and the remedy or correction requested of the Agency. The written grievance must be dated and signed by the aggrieved employee or the employee’s representative. The written grievance must be presented to the aggrieved employee's Department Director or the Department Director's designated representative, within ten (10) working days after the supervisor's answer under Section 4.5. The Department Director or designated representative shall establish a time for a grievance meeting with the aggrieved employee and/or the Association representative to occur within ten (10) working days after receipt of the written grievance in an attempt to resolve the matter. At the grievance meeting, the Department Director or designated representative shall receive such evidence relevant to the grievance as the aggrieved employee and/or Association representative may wish to introduce. The Department Director or designated representative 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 satisfactorily resolved at Step 1, the written grievance may be presented to the Executive Director or the Executive Director's designated representative within ten (10) working days after receipt of the Department Director's written answer. The Executive Director or designated representative shall investigate and receive such evidence in the matter as seems just and proper and may meet with the aggrieved employee and/or the Association representative in an attempt to resolve the grievance. The Executive Director or designa ted representative shall then consider the evidence received and render a written decision on the grievance within twenty (20) working days after receipt of the written grievance.
b. The Association or the Agency may initiate their grievances at this Step 2 of the grievance procedure. Any grievance by the Agency against the Association must be filed with the Association President.
c. If the grievance is not resolved at Step 2 by mutual agreement of the parties the matter may be referred to mediation by the California State Mediation and Conciliation Service.

4.8 FORMAL GRIEVANCE - ARBITRATION
a. Grievances not settled at Step 2 of the grievance procedure may be referred to arbitration. Only the Agency or the Association may advance a grievance to arbitration.

Request for arbitration shall be made in writing within ten (10) working days after the

19 Executive Director's response is given. An impartial arbitrator shall be selected jointly by the Agency and the Association within twenty (20) working days of receipt of the request.

The parties shall attempt to mutually agree on an arbitrator. If the parties cannot agree on an arbitrator, they shall immediately make a joint request of the American Arbitration Association or State Mediati on and Conciliation Service for a list of five (5) qualified arbitrators. The parties shall each strike two (2) names from the list and the remaining person shall be accepted as the arbitrator. The arbitrator shall have access to all written statements and documents relevant to the grievance. The arbitrator shall render his/her decision no later than sixty (60) days after the conclusion of the final 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.
b. The arbitrator shall have no authority 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.
c. 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 witness or as the Association representative at an arbitration hearing held pursuant hereto. The Association agrees that the number of witnesses requested to attend and their scheduling shall be kept to a reasonable minimum.
d. The Agency and the Association shall provide, in writing, the names of witnesses and representatives attending the arbitration proceedings, at least one (1) week in advance of the proceedings. No pay shall be provided to the witnesses or Association representative if the Association or grievant fails to provide the one (1) week advance notice.

20 ARTICLE 5 – SALARIES

5.1 WAGE AND SALARY ADJUSTMENTS

1. Effective July 1, 2022, all SHRAEA represented employees shall receive a 2% salary range increase.

2. Effective July 1, 2022, all SHRAEA represented employees shall receive a $500 lump sum payment.

3. Effective January 6, 2023, all SHRAEA classifications shall receive a 3.5% salary range increase.

4. Effective January 5, 2024, all SHRAEA classifications shall receive a 3.5% salary range increase.

1. Effective March 25 , 2025, all SHRAEA 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%).

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 March 25, 2025, Exhibit A Salary Schedule shall be amended to add Step 7.

21 d. A step increase may be denied only for just cause in writing. e. Employees advanced pursuant to the Flexible Staffing Procedure shall receive a new anniversary date upon advancement to the higher salary range. Denial of such advancement shall not be subject to the grievance procedure.

5.3 Y-RATE
Those employees who are reallocated to classifications where the maximum rate of pay is less than the employee's salary immediately prior to the reallocation, pursuant to a classification and pay study, shall be Y-rated until the salary of the affected classification range is increased to the incumbent employee's Y-rated salary.

22 ARTICLE 6 – EMPLOYEE BENEFITS

6.1 HEALTH INSURANCE

Cafeteria/group insurance contributions may be used towards health and/or dental benefits.

Beginning April 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
c. Employee plus two or more: $2,194
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
c. Employee plus two or more: $2,219
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
c. Employee plus two or more: $2,244

Cafeteria/group insurance contributions may 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:

23 a. Employee Only: Lowest Cost HMO Plan at the employee only level plus Dental DMO Plan for employee only per month (2022)
b. Employee plus one: $1,280 per month (2022)
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.a. 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

c.a. Employees are required to maintain health insurance coverage or provide proof of coverage elsewhere. Employees not enrolled in an Agency sponsored medical plan shall be able to use up to $200.00 per month to purchase Agency-sponsored dental, full family vision coverage, and/or life insurance pursuant to section 6.2. d.b. 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 period 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
e.c. All employees who are regularly scheduled to a part-time position in the Administrative and Technical Unit shall receive a pro rata Agency designated group insurance contribution based on the employee's regularly scheduled hours.

24 f.d. To be eligible for the Agency contribution under this Article the full-time employee must be paid for a minimum of forty (40) hours of work during 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 equal to the Agency contribution, in addition to any other employee deductions for health and dental insurance. If this deduction from the employee's paycheck cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month, including such paycheck(s), shall automatically drop the employee from the health and dental insurance program until the next open enrollment period.
g.e. All employees covered by this Agreement shall be enrolled in the employee plus one coverage under the Vision Care Plan "A".
h.f. The Agency’s Cafeteria/group Insurance Contributions for employees hired on or before December 31, 2022 includes the following: The maximum health insurance contribution shall be $360.00 per month and shall continue at $360.00 per month for the duration of this Agreement. This contribution amount is included in the contribution amounts listed in Section 6.1(a) above.

Employees with proof of health coverage from another source qualified under the Affordable Care Act may opt out of the health insurance and cafeteria plan.

6.2 LIFE INSURANCE
The Agency shall provide $10,000 life insurance for probationary, regular, and limited-term employees covered by this Agreement. The Agency agrees that subject to Federal tax limitations and during the applicable open enrollment period, employees may purchase additional life insurance up to three (3) times annual salary. Such insurance may be purchased from the Agency health and dental contribution up to the Federal limit, and from employee out-of-pocket funds thereafter.

6.3 HEALTH INSURANCE PREMIUM ADVANCE
A regular or limited-term employee who is on medical leave and who has exhausted all leave balances and is on le ave 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 may 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 RETIREMENT PLAN AND CONTRIBUTION
a. All employees covered by this Agreement that are not “new members” under the California Public Employees Pension Reform Act of 2013 (“PEPRA”) shall be in the 2% at 55 CalPERS retirement formula. Effective July 1, 2013 the Agency will pay two percent (2%) of the employee’s seven percent (7%) PERS contribution. Effective January 1, 2014 the Agency will pay only one percent (1%) of the employee’s seven

25 percent (7%) PERS contribution. Effective January 1, 2015, the employee will pay the entire seven percent (7%) PERS contribution.
b. 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 employees hired on or after January 1, 2013, who are considered “new members” under the PEPRA shall be in the 2% at 62 CalPERS retirement formula described in PEPRA. In addition, “new members” shall be subject to the equal sharing and contribution requirements in Section 7522.30(a) and (c) and shall pay at least 50% of the normal costs of their pension benefit.

6.5 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE
a. Effective upon adoption, an employee shall have the following option regarding sick leave cash out and/or credit at retirement:
(1) Convert all accrued sick leave to retirement service credit pursuant to Section 20965 of the Government code and Public Employment Retirement Law (PERL) or
(2) Cash out up to thirty-three and one third (33 1/3%) percent of 1040 hours of the accumulated sick leave hours and convert the balance of unused sick leave to retirement service credit with fifteen (15) years or more of Agency service.
b. An employee who terminates employment with the Agency by any reason other than retirement shall forfeit any unused accumulated sick leave.

6.6 FLEXIBLE SPENDING ACCOUNTS
The following flexible spending accounts s hall be available to eligible employees contingent upon the Agency passing the required non-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 6.6(b) and (c).

6.7 OTHER EMPLOYEE BENEFITS
Except as modified by this Agreement, and subject to applicable laws, the following benefits shall remain in effect during the term of this Agreement:

26 a. State Unemployment Insurance
b. State Disability Insurance
c. Worker's Compensation Fund
d. Social Security
e. Public Employees' Retirement System

f. The Agency Human Resources Department is one of the locations employees may obtain information regarding the benefits mentioned above, as well as the Family Medical Leave Act (FMLA) and the Americans With Disabilities Act (ADA). It is not the intent of this section to restrict or expand the rights of employees in regard to the benefits mentioned herein.

6.8 STATE DISABILITY INSURANCE
a. Eligible employees may use State Disability Insurance on an integrated basis with Agency leave benefits providing for holiday time, sick leave, vacation, compensating time off and holiday in lieu time. This provision is an exception to the current policy which otherwise requires exhaustion of all accrued leave balances before a request for a leave of absence without pay can be considered. (1) The Agency shall continue its contributions toward the employee's health, dental, life and retirement contributions in accordance with established laws and practices during the pay periods which include Agency payment for integrated leave balances. The employee shall be responsible for payment of premiums required to maintain medical insurance coverages when Agency contributions cease.

27 ARTICLE 7 – HOURS OF WORK AND OVERTIME

7.1 HOURS OF WORK
a. The workweek for employees shall begin at 12:01 a.m. Saturday, and end at 12:00 midnight the following Friday. The workweek for full-time employees shall consist of forty (40) hours during the seven (7) day period, except as otherwise provided by the agreement.
b. The appointing authority may adjust hours of work, the workweek and lunch periods. Prior to a change in the schedule, the Agency shall give the employee and the Association fifteen (15) days 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) work days. c. Alternative schedules include, but are not limited to, 9/80 schedules consisting of eight (8) days of nine (9) hours 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 (1-1/2) 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 schedules (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.
d. For the purposes of computing overtime, all paid time off shall not be considered as time worked

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 (1-1/2) hours paid leave for each overtime hour worked. The Agency shall have the right to deny an employee's request for cash payment and instead compensate overtime through CTO. b. All CTO balances over eighty (80) but less than three hundred twenty (320) hours as of the pay period that includes De cember 31 will be paid annually on the third payday in the following year. Balances in excess of three hundred twenty (320) hours will be paid bi-weekly.
c. The Agency shall have the right to schedule and approve all use of CTO.

28 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 part-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 Resources Department. Employees submitting such written request will be changed to full-time employment as vacancies in regular positions occur within their current classification. The part-time employee who has the earliest dated request to change to full-time employment will be given the first available vacancy. e. The salary of part-time employees shall be pro-rated based on the number of hours worked. Vacation, sick leave, holiday and insurance benefits will be as stated in those Sections of this Agreement.

29 ARTICLE 8 – HOLIDAYS AND LEAVES

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

Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January Washington's Birthday Third Monday in February
Cesar Chavez’s Birthday 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 First Friday after Thanksgiving Christmas Eve Day (4 hours) Last working day prior to observance of Christmas Day
holiday
Christmas Day December 25
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 one of these holidays falls on a Sunday, the employees shall be given the following Monday off.
c. Employees shall work the entire regularly scheduled 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 day before or after the holiday because they are sick must provide a physician’s certification within 24 hours of reporting to work, otherwise they shall not be entitled to holiday pay. In the event an employee is late for work on the day prior to the holiday or the day after the holiday for a verified reason beyond their control (such as a traffic 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 forfeiture of holiday pay. The makeup time shall not count as hours worked for purposes of overtime. 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 holiday and does not work the entire shift, the employee

30 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 the holiday benefit on a pro rata basis. f. Floating Holidays
In addition to the recognized holidays specified above, each employee shall receive the equivalent of three (3) floating holidays per fiscal year on an accrual basis as follows:
(1) Each full-time employee shall 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) Regular part-time employees shall accrue floating holiday credit on a pro rata basis.
(3) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated representative. (4) As of the end of the pay period 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 for 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-time hours for each half (1/2) holiday falling on such scheduled day off.

8.2 ANNUAL LEAVE
a. All full-time employees shall earn annual leave 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 seven (7) years of service, to a maximum of 340 hours;

31 (3) 5.38 hours per bi-weekly pay period beginning with eight (8) and through ten (10) years of service, to a maximum of 360 hours. (4) 5.69 hours per bi-weekly pay period 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 period after fifteen (15) years of service, to a maximum of 480hours.
e. Annual leave earned but not taken may accrue to the maximum indicated and thereafter no further leave shall accrue until the balance is reduced below the maximum.
f. During any calendar year in which an SHRAEA represented 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. g. Once every three (3) months the Agency will notify each employee, in writing, of his/her accumulated sick leave and accumulated annual leave. h. This Section shall apply to regular part-time employees except that the bi- weekly accrual rate under Section 8.2(a) shall be computed on a pro rata basis.

I, Employees must have six (6) months of service to be eligible to use accrued vacation.
j. Temporary employees with 3-6 months, start with a maximum of 40-hour bank of vacation (pro-rated), and also begin to accrue hours
k. New employees who were not on a temporary assignment, allowed to borrow up to 16 hours of floating holiday to use prior to completing the six (6) month 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 on the amount of sick leave which may be accumulated. c. An employee is allowed a maximum of forty (40) hours sick leave per year, chargeable to accumulated sick leave, when it is necessary to care for a sick member of the employee's immediate family, unless otherwise expressly approved by the employee's appropriate supervisor.
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, step-mother, step-father, grandparents, spouse, children, step-children, brother, sister, niece/ nephew and persons bearing the same relation to the employee's spouse. Twenty-four (24) hours

32 shall be allowed off for 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 relative not stated above who was not a resident 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. Time off for doctor and dental appointments for an employee, or when absolutely necessary to take family members, may be charged to accumulated sick leave. f. When an employee's sick leave has been depleted, annual leave shall automatically be utilized unless the employee otherwise notifies the Human Resources Department in writing.
g. An employee who, while on vacation, is bedridden for five (5) 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. h. Annually, employees with an accumulated sick leave balance of five hundred (500) hours or more, and who have used twenty-fourforty (4024) hours or less of sick leave by December 1 of the current calendar year, may cash out up to twenty-four (24) hours of sick leave by December 31.
i. This Article shall apply to regular and limited-term part-time 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 party, 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 earned 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 WITHOUT PAY
a. Requests for leave of absence shall be submitted in writing to the Human Resources Director and shall state specifically the reasons 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 employee with regular status for a period of not to exceed one year for the following reasons:

33 (1) Illness or disability, including pregnancy-related disability, not covered by sick leave;
(2) Association business;
(3) Education or traini ng 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 actual 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 the Executive Director or designee, and will be considered a leave under Section 8.5(a)(5).
d. An employee on leave of absence without pay necessitated by pregnancy, illness or disability, as verified by medical reports, is eligible to return to his/her position on request at the completion of such leave. In all other cases, if the leave of absence without pay has been granted for a period of time which would necessitate a permanent replacement, the employee on leave shall not be returned to the position he/she vacated unless that position is open at the time he/she reports for work. He/she shall, however, be granted preferential hiring rights for the first position of similar job classification which is open at a later date.
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 transferred or promoted on a temporary basis for the duration of a leave of absence, such appointment shall have no effect on the status of the employee so promoted or transferred, 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. Approved leaves of absence shall count as service time for the purpose of determining seniority.
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.

34 8.6 PARENTAL LEAVE
a. A parental leave policy for both male and female regular full-time and regular part-time employees shall be implemented, with the following provisions:
(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) Regular part-time employees who have 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 off. Unused parental leave shall have no cash value.
(3) To be eligible for the paid leave 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). The duration of paid leave shall not change based on a change in employment status, such as from part-time to full-time. An employee must utilize all paid leave prior to converting to unpaid leave during parental leave.
(5) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the classification last held or equivalent position.
(6) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of Agency-paid leave to the maximum six (6) months of leave, upon approval by the Agency, by adding accrued and available hours of sick leave, vacation, 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 period of absence on paid or unpaid status, and must be completed within one year of the birth or adoption for which it is requested.

35 (8) Parental leave shall not commence 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 apply Family Medical Leave concurrent with Parental Leave.
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 upon approval of the Executive Director or designee, annual leave, CTO, vacation, and/or holiday leave may be transferred from one or more employees to another 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 verified 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. The Agency will close all operations on the last full work week of December of each year.
d. Employees may choose from the following

36 1. Use accrued paid time off (excluding sick leave) for all closure days

2. Elect to take leave without pay or combination of accrued paid time off (excluding sick leave) and leave without pay.

e. Each calendar year employees may elect to defer up to 28 hours of pay in order to bank paid time off.

f. Banked hours cannot be carried over and must be used during the year they are banked.

g. Probationary employees will be allowe d to utilize their accruals (exception to the Annual Leave section of this article)

h. If an employee chooses to bank time by reducing their pay prior to the closures, accruals and the employee and employer contributions to CalPERS will be reduced based on the number of hours without pay. Use of accrued paid time off and banked time during the closures will not reduce accruals or CalPERS contributions. However, if an employee chooses to take a Leave Without Pay during the closures, both accruals and the employer and employee contribution to CalPERS will be reduced.

The Agency reserves the right to schedule different closure days than above for the Housing Choice Voucher and Public Housing Departments. If changes to the schedules are made to either of these departments there will be no change in the number of closure days listed above.

37 ARTICLE 9 – SPECIAL ALLOWANCES

9.1 CALL-IN PAY
An employee who has completed their regular shift and has left Agency premises and is called back to work for unscheduled overtime work, shall receive a minimum of two (2) hours pay at time and one-half (1-1/2) their base rate of pay. If an employee is called and engages in problem solving over the phone which exceeds thirty (30) minutes, the employee shall receive the two (2) hour minimum call-in pay, or actual time worked, whichever is greater. Additional calls within the two hour period are covered under that minimum time paid.

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 therefore by payment for the entire shift of an additional five percent (5%) of their base pay for that shift. Employees who work less than five-eighths (5/8) of their regular workshift 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 five percent (5%) of their base pay for such hours.

9.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION
a. When an employee is assigned to perform more than seventy-five percent (75%) of the duties of a position in a higher classification, payment for such 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. The Executive Director may authorize payment in excess of five percent (5%) but no more than Step 5 of the higher classification.
b. When an employee is assigned to perform seventy-five percent or less (75%) of the duties of a higher classification, payment for such out-of-class work shall be paid at 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:
(1) Illness
(2) Vacation relief
(3) Sick leave relief
(4) Leave of absence
(5) During the recruitment process

38 (6) Conditions of extended emergency
d. The Agency agrees not to abuse or circumvent the application or intent of this Section, including the establishment of new positions.

9.4 LONGEVITY PAY
a. Employees who have been employed by the Agency for a period of twenty three (320) to twenty-four (24) years on January 1 of each year shall receive longevity pay of $350 $500 on the second payday of January.
b. Employees who have been employed by the Agency for a period of twenty- fivefour (425) to twenty-nineeight (829) years on January 1 of each year shall receive $550 $750 on the second payday of January.
c. Employees who have been employed by the Agency for a period of thirty nine (930) years or more in January 1 of each year shall receive $750 1000 on the second payday of January.

9.5 BILINGUAL PAY
a. The Agency may authorize bilingual pay when it is determined to be necessary for the operation. The Agency shall determine what languages are appropriate for such pay and the number of employees to be certified, and shall include American Sign Language (ASL). To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language or ASL proficient. The Agency will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of five percent (5%) above the regular base pay for any period in which the employee is certified. An employee who is receiving bilingual pay shall provide assistance to any Agency operation as needed or when directed by the Agency.
c. The certification period will be two (2 ) years from the date of certification only. At the end of the certification period the Agency may or may not recertify the employee under paragraph “a” above.

39 ARTICLE 10 – PERSONNEL ACTIONS

10.1 PROBATIONARY PERIOD FOR NEW HIRES, TRANSFERS, PROMOTIONS

OR PROBATIONARY EMPLOYEES ASSIGNED TO FILL A VACANCY
a. The probationary period for all classifications in the Administrative and Technical Unit shall be twelve (12) months.
b. An employee released from probation does not have a right of return to their former classification or a right to grieve or appeal such release, unless allowed under this agreement or as provided by law.
c. An employee in probationary status a ssigned to fill a vacancy, as described in Article 10.2 below, shall serve a new probationary period and shall be placed at the same salary step in the new classification. The employee's classification date shall be the date of appointment to the new classification.
d. A regular employee who receives a step to step transfer or who is promoted and subsequently released from their new job classification while serving the probationary period shall be reinstated to the job classification from which the employee transferred or promoted where regular status was held or an equivalent position, unless the reason for release would be just cause for dismissal from agency service pursuant to Section 10.9. e. An employee’s probationary period may be extended to a maximum of twelve (12) weeks, or an employee may be released from their position at the discretion of the appointing authority at any time during the probationary period with no right of appeal or grievance.
f. An employee in probationary status who is promoted and subsequently released from that new job classification while serving the probationary period shall have no right of appeal and no right of return to their former classification.

10.2 SELECTION FOR VACANCIES (STEP TO STEP TRANSFER)
a. When a regular vacancy occurs in a particular job assignment, regular employees who are meeting the performance standards in their current job and are at a salary step of five percent (5%) or less of the same step of the new classification of the vacant position may request to be assigned to such vacancy. A vacancy or vacancies resulting from an assignment herein may not be subject to this procedure. The requests for consideration shall not be arbitrarily or capriciously denied. Assignment shall be made on the basis of the most qualified applicant. Where two (2) or more employees request consideration and their qualifications are not significantly different, the senior employee will be given the position.
b. For a regular employee to be considered for transfer under Section 10.2(a), a written transfer request, on a form provided by the Agency, must be filed with the Human Resources Department. Such transfer request shall be valid through December 31 of each calendar year.

40 c. An employee with regular status assigned to fill such a vacancy shall serve a new probationary period and shall remain at the same salary step and anniversary date in the new classification. The employee's classification date shall be the date of appointment to the new classification.
d. Within a period between thirty (30) to sixty (60) calendar days from the date the regular vacancy was filled, an employee who was interviewed for such vacancy pursuant to subsection (c) shall have the right to meet with the appointing authority to discuss why his/her transfer request was not approved.

10.3 PROMOTIONS
a. Promotional examinations 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 prior 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 higher classification. b. All promotional job examination announcements establishing an eligible list shall be posted on the bulletin boards as specified in Section 3.6 at least ten (10) working days prior to the closing of the filing period. Job announcements may be posted for less than ten (10) working days with the consent of the Association.

Vacancies to be filled by an existing eligible list, transfer list, or reemployment list shall be posted on the bulletin boards as specified in 3.6 at least five (5) working days prior to the names on the eligible list/transfer list being certified. c. Where a regular employee of the Agency applies for a promotional position within the Agency and does not meet the minimum qualifications of the higher classification, such employee shall be notified in writing which minimum qualification(s) were not met.
d. Within any promotional job examination process, all regular employees who meet the minimum qualifications of a higher job classification covered by this Agreement shall be eligible for the job-related examination process. 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 classification. The promotion shall be given to the most qualified candidate without regard to relative position on the list. If two (2) or more candidates are equally qualified, seniority shall be the determining factor in the promotion.

10.4 PROMOTIONAL TRANSFERS
a. When regular vacancies occur, regular employees who meet the minimum qualifications, are meeting the performance standards in their current job, and are at a salary step of five percent (5%) or less of a salary range of the classification may request to be interviewed for promotion to such vacancy. A vacancy or vacancies resulting from an assignment herein may not be subject to this procedure. Such employees shall be

41 required to compete in the written portion of the testing process, if applicable. However, in no event shall more than five (5) employees who have requested promotional consideration be given such interview, based on the test scores from the examination. If there is no test, the five (5) most qualified employees shall be referred to the interview.

Selection shall be made on the basis of the most qualified applicant. Where two (2) or more employees request consideration and their qualifications are not significantly different, the senior employee will be given the position. b. For a regular employee to be considered for a promotional transfer, a written transfer request, on a form provided by the Agency, must be filed with the Human Resources Department. Such transfer request shall be valid through December 31 of each calendar year.
c. Whenever the names of candidates are certified to interview for a vacancy, employees who have submitted a promotional transfer request for the classification shall also be considered for the promotional opportunity.
d. Employees promoted pursuant to this Section shall serve a probationary period in the new classification. The date of appointment to the classification shall be the new anniversary date and classification date.
e. Within a period between thirty (30) to sixty (60) calendar days from the date a promotional vacancy was filled, an employee who was interviewed for such vacancy pursuant to subsection (d) shall have the right to meet with the appointing authority to discuss why he/she was not appointed to the promotional position.

10.5 TRANSFERS WITHIN CLASSIFICATION
An employee may request a transfer between assignment, unit or location within his/her current job classification by submitting a written request to transfer to the Human Resources Manager. Such request shall be valid until December 31 of the year in which received. Such transfer, if approved shall have no impact on the employee's salary, classification seniority, nor shall the employee be required to serve a new probationary period.

10.6 INVOLUNTARY TRANSFERS
An employee shall be given five (5) working days notice prior to an involuntary permanent transfer or lateral move from their current work location or to a different classification. A temporary involuntary transfer due to emergency situations and/or business necessity shall not be subject to the five (5) day notice requirement. If the Agency fails to provide the five (5) days notice for a permanent transfer the employee shall be entitled to be paid time and one-half (1-1/2) for a period of five (5) days.

10.7 DEMOTIONS
An employee who is demoted voluntarily or involuntarily to a classification with a lower salary range shall be paid in the new classification the salary range step closest to

42 the monthly pay rate received immediately prior to demotion providing there is no increase in pay.

10.8 TRANSITION
a. Upon approval of the Executive Director or his/her designee, any employee with limited-term status may be granted regular status without further examination provided the employee has worked the equivalent of twenty-six (26) weeks of full-time service. Such regular status shall be granted only to the employee's current job classification where limited-term status is held or to any entry-level classification covered by this Agreement.
b. Any employee with limited-term status who has worked the maximum allowable eighteen (18) months, shall either be granted regular status without further examination in the job classification where limited-term status is held or shall be terminated from employment with the Agency.

10.9 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 or suspension of less than three (3) days shall not be arbitratable. An employee may have an administrative review of the reprimand by an uninvolved Program Manager or higher and may have an administrative review of a suspension of less than three (3) days by the Executive Director or Designee. Requests for administrative reviews must be submitted in writing to the Human Resources Manager, within seven (7) calendar days after the receipt of the reprimand or suspension. c. Any employee without regular status (only probationary status or limited- term status) may be terminated without right of appeal under this Agreement. Any employee with regular status serving a probationary period may be released from that probationary period without right of appeal except as provided in Section 10.1(d). d. A written reprimand and any written rebuttal submitted 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 receipt of the written reprimand, without receipt of any additional disciplinary action as listed under Section 10.9(a).

43 e. The Agency shall not discipline an employee, including a verbal reprimand, where an employee refuses to utilize bilingual ability during the course of their duties, except where the employee is employed in a position where the use of bilingual ability is a job requirement or is receiving bilingual pay.

10.10 IN-LIEU DISCIPLINE
By mutual agreement between the appointing authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacation 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 reinstate the forfeited credits. This provision shall not be subject to the grievance procedure.

10.11 CITIZENS COMPLAINT
a. The Agency agrees not to take any disciplinary action against any employee under Section 10.8 of this Agreement 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 sha ll specifically contain what acts, by an employee, are being alleged.
b. If a tenant or other member of the public files a written complaint with the Agency complaining of the actions of any employee, the Agency shall promptly provide a copy of the 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 based on the complaint, shall become a part of the employee's personnel file.

10.12 EMPLOYEE PERSONNEL RECORDS
a. Employee personnel records shall be subject to inspection only by the employee concerned and authorized Agency personnel 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 review his/her personnel records at the Human Resources Department for a reasonable time during regular hours. Upon proper request, such permission shall not be unreasonably 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. An employee shall be promptly notified if derogatory materials are placed in the employee's personnel file.
c. The employee's signing of any detrimental 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 document or materials. Such signing does indicate the employee has had an opportunity to review the detrimental or adverse document or material.

44 However, the employee may submit a written rebuttal to be placed in his/her personnel record attached to such a detrimental or adverse document or material and remain for as long as the adverse document stays in the file. Rebuttals submitted by employees that contain 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. d. An employee shall be provided with a copy of a performance appraisal, disciplinary letter, or letter of commendation within seven (7) calendar days after the document is placed in the employee's official personnel file.

10.13 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each Agency department shall have the right to conduct employee performance appraisals on a department-wide basis for all employees at the discretion of the appointing authority.
b. Probationary employees shall receive no less than two (2) performance evaluations, at reasonable intervals, during the probationary period. One evaluation will be issued within the first six (6) months and the second will be issued prior to the end of the probationary period. Additional evaluations may be issued if warranted. c. A regular employee who is rated as “needs improvement” or “unsatisfactory” on a performance evaluation may informally appeal to their supervisor within ten (10) working days from the date of the performance evaluation. d. Appeals of employee performance evaluations are not subject to the grievance procedure Employees may submit a written rebuttal to a performance evaluation in accordance with Section 10.12c of the MOU. e. Employees not on probation who have not reached the top step of the pay scale shall be evaluated no less than once a year. In the event the evaluation is not performed by the anniversary date, it is understood that the employee’s performance is satisfactory and shall receive a salary step increase effective on the anniversary date.

45 ARTICLE 11 – SENIORITY AND LAYOFF

11.1 SENIORITY AND CLASSIFICATION DEFINITIONS
a. Agency Service Seniority: Agency service seniority shall be defined as the period of continuous service from the effective date of hire to any regular, part-time, or limited-term position.
(1) If two (2) or more regular employees have the same seniority date the employee who comes first on the Agency’s alphabetical list by last name shall be deemed more senior.
(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-time employee working forty (40) hours per week will have accrued three (3) years of seniority and the part- time employee working twenty (20) hours per week will have accrued one and one-half (1-1/2) years of seniority.
b. Classification Seniority: For regular and part-time employees classification seniority shall be defined as the length of continuous regular service from the effective date of probationary appointment to the employee's present job classification including any time spent in a higher classification less any time spent in a lower job classification due to a downgrade.
(1) For any employee with regular status who has not served a probationary period in his/her present job classification, classification seniority shall be the effective date of reallocation to the employee's present job classification, or in the case of transition from a limited-term position, classification seniority shall be the effective date of appointment to the limited-term position.
(2) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater Agency service seniority.
c. Higher Classification: The term higher classification shall mean a job classification in which the top rate of pay (Step 5) is greater than the top rate of pay (Step 5) of the employee's present job classification.
d. Downgrade: A downgrade shall be defined as a change in job classification to which the top rate of pay (Step 5) is less than the top rate of pay (Step 5) of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder, except as provided in Section 11.2(c)(5) of this Article.

46 e. Loss of Seniority: Employees shall lose their seniority for the following reasons:
(1) Termination, resignation, or retirement
(2) Failure to return to work when recalled from layoff as set forth in the recall procedure in Section 11.4
(3) Failure to return to work after expiration of a formal leave of absence (4) Layoff for a continuous period of two (2) consecutive years from Agency service
f. The Agency shall prepare and maintain a seniority list which shall show the names, classification, classification seniority date and Agency service seniority date of all employees covered by the Agreement. The Association 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 upon request but not more than once every six (6) months. g. A seniority unit list, with the same information shall be maintained and posted for each seniority unit.
h. These lists shall be deemed correct as to an employee's seniority unless the employee or the Association notifies the Agency to the contrary in writing within ten (10) working days after a list is given to the Association and posted by the Agency on the bulletin boards as specified in Section 3.6. This information shall appear at the top of each seniority unit list.

11.2 LAYOFF, TEMPORARY LAYOFF, REDUCED WORK SCHEDULE, BUMPING

AND REGRESSION LADDER DEFINITIONS
a. Layoff: A layoff shall be defined as the dismissal of at least one employee due to lack of work, lack of funds, or abolishment of position. b. Temporary Layoffs: Shall be defined as temporary layoff due to lack of work, lack of funds, abolishment or reclassification of positions for a period of ten (10) or more work days but less than 120 work days.
c. Reduced Work Schedule: Reduced work schedules shall be defined as schedules that are reduced for a period of five (5) or more work days, but less than fifty- six (56) work days in a twelve month period. Work schedules may be reduced in hours up to but not more than 38.3 hours per month for a period of up to twelve (12) months due to lack of work, lack of funds, abolishment or reclassification of positions. d. Bumping: An employee who is going to be laid off pursuant to section 11.3 may bump an employee with less seniority within his/her classification regression ladder.

To bump a less senior employee the bumping employee must be qualified to perform the functions of the classification in the regression ladder.

47 e. 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. Before adding new classifications to the regr ession ladder, the Agency will meet with the Association to discuss the placement of the new classification on the ladder.

11.3 REDUCED WORK SCHEDULE, TEMPORARY LAYOFF AND PERMANENT

LAYOFF PROCEDURE
a. Notice: In the event of reduced work schedule, temporary layoff, or permanent layoff, the Agency shall first provide a list of the affected classifications and employee(s) to the Association, at least thirty (30) calendar days prior to the event. All affected employees shall be notified at least fourteen (14) calendar days prior to the effective date of the event.

All affected employee(s) shall be notified of the pending event by certified mail, return receipt requested. Such notice shall be mailed to the employee's address currently on file in the Human Resources Department and shall be deemed appropriate notice.
b. Procedure: This Section provides the procedure to be followed when an employee(s) is placed on a reduced work schedule, or temporarily or permanently laid off.
(1) Reduced Work Schedule: In the event of 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 employees first in each classification affected, second by least Agency seniority, unless more senior employee(s) volunteer. (2) Temporary Layoff and Layoff: 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:
1 st Limited-Term
2nd Regular Part-Time Probationary
3rd Regular Full-Time Probationary
4th Regular Part-Time
5th Regular Full-Time

48 (3) Bumping: Within a job classification, any employee with regular status who is to be laid off or displaced shall have the right to bump, in descending order, to job classifications 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 Regular part-time employee with the least Agency
service seniority
3rd Regular full-time employee with probationary status with the least classification seniority
4th Regular full-time employee with the least
classification seniority, 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 qualified to perform the functions of the classification shall be laid off. (a) If there are employees with limited-term status, the downgrading employee shall first displace such limited-term employee with the least Agency service seniority.
(b) If there are no employees with limited-term status, the downgrading employee shall then displace the employee with probationary status with the least classification seniority.

If there are no employees with limited-term or
probationary status, the downgrading employee shall then displace the employee with regular status with the least seniority, provided the downgrading employee has greater seniority.
(4) Probationary Employees: Any probationary employee who is affected by a layoff or displaced by a bumping employee shall return to the former job classification 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, the employee will be laid off without right of recall. (5) In-Lieu of Bumping: An employee may accept layoff in-lieu of the opportunity to bump by notifying the Human Resources Department within three (3) working days of receiving notice of layoff. Where the employee accepts a layoff in-lieu of bumping, said employee shall

49 forfeit all recall rights except 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 bumping providing there is no increase in pay.
(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 employee(s) is called back to work or returned back to the classification they were bumped from. a. All laid off or bumped regular employees shall be put on a recall list. The recall list shall remain in effect for a period of two (2) years. Laid off or bumped employees shall be recalled in inverse order of the layoff or bump. b. When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on Human Resources Department records unless a more recent address has been furnished in writing by the bumped or laid-off employee.
c. This recall notice shall be by certified mail, return receipt requested, and the employee shall have fourteen (14) calendar days to report 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 within 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. In the event the Agency has a regular full-time opening, the Agency shall only be obligated to recall eligible laid-off or bumped employees who held regular status.

The Agency shall offer part-time or limited-term employment (not recall) to eligible laid-off or bumped employees who held regular status, but if such employee(s) accepts or refuses such employment offer there shall be no effect on the original duration of the two (2) consecutive year recall period. The Agency shall not be obligated to offer employment or recall any employee(s) to any temporary position.
e. An employee recalled to their previous classification shall be assigned at the same step previously held. If their current wage is higher than their previous step they shall be assigned to the next higher step.

50 f. Regular employees who were laid off 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 classification shall only have recall rights to the classification from which they were laid off.

11.5 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM
a. "Work furlough" refers to a full day of unpaid leave on a variable schedule. "Reduced workweek" refers to a schedule of a full-time career employee which is modified on a regular fixed basis to less than forty (40) hours per week. b. The period of work furlough shall not exceed two (2) days of unpaid time per biweekly pay period for a 5/8 schedule or a 4/10 schedule. The reduced workweek shall not be reduced by more than twenty (20) hours of unpaid time per bi-weekly pay period. Work hours reduced in excess of 346 hours in a fiscal year will result in reduced retirement service credits.
c. Employees may be authorized to work a daily schedule of more than eight (8) hours but less than ten (10) hours. Employees who are scheduled to work such a daily schedule shall be paid at the overtime rate of time and one-half (1-1/2) for all hours worked in excess of their regularly scheduled workday and forty (40) hours per week. d. An employee will not be permitted to use accrued paid time during such furloughed or reduced hours.
e. Employees shall receive holiday benefits as follows:
(1) Employees on reduced workweek or furlough on a recognized holiday will receive eight (8) hours or four (4) hours of holiday pay, as applicable.
(2) Employees on a reduced workweek who work on a recognized holiday will receive holiday pay plus time and one-half (1-1/2) compensation for the hours worked.
f. The mutual agreement entered into by the employee and appointing authority or designee may provide for call-back arrangements if appropriate. Once mutual agreement is reached, the work furlough or reduced workweek shall continue in full force and effect from the effective date of the agreement until the employee or the department request to terminate it after thirty (30) day's notice. The agreement shall be void if an employee is injured off-the-job, has exhausted all leave accruals, and has more than forty (40) consecutive hours without pay. Any change to the agreed-upon work schedule or required overtime is subject to the applicable provisions of the labor agreement, if any. g. An employee who participates in this voluntary work furlough/reduced workweek program shall receive full benefits for life insurance, accrued leave, holiday, and health and welfare benefits, including the Agency contribution, if applicable. The

51 application of the Agency's contribution to retirement, health and welfare benefits shall be the same as for a regular employee.
h. No employee will be coerced into accepting a voluntary furlough or reduced workweek. No employee will suffer any adverse action or negative impact on an employee evaluation due to his/her decision not to participate in a voluntary furlough or reduced workweek.

11.6 EMPLOYEES NOT COVERED BY THIS AGREEMENT
a. Where an employee holds status 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 this Agreement in accordance with Section

11.3(b)(3) of this Article, provided such employee held regular status in such bargaining unit job classification not more than two (2) years prior to the effective date of the layoff.

Such employee shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to being bumped, providing there is no increase in pay.
b. When an employee is demoted to a classification in the Unit, provided there is a vacancy and the employee is qualified, the salary shall be established in accordance with Section 11.3(b)(7).

52 ARTICLE 12 – REIMBURSEMENTS

12.1 TUITION REIMBURSEMENT
a) Regular employees that have successfully passed their initial probationary period 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 recognized degree program approved by the Human Resources Director. Such reimbursement 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 start of such course and must receive a grade of "C" or its numerical equivalent or better, or pass in a pass/fail grading system, to be eligible for the tuition reimbursement.

Other related coursework not completed as described above shall be approved on a case- by-case basis by the department director, and shall not be subject to the grievance procedure.
b) Section 2206 of the CARES Act modifies Section 127 of the Internal Revenue Code so that employers can pay up to $5250 to repay employee student loans during the pandemic emergency period beginning March 27, 2020, and ending December 31, 2025.

The Agency shall implement this program for the duration of this Agreement.

12.2 REGIONAL TRANSIT MONTHLY PASS
Probationary, regular, and lim ited-term employees who utilize the Sacramento Regional Transit District (SRTD) for home-to-work transportation are eligible to receive a one hundred percent (100%) discount on the cost of a standard SRTD monthly pass to a maximum of $100. Employees who utilize ot her transit systems regulated by the Public Utilities Commission or Interstate Commerce Commission shall receive reimbursement of up to one hundred percent (100%) of the cost of the pass to a maximum of $100.

Employees must submit their claim for the one hundred percent(100%) reimbursement no later than the tenth (10th) calendar day of the month for which the pass is valid to be eligible for the reimbursement.

12.3 DOWNTOWN PARKING SUBSIDY
Effective July 1, 2022, full-time regular and limited-term employees who are assigned to the downtown area are eligible to receive a $$175 per month parking subsidy provided that:
a. The employee does not receive reimbursement for Sacramento Regional Transit or other bus or mass transit transportation for the same month. b. The employee is not provided free parking.

12.4 MILEAGE REIMBURSEMENT

53 Employees required to utilize their private vehicles for official Agency business shall be reimbursed for such use at the Internal Revenue Service (IRS) business mileage deduction rate. Mileage claims shall be paid monthly upon submission by the employee.

There shall be no minimum monthly allowance.

54 ARTICLE 13 – SAFETY AND UNIFORMS

13.1 HEALTH AND SAFETY
a. The Agency agrees to provide for the health and 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 respect to unhealthy and/or unsafe working conditions from any employee or from the Association. The employees and the Association agree that they will direct their health and safety recommendations and ideas to the Agency. The SHRA Joint Safety Committee consisting of representatives of the Agency and the Association shall meet every three (3) months, or whenever necessary, to consult on such health and safety matters. Up to three (3) Association representatives may attend such meetings without loss of pay or benefits. b. The Agency shall take all reasonable and required precautions to provide for the health and safety of its employees during hours of their employment.

13.2 HEALTH AND SAFETY EQUIPMENT
The Agency agrees to provide employees with required health and safety equipment.

13.3 UNIFORMS
The Agency agrees that if employees covered by this Agreement are required to wear uniforms, the Agency shall first meet and confer with the Association regarding the effects, if any, of this uniform requirement upon employees.

55 ARTICLE 14 – MISCELLANEOUS

14.1 SAVING CLAUSE
If any parts of the Agreement are found to be illegal, such illegality shall not in any way invalidate any other parts of this Agreement.

14.2 STRIKES AND LOCKOUTS
For the duration of this Agreement the Association 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.

14.3 CLASSIFICATION STRUCTURE CHANGES
The Agency shall give the Association thirty (30) calendar days notice prior to revising an existing classification covered by this Agreement or establishing a new classification to be covered by this Agreement. During this thirty (30) day period the Association shall have the right to meet with the Agency to discuss the new or revised classification. After the thirty (30) day period has expired, the Agency shall have the right to establish or revise such classification.

14.4 DRIVER LICENSE AND INSURABILITY
a. An employee may be required as a condition of employment to provide a personal vehicle for Agency business. This requirement shall not apply to previously grandfathered employees until July 1, 2014. The grandfathered employees are those hired prior to February 9, 1991.
b. An employee who is authorized to drive an Agency vehicle or personal vehicle in the course of his/her employment 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. c. In addition, an employee who is authorized to drive an Agency vehicle in the course of his/her employment shall maintain a safe driving record such that no assigned risk or insurability penalties are applied to the Agency's insurance rates. Failure to do so will necessitate that the employee provides 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.
d. The employee shall notify his/her supervisor of the loss, suspension, or cancellation of his/her drivers license on the first working day following such loss.

14.5 TELEWORK PROGRAM

56 The Agency may establish for the term of this Agreement a TeleWork program for represented employees in accordance with the Agency’s TeleWork Program with the following exceptions:
a. The Agency will decide the classifications and positions which are feasible for a TeleWork program. The Association may recommend classifications and positions for inclusion in TeleWork.
b. The Association representative or designee shall have the opportunity to attend the meeting between the Agency and the employee at the time of the decision on a TeleWork arrangement.
c. A TeleWork arrangement may be terminated by the Agency or by the employee upon submission of written notice to the other party. Upon receipt of the written notice, the TeleWork arrangement will be terminated on a date mutually acceptable to the Agency and the employee or thirty (30) calendar days from the date of written notice should there be no mutual agreement.

14.6 Retiree Health Insurance Contribution 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 match 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%

57 20 or more 100%

d. The retiree medical benefits 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 eligibilit y requirements shall be included in this program.

14.7 TERM
a. This Agreement shall remain in full force and effect upon approval by the Sacramento City Council and Sacramento County Board of Supervisors from July 1March 25, 2025, 2022 , through December 31, 20274.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

58 SHRAEA NEGOTIATING SACRAMENTO HOUSING AND

COMMITTEE REDEVELOPMENT AGENCY

____________________________
Jason JasmineDavid Kruckenberg Tracy Knighton
Chief Negotiator Chief Negotiator

____________________________
Haley Line Charlaysja Williams J a m e s S h i e l d s President Deputy Executive Director

59 EXHIBIT A – SALARY SCHEDULE

Sacramento Housing and Redevelopment Agency

FOR CURRENT SALARY INFORMATION VISIT:

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

60 EXHIBIT B – REGRESSION LADDERS

SHRA-EA

For employees holding regular status in the below-listed classifications, the regression is as listed within each section:

1. Principal Accountant
Accountant
Accountant Specialist
Finance Specialist – Payroll

2. Community Development Analyst - Range 2
Community Development Analyst – Range 1

3. Housing Finance Analyst--Range 3
Housing Finance Analyst--Range 2
Housing Finance Analyst--Range 1

4. Senior Housing Program Specialist
Housing Program Specialist
Housing Program Technician II
Housing Program Technician I

5. Senior Loan Servicing Analyst
Loan Servicing Analyst
Loan Processing Analyst

6. Principal Construction Technician
Construction Technician

7. Regulatory Compliance Analyst
Regulatory Compliance Specialist

8. Real Estate Analyst
Real Estate Specialist

The following classifications do not have a regression ladder The Agency agrees to meet at any point during this contract to discuss placement of the classifications below in the regression latter:

61 Buyer
Contact Center Agent
Compliance/Procurement Analyst
Community Development Analyst – Range 1
Compliance Analyst I
Compliance Analyst II
Community Outreach Liaison
Community Property Representative
Community Property Representative – On Site
Finance Specialist – Payroll
Housing Services Coordinator
Housing Authority Analyst
Housing Program Technician I
Housing Finance Analyst--Range 1
IT Customer Support Specialist
IT Desktop & Support Analyst
Leasing Agent
Loan Processing Analyst
Payroll Analyst
Program Technician
Relocation Specialist
Regulatory Compliance Specialist
Resident Services Specialist
Shelter Coordinator
Sr. Leasing Agent

Attachment 2
1 SALARY SCHEDULE FOR SHRA-EA CLASSIFICATIONS
Effective 3.25.2025

CLASSIFICATIONS CODE UNIT RANGE MIN-ANNUAL MAX-ANNUAL
ACCOUNTANT 602 6 HH $ 68,532.99
70,931.00
$ 87,467.27
95,054.00
ACCOUNTANT SPECIALIST 601 6 EE $ 51,140.06
52,930.00
$ 65,268.61
70,931.00
ASSISTANT AGENCY CLERK 657 6 G $ 59,201.26
61,273.00
$ 75,557.70
82,112.00
BUYER 611 6 GG $ 62,161.38
64,337.00
$ 79,334.75
86,217.00
CD ANALYST-RANGE 1 603 6 GG $ 62,161.38
64,337.00
$ 79,334.75
86,217.00
CD ANALYST-RANGE 2 604 6 I $ 71,958.97
74,478.00
$ 91,840.58
99,807.00
COMMUNITY OUTREACH LIASON 686 6 FF $ 56,381.57
58,355.00
$ 71,958.97
78,202.00
COMMUNITY PROPERTY REP 676 6 FF $ 56,381.57
58,355.00
$ 71,958.97
78,202.00
COMMUNITY PROPERTY REP-OS 677 6 LA2 $ 41,575.31
43,030.00
$ 41,575.31
43,030.00
COMPLIANCE ANALYST-RANGE 1 678 6 GG $ 62,161.38
64,337.00
$ 79,334.75
86,217.00
COMPLIANCE ANALYST-RANGE 2 679 6 HH $ 68,532.99
70,931.00
$ 87,467.27
95,054.00
COMPLIANCE/PROCUREMENT ANALYST 617 6 HH $ 68,532.99 70,931.00
$ 87,467.27
95,054.00
CONSTRUCTION TECHNICIAN 632 6 HH $ 68,532.99
70,931.00
$ 87,467.27
95,054.00
CONTACT CENTER AGENT 685 6 DD $ 45,045.96
46,622.00
$ 57,490.50
62,477.00
FINANCE SPECIALIST-PAYROLL 618 6 EE $ 51,140.06
52,930.00
$ 65,268.61
70,931.00
GIS ANALYST 664 6 I $ 71,958.97
74,478.00
$ 91,840.58
99,807.00
Attachment 2
2 HOUSING AUTHORITY ANALYST 646 6 H $ 65,268.61
67,553.00
$ 83,301.26
90,528.00
HOUSING FINANCE ANALYST-RANGE1 606 6 HH $ 68,532.99 70,931.00
$ 87,467.27
95,054.00
HOUSING FINANCE ANALYST-RANGE2 609 6 J $ 79,334.75 82,112.00
$ 101,253.67
110,037.00
HOUSING FINANCE ANALYST-RANGE3 635 6 K $ 87,467.27 90,528.00
$ 111,631.91
121,316.00
HOUSING PROGRAM SPECIALIST 647 6 G $ 59,201.26
61,273.00
$ 75,557.70
82,112.00
HOUSING PROGRAM TECHNICIAN I 665 6 DD $ 45,045.96
46,622.00
$ 57,490.50
62,477.00
HOUSING PROGRAM TECHNICIAN II 667 6 E1 $ 49,662.23 49,662.23
$ 63,383.99
63,383.99
HOUSING SERVICES COORDINATOR 674 6 FF $ 56,381.57
58,355.00
$ 71,958.97
78,202.00
IT CUST SERVICES SUPPORT SPEC 642 6 GG $ 62,161.38 64,337.00
$ 79,334.75
86,217.00
IT DESKTOP & SUPPORT ANALYST 682 6 I $ 71,958.97
74,478.00
$ 91,840.58
99,807.00
LOAN SERVICING ANALYST 625 6 HH $ 68,532.99
70,931.00
$ 87,467.27
95,054.00
PAYROLL ANALYST 688 6 GG $ 62,161.38
64,337.00
$ 79,334.75
86,217.00
PRINCIPAL ACCOUNTANT 651 6 J $ 79,334.75
82,112.00
$ 101,253.67
110,037.00
PROCUREMENT SPECIALIST 687 6 GG $ 62,161.38
64,337.00
$ 79,334.75
86,217.00
PROGRAM LEAD 684 6 HH $ 68,532.99
70,391.00
$ 87,467.27
95,054.00
PROGRAM TECHNICIAN 627 6 FF $ 56,381.57
58,355.00
$ 71,958.97
78,202.00
REAL ESTATE ANALYST 660 6 HH $ 68,532.99
70,931.00
$ 87,467.27
95,054.00
REAL ESTATE SPECIALIST 655 6 GG $ 62,161.38
64,337.00
$ 79,334.75
86,217.00
REGULATORY COMPLIANCE ANALYST 659 6 HH $ 68,532.99 70,931.00
$ 87,467.27
95,054.00
Attachment 2
3 REGULATORY COMPLIANCE SPEC 658 6 G $ 59,201.26
61,273.00
$ 75,557.70
82,112.00
RELOCATION SPECIALIST 680 6 FF $ 56,381.57
58,355.00
$ 71,958.97
78,202.00
SENIOR HOUSING PROGRAM SPEC 681 6 HH $ 68,532.99
70,931.00
$ 87,467.27
95,054.00
SENIOR LOAN SERVICING ANALYST 669 6 J $ 79,334.75
82,112.00
$ 101,253.67
110,037.00
SHELTER COORDINTOR 683 6 FF $ 56,381.57
58,355.00
$ 71,958.97
78,202.00
RESOLUTION 2025-

Adopted by the Sacramento City Council

March 25, 2025

Approval of Sacramento Housing and Redevelopment Agency Employee Association (SHRAEA) Labor Agreement/Memorandum of Understanding (MOU); Approval of the Sacramento Housing and Redevelopment Agency Wide Salary Schedule

BACKGROUND

A. The 2022-2024 labor agreements between the Sacramento Housing and Redevelopment Agency (SHRA or Agency) and the Sacramento Housing and Redevelopment Agency Employee Association (SHRAEA) expired on December 31, 2024. Contract negotiations between SHRA and SHRAEA began in May 2024. A tentative Agreement for a multi-year contract was reached with SHRAEA, and the Agency was notified by business representatives of SHRAEA that the MOU was ratified on January 31, 2025.

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 Res olution as Exhibit B 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 (CEQA) Guidelines Section 15378 (b)(4) and there is no federal involvement associated with this action; therefore, the National Environmental Policy Act (NEPA) 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 SHRAEA attached to this Resolution as Exhibit A is approved.

SECTION 3.

The salary schedule attached to this Resolution as Exhibit B 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 and B 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 – SHRAEA - Final Exhibit B – 2025 Agency Wide Salary Schedule Final
RESOLUTION 2025-

Adopted by the Housing Authority of the City of Sacramento

March 25, 2025

BACKGROUND

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 Res olution as Exhibit B 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 SHRAEA attached to this Resolution as Exhibit A is approved.

SECTION 3.

The salary schedule attached to this Resolution as Exhibit B 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 and B 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 – SHRAEA - Final Exhibit B – 2025 Agency Wide Salary Schedule Final
1 AG

REEMENT BETWEEN
S

ACRAMENTO HOUSING AND REDEVELOPMENT AGENCY

EMPLOYEES ASSOCIATION
A
ND
S

ACRAMENTO HOUSING AND REDEVELOPMENT AGENCY
M
arch 25, 2025 – December 31, 2027
Exhibit A

2 3

PREAMBLE ................................................................................................................................................................ 6 ARTICLE 1 – ENTIRE AGREEMENT .................................................................................................................... 7

1.1 ENTIRE AGREEMENT ................................................................................................................................ 7 ARTICLE 2 – RIGHTS OF MANAGEMENT ......................................................................................................... 8

2.1 RIGHTS OF MANAGEMENT ..................................................................................................................... 8 ARTICLE 3 – ASSOCIATION RIGHTS .................................................................................................................. 9

3.1 ASSOCIATION RECOGNITION ................................................................................................................. 9

3.2 PAYROLL DEDUCTIONS ......................................................................................................................... 10

3.3 AGENCY SHOP .......................................................................................................................................... 11

3.4 ASSOCIATION STEWARDS AND ASSOCIATION REPRESENTATION ............................................ 14

3.5 ASSOCIATION BUSINESS ....................................................................................................................... 15

3.6 ASSOCIATION LEAVE ............................................................................................................................. 15

3.7 BULLETIN BOARDS ................................................................................................................................. 16

3.8 USE OF FACILITIES .................................................................................................................................. 16 ARTICLE 4 – GRIEVANCE AND ARBITRATION PROCEDURE................................................................... 17

4.1 DEFINITION ............................................................................................................................................... 17

4.2 INTENT ....................................................................................................................................................... 17

4.3 PROCEDURE.............................................................................................................................................. 17

4.4 GRIEVANCE TIMELINES AND LIMITATIONS ..................................................................................... 17

4.5 INFORMAL GRIEVANCE ......................................................................................................................... 17

4.6 FORMAL GRIEVANCE - STEP 1 .............................................................................................................. 18

4.7 FORMAL GRIEVANCE - STEP 2 .............................................................................................................. 18

5.1 WAGE AND SALARY ADJUSTMENTS .................................................................................................. 20

5.2 SALARY STEP INCREASE AND FLEX STAFFING ADVANCEMENT ................................................ 20

5.3 Y-RATE....................................................................................................................................................... 20 ARTICLE 6 – EMPLOYEE BENEFITS ................................................................................................................. 22

6.1 HEALTH INSURANCE .............................................................................................................................. 22

6.2 LIFE INSURANCE ..................................................................................................................................... 23

6.3 HEALTH INSURANCE PREMIUM ADVANCE ...................................................................................... 23

6.4 RETIREMENT PLAN AND CONTRIBUTION ......................................................................................... 24

6.5 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE ................................................................. 24

6.6 FLEXIBLE SPENDING ACCOUNTS ........................................................................................................ 24

6.7 OTHER EMPLOYEE BENEFITS ............................................................................................................... 25

6.8 STATE DISABILITY INSURANCE .......................................................................................................... 25 ARTICLE 7 – HOURS OF WORK AND OVERTIME ......................................................................................... 26

7.1 HOURS OF WORK ..................................................................................................................................... 26

7.2 OVERTIME ................................................................................................................................................. 26

7.3 COMPENSATORY TIME OFF (CTO) ....................................................................................................... 26

7.4 PART-TIME EMPLOYMENT .................................................................................................................... 27 ARTICLE 8 – HOLIDAYS AND LEAVES ............................................................................................................ 28

8.1 HOLIDAYS ................................................................................................................................................. 28

8.2 ANNUAL LEAVE....................................................................................................................................... 29

8.3 SICK LEAVE .............................................................................................................................................. 30

8.4 COURT LEAVE/JURY DUTY ................................................................................................................... 31

8.5 LEAVES OF ABSENCE WITHOUT PAY ................................................................................................. 31

4 8.6 PARENTAL LEAVE ................................................................................................................................... 33

8.7 CATASTROPHIC LEAVE ......................................................................................................................... 34

8.8 AGENCY CLOSURES ............................................................................................................................... 34 ARTICLE 9 – SPECIAL ALLOWANCES ............................................................................................................. 36

9.1 CALL-IN PAY ............................................................................................................................................ 36

9.2 NIGHT-SHIFT DIFFERENTIAL ................................................................................................................ 36

9.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION ...................................................................... 36

9.4 LONGEVITY PAY ..................................................................................................................................... 37

9.5 BILINGUAL PAY ....................................................................................................................................... 37 ARTICLE 10 – PERSONNEL ACTIONS ............................................................................................................... 38

10.2 SELECTION FOR VACANCIES (STEP TO STEP TRANSFER).............................................................. 38

10.3 PROMOTIONS ........................................................................................................................................... 39

10.4 PROMOTIONAL TRANSFERS ................................................................................................................. 39

10.5 TRANSFERS WITHIN CLASSIFICATION .............................................................................................. 40

10.6 INVOLUNTARY TRANSFERS ................................................................................................................. 40

10.7 DEMOTIONS .............................................................................................................................................. 40

10.8 TRANSITION ............................................................................................................................................. 41

10.9 DISCIPLINARY ACTION .......................................................................................................................... 41

10.10 IN-LIEU DISCIPLINE ............................................................................................................................ 42

10.11 CITIZENS COMPLAINT........................................................................................................................ 42

10.12 EMPLOYEE PERSONNEL RECORDS ................................................................................................. 42

10.13 EMPLOYEE PERFORMANCE EVALUATIONS ................................................................................. 43 ARTICLE 11 – SENIORITY AND LAYOFF ......................................................................................................... 44

11.1 SENIORITY AND CLASSIFICATION DEFINITIONS ............................................................................ 44

11.4 RECALL ...................................................................................................................................................... 48

11.5 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM ........................................ 49

11.6 EMPLOYEES NOT COVERED BY THIS AGREEMENT ........................................................................ 50 ARTICLE 12 – REIMBURSEMENTS .................................................................................................................... 51

12.1 TUITION REIMBURSEMENT .................................................................................................................. 51

12.2 REGIONAL TRANSIT MONTHLY PASS ................................................................................................ 51

12.3 DOWNTOWN PARKING SUBSIDY ......................................................................................................... 51

12.4 MILEAGE REIMBURSEMENT ................................................................................................................ 51 ARTICLE 13 – SAFETY AND UNIFORMS .......................................................................................................... 53

13.1 HEALTH AND SAFETY ............................................................................................................................ 53

13.2 HEALTH AND SAFETY EQUIPMENT .................................................................................................... 53

13.3 UNIFORMS ................................................................................................................................................. 53 ARTICLE 14 – MISCELLANEOUS ....................................................................................................................... 54

14.1 SAVING CLAUSE ...................................................................................................................................... 54

14.2 STRIKES AND LOCKOUTS ...................................................................................................................... 54

14.3 CLASSIFICATION STRUCTURE CHANGES ......................................................................................... 54

14.4 DRIVER LICENSE AND INSURABILITY ............................................................................................... 54

14.5 TELEWORK PROGRAM ........................................................................................................................... 54

5 14.6 RETIREE HEALTH INSURANCE CONTRIBUTION PROGRAM
…………………………………………………………………………………………………52

14.7 TERM .......................................................................................................................................................... 55 EXHIBIT A – SALARY SCHEDULE ..................................................................................................................... 58 EXHIBIT B – REGRESSION LADDERS .............................................................................................................. 59 6 PREAMBLE
This Agreement, hereinafter referred to as the Agreement, has been entered into by the SACRAMENTO HOUSING AND REDEVELOPMENT AGENCY OF THE CITY AND COUNTY OF SACRAMENTO, hereinafter referred to as the Agency, and the

7 ARTICLE 1 – ENTIRE AGREEMENT

8 ARTICLE 2 – RIGHTS OF MANAGEMENT

2.1 RIGHTS OF MANAGEMENT
The Agency retains all rights not expressly 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 right to: a) direct, supervise, hire, promote, evaluate, suspend, discipline, discharge, transfer, assign, schedule and retain employees; b) dismiss employees due to lack of work, lack of funds, or abolishment of position; c) determine services to be rendered, operations to be performed, utilization of technology, work and productivity standards, and methods of work to be performed; d) determine the mission of the Agency, its organization, the number of employees, appropriate job classifications and all budgetary matters; e) maintain and improve the efficiency and effectiveness of Agency operations; and f) take any necessary actions to carry out its mission in situations of emergency.

9 ARTICLE 3 – ASSOCIATION RIGHTS

Accountant
Accountant Specialist
Assistant Agency Clerk
Buyer
Community Development Analyst – Range 1
Community Development Analyst – Range 2
Community Property Representative
Community Property Representative – On Site
Compliance Analyst I
Compliance Analyst II
Compliance/Procurement Analyst
Construction Technician
Contact Center Agent
Community Outreach Liaison
Finance Specialist - Payroll
GIS Analyst
Housing Authority Analyst
Housing Finance Analyst - Range 1
Housing Finance Analyst - Range 2
Housing Finance Analyst - Range 3
Housing Program Specialist
Housing Program Technician I
Housing Program Technician II
Housing Services Coordinator
IT Customer Support Specialist
IT Desktop & Support Analyst
Loan Processing Analyst
Loan Servicing Analyst
Payroll Analyst
Principal Accountant
Principal Construction Architect
Principal Construction Technician
Procurement Specialist
Program Lead
Program Technician
Real Estate Analyst
Real Estate Specialist

10 Relocation Specialist
Regulatory Compliance Analyst
Regulatory Compliance Specialist
Resident Services Specialist
Senior Compliance/ Procurement Analyst
Senior Housing Program Specialist
Shelter Coordinator
Sr. Loan Servicing Analyst

b. Employment Status:

The standing of an employee's present appointment. There are the following 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 completed the required probationary period of fifty-two (52) weeks of continuous service.

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

Limited-T erm : The status of an employee hired for a limited duration, up to a maximum of eighteen (18) 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 hour s during a continuous period of at least six (6) months.
c. The Agency will not utilize limited -term positions to circumvent the establishment of regular positions.
d. The Association will not object to the State Mediation and Conciliation Service or the American Arbitration Association 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

11 agrees to establish payroll deductions for members of the Association the first two (2) paydays of each month for:
(1) the normal and regular monthly membership dues;
(2) insurance premiums for plans to which the Agency is not a contracting party, including Association -sponsored disability insurance premiums and automobile insurance premiums; and (3) charitable contributions.
b. All payroll deductions set forth in Section 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 are currently used. Any changes or modifications shall be agreed upon between the Agency and the Association.
(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 Association.
(3) The Association 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 Association.
(4) The Agency must approve, in advance, all payroll deductions made pursuant to Section 3.2(a)(3) and (4). All insurance plans must be approved as being non- competitive and non-duplicative of Agency- offered insurance programs.
(5) The Association agrees to indemnify, defend and hold the Agency, its 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 Association a check for all the deductions. d. Solicitation and/or servicing of Association 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 AGENCY SHOP

12 a. General
As a condition of continued employment, all regular employees who are paid one or more hours salary during a bi-weekly pay period, and all part-time employees who are paid forty (40) or more hours salary during a bi -weekly pay period shall be a member of the Association or pay an agency shop service fee to the Association in an amount determined as set forth in subsection (b) below. b. Service Fee
The service fee required shall be an amount equal to the Association's uniformly-applied standard initiation fee, periodic dues and general assessments. In computing such amounts, the Association shall exclude expenditures for members -only benefits and Association expenditures for political and ideological purposes unrelated to collective bargaining, contract administration and grievance adjustment. Any dispute as to the service fee or the amount thereof shall be directed solely to the Association, and the Agency shall not be a party to the dispute.

Upon request of the Association, such employee shall be required to submit to the Association proof of payment of the in- lieu-of service fee. For purposes of this Section, such employees shall choose from the following three (3) organizations:

United Way
Firefighters Burn Institute
Children's Receiving Home
Employees claiming a religious exemption shall be required to file a written statement under oath or affirmation with the Association, which identifies the religious organization by name, if any, and which provides in detail that the employee and the organization meet all of the requirements for claiming the religious exemption. d. Disclosure and Reporting

13 The Association shall keep an adequate itemized record of its financial transactions and shall make available annually, to the Agency upon written request and to the employees covered by this Section within sixty (60) days after the end of its fiscal year, a detailed written financial report thereof in the form of a balance sheet and an operating statement, certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant. The Association, 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 Government Code, shall instead provide the Agency with a copy of such financial reports.
e. Hold Harmless
The Association shall promptly refund to the Agency any amounts paid to the Association in error under this Section.

14 (2) The Association has furnished the Agency with written proof that the procedure of subsection (1) above 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. T he Association must further provide, when requesting the Agency to terminate the employee, the following written notice:
"The Association certifies that (employee's name) has failed to tender the agency shop service fee, or payment in lieu of service fee, required as a condition of employment under this Agreement and that under the terms thereof, the Agency shall terminate the employee."
h. E
mployee Rights
Employees covered by this Agreement shall have all rights specified in Government Code Section 3502.5(b).

In addition, the representatives and the Association President, or his/her designated representative, may privately interview employees, 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.
f. During any such visits, representatives shall not in any way interfere with the orderly and efficient operation of the Agency.
g. Notwithstanding the provisions of this Article and Article 4, Grievance and Arbitration Procedure, on all matters relating to grievances and the interpretation of this

15 Agreement, the Agency shall deal with only the accredited Association stewards and those Association officers elected by the general membership. Further, the provisions of Section 3.4(d) shall apply to only such persons (including a representative of the Association).
h. Notwithstanding any provision of this Section, in the event the full agency shop becomes effective for the Unit during the term of this Agreement, the Association stewards for the Unit shall have no extensive designated responsibilities and shall not conduct any Association or representational activities, including grievance handling, on Agency time unless prior approval is expressly granted by Agency management.

3.5 ASSOCIATION BUSINESS
a. An employee who is elected or appointed to the Association office, or is selected for regular employment with the Association, shall be granted a leave of absence upon written request, at least thirty (30) days in advance, from the Agency . The leave shall be without pay for a one- year period or less. Leave of absence for Association business shall count as service time for the purpose of determining seniority. b. Members of the Association Negotiating Committee shall be granted leave from duty with full benefits for the purpose of negotiating the terms of an agreement when such meetings take place at a time during which such members are scheduled to be on duty.
c. An employee who is elected or selected by the Association, upon written request of the President of the Association, may be granted an excused absence without pay for a period of time sufficient to attend to union business , conferences, conventions, or special training schools, subject to the needs of the Agency.

3.6 ASSOCIATION LEAVE
a. The Association shall accrue a leave bank of twelve (12) hours per month, to be used for the purposes of conducting Association business and attending training.

These hours may only be used by Association representatives employed by the Agency.

The hours shall accumulate to a maximum of 160 hours. Accrual shall continue once the hours are below the maximum amount.
b. The hours shall have no cash value and cannot be used for any other purpose than allowed under the provisions of this article. c. The use of Association leave hours shall only be allowed if the Association provides a minimum of five (5) working days advance notice. The request shall be in writing and the approval/denial shall be provided in writing in a timely manner. Except for failure to provide five (5) working days advance notice, the leave request shall not be denied unless it would interfere with Agency business.

16 d. None of the leave hours shall be used for the purposes of advancing Association political views, such as attending political rallies or conferences , to support candidates running for office, or any such events of a similar nature. e. Association representatives using leave time for reasons other than is expressly provided under this Article shall forfeit their rights to Association Leave and may be subject to disciplinary action up to and including termination.

17 ARTICLE 4 – GRIEVANCE AND ARBITRATION PROCEDURE

4.2 INTENT
It is the intent of the parties to this Agreement to anticipate and diminish causes of grievances and to settle any which arise, informally at the lowest practicable level of supervision, and as fairly and promptly as possible. Therefore, it is agreed that there should be time limits between the initiation of a grievance and its occurrence, between steps of the grievance procedure, and the time in which each answer must be given. Any grievance not initiated, or pursued by the Association, aggrieved employ ee, or the Agency, as the case may be, within these time limits, will be considered settled on the basis of the last timely demand or answer by the Agency, as the case may be, unless the time is extended by agreement of both parties. At each step of the grievance procedure, the Agency shall make available 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 confidential or which is intimate and private to the grieving employee.

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

If the Agency does not meet the time limits, the Association 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 group of employees or a representative of the Association shall orally present the grievance to the employee's appropriate supervisor

4.6 FORMAL GRIEVANCE - STEP 1
If the grievance is not resolved under Section 4. 5, it shall be reduced to writing, setting forth the alleged facts or circumstances giving rise to the grievance, the applicable Section of the Agreement asserted to have been violated and the remedy or correction requested of the Agency. The written grievance must be dated and signed by the aggrieved employee or the employee’s representative. The written grievance must be presented to the aggrieved employee's Department Director or the Department Director's designated representative, within ten (10) working days after the supervisor's answer under Section 4.5. The Department Director or designated representative shall establish a time for a grievance meeting with the aggrieved employee and/or the Association representative to occur within ten (10) working days after receipt of the written grievance in an attempt to resolve the matter. At the grievance meeting, the Department Director or designated representative shall receive such evidence relevant to the grievance as the aggrieved employee and/or Association representative may wish to introduce. The Department Director or designated representative 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 satisfactorily resolved at Step 1, the written grievance may be presented to the Executive Director or the Executive Director's designated representative within ten (10) working days after receipt of the Department Director's written answer. The Executive Director or designated representative shall investigate and receive such evidence in the matter as seems just and proper and may meet with the aggrieved employee and/or the Association representative in an attempt to resolve the grievance. The Executive Director or designated representative shall then consider the evidence received and render a written decision on the grievance within twenty (20) working days after receipt of the written grievance.
b. The Association or the Agency may initiate their grievances at this Step 2 of the grievance procedure. Any grievance by the Agency against the Association must be filed with the Association President.
c. If the grievance is not resolved at Step 2 by mutual agreement of the parties the matter may be referred to mediation by the California State Mediation and Conciliation Service.

Request for arbitration shall be made in writing within ten (10) working days after the

19 Executive Director's response is given. An impartial arbitrator shall be selected jointly by the Agency and the Association within twenty (20) working days of receipt of the request.

The parties shall attempt to mutually agree on an arbitrator. If the parties cannot agree on an arbitrator, they shall immediately make a joint request of the American Arbitration Association or State Mediation and Conciliation Service for a list of five (5) qualified arbitrators. The parties shall each strike two (2) names from the list and the remaining person shall be accepted as the arbitrator. The arbitrator shall have access to all written statements and documents relevant to the grievance. The arbitrator shall render his/her decision no later than sixty (60) days after the conclusion of the final 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.
b. The arbitrator shall have no authority 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.
c. 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 witness or as the Association representative at an arbitration hearing held pursuant hereto. The Association agrees that the number of witnesses requested to attend and their scheduling shall be kept to a reasonable minimum.
d. The Agency and the Association shall provide, in writing, the names of witnesses and representatives attending the arbitration proceedings, at least one (1) week in advance of the proceedings. No pay shall be provided to the witnesses or Association representative if the Association or grievant fails to provide the one (1) week advance notice.

20 ARTICLE 5 – SALARIES

5.1 WAGE AND SALARY ADJUSTMENTS

1. Effective March 25, 2025, all SHRAEA represented employees shall receive a 3.5% salary range increase.

4. Effective March 25, 2025, Exhibit A Salary Schedule shall be amended to add Step 7.

5.2 SALARY STEP INCREASE AND FLEX STAFFING ADVANCEMENT
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. Employees are eligible for advancement to succeeding steps of the assigned salary range after the completion of the equivalent of fifty-two (52) weeks of full- time service.
c. An employee's step increase date shall be effective on the salary anniversary date.
d. A step increase may be denied only for just cause in writing. e. Employees advanced pursuant to the Flexible Staffing Procedure shall receive a new anniversary date upon advancement to the higher salary range. Denial of such advancement shall not be subject to the grievance procedure.

5.3 Y-RATE

21 Those employees who are reallocated to classifications where the maximum rate of pay is less than the employee's salary immediately prior to the reallocation, pursuant to a classification and pay study, shall be Y -rated until the salary of the affected classification range is increased to the incumbent employee's Y-rated salary.

22 ARTICLE 6 – EMPLOYEE BENEFITS

6.1 HEALTH INSURANCE
Cafeteria/group insurance contributions may be used towards health and/or dental benefits.

a. Employees are required to maintain health insurance coverage or provide proof of coverage elsewhere. Employees not enrolled in an Agency sponsored medical plan shall be able to use up to $200.00 per month to purchase Agency -sponsored dental, full family vision coverage, and/or life insurance pursuant to section 6.2. b. 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 period 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 C lassic PERS members only), and deferred

23 compensation. No other employee is entitled to receive a cash opt out amount of any kind
c. All employees who are regularly scheduled to a part -time position in the Administrative and Technical Unit shall receive a pro rata Agency designated group insurance contribution based on the employee's regularly scheduled hours. d. To be eligible for the Agency contribution under this Article the full -time employee must be paid for a minimum of forty (40) hours of work during 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 equal to the Agency contribution, in addition to any other employee deductions for health and dental insurance. If this deduction from the employee's paycheck cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month, including such paycheck(s), shall automatically drop the employee from the health and dental insurance program until the next open enrollment period.
e. All employees covered by this Agreement shall be enrolled in the employee plus one coverage under the Vision Care Plan "A".
f. The Agency’s Cafeteria/group Insurance Contributions for employees hired on or before December 31, 2022 includes the following: The maximum health insurance contribution shall be $360.00 per month and shall continue at $360.00 per month for the duration of this Agreement. This contribution amount is included in the contribution amounts listed in Section 6.1(a) above.

Employees with proof of health coverage from another source qualified under the Affordable Care Act may opt out of the health insurance and cafeteria plan.

6.2 LIFE INSURANCE
The Agency shall provide $10,000 life insurance for probationary , regular, and limited-term employees covered by this Agreement. The Agency agrees that subject to Federal tax limitations and during the applicable open enrollment period, employees may purchase additional life insurance up to three (3) times annual salary. Such insurance may be purchased from the Agency health and dental contribution up to the Federal limit, and from employee out-of-pocket funds thereafter.

6.3 HEALTH INSURANCE PREMIUM ADVANCE
A regular or limited -term employee who is on medical leave 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 may advance no more than three (3) months of health insurance premiums and the employee shall reimburse the Agency for all such premiums paid.

24 6.4 RETIREMENT PLAN AND CONTRIBUTION
a. All employees covered by this Agreement that are not “new members” under the California Public Employees Pension Reform Act of 2013 (“PEPRA”) shall be in the 2% at 55 CalPERS retirement formula. Effective July 1, 2013 the Agency will pay two percent (2%) of the employee’s seven percent (7%) PERS contribution. Effective January 1, 2014 the Agency will pay only one percent (1%) of the employee’s seven percent (7%) PERS contribution. Effective January 1, 2015, the employee will pay the entire seven percent (7%) PERS contribution.
b. 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 employees hired on or after January 1, 2013, who are considered “new members” under the PEPRA shall be in the 2% at 62 CalPERS retirement formula described in PEPRA. In addition, “new members” shall be subject to the equal sharing and contribution requirements in Section 7522.30(a) and (c) and shall pay at least 50% of the normal costs of their pension benefit.

6.5 CASH OUT AND/OR CREDIT FOR UNUSED SICK LEAVE
a. Effective upon adoption, an employee shall have the following option regarding sick leave cash out and/or credit at retirement:
(1) Convert all accrued sick leave to retirement service credit pursuant to Section 20965 of the Government code and Public Employment Retirement Law (PERL) or
(2) Cash out up to thirty -three and one third (33 1/3%) percent of 1040 hours of the accumulated sick leave hours and convert the balance of unused sick leave to retirement service credit with fifteen (15) years or more of Agency service.
b. An employee who terminates employment with the Agency by any reason other than retirement shall forfeit any unused accumulated sick leave.

6.6 FLEXIBLE SPENDING ACCOUNTS
The following flexible spending accounts shall be available to eligible employees contingent upon the Agency passing the required non- discrimination testing each pla n 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.

25 Administrative costs shall be paid by the employees participating in Sections 6.6(b) and (c).

6.7 OTHER EMPLOYEE BENEFITS
Except as modified by this Agreement, 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
d. Social Security
e. Public Employees' Retirement System

f. The Agency Human Resources Department is one of the locations employees may obtain information regarding the benefits mentioned above, as well as the Family Medical Leave Act (FMLA) and the Americans With Disabilities Act (ADA). It is not the intent of this section to res trict or expand the rights of employees in regard to the benefits mentioned herein.

26 ARTICLE 7 – HOURS OF WORK AND OVERTIME

7.1 HOURS OF WORK
a. The workweek for employees shall begin at 12:01 a.m. Saturday, and end at 12:00 midnight the following Friday. The workweek for full -time employees shall consist of forty (40) hours during the seven (7) day period, except as otherwise provided by the agreement.
b. The appointing authority may adjust hours of work, the workweek and lunch periods. Prior to a change in the schedule, the Agency shall give the employee and the Association fifteen (15) days 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) work days. c. Alternative schedules include, but are not limited to, 9/80 schedules consisting of eight (8) days of nine (9) hours 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 (1-1/2) 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 schedules (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.
d. For the purposes of computing overtime, all paid time off shall not be considered as time worked

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 (1-1/2) hours paid leave for each overtime hour worked. The Agency shall have the right to deny an employee's request for cash payment and instead compensate overtime through CTO. b. All CTO balances over eighty (80) but less than three hundred twenty (320) hours as of the pay period that includes December 31 will be paid annually on the third payday in the following year. Balances in excess of three hundred twenty (320) hours will be paid bi-weekly.
c. The Agency shall have the right to schedule and approve all use of CTO.

27 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 part -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 Resources Department. Employees submitting such written request will be changed to full-time employment as vacancies in regular positions occur within their current classification. The part -time employee who has the earliest dated request to change to full-time employment will be given the first available vacancy. e. The salary of part-time employees shall be pro-rated based on the number of hours worked. Vacation, sick leave, holiday and insurance benefits will be as stated in those Sections of this Agreement.

28 ARTICLE 8 – HOLIDAYS AND LEAVES

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

29 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. P art-time employees shall receive the holiday benefit on a pro rata basis. f. Floating Holidays
In addition to the recognized holidays specified above, each employee shall receive the equivalent of three (3) floating holidays per fiscal year on an accrual basis as follows:
(1) Each full -time employee shall 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) Regular part-time employees shall accrue floating holiday credit on a pro rata basis.
(3) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated representative. (4) As of the end of the pay period 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 for 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-time hours for each half (1/2) holiday falling on such scheduled day off.

8.2 ANNUAL LEAVE
a. All full-time employees shall earn annual leave 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 seven (7) years of service, to a maximum of 340 hours;

30 (3) 5.38 hours per bi -weekly pay period beginning with eight (8) and through ten (10) years of service, to a maximum of 360 hours. (4) 5.69 hours per bi-weekly pay period 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 period after fifteen (15) years of service, to a maximum of 480hours.
e. Annual leave earned but not taken may accrue to the maximum indicated and thereafter no further leave shall accrue until the balance is reduced below the maximum.
f. During any calendar year in which an SHRAEA represented 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. g. Once every three (3) months the Agency will notify each employee, in writing, of his/her accumulated sick leave and accumulated annual leave. h. This Section shall apply to regular part -time employees except that the bi - weekly accrual rate under Section 8.2(a) shall be computed on a pro rata basis.

I, Employees must have six (6) months of service to be eligible to use accrued vacation.
j. Temporary employees with 3- 6 months, start with a maximum of 40- hour bank of vacation (pro-rated), and also begin to accrue hours
k. New employees who were not on a temporary assignment, allowed to borrow up to 16 hours of floating holiday to use prior to completing the six (6) month of service.

Immediate family shall be defined as the employee's mother, father, step- mother, step-father, grandparents, spouse, children, step-children, brother, sister, niece/ nephew and persons bearing the same relation to the employee's spouse. Twenty-four (24) hours

31 shall be allowed off for 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 relative not stated above who was not a resident 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. Time off for doctor and dental appointments for an employee, or when absolutely necessary to take family members, may be charged to accumulated sick leave. f. When an employee's sick leave has been depleted, annual leave shall automatically be utilized unless the employee otherwise notifies the Human Resources Department in writing.
g. An employee who, while on vacation, is bedridden for five (5) 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. h. Annually, employees with an accumulated sick leave balance of five hundred (500) hours or more, and who have used forty (40) hours or less of sick leave by December 1 of the current calendar year, may cash out up to twenty -four (24) hours of sick leave by December 31.
i. This Article shall apply to regular and limited -term part-time employees except that the monthly accrual rate under Section 8.3(a) shall be computed on a pro rata basis.

32 (1) Illness or disability, including pregnancy -related disability, not covered by sick leave;
(2) Association business;
(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 actual period of illness, disability, or pregnancy-related disability, up to the one year maximum from the date the initial leave began under Section

33 8.6 PARENTAL LEAVE
a. A parental leave policy for both male and female regular full -time and regular part-time employees shall be implemented, with the following provisions:
(1) Regular f ull-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) Regular part -time employees who have 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 off. Unused parental leave shall have no cash value.
(3) To be eligible for the paid leave 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). The duration of paid leave shall not change based on a change in employment status, such as from part -time to full-time. An employee must utilize all paid leave prior to converting to unpaid leave during parental leave.
(5) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the classification last held or equivalent position.
(6) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of Agency-paid leave to the maximum six (6) months of leave, upon approval by the Agency, by adding accrued and available hours of sick leave, vacation, 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 period of absence on paid or unpaid status, and must be completed within one year of the birth or adoption for which it is requested.

34 (8) Parental leave shall not commence 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 apply Family Medical Leave concurrent with Parental Leave.
b. The Agency shall have the right to promulgate a policy and procedure to implement and administer parental leave.

35 1. Use accrued paid time off (excluding sick leave) for all closure days

2. Elect to take leave without pay or combination of accrued paid time off (excluding sick leave) and leave without pay.

e. Each calendar year employees may elect to defer up to 28 hours of pay in order to bank paid time off.

f. Banked hours cannot be carried over and must be used during the year they are banked.

g. Probationary employees will be allowed to utilize their accruals (exception to the Annual Leave section of this article)

36 ARTICLE 9 – SPECIAL ALLOWANCES

9.1 CALL-IN PAY
An employee who has completed their regular shift and has left Agency premises and is called back to work for unscheduled overtime work, shall receive a minimum of two (2) hours pay at time and one-half (1-1/2) their base rate of pay. If an employee is called and engages in problem solving over the phone which exceeds thirty (30) minutes, the employee shall receive the two (2) hour minimum call -in pay, or actual time worked, whichever is greater. Additional calls within the two hour period are covered und er that minimum time paid.

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 therefore by payment for the entire shift of an additional five percent (5%) of their base pay for that shift. Employees who work less than five- eighths (5/8) of their regular workshift 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 five percent (5%) of their base pay for such hours.

9.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION
a. When an employee is assigned to perform more than seventy-five percent (75%) of the duties of a position in a higher classification, payment for such 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 mor e than the maximum of Step 5 of the higher classification. The Executive Director may authorize payment in excess of five percent (5%) but no more than Step 5 of the higher classification.
b. When an employee is assigned to perform seventy-five percent or less (75%) of the duties of a higher classification, payment for such out-of-class work shall be paid at 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:
(1) Illness
(2) Vacation relief
(3) Sick leave relief
(4) Leave of absence
(5) During the recruitment process

37 (6) Conditions of extended emergency
d. The Agency agrees not to abuse or circumvent the application or intent of this Section, including the establishment of new positions.

9.4 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 receive 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 $$750 on the second payday of January.
c. Employees who have been employed by the Agency for a period of nine (9) years or more on January 1 of each year shall receive $1000 on the second payday of January.

9.5 BILINGUAL PAY
a. The Agency may authorize bilingual pay when it is determined to be necessary for the operation. The Agency shall determine what languages are appropriate for such pay and the number of employees to be certified, and shall include American Sign Language (ASL). To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language or ASL proficient. The Agency will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of five percent (5%) above the regular base pay for any period in which the employee is certified. An employee who is receiving bilingual pay shall provide assistance to any Agency operation as needed or when directed by the Agency.
c. The certification period will be two (2) years from the date of certification only. At the end of the certification period the Agency may or may not recertify the employee under paragraph “a” above.

38 ARTICLE 10 – PERSONNEL ACTIONS

10.1 PROBATIONARY PERIOD FOR NEW HIRES, TRANSFERS, PROMOTIONS

OR PROBATIONARY EMPLOYEES ASSIGNED TO FILL A VACANCY
a. The probationary period for all classifications in the Administrative and Technical Unit shall be twelve (12) months.
b. An employee released from probation does not have a right of return to their former classification or a right to grieve or appeal such release, unless allowed under this agreement or as provided by law.
c. An employee in probationary status assigned to fill a vacancy, as described in Article 10.2 below, shall serve a new probationary period and shall be placed at the same salary step in the new classification. The employee's classification date shall be the date of appointment to the new classification.
d. A regular employee who receives a step to step transfer or who is promoted and subsequently released from their new job classification while serving the probationary period shall be reinstated to the job classification from which the employee transferred or promoted where regular status was held or an equivalent position, unless the reason for release would be just cause for dismissal from agency service pursuant to Section 10.9. e. An employee’s probationary period may be extended to a maximum of twelve (12) weeks, or an employee may be released from their position at the discretion of the appointing authority at any time during the probationary period with no right of appeal or grievance.
f. An employee in probationary status who is promoted and subsequently released from that new job classification while serving the probationary period shall have no right of appeal and no right of return to their former classification.

10.2 SELECTION FOR VACANCIES (STEP TO STEP TRANSFER)
a. When a regular vacancy occurs in a particular job assignment, regular employees who are meeting the performance standards in their current job and are at a salary step of five percent (5%) or less of the same step of the new classification of the vacant position may request to be assigned to such vacancy. A vacancy or vacancies resulting from an assignment herein may not be subject to this procedure. The requests for consideration shall not be arbitrarily or capriciously denied. Assignment shall be made on the basis of the most qual ified applicant. Where two (2) or more employees request consideration and their qualifications are not significantly different, the senior employee will be given the position.
b. For a regular employee to be considered for transfer under Section 10.2(a), a written transfer request, on a form provided by the Agency, must be filed with the Human Resources Department. Such transfer request shall be valid through December 31 of each calendar year.

39 c. An employee with regular status assigned to fill such a vacancy shall serve a new probationary period and shall remain at the same salary step and anniversary date in the new classification. The employee's classification date shall be the date of appointment to the new classification.
d. Within a period between thirty (30) to sixty (60) calendar days from the date the regular vacancy was filled, an employee who was interviewed for such vacancy pursuant to subsection (c) shall have the right to meet with the appointing authority to discuss why his/her transfer request was not approved.

10.3 PROMOTIONS
a. Promotional examinations 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 prior 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 higher classification. b. All promotional job examination announcements establishing an eligible list shall be posted on the bulletin boards as specified in Section 3.6 at least ten (10) working days prior to the closing of the filing period. Job announcements may be posted for less than ten (10) working days with the consent of the Association.

Vacancies to be filled by an existing eligible list, transfer list, or reemployment list shall be posted on the bulletin boards as specified in 3.6 at least five (5) working days prior to the names on the eligible list/transfer list being certified. c. Where a regular employee of the Agency applies for a promotional position within the Agency and does not meet the minimum qualifications of the higher classification, such employee shall be notified in writing which minimum qualification(s) were not met.
d. Within any promotional job examination process, all regular employees who meet the minimum qualifications of a higher job classification covered by this Agreement shall be eligible for the job- related examination process. 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 classification. The promotion shall be given to the most qualified candidate without regard to relative position on the list. If t wo (2) or more candidates are equally qualified, seniority shall be the determining factor in the promotion.

40 required to compete in the written portion of the testing process, if applicable. However, in no event shall more than five (5) employees who have requested promotional consideration be given such interview, based on the test scores from the examination. If there is no test, the five (5) most qualified employees shall be referred to the interview.

Selection shall be made on the basis of the most qualified applicant. Where two (2) or more employees request consideration and their qualifications are not s ignificantly different, the senior employee will be given the position. b. For a regular employee to be considered for a promotional transfer, a written transfer request, on a form provided by the Agency, must be filed with the Human Resources Department. Such transfer request shall be valid through December 31 of each calendar year.
c. Whenever the names of candidates are certified to interview for a vacancy, employees who have submitted a promotional transfer request for the classification shall also be considered for the promotional opportunity.
d. Employees promoted pursuant to this Section shall serve a probationary period in the new classification. The date of appointment to the classification shall be the new anniversary date and classification date.
e. Within a period between thirty (30) to sixty (60) calendar days from the date a promotional vacancy was filled, an employee who was interviewed for such vacancy pursuant to subsection (d) shall have the right to meet with the appointing authority to discuss why he/she was not appointed to the promotional position.

10.6 INVOLUNTARY TRANSFERS
An employee shall be given five (5) working days notice prior to a n involuntary permanent transfer or lateral move from their current work location or to a different classification. A temporary involuntary transfer due to emergency situations and/or business necessity shall not be subject to the five (5) day notice requirement. If the Agency fails to provide the five (5) days notice for a permanent transfer the employee shall be entitled to be paid time and one-half (1-1/2) for a period of five (5) days.

10.7 DEMOTIONS
An employee who is demoted voluntarily or involuntarily to a classification with a lower salary range shall be paid in the new classification the salary range step closest to

41 the monthly pay rate received immediately prior to demotion providing there is no increase in pay.

10.8 TRANSITION
a. Upon approval of the Executive Director or his/her designee, any employee with limited -term status may be granted regular status without further examination provided the employee has worked the equivalent of twenty -six (26) weeks of full -time service. Such regular status shall be granted only to the employee's current job classification where limited-term status is held or to any entry-level classification covered by this Agreement.
b. Any employee with limited -term status who has worked the maximum allowable eighteen (18) months, shall either be granted regular status without further examination in the job classification where limited- term status is held or shall be terminated from employment with the Agency.

42 e. The Agency shall not discipline an employee, including a verbal reprimand, where an employee refuses to utilize bilingual ability during the course of their duties, except where the employee is employed in a position where the use of bilingual ability is a job requirement or is receiving bilingual pay.

10.11 CITIZENS COMPLAINT
a. The Agency agrees not to take any disciplinary action against any employee under Section 10.8 of this Agreement 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 compl ainant. Such written complaint shall specifically contain what acts, by an employee, are being alleged.
b. If a tenant or other member of the public files a written complaint with the Agency complaining of the actions of any employee, the Agency shall promptly provide a copy of the 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 based on the complaint, shall become a part of the employee's personnel file.

43 However, the employee may submit a written rebuttal to be placed in his/her personnel record attached to such a detrimental or adverse document or material and remain for as long as the adverse document stays in the file. Rebuttals submitted by employees that contain 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. d. An employee shall be provided with a copy of a performance appraisal, disciplinary letter, or letter of commendation within seven (7) calendar days after the document is placed in the employee's official personnel file.

44 ARTICLE 11 – SENIORITY AND LAYOFF

11.1 SENIORITY AND CLASSIFICATION DEFINITIONS
a. Agency Service Seniority: Agency service seniority shall be defined as the period of continuous service from the effective date of hire to any regular, part -time, or limited-term position.
(1) If two (2) or more regular employees have the same seniority date the employee who comes first on the Agency’s alphabetical list by last name shall be deemed more senior.
(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-time employee working forty (40) hours per week will have accrued three (3) years of seniority and the part - time employee working twenty (20) hours per week will have accrued one and one-half (1-1/2) years of seniority.
b. Classification Seniority: For regular and part-time employees classification seniority shall be defined as the length of continuous regular service from the effective date of probationary appointment to the employee's present job classification including any time spent in a higher classification less any time spent in a lower job classification due to a downgrade.
(1) For any employee with regular status who has not served a probationary period in his/her present job classification, classification seniority shall be the effective date of reallocation to the employee's present job classification, or in the case of transition from a limited-term position, classification seniority shall be the effective date of appointment to the limited-term position.
(2) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater Agency service seniority.
c. Higher Classification : The term higher classification shall mean a job classification in which the top rate of pay (Step 5) is greater than the top rate of pay (Step 5) of the employee's present job classification.
d. D
owngrade: A downgrade shall be defined as a change in job classification to which the top rate of pay (Step 5) is less than the top rate of pay (Step 5) of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder, except as provided in Section 11.2(c)(5) of this Article.

45 e. Loss of Seniority : Employees shall lose their seniority for the following reasons:
(1) Termination, resignation, or retirement
(2) Failure to return to work when recalled from layoff as set forth in the recall procedure in Section 11.4
(3) Failure to return to work after expiration of a formal leave of absence (4) Layoff for a continuous period of two (2) consecutive years from Agency service
f. The Agency shall prepare and maintain a seniority list which shall show the names, classification, classification seniority date and Agency service seniority date of all employees covered by the Agreement. The Association 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 upon request but not more than once every six (6) months. g. A seniority unit list, with the same information shall be maintained and posted for each seniority unit.
h. These lists shall be deemed correct as to an employee's seniority unless the employee or the Association notifies the Agency to the contrary in writing within ten (10) working days after a list is given to the Association and posted by the Agency on the bulletin boards as specified in Section 3.6. This information shall appear at the top of each seniority unit list.

11.2 LAYOFF, TEMPORARY LAYOFF, REDUCED WORK SCHEDULE, BUMPING

AND REGRESSION LADDER DEFINITIONS
a. Layoff: A layoff shall be defined as the dismissal of at least one employee due to lack of work, lack of funds, or abolishment of position. b. T emporary Layoffs: Shall be defined as temporary layoff due to lack of work, lack of funds, abolishment or reclassification of positions for a period of ten (10) or more work days but less than 120 work days.
c. R
educed Work Schedule: Reduced work schedules shall be defined as schedules that are reduced for a period of five (5) or more work days, but less than fifty - six (56) work days in a twelve month period. Work schedules may be reduced in hours up to but not more than 38.3 hours per month for a period of up to twelve (12) months due to lack of work, lack of funds, abolishment or reclassification of positions. d. B
umping : An employee who is going to be laid off pursuant to section 11.3 may bump an employee with less seniority within his/her classification regression ladder.

To bump a less senior employee the bumping employee must be qualified to perform the functions of the classification in the regression ladder.

46 e. 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. Before adding new classifications to the regression ladder, the Agency will meet with the Association to discuss the placement of the new classification on the ladder.

11.3 REDUCED WORK SCHEDULE, TEMPORARY LAYOFF AND PERMANENT

LAYOFF PROCEDURE
a. Notice: In the event of reduced work schedule, temporary layoff, or permanent layoff, the Agency shall first provide a list of the affected classifications and employee(s) to the Association , at least thirty (30) calendar days prior to the event. All affected employees shall be notified at least fourteen (14) calendar days prior to the effective date of the event.

All affected employee(s) shall be notified of the pending event by certified mail, return receipt requested. Such notice shall be mailed to the employee's address currently on file in the Human Resources Department and shall be deemed appropriate notice.
b. Procedure: This Section provides the procedure to be followed when an employee(s) is placed on a reduced work schedule, or temporarily or permanently laid off.
(1) R educed Work Schedule: In the event of 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 employees first in each classification affected, second by least Agency seniority, unless more senior employee(s) volunteer. (2) T
emporary Layoff and Layoff: 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
2nd Regular Part-Time Probationary
3rd Regular Full-Time Probationary
4th Regular Part-Time
5th Regular Full-Time

47 (3) Bumping: Within a job classification, any employee with regular status who is to be laid off or displaced shall have the right to bump, in descending order, to job classifications 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:
1st Limited-term employee with the least Agency service seniority
2nd Regular part -time employee with the least Agency
service seniority
3rd Regular full -time employee with probationary status with the least classification seniority
4th Regular full-time employee with the least
classification seniority, 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 qualified to perform the functions of the classification shall be laid off. (a) If there are employees with limited- term status, the downgrading employee shall first displace such limited- term employee with the least Agency service seniority.
(b) If there are no employees with limited- term status, the downgrading employee shall then displace the employee with probationary status with the least classification seniority.

If there are no employees with limited- term or
probationary status, the downgrading employee shall then displace the employee with regular status with the least seniority, provided the downgrading employee has greater seniority.
(4) Probationary Employees: Any probationary employee who is affected by a layoff or displaced by a bumping employee shall return to the former job classification 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, the employee will be laid off without right of recall. (5) In-Li
eu of Bumping: An employee may accept layoff in- lieu of the opportunity to bump by notifying the Human Resources Department within three (3) working days of receiving notice of layoff. Where the employee accepts a layoff in- lieu of bumping, said employee shall

48 forfeit all recall rights except 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 bumping providing there is no increase in pay.
(7) F
ringe Benefits : Employees laid off shall be paid vacation and other benefits pursuant to this Agreement. Employees being recalled shall have their sick leave restored.

If an employee notifies the Agency within 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. In the event the Agency has a regular full -time opening, the Agency shall only be obligated to recall eligible laid-off or bumped employees who held regular status.

49 f. Regular employees who were laid off 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 classification shall only have recall rights to the classification from which they were laid off.

11.5 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM
a. "Work furlough" refers to a full day of unpaid leave on a variable schedule. "Reduced workweek" refers to a schedule of a full-time career employee which is modified on a regular fixed basis to less than forty (40) hours per week. b. The period of work furlough shall not exceed two (2) days of unpaid time per biweekly pay period for a 5/8 schedule or a 4/10 schedule. The reduced workweek shall not be reduced by more than twenty (20) hours of unpaid time per bi -weekly pay period. Work hours reduced in excess of 346 hours in a fiscal year will result in reduced retirement service credits.
c. Employees may be authorized to work a daily schedule of more than eight (8) hours but less than ten (10) hours. Employees who are scheduled to work such a daily schedule shall be paid at the overtime rate of time and one-half (1-1/2) for all hours worked in excess of their regularly scheduled workday and forty (40) hours per week. d. An employee will not be permitted to use accrued paid time during such furloughed or reduced hours.
e. Employees shall receive holiday benefits as follows:
(1) Employees on reduced workweek or furlough on a recognized holiday will receive eight (8) hours or four (4) hours of holiday pay, as applicable.
(2) Employees on a reduced workweek who work on a recognized holiday will receive holiday pay plus time and one- half (1 -1/2) compensation for the hours worked.
f. The mutual agreement entered into by the employee and appointing authority or designee may provide for call-back arrangements if appropriate. Once mutual agreement is reached, the work furlough or reduced workweek shall continue in full force and effect from the effective date of the agreement until the employee or the department request to terminate it after thirty (30) day's notice. The agreement shall be void if an employee is injured off-the-job, has exhausted all leave accruals, and has more than forty (40) consecutive hours without pay. Any change to the agreed- upon work schedule or required overtime is subject to the applicable provisions of the labor agreement, if any. g. An employee who participates in this voluntary work furlough/reduced workweek program shall receive full benefits for life insurance, accrued leave, holiday, and health and welfare benefits, including the Agency contribution, if applicable. The

50 application of the Agency's contribution to retirement, health and welfare benefits shall be the same as for a regular employee.
h. No employee will be coerced into accepting a voluntary furlough or reduced workweek. No employee will suffer any adverse action or negative impact on an employee evaluation due to his/her decision not to participate in a voluntary furlough or reduced workweek.

11.3(b)(3) of this Article, provided such employee held regular status in such bargaining unit job classification not more than two (2) years prior to the effective date of the layoff.

51 ARTICLE 12 – REIMBURSEMENTS

12.1 TUITION REIMBURSEMENT
a) Regular e mployees that have successfully passed their initial probationary period 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 recognized degree program approved by the Human Resources Director. Such reimbursement 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 start of such course and must receive a grade of "C" or its numerical equivalent or better, or pass in a pass/fail grading system, to be eligible for the tuition reimbursement.

12.2 REGIONAL TRANSIT MONTHLY PASS
Probationary, regular, and limited- term employees who utilize the Sacramento Regional Transit District (SRTD) for home-to-work transportation are eligible to receive a one hundred percent (100%) discount on the cost of a standard SRTD monthly pass to a maximum of $100. Employees who utilize other transit systems regulated by the Public Utilities Commission or Interstate Commerce Commission shall receive reimbursement of up to one hundred percent ( 100%) of the cost of the pass to a maximum of $100.

12.3 DOWNTOWN PARKING SUBSIDY
Effective July 1, 2022, f ull-time regular and limited- term employees who are assigned to the downtown area are eligible to receive a $$175 per month parking subsidy provided that:
a. The employee does not receive reimbursement for Sacramento Regional Transit or other bus or mass transit transportation for the same month. b. The employee is not provided free parking.

12.4 MILEAGE REIMBURSEMENT

52 Employees required to utilize their private vehicles for official Agency business shall be reimbursed for such use at the Internal Revenue Service (IRS) business mileage deduction rate. Mileage claims shall be paid monthly upon submission by the employee.

There shall be no minimum monthly allowance.

53 ARTICLE 13 – SAFETY AND UNIFORMS

13.2 HEALTH AND SAFETY EQUIPMENT
The Agency agrees to provide employees with required health and safety equipment.

54 ARTICLE 14 – MISCELLANEOUS

14.1 SAVING CLAUSE
If any parts of the Agreement are found to be illegal, such illegality shall not in any way invalidate any other parts of this Agreement.

14.4 DRIVER LICENSE AND INSURABILITY
a. An employee may be required as a condition of employment to provide a personal vehicle for Agency business.
b. An employee who is authorized to drive an Agency vehicle or personal vehicle in the course of his/her employment 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. c. In addition, an employee who is authorized to drive an Agency vehicle in the course of his/her employment shall maintain a safe driving record such that no assigned risk or insurability penalties are applied to the Agency's insurance rates. Failure to do so will necessitate that the employee provides 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.
d. The employee shall notify his/her supervisor of the loss, suspension, or cancellation of his/her drivers license on the first working day following such loss.

14.5 TELEWORK PROGRAM
The Agency may establish for the term of this Agreement a TeleWork program for represented employees in accordance with the Agency’s TeleWork Program with the following exceptions:

55 a. The Agency will decide the classifications and positions which are feasible for a TeleWork program. The Association may recommend classifications and positions for inclusion in TeleWork.
b. The Association representative or designee shall have the opportunity to attend the meeting between the Agency and the employee at the time of the decision on a TeleWork arrangement.
c. A TeleWork arrangement may be terminated by the Agency or by the employee upon submission of written notice to the other party. Upon receipt of the written notice, the TeleWork arrangement will be terminated on a date mutually acceptable to the Agency and the employee or thirty (30) calendar days from the date of written notice should there be no mutual agreement.

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%

56 d. The retiree medical benefits 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 eligibility requirements shall be included in this program.

14.7 TERM
a. This Agreement shall remain in full force and effect upon approval by the Sacramento City Council and Sacramento County Board of Supervisors from March 25, 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.

57 SHRAEA NEGOTIATING SACRAMENTO HOUSING AND

COMMITTEE REDEVELOPMENT AGENCY

____________________________
David Kruckenberg Tracy Knighton
Chief Negotiator Chief Negotiator

____________________________
Charlaysja Williams James Shields
President Deputy Executive Director

58 EXHIBIT A – SALARY SCHEDULE

Sacramento Housing and Redevelopment Agency

FOR CURRENT SALARY INFORMATION VISIT:

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

59 EXHIBIT B – REGRESSION LADDERS