Agenda, second session — San Bruno City Council, February 10, 2026 (part 1 of 2)

"The City With a Heart"
Rico E. Medina, Mayor
Sandy Alvarez, Vice Mayor
Tom Hamilton, Councilmember, District 2
Michael Salazar, Councilmember, District 3
Marty Medina, Councilmember, District 4
AGENDA
SAN BRUNO CITY COUNCIL REGULAR MEETING
February 10, 2026
7:00 PM
IN PERSON* MEETING LOCATION
San Bruno Recreation and Aquatic Center, Community Room 251 City Park Way
San Bruno, CA 94066
*Please turn off all electronic devices before the start of the meeting to prevent disruptions*
**Zoom Link
https://sanbrunocagov.zoom.us/j/89588078537?
pwd=1Mn9hdaMbghafdd8LaXUVJJqb1gE6D.1
Phone Line: 16465588656
Webinar ID: 895 8807 8537
Webinar Password: 622274
*Broadcast of the meeting is offered via Zoom as a
courtesy to the public.
**No public comment accepted via Zoom.

PUBLIC COMMENT: In person attendees who want to provide public comment, will be asked to fill out a speaker card and turn it into the City Clerk. Public comment may also be emailed to [email protected] . Comments received via email will not be read
aloud during the meeting.

ACCESSIBILITY: In compliance with the Americans with Disabilities Act, individuals requiring special accommodations or modifications to participate in this meeting should contact the City Clerk’s Office 48 hours prior to the meeting at (650) 6167061 or [email protected] .
*Any disclosable public writings related to an open session item on a regular meeting agenda and distributed by the City to at least a majority of the City Council less than 72 hours prior to that meeting are available for public inspection at the City Clerk's Office at City Hall located at 567 El Camino Real, San Bruno, California during normal business hours. In addition, the City may also post such documents on the City’s Website at sanbruno.ca.gov/AgendaCenter .

1. CALL TO ORDER

2. ROLL CALL

3. PLEDGE OF ALLEGIANCE

4. PUBLIC COMMENTS FOR ITEMS NOT ON THE AGENDA
Individuals allowed up to three minutes, subject to the Mayor’s discretion based on the anticipated length in the meeting. It is the Council’s policy to refer matters raised in this forum to staff for investigation and/or action where appropriate. The Brown Act prohibits the Council from discussing or acting upon any matter not agendized pursuant to State Law.

5. ANNOUNCEMENTS/PRESENTATIONS
There is a single public comment period for all items in this section a. Proclamation Recognizing February 17, 2026 as Lunar New Year

6. CONSENT CALENDAR
All items are considered routine or implement an earlier Council action and may be enacted by one motion; there will be no separate discussion, unless requested. There will be a single public comment period for all items in this section unless a Councilmember requests to pull an item for a separate vote. a. Approve the Draft Special Meeting Minutes for November 12, 2025, January 27, 2026 and January 30, 2026 and Regular Meeting Minutes for January 27, 2026 b. Approve Accounts Payable for January 26, 2026 and February 2, 2026 c. Accept Payroll for January 25, 2026
d. Consider Adoption of a Resolution Accepting the Southline Offsite Improvement Project as Complete; and Authorizing the Filing of Notice of Completion with the San Mateo County Recorder’s Office
e. Consider Adoption of a Resolution Approving the Tentative Agreement Between the City of San Bruno and Teamsters IBT Local 856 Fire Unit for the Term January 1, 2026 through December 31, 2028
f. Consider Adoption of a Resolution Approving an Updated Publicly Available Pay Schedule Effective January 12, 2026
g. Consider Adoption of a Resolution Updating the Authorized City Officials to Invest Funds in the State of California Local Agency Investment Fund
h. Consider Adoption of a Resolution Authorizing the City Manager to Waive the City Rental Fee in the Amount of $204 for the San Bruno Junior Giants Registration Event at the San Bruno Public Library on May 2, 2026

7. STUDY SESSION
Public comment will be requested after each topic in this section a. Receive a Presentation on the CleanUp San Bruno Initiative: SixMonth Update

8. CONDUCT OF BUSINESS
Public comment will be requested after each topic in this section a. Consider Adoption of the Fiscal Year 202627 City Council Priorities and Budget Principles

9. COUNCIL COMMITTEE REPORT OUT

10. COMMENTS FROM COUNCIL MEMBERS

11. ADJOURNMENT – The next Regular City Council Meeting will be held on February 24, 2026 at 7:00 pm
POSTING: I declare a copy of this agenda was posted at City Hall, 567 El Camino Real, San Bruno, among other locations in the city limits of San Bruno, on February 5, 2026, by 8:00 pm. 1 of 191
"The City With a Heart"
Rico E. Medina, Mayor
Sandy Alvarez, Vice Mayor
Tom Hamilton, Councilmember, District 2
Michael Salazar, Councilmember, District 3
Marty Medina, Councilmember, District 4
AGENDA
SAN BRUNO CITY COUNCIL REGULAR MEETING
February 10, 2026
7:00 PM
IN PERSON* MEETING LOCATION
San Bruno Recreation and Aquatic Center, Community Room 251 City Park Way
San Bruno, CA 94066
*Please turn off all electronic devices before the start of the meeting to prevent disruptions*
**Zoom Link
https://sanbrunocagov.zoom.us/j/89588078537?
pwd=1Mn9hdaMbghafdd8LaXUVJJqb1gE6D.1
Phone Line: 16465588656
Webinar ID: 895 8807 8537
Webinar Password: 622274
*Broadcast of the meeting is offered via Zoom as a
courtesy to the public.
**No public comment accepted via Zoom.

1. CALL TO ORDER

2. ROLL CALL

3. PLEDGE OF ALLEGIANCE

5. ANNOUNCEMENTS/PRESENTATIONS
There is a single public comment period for all items in this section a. Proclamation Recognizing February 17, 2026 as Lunar New Year

7. STUDY SESSION
Public comment will be requested after each topic in this section a. Receive a Presentation on the CleanUp San Bruno Initiative: SixMonth Update

8. CONDUCT OF BUSINESS
Public comment will be requested after each topic in this section a. Consider Adoption of the Fiscal Year 202627 City Council Priorities and Budget Principles

9. COUNCIL COMMITTEE REPORT OUT

10. COMMENTS FROM COUNCIL MEMBERS

"The City With a Heart"
Rico E. Medina, Mayor
Marty Medina, Vice Mayor
Sandy Alvarez, Councilmember, District 1
Tom Hamilton, Councilmember, District 2
Michael Salazar, Councilmember, District 3

MINUTES

SAN BRUNO CITY COUNCIL SPECIAL MEETING
November 12, 2025
5:30 PM

1. CALL TO ORDER
The meeting was called to order at 5:30 pm.

2. ROLL CALL
Councilmembers Hamilton, M. Medina, Salazar, Vice Mayor Alvarez and Mayor R.

Medina were all present.

3. CLOSED SESSION
a. CONFERENCE WITH LEGAL COUNSEL – ANTICIPATED LITIGATION Significant exposure to litigation pursuant to paragraph (2) of subdivision (d) of section 54956.9 (one case - Claim No. SB 1521, Claimant: Michael Diaz) No reportable action was taken.
b. CONFERENCE WITH LABOR NEGOTIATORS
Agency designated representatives: City Manager
Employee Organizations: Teamsters Local 856, IBT Miscellaneous; Teamsters Local 856, IBT Fire; Teamsters Local 856, IBT Police; Teamsters Local 856, IBT Public Safety Mid-Management; Teamsters Local 350, IBT Mid-Management; San Bruno Management Employees Association; and Unrepresented Employees No reportable action was taken.

4. ADJOURNMENT
This meeting adjourned at 6:52 pm to the next Regular City Council Meeting on November 12, 2025 at 7:00 pm.

These City Council meeting minutes were prepared by Lupita Huerta, City Clerk, and presented to the City Council for approval at the regular meeting of February 10, 2026.

Lupita Huerta
City Clerk
Rico E. Medina
Mayor
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Item 6a.

"The City With a Heart"
Rico E. Medina, Mayor
Sandy Alvarez, Vice Mayor
Tom Hamilton, Councilmember, District 2
Michael Salazar, Councilmember, District 3
Marty Medina, Councilmember, District 4

MINUTES

SAN BRUNO CITY COUNCIL SPECIAL MEETING
January 27, 2026
5:30 PM

1. CALL TO ORDER
The meeting was called to order at 5:30 pm.

2. ROLL CALL
Councilmembers Hamilton, M. Medina, Salazar, Vice Mayor Alvarez and Mayor R.

Medina were all present.

3. CLOSED SESSION
a. CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION
(Paragraph (1) of subdivision (d) of Section 54956.9)
Name of case: Jordan Alvarenga; Workers’ Compensation Claim No. 241000069 No reportable action was taken.
b. CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION
(Paragraph (1) of subdivision (d) of Section 54956.9)
Name of case: Scott Stults; Workers’ Compensation Claim No. 250200023 No reportable action was taken.
c. CONFERENCE WITH LABOR NEGOTIATORS
Agency designated representatives: City Manager
Employee Organizations: Teamsters Local 856, IBT Miscellaneous; Teamsters Local 856, IBT Fire; Teamsters Local 856, IBT Police; Teamsters Local 856, IBT Public Safety Mid-Management; Teamsters Local 350, IBT Mid-Management, San Bruno Management Employees Association; and Unrepresented Employees No reportable action was taken

4. STUDY SESSION
a. Receive 2025 Downtown Pulse Survey Results
Assistant to City Manager Brian Adam presented the item to the City Council and answered questions.

Administrative Services Direction & Chief Financial Officer Nick Pegueros answered questions.

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Page 2 of 2 ends

City Attorney Trisha Ortiz answered questions.

City Manager Alex McIntyre answered questions.

No members of the public wished to speak under this item.

No reportable action was taken.

5. ADJOURNMENT
This meeting adjourned at 6:42 pm to the next Regular City Council Meeting on January 27, 2026 at 7:00 pm.

These meeting minutes were prepared by Lupita Huerta, City Clerk, and presented to the City Council for approval at the regular meeting of February 10, 2026.

______________________________         ______________________________ Lupita Huerta
City Clerk
Rico E. Medina
Mayor

5 of 191

"The City With a Heart"
Rico E. Medina, Mayor
Sandy Alvarez, Vice Mayor
Tom Hamilton, Councilmember, District 2
Michael Salazar, Councilmember, District 3
Marty Medina, Councilmember, District 4

MINUTES

SAN BRUNO CITY COUNCIL SPECIAL MEETING
January 30, 2026
1:00 PM

1. CALL TO ORDER
The meeting was called to order at 1:00 pm.

2. ROLL CALL
Councilmembers Hamilton, M. Medina, Salazar, Vice Mayor Alvarez and Mayor R. Medina were all present.

3. STUDY SESSION
a. Receive Preliminary General Fund Forecast and Update on FY26 and Carried Over Council Strategic Initiatives, FY26-Q3
Introduced by City Manager Alex McIntyre
Director of Administrative Services & CFO Nick Pegueros presented ‘Budget Principles and Forecast’ to the City Council
Assistant to the City Manager Brian Adam presented ‘City Council Initiatives Update’ Community Development Director Peter Gilli, Public Works Director Matt Lee, and Administrative Services Director & CFO Nick Pegueros answered questions No members of the public wished to speak under this item No reportable action taken
b. City Council’s Annual Strategic Initiatives & Prioritization Retreat City Manager Alex McIntyre presents ‘Prioritization’ and presents list of five priority initiatives
The following department directors and staff provided presentations to the City Council and answered questions
Community Development Director Peter Gilli
City Manager Alex McIntyre
Community Services Director Travis Karlen
Assistant City Manager Joe Toney
Police Chief Matt Lethin/ Fire Chief Mike Kennedy
City Council Meeting recessed at 3:05 pm and reconvened at 3:20 pm City Council Members presented their initiatives:

Councilmember Hamilton
Councilmember M. Medina

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Page 2 of 2 ends

Councilmember Salazar
Vice Mayor Alvarez
Mayor R. Medina
No members of the public wished to speak under this item Assistant to the City Manager Brian Adam explains voting process to Council City Council meeting recessed at 4:39 pm and reconvened at 4:44 pm Councilmembers rank their top five initiatives:

Councilmember M. Medina
Councilmember Salazar
Mayor R. Medina
Vice Mayor Alvarez
Councilmember Hamilton
Final five initiatives are chosen
M/S Salazar/M. Medina to add a sixth initiative back to the final list. Passed unanimously 5-0
No reportable action taken

4. ADJOURNMENT
This meeting adjourned at 5:24 pm to the next Regular City Council Meeting on February 10, 2026 at 7:00 pm.

These meeting minutes were prepared by Alissa Leonardini, Deputy City Clerk, and presented to the City Council for approval at the regular meeting of February 10, 2026.

_________________________ ___________________________ Alissa Leonardini Rico E. Medina Deputy City Clerk Mayor

7 of 191

"The City With a Heart"
Rico E. Medina, Mayor
Sandy Alvarez, Vice Mayor
Tom Hamilton, Councilmember, District 2
Michael Salazar, Councilmember, District 3
Marty Medina, Councilmember, District 4

MINUTES

SAN BRUNO CITY COUNCIL REGULAR MEETING
January 27, 2026
7:00 PM

1. CALL TO ORDER
The meeting was called to order at 7:00 pm.

2. ROLL CALL
Councilmembers Hamilton, M. Medina, Salazar, Vice Mayo Alvarez, and Mayor R.

Medina were all present.

3. PLEDGE OF ALLEGIANCE
Mayor M. Medina led the pledge.

4. PUBLIC COMMENTS FOR ITEMS NOT ON THE AGENDA
The following members of the public provided comment(s):
• Richard Wong

5. ANNOUNCEMENTS/PRESENTATIONS
a. Proclamation Recognizing February as Black History Month b. Receive Annual Update from Planning Commission
Chair Auros Harman presented the item to the City Council Community Development Director Peter Gilli answered questions.

No members of the public wished to speak under Announcements/Presentations.

City Manager Alex McIntyre introduced newly hired Assistant City Manager Joseph Toney.

Assistant City Manager Joseph Toney introduced himself to the City Council.

6. CONSENT CALENDAR
a. Approve the Draft Special Meeting Minutes for April 22, 2025 and January 13, 2026 and Regular Meeting Minutes for January 13, 2026
b. Approve Accounts Payable for January 12, 2026 and January 20, 2026 c. Accept Payroll for January 11, 2026
d. Approve Investment Report Dated December 31, 2025
e. Approve Reconciliation of General Ledger to Bank Report Dated November 30, 2025
f. Consider Adoption of a Resolution Acknowledging Receipt of a Report Made by the Fire Marshal of the San Bruno Fire Department Regarding the Inspection of Certain

8 of 191

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Page 2 of 3 ends

Occupancies Required Pursuant to Sections 13146.2 and 13146.3 of the California Health and Safety Code
No items were pulled for a separate vote.

No items were pulled for comments or questions.

No members of the public wished to speak under this item.

M/S Salazar/Hamilton to approve consent. Motion passed unanimously.

7. PUBLIC HEARING(S)
a. Hold a Public Hearing Regarding the California Municipal Finance Authority (“CMFA”) Bond Opportunities for Land Development (“BOLD Program”) and Consider Adoption of a Resolution Authorizing Use of the Bond Opportunities for Land Development (“Bold”) Program and Authorizing the California Municipal Finance Authority to Accept an Application from City Ventures for its Project Known as “The Highlands”, to Conduct Proceedings and Levy Special Taxes Within the Territory of City of San Bruno Pursuant to the Mello-Roos Community Facilities Act of 1982, as Amended, for Such Project; and Authorizing Related Actions
Community Development Director Peter Gilli introduced Planning Manager Rosco Mata.

Planning Manager Mata presented the item to the City Council and answered questions.

Community Development Director Gilli answered questions.

The following members of the public provided comment(s):
• Armando Murillo
• Darian Dennler
M/S Hamilton/Alvarez to close public hearing. Motion passed unanimously.

Developer representative Darian Dennler answered questions.

Bond Counsel David Fama answered questions
City Attorney Trisha Ortiz answered questions.

M/S Hamilton/Alvarez to adopt resolution as read by the City Clerk. Motion passed unanimously.

8. CONDUCT OF BUSINESS
Planning Commission Special Joint Meeting was called to order at 7:40 pm.

Commissioners Biasotti, Johnson, Lethin, Vice Chair Kuhn and Chair Harman were all present. Commissioners Durazo and Madden were on excused absences. a. Conduct a Joint City Council/Planning Commission Session to Receive Introduction to PlaceWorks for the Land Use, Housing, and Economic Development Initiative, and for City Council to Consider Adoption of a Resolution Authorizing the City Manager to Execute a Standard Agreement for Consultant Services with PlaceWorks to Prepare a Land Use, Housing, and Economic Development Initiative and Determining the Action is Exempt Under the California Environmental Quality Act
Community Development Director Gilli, and Placeworks representatives Joanna Jansen, AICP, LEED AP and Carey Stone presented the item to the City

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Page 3 of 3 ends

Council/Planning Commission and answered questions.

No members of the public wished to speak under this item.

M/S Hamilton/Alvarez to adopt the resolution as read by the City Clerk. Motion passed unanimously.
b. Conduct a Joint City Council/ Planning Commission Session to Receive the 2025 Housing Element Annual Update and Authorize Transmittal of the 2025 Housing Element Annual Progress Report to the California Department of Housing and Community Development and Governor’s Office of Land Use and Climate Innovation Assistant Community Development Director Kelly Beggs presented the item to the City Council/Planning commission and answered questions.

Community Development Director Peter Gilli answered questions.

Planning Commissioners M/S Lethin/Biasotti to receive the Housing Element Annual Progress Report for 2025 and recommend that the City Council authorize transmittal to the California Department of Housing and Community Development and the Governor’s Office of Planning and Research. Motion passed with Commissioners Biasotti, Johnson, Lethin, Kuhn and Chair Harman voting yes and Commissioners Durazo and Madden absent.

City Council Members Salazar/M. Medina to approve. Motion passed unanimously.

Planning Commission Special Joint Meeting adjourned at 8:59 pm.

9. COUNCIL COMMITTEE REPORT OUT
The following members of the City Council provided comments:
• Councilmember Hamilton
• Mayor R. Medina

10. COMMENTS FROM COUNCIL MEMBERS
The following members of the City Council provided comments:
• Councilmember Hamilton
• Councilmember M. Medina
• Mayor R. Medina

9. ADJOURNMENT
The meeting adjourned at 9:08 pm to the next Regular City Council Meeting on February 10, 2026 at 7:00 pm.

These City Council meeting minutes were prepared by Lupita Huerta, City Clerk, and presented to the City Council for approval at the regular meeting of February 10, 2026.

______________________________        ______________________________ Lupita Huerta
City Clerk
Rico E. Medina
Mayor

10 of 191

City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Nick Pegueros, Chief Financial Officer
Kathleen O’Malley, Accounting & Customer Service Representative SUBJECT: Accounts Payable Warrant Register
This is to certify that the claims listed on page 1 to 3 inclusive for checks dated January 26, 2026, and/or claims numbered from 221802 through 221927 inclusive, totaling $593,928.67, have been checked in detail and approved by the proper officials, and in my opinion, represent fair and just charges against the City in accordance with their respective amounts. The table below summarizes the total paid by Fund.

Fund Fund Name Amount
001 General Fund $72,246.21
005 Measure G District Sales Tax $2,528.54
111 Police Asset Forfeiture $746.83
121 Federal/State Grants $68,960.11
132 Agency On Aging $2,431.95
133 Restricted Revenues $533.05
137 Developer Project Contributions $35,026.35
141 Community Development $993.31
142 Recreation & Aquatics Center (RAC) $5,618.93
201 Parks and Facilities Capital $3,834.62
207 Technology Capital $2,745.00
611 Water Fund $73,251.02
621 Stormwater Fund $91,416.94
631 Wastewater Fund $82,879.91
641 CityNet Services Fund $7,642.13
651 Parking Fund $59,711.40
701 Central Garage $5,612.79
702 Facility Maintenance Fund $17,190.47
703 General Equipment Revolving $34,752.19
707 Technology Development $25,806.92
TOTAL FOR APPROVAL $593,928.67
Respectfully submitted,
_________________________
Chief Financial Officer Date
Docusign Envelope ID: F63115A4-041B-47BB-95C0-7E15B787AD47 1/27/2026
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Item 6b.
1/26/2026 11:31:22AM
Positive Pay Listing
City of San Bruno
apPosPay Page: 1
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0106896 A-1 RHINO LININGS 221802 1,861.561/26/2026
0104680 ACCESS 24 COMMUNICATIONS INC. 221803 1,084.331/26/2026 0001170 AIRGAS USA, LLC 221804 1,625.531/26/2026
0018976 ALPHA ANALYTICAL LAB. INC. 221805 1,867.001/26/2026 0110697 AMAZON CAPITAL SERVICES 221806 2,037.141/26/2026 0109778 ASSOCIATED RIGHT OF WAY SERVICES, INC. 221888 900.001/26/2026 0016123 AT&T 221807 11,931.521/26/2026
0017191 AT&T 221808 144.761/26/2026
0098916 AT&T 221809 88.451/26/2026
0015110 AT&T MOBILITY 221810 1,053.151/26/2026
0018465 AT&T MOBILITY 221811 76.651/26/2026
0107032 AXON ENTERPRISE, INC. 221812 4,754.911/26/2026 0017431 BAY AREA AIR QUALITY MANAGEMENT DISTRICT 221885 564.001/26/2026 0109646 BIO CAR CARE 221813 1,225.001/26/2026
0111389 BLADES GROUP LLC 221814 1,550.001/26/2026
0110788 BLAISDELL'S BUSINESS PRODUCTS 221815 383.551/26/2026 0000098 BRODART CO. 221816 97.701/26/2026
0018048 CALLANDER ASSOCIATES LANDSCAPE ARCHITECTURE, INC. 221857 2,489.621/26/2026 0116254 CARLOS VEGA 221916 34.141/26/2026
0112880 CASUBA GLOBAL RECRUITMENT ENTERPISES 221843 967.001/26/2026 0116250 CENTRAL VALLEY ENVIRONMENTAL 221818 2,437.501/26/2026 0116257 CHARLES SMAAGAARD 221896 41.861/26/2026
0016324 CINTAS CORPORATION #464 221819 1,740.941/26/2026 0016324 CINTAS CORPORATION #464 221820 447.331/26/2026 0098588 CITY OF BURLINGAME 221821 1,000.001/26/2026
0097202 CITY OF SAN MATEO 221822 4,281.641/26/2026
0111343 COLLEEN SORACCO 221901 201.001/26/2026
0112426 COMCAST 221823 140.651/26/2026
0109998 CONSOR PMCM, INC. 221824 33,193.851/26/2026
0018331 CSG CONSULTANTS INC. 221827 61,975.001/26/2026 0018979 CT CORPORATION 221828 103.751/26/2026
0018188 DAU PRODUCTS 221829 2,173.861/26/2026
0110590 DENISE ZERON 221926 746.831/26/2026
0111921 DEVIL MOUNTAIN WHOLESALE NURSERY, LLC 221923 95.581/26/2026 0111914 E-IKON, LLC 221832 8,670.001/26/2026
0110181 EILEEN O. GOODWIN 221833 1,561.541/26/2026
0000046 EWING IRRIGATION PRODUCTS INC 221834 1,687.091/26/2026 0106349 F.A. POLI, INC. 221835 1,197.001/26/2026
0106348 FAST AGGREGATES PRODUCTS,INC. 221836 1,169.911/26/2026 0106234 FASTRAK INVOICE PROCESSING DEPT. 221855 32.001/26/2026 0112149 FISCHER COMPLIANCE LLC 221837 13,000.001/26/2026 0109400 FLEETROCK, LLC 221838 500.001/26/2026
0001782 FLOWERS ELECTRIC & SVC.CO.INC. 221839 1,345.001/26/2026 0018117 FLYERS ENERGY, LLC 221840 5,892.081/26/2026
0109776 FRESH LINE PRODUCE 221841 809.451/26/2026
0111440 GALEN YUSUFZAI-BOGGS 221925 500.001/26/2026
0116258 GARY SMAAGAARD 221897 41.861/26/2026
0113058 GEORGIA JACKSON 221856 500.001/26/2026
0105998 GHD, INC. 221842 56,625.711/26/2026
0000162 GRAINGER 221844 875.311/26/2026
0095966 GREAT AMERICA FINANCIAL SVC. 221845 1,241.591/26/2026 0116248 GRIZZLY STYLE WINDOWS TINT 221846 380.001/26/2026 0000385 HACH COMPANY 221847 1,400.641/26/2026
Page: 1
Docusign Envelope ID: F63115A4-041B-47BB-95C0-7E15B787AD47

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1/26/2026 11:31:22AM
Positive Pay Listing
City of San Bruno
apPosPay Page: 2
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0109502 HAULAWAY STORAGE CONTAINERS, INC. 221903 255.361/26/2026 0111486 HD SUPPLY, INC. 221848 2,700.581/26/2026
0110056 HH ASSOCIATES US, INC. 221849 897.291/26/2026 0108488 HINDERLITER DE LLAMAS & ASSOCIATES 221830 526.391/26/2026 0111271 IMPACT PAPER AND INK, LTD 221850 241.231/26/2026 0109121 INFORMATION PROFESSIONALS,INC. 221851 480.001/26/2026 0018838 INFOSEND, INC. 221852 6,282.061/26/2026
0112186 INGRAM LIBRARY SERVICES, LLC 221853 1,921.271/26/2026 0015531 INTERSTATE BATTERY SYS. OF SF 221854 703.081/26/2026 0106398 JUSTIN VILLARREAL 221918 157.421/26/2026
0110998 LAZ PARKING ASSOCIATES LLC 221858 46,282.311/26/2026 0000849 LEAGUE OF CALIFORNIA CITIES 221859 18,545.001/26/2026 0109978 LINDE GAS & EQUIPMENT INC. 221860 213.281/26/2026 0017924 LORAL LANDSCAPING INC. 221861 2,100.001/26/2026 0018177 LOWE'S 221862 3,151.191/26/2026
0114015 LUCAS COLOR CARD 221863 680.431/26/2026
0109532 MATRIX HG, INC. 221864 2,215.001/26/2026
0114023 MCCI, LLC 221865 2,745.001/26/2026
0016863 MIDWEST TAPE, LLC 221866 148.411/26/2026
0001709 MILLBRAE LOCK 221867 468.701/26/2026
0103600 MOMENTUM TELECOM, INC. 221868 2,434.501/26/2026 0112042 NORTHERN TOOL COMMERCIAL ACCT. 221869 1,421.441/26/2026 0111055 O'REILLY AUTO PARTS 221873 197.311/26/2026
0107980 OCT WATER QUALITY ACADEMY 221870 525.001/26/2026 0110243 ODP BUSINESS SOLUTIONS, LLC 221871 622.281/26/2026 0097567 ONE HOUR DRY CLEANING 221872 455.051/26/2026
0018701 ORKIN PEST CONTROL 221874 1,109.001/26/2026
0109702 OUTDOOR SUPPLY HARDWARE 221875 37.671/26/2026 0104416 OVERDRIVE, INC. 221876 1,800.851/26/2026
0000012 PACIFIC GAS & ELECTRIC 221877 1,686.701/26/2026 0106110 PACIFIC OFFICE AUTOMATION 221878 1,046.831/26/2026 0106829 PACIFIC OFFICE AUTOMATION INC. 221879 548.331/26/2026 0001154 PENINSULA LIBRARY SYSTEM 221880 6,422.431/26/2026 0001327 PENINSULA PUMP & EQUIPMENT INC 221881 9,885.971/26/2026 0111229 PINPOINT TALENT, LLC 221882 2,142.001/26/2026 0112201 PLAYAWAY PRODUCTS LLC 221883 74.991/26/2026
0102915 PRECISE PRINTING & MAILING 221884 511.001/26/2026 0000175 RECOLOGY SAN BRUNO 221886 5,074.451/26/2026
0107432 RED WING BRANDS OF AMERICA,INC 221887 271.941/26/2026 0110373 RISING STAR PRINTING 221889 383.461/26/2026
0099047 SAN MATEO COUNTY SHERIFF'S OFFICE 221826 4,670.101/26/2026 0106241 SCOTT SMITHMATUNGOL 221899 165.771/26/2026
0111549 SCP DISTRIBUTORS LLC 221890 4,870.581/26/2026 0018461 SERRAMONTE FORD, INC. 221891 70,882.841/26/2026 0102917 SFPUC FINANCIAL SERVICES 221892 400.001/26/2026 0097626 SHARP ELECTRONICS CORP. 221893 133.031/26/2026 0018962 SHOE DEPOT INC. 221894 969.091/26/2026
0016458 SIADAT ENTERPRISES INC. 221895 132.301/26/2026 0093543 SMCPCSA 221898 1,250.001/26/2026
0110326 SNG & ASSOCIATES, INC. 221900 1,832.501/26/2026 0111327 SOUTH CENTRAL PLANNING& DEVELOPMENT COMMISSION(SCPDC) 221831 2,376.661/26/2026 0017857 STERICYCLE, INC. 221902 912.001/26/2026
0105796 SUNRISE FOOD DISTRIBUTOR INC. 221904 1,622.501/26/2026 0101086 T-MOBILE 221908 1,456.531/26/2026
Page: 2
Docusign Envelope ID: F63115A4-041B-47BB-95C0-7E15B787AD47

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Positive Pay Listing
City of San Bruno
apPosPay Page: 3
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0110995 T2 SYSTEMS CANADA INC. 221905 4,270.001/26/2026 0110995 T2 SYSTEMS CANADA INC. 221906 2,935.441/26/2026 0015671 TECHNOLOGY, ENGINEERING & CONSTRUCTION, INC. 221825 2,925.001/26/2026 0000241 THE ADAM-HILL COMPANY 221907 68.231/26/2026
0017133 TURBO DATA SYSTEMS INC 221909 6,552.151/26/2026 0001362 TV GUIDE MAGAZINE, LLC 221910 69.441/26/2026
0018687 TYLER TECHNOLOGIES INC. 221911 387.551/26/2026 0018944 ULINE, INC. 221912 22.401/26/2026
0108413 UNITED CALIFORNIA FIRE PROTECTION 221817 1,324.001/26/2026 0018618 UNITED SITE SERVICES INC. 221913 325.931/26/2026 0102744 UNIVERSAL BUILDING SERVICES 221914 1,144.001/26/2026 0095749 VERIZON WIRELESS 221917 526.251/26/2026
0116253 VICKIE VASILOUDIS 221915 2,390.361/26/2026
0104233 WAVE 221919 700.001/26/2026
0104660 WEST YOST ASSOCIATES, INC. 221920 6,020.251/26/2026 0000612 WESTVALLEY CONSTRUCTION CO.INC 221921 38,611.651/26/2026 0110001 WHITE BRENNER LLP 221922 1,383.751/26/2026
0109786 WINNER CHEVROLET, INC. 221924 64,205.201/26/2026 0112343 ZONAR SYSTEMS 221927 282.991/26/2026
Total count: 126
GrandTotal: 593,928.67
Page: 3
Docusign Envelope ID: F63115A4-041B-47BB-95C0-7E15B787AD47

14 of 191

City Council Agenda Item
Staff Report

CITY OF SAN BRUNO

DATE: February 10, 2026

TO: Honorable Mayor and Members of the City Council

FROM: Alex D. McIntyre, City Manager

PREPARED BY: Nick Pegueros, Chief Financial Officer
Kathleen O’Malley, Accounting & Customer Service Representative

SUBJECT: Accounts Payable Warrant Register

This is to certify that the claims listed on page 1 to 3 inclusive for checks dated February 2, 2026, and/or claims numbered from 221928 through 222079 inclusive, totaling $3,113,891.90, have been checked in detail and approved by the proper officials, and in my opinion, represent fair and just charges against the City in accordance with their respective amounts. The table below summarizes the total paid by Fund.

Fund Fund Name Amount
001 General Fund $279,425.15
003 One-Time Revenue $30,079.40
005 Measure G District Sales Tax $154,989.11
111 Police Asset Forfeiture $45.66
121 Federal/State Grants $90,646.90
131 In-Lieu Fees $3,324.97
133 Restricted Revenues $2,890.57
137 Developer Project Contributions $25,437.50
141 Community Development $2,564.34
142 Recreation & Aquatics Center (RAC) $650.29
201 Parks and Facilities Capital $200,815.23
203 Street Improvement Projects $43,602.00
611 Water Fund $827,696.60
621 Stormwater Fund $11,457.61
631 Wastewater Fund $1,110,635.59
641 CityNet Services Fund $52,194.98
651 Parking Fund $58,713.47
701 Central Garage $39,034.36
702 Facility Maintenance Fund $48,741.49
703 General Equipment Revolving $74,647.54
707 Technology Development $24,261.25
711 Self-Insurance $32,037.89
TOTAL FOR APPROVAL $3,113,891.90

Respectfully submitted,

_________________________
Chief Financial Officer Date
Docusign Envelope ID: 84FC108A-2192-497B-8753-6CDCE338938B 2/3/2026

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2/2/2026 1:02:27PM
Positive Pay Listing
City of San Bruno
apPosPay Page: 1
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0106896 A-1 RHINO LININGS 221928 8,381.412/2/2026
0000163 AIRPORT AUTO PARTS INC. 221929 512.702/2/2026 0017298 ALLSTAR FIRE EQUIPMENT INC 221930 23,083.202/2/2026 0018976 ALPHA ANALYTICAL LAB. INC. 221931 8,823.002/2/2026 0109246 AQUA METRIC SALES, CO. 221932 81,494.692/2/2026 0000118 ART'S PENINSULA LOCKSMITH 221933 3,400.292/2/2026 0109778 ASSOCIATED RIGHT OF WAY SERVICES, INC. 222037 451.252/2/2026 0016123 AT&T 221934 1,178.552/2/2026
0015110 AT&T MOBILITY 221935 1,249.602/2/2026
0018465 AT&T MOBILITY 221936 137.392/2/2026
0107986 ATLAS PLUMBING AND ROOTER,INC. 221937 2,400.002/2/2026 0108381 B METAL FABRICATION, INC. 221938 1,670.002/2/2026 0110591 BAVCO 221940 3,648.502/2/2026
0100526 BAY ALARM COMPANY 221941 227.612/2/2026
0001849 BAY AREA WATER SUPPLY & CONSERVATION AGENCY 222051 36,629.302/2/2026 0105737 BAY CITIES PYROTECTOR, INC. 221942 3,670.002/2/2026 0000098 BRODART CO. 221943 107.322/2/2026
0109137 BRYCE CONSULTING 221944 3,990.002/2/2026
0108665 BUBBA'S FIRE EXTINGUISHER CO. 221945 614.002/2/2026 0107369 CALIFORNIA BANK OF COMMERCE 221947 71,388.602/2/2026 0018048 CALLANDER ASSOCIATES LANDSCAPE ARCHITECTURE, INC. 222009 5,003.442/2/2026 0017284 CHEMSEARCHFE 221949 2,341.442/2/2026
0018573 CHRISP COMPANY 221950 4,816.502/2/2026
0016324 CINTAS CORPORATION #464 221951 1,549.762/2/2026 0016324 CINTAS CORPORATION #464 221952 850.172/2/2026 0013595 CITY OF SAN BRUNO 221953 1,124.092/2/2026
0097202 CITY OF SAN MATEO 221954 571.432/2/2026
0000386 CITY OF SOUTH SAN FRANCISCO 221955 3,598.382/2/2026 0114668 CITYROVER INC. 221956 24,946.022/2/2026
0018978 CLEAN HARBORS ENVIRONMENTAL SERVICES, INC 221976 2,244.062/2/2026 0113671 COMCAST 221958 296.762/2/2026
0108798 CONSOLIDATED CM, INC. 221959 72,131.002/2/2026 0109998 CONSOR PMCM, INC. 221960 201.392/2/2026
0103459 CORA (COMMUNITY OVERCOMING RELATIONSHIP ABUSE) 222023 7,626.002/2/2026 0109788 CORE & MAIN LP 221962 13,205.612/2/2026
0112043 CRAFTWORKS HOLDINGS INC. 221965 5,896.662/2/2026 0111723 CRI 221966 184,655.602/2/2026
0018331 CSG CONSULTANTS INC. 221967 4,200.002/2/2026 0097934 CWEA-TCP 221968 251.002/2/2026
0116251 DANIEL THOMAS 222058 79.002/2/2026
0018169 DELL MARKETING L.P. 221970 23,971.572/2/2026
0000197 DEMCO SUPPLY INC. 221971 708.122/2/2026
0093479 DEPARTMENT OF JUSTICE 221972 631.002/2/2026
0111921 DEVIL MOUNTAIN WHOLESALE NURSERY, LLC 222076 95.582/2/2026 0015668 DFM ASSOCIATES 221973 76.742/2/2026
0102345 DUKE'S ROOT CONTROL, INC. 221974 45,750.402/2/2026 0107401 FERGUSON ENTERPRISES,LLC#686 221978 130.912/2/2026 0091890 FIDELITY NATIONAL TITLE CO. 221979 850.002/2/2026 0109510 FIRST ALARM 221980 166.072/2/2026
0096429 FLEET DATA SYSTEMS, LLC 221981 11,270.002/2/2026 0001782 FLOWERS ELECTRIC & SVC.CO.INC. 221982 5,785.522/2/2026 0018117 FLYERS ENERGY, LLC 221983 7,072.352/2/2026
0016154 GOETZ BROTHERS SPORTING GOODS 221986 204.532/2/2026 Page: 1
Docusign Envelope ID: 84FC108A-2192-497B-8753-6CDCE338938B

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apPosPay Page: 2
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0108415 GOLDEN BAY CONSTRUCTION, INC. 221987 7,647.502/2/2026 0108425 GOOD CITY COMPANY 221988 704.002/2/2026
0102989 GOT POWER INC. 221989 14,288.502/2/2026
0106373 GRAFFITI PROTECTIVE COATINGS, INC. 222031 10,989.002/2/2026 0000162 GRAINGER 221990 3,350.642/2/2026
0000541 GRANITE ROCK COMPANY 221991 525.452/2/2026
0095792 HARRISON & BONINI 221992 2,154.432/2/2026
0111486 HD SUPPLY, INC. 221993 3,849.362/2/2026
0096946 HDR ENGINEERING, INC. 221994 3,309.292/2/2026 0018544 HEART OF SAN MATEO COUNTY 221995 3,324.972/2/2026 0110056 HH ASSOCIATES US, INC. 221996 699.792/2/2026
0112065 HPS WEST, INC. 221997 4,935.952/2/2026
0107476 IDAX DATA SOLUTIONS 221998 410.002/2/2026
0111906 ILLUSIVE COMICS & GAMES, LLC 221999 426.002/2/2026 0108404 IMAGETREND, INC. 222000 4,179.182/2/2026
0112186 INGRAM LIBRARY SERVICES, LLC 222001 1,642.382/2/2026 0110624 INTEGRITY SURVEILLANCE GROUP 222002 998.002/2/2026 0103045 INTERACTIVE RESOURCES, INC. 222003 8,529.002/2/2026 0016941 INTERSTATE GRADING&PAVING,INC. 222004 112,409.592/2/2026 0112387 JANELLA MARGARITA PECSON JUAN 222008 5,646.902/2/2026 0114699 JANO BUSTAMANTE 221946 26.302/2/2026
0105961 JEFF FYFE 221984 334.952/2/2026
0103342 JMB CONSTRUCTION, INC. 222005 1,356,383.402/2/2026 0107803 JOE GALEA 221985 80.002/2/2026
0097746 JOE VALIENTE 222066 280.042/2/2026
0116255 JOHN CASASANTO 221948 175.002/2/2026
0000771 JT2 INTEGRATED RESOURCES 222006 24,984.412/2/2026 0018376 JT2 INTEGRATED RESOURCES 222007 7,053.482/2/2026 0000849 LEAGUE OF CALIFORNIA CITIES 222010 500.002/2/2026 0018177 LOWE'S 222011 1,181.292/2/2026
0109759 LUHDORFF&SCALMANINI CONSULTING ENGINEERS, INC. 221961 28,829.342/2/2026 0109097 M-GROUP 222015 15,702.502/2/2026
0112228 MAGNET FORENSICS, LLC 222012 15,785.002/2/2026 0109532 MATRIX HG, INC. 222013 7,520.752/2/2026
0016041 METROMOBILE COMMUNICATIONS 222014 390.002/2/2026 0097141 MICHAEL KENNEDY 222016 359.832/2/2026
0112291 MICHAEL LO SCHIAVO 222042 215.002/2/2026
0092285 MICROMARKETING LLC 222017 71.962/2/2026
0116262 MONTGOMERY AUTO INC. 222018 13,863.022/2/2026 0104999 NINYO AND MOORE 222019 16,178.752/2/2026
0000522 NORTH COAST COUNTY WATER DISTRICT(NCCWD) 221964 29,008.762/2/2026 0110243 ODP BUSINESS SOLUTIONS, LLC 222020 507.602/2/2026 0105812 OLIVER REICH 222035 301.002/2/2026
0097567 ONE HOUR DRY CLEANING 222021 2,093.702/2/2026 0109702 OUTDOOR SUPPLY HARDWARE 222022 698.432/2/2026 0000012 PACIFIC GAS & ELECTRIC 222024 33,611.562/2/2026 0000012 PACIFIC GAS & ELECTRIC 222025 5,233.932/2/2026 0017948 PANAYIOTIS DEDES 222026 49.302/2/2026
0112217 PATRICK BATTISTE 221939 301.002/2/2026
0103618 PETERSON POWER SYSTEMS, INC. 222027 113,072.232/2/2026 0018130 PITNEY BOWES INC. 222028 100.942/2/2026
0102915 PRECISE PRINTING & MAILING 222029 418.682/2/2026 0018656 PRECISION CONCRETE CUTTING 222030 16,859.702/2/2026 0013981 QUILL CORPORATION 222032 74.952/2/2026
Page: 2
Docusign Envelope ID: 84FC108A-2192-497B-8753-6CDCE338938B

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apPosPay Page: 3
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0000175 RECOLOGY SAN BRUNO 222033 13,500.002/2/2026
0107432 RED WING BRANDS OF AMERICA,INC 222034 453.202/2/2026 0106293 ROBERT HALF 222038 5,393.192/2/2026
0111611 RONALD DAVIS 221969 100.002/2/2026
0017807 SAN MATEO COUNTY CONTROLLER'S OFFICE 221963 58,508.302/2/2026 0018597 SAN MATEO DAILY JOURNAL 222040 1,175.042/2/2026 0017145 SAN MATEO LAWN MOWER SHOP 222041 1,586.502/2/2026 0018461 SERRAMONTE FORD, INC. 222043 384.662/2/2026
0102917 SFPUC FINANCIAL SERVICES 222044 450.002/2/2026 0018778 SHANNON ROHATCH 222039 500.002/2/2026
0018962 SHOE DEPOT INC. 222045 952.052/2/2026
0016458 SIADAT ENTERPRISES INC. 222046 183.702/2/2026 0017676 SIEMENS INDUSTRY, INC. 222047 7,159.872/2/2026 0018214 SIGILLO SUPPLY INC. 222048 12,199.682/2/2026
0110326 SNG & ASSOCIATES, INC. 222049 5,291.002/2/2026 0017508 SOUTH CITY LUMBER AND SUPPLY 222050 418.952/2/2026 0096932 TASC 222052 280.432/2/2026
0018073 TEAMSTERS LOCAL 350 222053 3,834.002/2/2026
0015691 TEAMSTERS LOCAL 856 222054 12,182.002/2/2026
0002025 TELECOMMUNICATIONS ENGINEERING ASSOCIATES 221975 548.002/2/2026 0106372 TERRACON CONSULTANTS INC. 222055 3,550.352/2/2026 0000241 THE ADAM-HILL COMPANY 222056 1,227.872/2/2026 0110331 THE ARTWORKS UNLIMITED LLC 222057 493.002/2/2026 0097449 TK ELEVATOR CORPORATION 222059 1,876.792/2/2026 0110351 TRI VALLEY TIRE, INC. 222060 2,226.732/2/2026 0109746 TWINING, INC. 222061 75,258.792/2/2026
0018687 TYLER TECHNOLOGIES INC. 222062 82.802/2/2026 0099020 U.S. RUBBER TECH INC. 222063 2,948.782/2/2026 0018944 ULINE, INC. 222064 4,955.802/2/2026
0110714 UNDERGROUND REPUBLIC WATER WORKS, INC. 222036 2,212.882/2/2026 0102744 UNIVERSAL BUILDING SERVICES 222065 12,509.962/2/2026 0115009 VAN DERMYDEN MAKUS LAW CORP. 222067 11,710.902/2/2026 0095749 VERIZON WIRELESS 222068 5,352.542/2/2026
0104867 VSS INTERNATIONAL, INC. 222069 2,475.012/2/2026 0109658 WATER ONE INDUSTRIES, INC. 222070 1,566.102/2/2026 0108652 WATER WORKS ENGINEERS, LLC 222071 2,238.502/2/2026 0104233 WAVE 222072 51,750.002/2/2026
0105955 WEST COAST CODE CONSULTANTS, INC. 221957 28,508.802/2/2026 0104660 WEST YOST ASSOCIATES, INC. 222073 25,937.752/2/2026 0115392 WESTERN EXTRICATION SPECIALISTS, INC. 221977 115,079.402/2/2026 0017595 WESTERN TRUCK FAB, INC. 222074 51,564.342/2/2026 0096399 WILLIAM PAUL WHITE 222075 2,750.002/2/2026
0013841 WITMER-TYSON IMPORTS INC 222077 1,346.002/2/2026 0108261 WOODARD & CURRAN 222078 4,180.002/2/2026
0109122 ZERO TURN POWER WASHING 222079 9,363.002/2/2026 Total count: 152
GrandTotal: 3,113,891.90
Page: 3
Docusign Envelope ID: 84FC108A-2192-497B-8753-6CDCE338938B

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City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: John Mercado, Accountant
SUBJECT: Payroll Acceptance
City Council acceptance of the City payroll distributed on January 30, 2026 is recommended. The Labor Summary report reflecting the total payroll amount of $2,122,209.73 for bi-weekly pay period ending January 25, 2026, by funds are shown below:

Fund Amount
Fund: 001 - GENERAL FUND 1,515,304.75
Fund: 005 - MEASURE G 31,251.46
Fund: 121 - FEDERAL/ STATE GRANTS 1,473.84
Fund: 122 - SOLID WASTE/RECYCLE 4,207.10
Fund: 132 - AGENCY ON AGING 8,520.95
Fund: 133 - RESTRICTED REVENUES 8,580.59
Fund: 137 - DEVELOPER PROJECT CONTRIBUTIONS 1,553.72
Fund: 141 - COMMUNITY DEVELOPMENT 81,865.48
Fund: 142 - RECREATION AND AQUATICS CENTER 68,674.61
Fund: 201 - PARKS AND FACILITIES CAPITAL 156.50
Fund: 203 - STREET IMPROVE. PROJECTS 13,305.42
Fund: 611 - WATER FUND 125,482.01
Fund: 621 - STORMWATER FUND 44,530.84
Fund: 631 - WASTEWATER FUND 99,540.22
Fund: 641 - CITYNET SERVICES FUND 803.00
Fund: 701 - CENTRAL GARAGE 19,120.14
Fund: 702 - FACILITY MAINT.FUND 57,772.55
Fund: 707 - TECHNOLOGY DEVELOPMENT 33,594.04
Fund: 711 - SELF INSURANCE 6,472.51
Total: 2,122,209.73
________________________________________________ ____ ________ Nick Pegueros, CFO / Administrative Services Director Date Docusign Envelope ID: CA3759AD-97E9-40C9-BF5C-A385F000A4B2 2/1/2026
19 of 191 Item 6c.

City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Matthew Lee, P.E., Public Works Director
Hae Won Ritchie, P.E., City Engineer
Harry Yip, P.E. Interim Principal Civil Engineer
SUBJECT: Consider Adoption of a Resolution Accepting the Southline Offsite Improvement Project as Complete; and Authorizing the Filing of Notice of Completion with the San Mateo County Recorder’s Office
BACKGROUND:

In July 2022, the City of South San Francisco approved the Southline Specific Plan and entitlements for Phase 1 of the Southline Specific Plan. Phase 1 of the Southline project included construction of
 Two office/Research and Development Buildings totaling 615,000 square feet  One amenity building totaling 69,710 sq. ft
 A parking garage containing 970 parking spaces,
 Open space improvements,
 Onsite and offsite transportation and infrastructure improvements in the Tanforan area within the City of South San Francisco
 Improvements adjacent to and partially located within the City of San Bruno.

Because the project’s offsite improvements extend into the City of San Bruno, specifically along Huntington Avenue, Sneath Lane, and a portion of the new Southline Avenue intersection, San Bruno had jurisdiction over the design, permitting, construction, and acceptance of those improvements.

On June 14, 2022, the City Council of the City of San Bruno adopted Resolution No. 2022-51 approving a Transportation and Infrastructure Municipal Services Agreement with LPGS (Tanforan), LLC, the original Developer of the Southline Project. The Agreement established obligations for:
 Realignment of the Huntington Avenue/Sneath Lane curve.  Creation of a new signalized intersection at Huntington Avenue, South Maple Avenue, Sneath Lane, and Southline Avenue.
 Extension of the Multi-use trail connecting the Centennial Trail to the BART Station.  Construction of additional transportation, utility, stormwater, and streetscape improvements within San Bruno’s city limits.
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Item 6d.

Honorable Mayor and Members of the City Council
February 10, 2026

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On March 10, 2023, Southline Building 1 Owner LLC (Developer) and the City of San Bruno executed an Improvement Agreement for the Southline Project for all offsite public improvements located partly or entirely in the City of San Bruno, including:
Construction of the new signalized intersection at Huntington Avenue and Southline Avenue.
A new signalized left turn lane on Huntington Avenue for a bus entrance into the SamTrans Transit Center.
Utility additions and relocations.
New stormwater bioretention planters.
Landscaping, lighting, pedestrian facilities along Huntington Avenue and Sneath Lane.

To authorize construction, the City issued encroachment permit on November 2, 2023. The work covered in this permit is considered the Southline Offsite Improvements Project.

DISCUSSION:

Construction began in November 2023, and all construction work that was as part of this permit has been completed to the satisfaction of the City Engineer, meeting all requirements of the encroachment permit, Improvement Agreement, and applicable City Standards. For maintenance of the improvements, the Developer and the City enter into an agreement to define maintenance responsibilities. The Developer agreed to maintain including but not limited to the landscaping, stormwater treatment areas, multi-use trail, and median islands on Huntington Avenue and Sneath Lane as specified in the maintenance agreement.

As all work is complete, Staff recommends that the City Council accept the Southline Offsite Improvements Project as complete and authorize filing of a Notice of Completion with the San Mateo County Recorder’s Office.

FISCAL IMPACT:

All offsite construction costs were funded by the Developer, as was payment of the City’s consultants for design review, project management, and construction management. After the City has accepted the improvements, the City will assume responsibility of the utility mains that were realigned in Huntington Avenue. The realigned roadway in City of San Bruno limits will be maintained by City of San Bruno. The new traffic signals at the new intersections are maintained by South San Francisco. Staff is working with South San Francisco on a Memorandum of Agreement to optimize efficiency of maintenance activities for both agencies.

ENVIRONMENTAL IMPACT:

The City of South San Francisco certified the Final Environmental Impact Report (FEIR) for the Southline Specific Plan on September 6, 2022. The project’s construction and long-term operation is subject to the adopted CEQA Findings of Fact, Statement of Overriding Considerations, and Mitigation Monitoring and Reporting Program.

The offsite improvements within San Bruno were fully analyzed under the certified FEIR. San Bruno’s action to accept completed work and file a Notice of Completion is not considered a

21 of 191

Honorable Mayor and Members of the City Council
February 10, 2026

Page 3 of 3 ends

1 1
4 0
“project” under CEQA Guidelines §15378(b)(5) and therefore required no further environmental review.

RECOMMENDATION:

Consider Adoption of a Resolution Accepting the Southline Offsite Improvement Project as Complete; Authorizing the Filing of Notice of Completion with the San Mateo County Recorder’s Office; and Authorizing the City Manager to sign a Memorandum of Agreement with South San Francisco.

ATTACHMENTS:

1. Resolution

2. Project Location Map

22 of 191

1 RESOLUTION NO. 2026 - ___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN BRUNO ACCEPTING THE SOUTHLINE OFFSITE IMPROVEMENT PROJECT AS COMPLETE;

AND AUTHORIZING THE FILING OF NOTICE OF COMPLETION WITH THE SAN MATEO COUNTY RECORDER’S OFFICE
WHEREAS, in July 2022, the City of South San Francisco approved the Southline Specific Plan and entitlements for Phase 1 of the Southline development project, including onsite and offsite transportation and infrastructure improvements within the Tanforan area adjacent to the San Bruno/South San Francisco city boundary; and
WHEREAS, on June 14, 2022, the San Bruno City Council adopted Resolution No. 2022-51 approving the Transportation and Infrastructure Municipal Services Agreement with LPGS (Tanforan), LLC, establishing the Developer’s obligations to design and construct a realignment of the Huntington Avenue/Sneath Lane curve to create a new signalized intersection at Huntington Avenue, South Maple Avenue, Sneath Lane, and Southline Avenue, as well as related improvements within the City of San Bruno; and
WHEREAS, on March 10, 2023, Southline Building 1 Owner LLC and the City of San Bruno executed the Improvement Agreement for the Southline Project, covering all offsite public improvements located partly or entirely within the City of San Bruno, including the construction of realignment of the Huntington Avenue / Sneath Lane curve, creation of a new signalized intersection at Huntington Avenue, South Maple Avenue, Sneath Lane, and Southline Avenue, extension of the Multi-use trail connecting the Centennial Trail to the BART Station. Construction of additional transportation, utility, stormwater, and streetscape improvements within San Bruno’s city limits.

WHEREAS on November 2, 2023, the City of San Bruno issued Encroachment Permit No. 23-20090 authorizing construction of the offsite improvements described above; and WHEREAS the Developer and the City enter into an agreement to define maintenance responsibilities. The Developer agreed to maintain including but not limited to the landscaping, stormwater treatment areas, multi-use trail, and median islands.

NOW, THEREFORE, BE IT RESOLVED that the City Council hereby accept the Southline Offsite Improvements Project as complete; and authorizing the filing of Notice of Completion with the San Mateo County Recorder’s Office. ---oOo---
I hereby certify that foregoing Resolution No. 2026 - ___ was introduced and adopted by the San Bruno City Council at a regular meeting on February10, 2026, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:
_____________________________
Lupita Huerta, City Clerk
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ATTACHMENT 1
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ATTACHMENT 2
City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Nick Pegueros, Administrative Services Director & CFO SUBJECT: Consider Adoption of a Resolution Approving the Tentative Agreement Between the City of San Bruno and Teamsters IBT Local 856 Fire Unit for the Term January 1, 2026 through December 31, 2028
BACKGROUND:

The existing Memorandum of Understanding between the City of San Bruno and Teamsters IBT Local 856 Fire Unit expired on December 31, 2025. Representatives of both the City of San Bruno and the Fire bargaining unit have met and negotiated in good faith several times since September 2025, regarding their respective successor Memorandum of Understanding (MOU) agreement.

DISCUSSION:

Through negotiations, the parties have agreed to amendments to the following MOU provisions only. All other terms and provisions of the MOUs remain unchanged.

Term
A three-year term beginning January 1, 2026 through December 31, 2028.

Salaries
A wage adjustment each year of the three-year contract:
 3.75% effective the first full pay period in January 2026  4.5% effective the first full pay period in January 2027  5.0% effective the first full pay period in January 2028 There are also market adjustments effective the first full pay period of each respective calendar year in equal parts for the following classifications:
 3.20% for Fire Captain
 2.94% for Firefighter
No change to scheduled five-step increases. Clarifying language added for step increases to be retroactive to the first day in the pay period it is due.

Premiums
A Fire Captain assigned to training captain duties shall receive a 13% premium added to base pay.
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Item 6e.

Honorable Mayor and Members of the City Council
February 10, 2026

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Health plan
The agreement maintains the current benefit structure. Effective January 1, 2026 the City shall continue to pay 75% and the employee shall continue to pay 25% of health and welfare benefit premium increase over the prior plan year, for the term of the contract.

Tuition reimbursement program
Increase the tuition reimbursement amount equivalent to that of San Francisco State University. This aligns the tuition reimbursement program to the other bargaining units within the City. Other language changes made to further align the program with other units.

Classification study
Classification and compensation study for the Fire Inspector classification, led by the City’s Administrative Services Department.

Non-economic proposals
Both parties agreed to non-economic language changes to several sections of the agreement, as detailed in Attachment 2.

FISCAL IMPACT:

The economic impact of this agreement exceeds the City’s forecast budget of 4% annual wage growth. Staff is preparing a recommendation to the Revenue Measure Oversight Committee that allocates Measure G funds sufficient to cover the excess amount. An additional $0.10 million is needed for fiscal year 2025-26, $0.35 million for 2026-27, and rises to a compounded wage increase of $0.85 million for 2028-29 to close the budget gap.

ENVIRONMENTAL IMPACT:

The action is not a project subject to CEQA. City Council’s action is not considered a “Project” per CEQA Guidelines and therefore no further environmental analysis is required.

RECOMMENDATION:

Consider adoption of a Resolution approving the Tentative Agreement between the City of San Bruno and Teamsters Local 856 Fire Unit for the term January 1, 2026 through December 31, 2028.

ALTERNATIVES:

1. Direct staff to continue negotiations with the bargaining groups.

2. Request staff to bring back additional information for further consideration.

ATTACHMENTS:

1. Resolution with Exhibit A - Track change (redlined) version of the MOU, with changes incorporated

2. Tentative agreements signed by both parties

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7 RESOLUTION NO. 2026 - ___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN BRUNO

APPROVING THE TENTATIVE AGREEMENT BETWEEN THE CITY OF SAN BRUNO AND TEAMSTERS IBT LOCAL 856 FIRE UNIT FOR THE TERM
JANUARY 1, 2026 THROUGH DECEMBER 31, 2028
WHEREAS, Representatives from both the City of San Bruno and Teamsters IBT Local 856 Fire Unit have met and negotiated in good faith; and WHEREAS, as a result of those negotiations, an agreement has been reached regarding changes to the terms and conditions of employment for the Fire Unit’s Memorandum of Understanding (MOU) for the period from January 1, 2026 to December 31, 2028; and WHEREAS, both parties have agreed to the tentative agreements as listed in Exhibit A; and
WHEREAS, both parties have agreed to amend MOU as listed in Exhibit A and all other terms and provisions of the MOU remain unchanged; and
NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of San Bruno that it hereby approves the agreement between the City of San Bruno and Teamsters IBT Local 856, Fire Unit for the term January 1, 2026 through December 31, 2028, attached hereto as Exhibit A and incorporated herein by reference; and
BE IT FURTHER RESOLVED that the City Manager is hereby authorized to execute on behalf of the City of San Bruno the attached MOU, and any modified and consolidated Memorandum of Understanding prepared incorporating all prior agreed upon terms and conditions of employment approved by the City of San Bruno and the Fire Unit.

Exhibit A: Track change (redlined) version of the successor Memorandum of Understanding between: City of San Bruno and Teamsters IBT Local 856, Fire Unit. ---oOo---
I hereby certify that foregoing Resolution No. 2026 - __ was introduced and adopted by the San Bruno City Council at a regular meeting on February 10, 2026, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:
_____________________________
Lupita Huerta, City Clerk
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ATTACHMENT 1
2 3
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7 EXHIBIT A
Track change (redlined) version of the successor Memorandum of Understanding between City of San Bruno
and
Teamsters IBT Local 856, Fire Unit
[see attached]

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Fire

MEMORANDUM OF

UNDERSTANDING
Teamsters Local 856, IBT FIRE
January 1, 20262 December 31,
20285
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ATTACHMENT 1, Exhibit A

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Note: Table of contents to be updated upon final acceptance of edits. 1. Recognition............................................................................................... 4 2. Union Security .......................................................................................... 4 3. City Rights. ............................................................................................... 6 4. No Discrimination. ..................................................................................... 7 5. Union Representative. .............................................................................. 7 6. Access to Personnel Files ......................................................................... 8 7. Implementation of Confidential Employee Health Data Base System........ 8 8. Salary Plan. .............................................................................................. 8 9. Probation Period ..................................................................................... 12 10. Layoff, Reemployment ............................................................................ 13 11. Resignation and Reinstatement .............................................................. 14 12. Demotion. ............................................................................................... 14 13. Hours of Work, Overtime. ........................................................................ 15 14. Overtime. ................................................................................................ 15 15. Holidays. ................................................................................................. 18 16. Vacation Allowance: Employees on 40-Hour Workweek. ........................ 20 17. Vacation Allowance: 56 Hour Shift Personnel ......................................... 21 18. Vacation and Holiday Accruals................................................................ 22 19. Catastrophic Leave Program .................................................................. 22 20. Sick Leave .............................................................................................. 23 21. Bereavement Leave. ............................................................................... 24 22. Jury Duty Leave: Leave for Court Appearances ...................................... 25 23. Leave of Absence. .................................................................................. 25 24. Industrial Disability Leave. ...................................................................... 26 25. Military Leave. ......................................................................................... 26 26. Light Duty ............................................................................................... 27 27. Health and Welfare Benefits. .................................................................. 27 28. Life Insurance ......................................................................................... 28 29. PERS Retirement Membership. .............................................................. 28 30. Deferred Compensation Programs. ......................................................... 29 31. Long-Term Disability (LTD Insurance)..................................................... 30 32. Flexible Benefit Plan. .............................................................................. 30

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33. VEBA...................................................................................................... 30 34. Fire Service Education and Certification Incentive Pay Program ............. 30 35. Tuition Reimbursement Program ............................................................ 33 36. Uniform Allowance .................................................................................. 33 37. Assignment Duty Differentials and Incentive Pay Programs.................... 34 38. Discipline. ............................................................................................... 36 39. Suspension ............................................................................................. 37 40. Grievance Procedure. ............................................................................. 38 41. .......................................................................... 41 42. Separate Agreements Prohibited. ........................................................... 42 43. Conversion of Accruals Upon 40-Hour Workweek Shift Reassignments. ............................................................................................................... 42 44. Shift Exchange ........................................................................................ 42 45. No Strike. ................................................................................................ 43 46. CPR Instruction. ...................................................................................... 43 47. Union Charter ......................................................................................... 43 48. Shopping for Meals; Common Mess. ...................................................... 43 49. Attendance.............................................................................................. 44 50. Past Practices and Existing Memorandum of Understanding. ................. 44 51. Negotiable Benefits. ................................................................................ 44 52. Severability of Provisions. ....................................................................... 44 53. Term ....................................................................................................... 45 54. Appendix................................................................................................. 45

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MEMORANDUM OF UNDERSTANDING (MOU) January 1, 2022 and through December 31, 2025 The Professional and Vocational Employees Division of Teamsters Local 856, I.B.T., representing the members of the San Bruno Professional Firefighters Association and the representatives of the City of San Bruno have met and conferred in good faith regarding wages, hours, and other terms, and conditions of employment of employees in the representation unit listed in Appendix A, have exchanged freely information, opinions, and proposals, and have endeavored to reach agreement on all matters relating to the employment conditions of such employees. This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3510) and has been jointly prepared by the parties. 1. Recognition 1.11. Union Recognition. The Professional and Vocational Employees Division of Teamster Local 856, I.B.T., thereinafter referred to as the Union, is recognized as the majority representative for all employees assigned to the classifications set forth in Appendix A (which is attached and made a part thereof), and is the only employee organization entitled to meet and confer in good faith on matters within the scope of representation for employees in such unit; provided, however, that the foregoing shall be inapplicable in the event such recognition is revoked, pursuant to Resolution No. 1970-20 or Section 32 of this Memorandum of Understanding. 2. Union Security 2.1. The City shall be governed by applicable state and federal law, as presently worded or subsequently amended, as it pertains to union security. 2.2. New Employee Orientations 2.2.1. The City shall provide the Union written notice of new employee orientations [no matter how few participants, and whether in person or online] at least ten (10) business days prior to the event or when the City 2.2.2. One (1) representative of the Union shall be permitted to make a presentation of up to thirty (30) minutes, and present written materials, during a portion of the orientation for which attendance is mandatory at a location designated by the City. No representative of management shall 2.2.3. If a Union representative is unable to attend, paid release time shall be

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granted for one (1) steward at each orientation to participate in the new employee orientations. Human Resources will coordinate with the availability. Upon request, the Union shall provide a list of stewards designated to conduct Union presentations. 2.2.4. The City will provide the employee with a packet of information supplied by the Union, including the Memorandum of Understanding (MOU) and Union membership form (paper or electronic). 2.2.5. The Union may follow the grievance procedure outlined in relevant Memorandums of Understanding for alleged violations of this agreement. 2.3. Dues Deduction 2.3.1. Any regular full-time or regular part-time employee covered by this Memorandum of Understanding may become a member of the Union, and may execute a payroll deduction form as furnished by the Union. 2.3.2. The Union will be custodian of records for such deduction authorization and will provide the City with a certification that it has and will maintain an authorization, signed by the individual from whose salary or wages the deduction or reduction is to be made. The Union shall not be required to authorization unless a dispute arises about the existence or terms of the authorization. However, the Union will provide the City with a certification document for each employee with sufficient information to allow the City to identify the appropriate level of deductions. 2.3.3. The City shall direct employee requests to cancel or change deductions to the Union and shall rely on information provided by the Union regarding whether deductions for an employee organization were properly canceled or changed. 2.3.4. The Union shall indemnify and hold the City harmless from any cost of liability resulting from any and all claims, demands, suits, or any other action arising from the operation of this provision or from the use of the monies remitted to the Union, including the costs of defending against any such actions or claims. The Union agrees to refund to the City any amounts paid to it in error. 2.3.5. The City shall not be required to modify the amounts deducted from the employee paychecks for dues or fees more than once in each calendar year. 2.3.6. The City shall not be required to collect any special assessments or similar short-time changes in rate. 2.4. Communications with Employees The Union shall be provided with suitable space on bulletin boards at

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each work location for posting notices concerning official Union business. 2.5. Advance Notice 2.5.1. Except in cases of emergency as provided below in this section, the Union shall be given reasonable advance written notice of any ordinance, resolution, rule or regulation directly relating to matters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to meet and confer with the appropriate management representative prior to adoption. 2.5.2. In cases of emergency when the following procedure is not practicable or in the bestpublic interest, the City may adopt or put into practice immediately such measures as are required. At the earliest practicable sate thereafter, the Union shall be provided with the notice required in the preceding paragraph and be given the opportunity to meet and confer with the shall mean any situation in which proper management of the City required immediateaction, or in which immediate action is necessary for the preservation of life or property. 2.5.3. Written notice of the foregoing matters shall be addressed to the Union President and Secretary-Treasurer. 3. City Rights 3.1. The purpose of this section is to ensure that the City is able to carry out its constitutional and statutory functions. The City and its City Council retain and reserve all rights, powers, authority, duty, responsibility, and obligations confirmed and vested in it by state and federal constitutions. 3.2. Nothing herein shall be construed to require the City to meet and confer on matters which are solely the function of management and which are not otherwise provided in this Memorandum of Understanding. The rights of the City through its Council and management include, but are not limited to, the following: To exclusively determine the mission of its constituent departments, commissions, and boards; To set standards of service of the various city departments; To determine the procedures and standards of selection for employment; To establish grooming standards; To lay off its employees from duty because of lack of work and other legitimate reasons; To maintain the efficiency of government operations;

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To determine the methods, means, and personnel by governmental operations are to be conducted; To determine the content and intent of job classifications; To determine the methods of financing of departmental operations; To determine the style and/or types of city-issued wearing apparel, equipment, or terminology to be used; To determine and/or change the facilities; methods, technology, means, organizational structure, size, and composition of the work force, and allocate and assign work by which City operations are to be conducted; To determine and change the number of locations, relocating, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract or subcontract any work or operations of the City. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish work schedules and assignments. To establish and modify productivity and performance standards for employees, and to require compliance therewith; To discharge, suspend, demote, reprimand, withhold salary increases, or otherwise discipline employees for cause; To take all necessary actions to carry out its mission in emergencies. 3.3. It is a major purpose of this section to maximize the flexibility of the City to conduct its day to day operations. 3.4. Prior to modification of the following subjects, the City shall meet and confer with the Union: Minimum qualifications for classifications represented by the Union; The content and intent of job classifications; provided, however, that it is understood that job descriptions used to describe the various duties of a classification do not preclude employees from being assigned to work not listed as a specific duty of that classification; Licenses and certificates required for such classifications of employees; Degrees of training required for such employees; Grooming standards applicable to such employees; Productivity and performance standards of such employees; Styles and types of wearing apparel to be used on duty; Size and composition of the work force of the Fire Department; Contracting or subcontracting of operations currently being performed by the Fire Department. 3.5. The obligation of the City to meet and confer regarding the foregoing subjects shall not be construed to require that the City and the Union reach agreement prior to the implementation of the types of modifications described in this subsection.

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3.6. Nothing in this section shall be construed to excuse the City from the obligation to meet and confer with the Union regarding any subject or matter not set forth in this section where required to do so by statute. 4. No Discrimination 4.1. There shall be no discrimination by either Union or City on any basis prohibited by state or federal law or on account of any legitimate union activity. 5. Union Representative 5.1. Union representatives may receive complaints or grievances of employees at the work location during work hours. They shall not interfere with the normal conduct of work or duties of the employees, as determined by the department head. 5.2. Activities such as the soliciting of membership, collection of dues, holding membership meetings, campaigning for office, conducting elections, and distributing literature is strictly prohibited during working hours without the prior approval of the City Manager or his/her representative. The Union may solicit membership during the lunch period. For the purpose of this section, 00 hours. 5.3. In the event the City believes that the union representatives are abusing the provisions of this section, it shall contact the Union or its representative in writing to arrange a to assure full compliance by the union representative to the extent possible. 5.4. Whenever an employee is required to meet with a supervisor and the employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, the employee shall be entitled to have a union representative present upon request. 5.5. In the event the employee desires the presence of a union representative, the City will contact the Union to arrange a mutually acceptable time to hold the meeting. Once scheduled, neither party shall be required to reschedule the meeting for the convenience of the other. This provision shall not prohibit the City from taking action if immediate action is necessary. 6. Access to Personnel Files

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6.1. An employee or upon presentation of written authorization from the employee, anpersonnel file upon request and reasonable convenience of the Human Resources Division. Documentation in the personnel file relating to the investigation of a possible criminal offense and letters of reference may be specifically representative. Medical records and information which would be privileged under state law pursuant to the attorney-client privilege may also be excluded; workers compensation files fall under the attorney-client privilege. Personnel files may only be reviewed in the presence of a designated Human Resources Division staff person. 6.2. The City shall maintain a separate employee medical information file. All medical records involving disability medical evaluations, DMV medical evaluations,medical information file and shall be open for inspection, including the designated representative. 7. Implementation of Confidential Employee Health Data Base System 7.1. The City shall ensure that a confidential permanent health file is established and maintained on each sworn department employee. The City and Association shall develop and maintain a health file record that shall include the results of regular medical evaluations, DMV medical evaluations, non-attorney-client privileged occupational illnesses or injuries documents, and any known events or incidents that expose an individual to known or suspected hazardous materials, toxic products or contagious diseases. A joint management labor committee shall be established to develop and design the actual data base and approach to be used for maintaining this health data base. Each individual employee shall be responsible for entering their own applicable data and exposure information. The City shall provide copies of formal medical, DMVcompensation reports. 8. Salary Plan 8.1. Salary Range 8.1.1. Historical Footnotes with regard to salary 8.1.1.1. In 1997, the then current two percent (2%) EMT incentive was factored into the base salary and EMT-I certification became the required minimum qualification for the position. Formatted: Indent: Left: 1", No bullets or numbering

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8.1.1.2.8.1.1.1.As of December 1, 1998, a new salary range for Fire Captain was established which was six percent (6%) higher than the then current Fire Captain salary range. This adjustment reflects the equivalent of the current six percent (6%) incentive pay for obtaining an A.S. Degree in Fire Science. The new Fire Captain salary range shall be applicable to all Fire Captain personnel as of December 1, 1998 and also for any new appointments to the position of Fire Captain as of that date. As of December 1, 1998, the position of Fire Captain is no longer eligible for the educational pay incentive provisions relative to an AA/AS degree. 8.2. Salary Survey Methodology: 8.2.1. The City and Union agree that the salary for Firefighter and Fire Captain shall be compared to other agencies by review of the following factors: 1) determination of whether an AS degree is required in job description and included in base salary. In those cases, the base salary shall be used for the salary survey; and 2) determination if AS degree is not required as a part of Fire Captain job description by the comparator agency provides educational incentive for a Fire Captain with an AA/AS degree. In those cases, the survey salary shall be the base salary plus appropriate AA/AS educational incentive pay. 8.2.2. The City and Union agree that survey salaries for those agencies which do not include EMT certification as a minimum qualification shall be determined by using the agencies base pay and its appropriate EMT certification incentive. 8.2.3. Salary Survey Comparison Agencies: Central County Fire, Menlo Park Fire Protection District, Mountain View, Redwood City, San Mateo Consolidated Fire District, South San Francisco, Woodside Fire District. 8.3. Salary Increases 8.3.1. The salary ranges for Firefighter and Fire Captain shall be as set forth in 8.3.2. Top-step firefighter salary shall include the 6% (six percent) AA/AS educational incentive pay previously provided. Possession of AA/AS and/or California Paramedic may now be required by the City as a minimum educational requirement for position of Firefighter. 8.3.3. For the duration of this contract, the City agrees to maintain a 9% differential between the top step salaries of the classifications of Fire Captain and Firefighter/Paramedic. The Parties agree to discuss compaction between the Fire Captain and Lead Mechanic Incentive Pay. 8.3.4. The following reflects the understanding as to adjustments, modifications and changes related to salary and/or benefits which were agreed upon:

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3.754% increase effective the first full pay period in January 20262. 4.53% increase effective the first full pay period in January 20273. 53% increase effective the first full pay period in January 20284. 3% increase effective the first full pay period in January 2025. 8.4. Market Equity Adjustment The City shall apply the following equity adjustments to each of the identified classifications: Effective the first full pay period in January 2026: Fire Captain 3.20% Firefighter 2.94% Effective the first full pay period in January 2027: Fire Captain 3.20% Firefighter 2.94% Effective the first full pay period in January 2028: Fire Captain 3.20% Firefighter 2.94% 1% increase effective the first full pay period in January 2022. 1% increase effective the first full pay period in January 2023. 1% increase effective the first full pay period in January 2024. 1% increase effective the first full pay period in January 2025. 8.4.8.5.Wage increases adjustments are applied to the five-step range. Calculation of actual salary shall be as follows: For the five-step range, the range will be calculated by dividing each range step, beginning with top step, by the factor 1.0525. 8.5.8.6.Salary Plan Administration Memorandum of Understanding shall be paid a salary within the range 8.6.8.7.Salary Plan Administration, Employee Evaluations All personnel in this bargaining unit shall receive at least an annual performance review. If an employee has not received his or performance evaluation within thirty (30) days of its due date, the employee shall be considered as performing in a satisfactory manner.

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8.7.8.8.Salary Plan Administration, Original Appointment 8.7.1.8.8.1. Except as herein otherwise provided, the salary for a new employee entering the competitive service shall be the minimum salary step for the classification to which the employee is appointed. However, when warranted by special circumstances, the City Manager may appoint a new employee at a salary step other than the minimum step of the respective classification. 8.7.2.8.8.2. or reemployed after layoff shall receive a rate within the range established for the class and agreed upon by the City Manager and the employee concerned. 8.8.8.9.Salary Plan Administration, Advancement Within Salary Range 8.8.1.8.9.1. Each employee shall be considered for a salary increase to the next higher step within the range of the assigned classification upon the appointment date or revised salary administration date. 8.8.2.8.9.2. No salary advancement shall be made so as to exceed the maximum rate established in the pay plan for the class to which the Employees hired at the first step of the salary range shall be evaluated for salary advancement after the first six months of service and after additional one (1) year periods ofservice thereafter until the employee has reached the maximum rate established. Employees hired at other steps of the salary range shall be evaluated for salary advancement after the first year of service and after additional one-year periods of service thereafter until the employee has reached the maximum rate established. Advancement within the salary range shall generally be made one step at a time. However, the City Manager may, when circumstances warrant it, advance the salary of an employee more than one step at a time. 8.8.3.8.9.3. Advancements shall not be automatic, but shall depend upon increased service value of an employee to the City as exemplified by recommendations of his/her supervising official, length of service, performance record, special training undertaken, or other pertinent evidence. 8.8.4.8.9.4. Advancement to the next higher step within the range of the assigned classification shall be implemented only upon final approval by the City Manager or designee, upon the recommendation of the Fire Chief. 8.8.5.8.9.5. demotion may set a revised salary anniversary date for that employee. 8.8.6.8.9.6. Salary range adjustments for a classification will not set a new salary anniversary date for employees serving in that classification.

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8.8.7.8.9.7.Whenever the salary schedule for a position classification is revised, each incumbent in a position to which the revised schedule applies shall be paid at the same step in the revised range as the step at which the employee was paid in the previous salary range, (i.e., if at step 4 of previous salary range, at step 4 of new salary range). 8.9.8. If an employee takes an unpaid leave of absence, as defined in Section 23, the time spent away from work shall not be counted toward the completion of the next step. Depending upon how long the individual is accordance with the rule (below) that presently determines the anniversary. 8.8.8.8.9.9. Step increases are retroactive to the first day of the pay period in which the step increase is due. 8.9.8.10. Anniversary Date This date will be the actual date of hire and not the first month before or after the 15th of the month. Future salary and benefit adjustments for vacation etc., would be made effective the beginning of the pay date occurred, unless otherwise specified herein. 8.10.8.11. Salary Plan Administration, Salary Step After Promotion or Demotion 8.10.1.8.11.1. Promotion 8.10.1.1.8.11.1.1. When an employee is promoted from a position in one classification to a position in a higher classification, and at the time of promotion is receiving a salary equal to, or greater than, the minimum rate for the higher classification, that employee shall be entitled to receive the rate of pay of that certain step in the salary scale of the higher classification which is at least five percent (5%)above the rate of the employee has been receiving. 8.10.2.8.11.2. Demotion 8.10.2.1.8.11.2.1. General. When an employee is demoted, his/her compensation shall be adjusted to the salary prescribed for the classification to which s/he is demoted. Where the demotion is not for disciplinary purposes, the City Council may provide for a rate of pay higher than the maximum step of the salary schedule for such classification. 8.10.2.2.8.11.2.2. Abolition of Position. When an employee is demoted as a result of abolition of position, s/he shall be placed at the salary step in the lower classification which most closely approximates higher classification.

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8.10.2.3.8.11.2.3.Voluntary Demotions: Demotions Resulting from Probationary Rejections. When an employee takes a voluntary demotion to a position previously held or is reappointed to such a position as the result of a probationary rejection the employee shall be placed at the same step in the lower classification which the shall be the same as the service time held previously at such step. 8.10.2.4.8.11.2.4. Disciplinary Demotions. When an employee is demoted to a lower classification for disciplinary reasons, the specific rate of pay in the salary range of such classifications to which the employee shall be entitled shall be determined by the City Manager. 8.11.8.12. Salary Plan/Acting Pay Fire Fighters who are designated by the Chief to assume charge of a station, or a Fire Captain who is put in charge of a shift as an Acting Battalion Chief, shall receive additional compensation in an amount of ten percent (10%) acting pay in addition to the regular salary when assigned for a minimum of three (3) hours retroactive to the first hour when the three (3) hour minimum is met or exceeded. Hours worked in excess of three (3) hour minimum shall be calculated and paid to the nearest one- quarter hour (15 minutes) increment. 8.12.8.13. Salary Plan, Pay Periods Employees shall be paid bi-weekly in accordance with present practice. 8.14. Fire Inspector Classification Study The City and The Union shall conduct a classification and compensation study of the Fire Inspector classification and the impact of any changes on other classes within 180 days following ratification and adoption of the 2026-28 MOU. This study shall be led by th3e discuss the results of the study and incorporation of any changes to the job description for the Fire Inspector classification and/or any related compensation changes. There will be no changs unless mutually agreed upon by the Parties. 9. Probation Period 9.1. Length of Probationary Period All regular and promotional appointments to the classification of Fire Fighter and Fire Captain shall be subject to a probationary period of one year from the date of probationary appointment or promotion.

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9.2. Objective of Probationary Period The probationary period shall be regarded as a part of the testing process and work, for securing the most effective adjustment of a new employee to his/her position, and for rejecting any probationary employee whose performance does not meet required standards of work. 9.3. Regular Appointment Not less than fifteen (15) businessdays prior to the scheduled termination of the probationary period, the City Manager shall notify the probationer in writing as to whether the service of the probationer has been satisfactory and his/her retention in the city employment is desired. If the City Manager notifies the probationer that the performance of the latter has been satisfactory, the City Manager shall appoint the probationer to his/her position on a regular basis, effective upon the completion of the probationary period. If the City Manager notifies the probationer that the performance of the latter has not been satisfactory, the employment of the employee shall be terminated at the expiration of the probationary period, or the City Manager may extend the probationary period for a specific period of time to allow for further observation and evaluation, not to exceed six (6) months. 9.4. Rejection of Probationer 9.4.1. Except as provided in Subsection 9.4.2, during the probationary period an employee may be rejected at any time by the City Manager without cause, without hearing, and without the right of appeal. 9.4.2. Whenever the City Manager rejects a probationer pursuant to Subsection 9.4.1, the written notice of rejection shall advise the probationer as follows: 9.4.2.1. That if the probationer believes s/he has been rejected because of allegations of misconduct which have been publicly disclosed under such circumstances that the good name, reputation, honor, or integrity of the probationer has been stigmatized, the probationer has the right to a hearing to provide him/her an opportunity to clear his/her name; and 9.4.2.2. That if the probationer believes s/he has been rejected on account of race, color, ancestry, national origin, religion, sex, marital status, physical handicap, participation in the activities of a labor organization, or the exercise of any right guaranteed to the probationer by statute or constitution, the probationer is entitled to a hearing to determine whether such rejection was, in fact, effectuate upon such invalid basis.

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9.4.3. The notice shall advise the probationer that the latter may request such hearing by transmitting to the City Manager in writing not later than the scheduled date of termination, which shall be specified in the notice, a request for a hearing. Such request shall specify the grounds upon which the hearing is requested, as set forth in Subsections 9.4.2.1 and 9.4.2.2. If the probationer does not request a hearing in the manner prescribed by this section within the period allowed, the probationer shall be deemed to have waived his/her right to such hearing. 9.4.4. The City Manager shall conduct hearings requested pursuant to this section. If the hearing has been requested pursuant to Subsection 9.4.2.2, the probationer shall have the burden of proof that the rejection was effected upon an invalid basis. At the conclusion of such hearing the City Manager may sustain the rejection, reinstate the probationer to probationary status if the probationary period has been completed, or reinstate the probationer to probationary status and extent the probationary period if otherwise permissible, if justified by the evidence presented at the hearing. 9.5. Rejection Following Probation Any employee rejected during the probationary period following a promotional appointment shall be reinstated to the position from which s/he was promoted, unless charges are filed and s/he is discharged. 10. Layoff, Reemployment 10.1. Layoff 10.1.1. When, in the judgment of the City Council, it becomes necessary to abolish positions, the City Council may abolish any position including and the employee holding such position or employment may be laid off without the right of appeal. The City Manager, within limitations established by the City Council may likewise lay off regular employees due to a reduction in the service level, lack of work, or in a move for efficiency. 10.1.2. In reduction of force, employees with the least length of service in the classification shall be laid off first; provided, however, that any employee in the classification of captain so laid off may, if the employee so elects, be reassigned to the classification of Fire Fighter. This section does not apply to the right of the City Manager to determine whether and when a vacancy shall be filled. 10.2. Re-Employment Revised 10.2.1. In rehiring, the name of the employee last laid off within two (2) years shall be placed at the head of an employment list for a position in the

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classification formerly held, and the employee shall be given preference in filling vacancies in that classification, and, if reemployed, shall be placed at the same step of the salary range previously held. 10.2.2. When a former or laid-off employee is re-employed by the City, the former -employment physical examination, including drug screen, in order to be eligible for re-employment. 11. Resignation and Reinstatement 11.1. Resignation An employee wishing to leave the competitive service in good standing shall file with the department head, at least two weeks before leaving the service, a written resignation stating the effective date and reasons for leaving. The resignation shall be forwarded to the City Manager with a statement by the department head or supervising pertinent information concerning the cause of resignation. Failure to comply with this rule shall be entered on the service record of the employee and may be cause for denying future employment by the City. 11.2. Reinstatement A regular employee who has resigned in good standing may be reinstated to a vacant position of the same classification as the previous position within a period of two years from the effective date of resignation. Reinstatement shall be made at the salary steprecommended by the department head and approved by the City Manager, but shall not exceed the salary step held at the time the employee left City employment. Reinstatement shall be contingent upon passage of a medical examination and a physical agility test. 12. RESERVEDDemotion 12.1. The City Manager may demote an employee whose ability to perform his/her required duties falls below standard, or for disciplinary purposes. Upon request of the employee, and with the consent of the prospective supervising official, demotion may be made to a vacant position as a substitute for layoff. No employee shall be demoted to a position for which s/he does not possess the minimum qualifications. Written notice of the demotion shall be given the employee not less than three (3) days before the effective date of the demotion. 13. Hours of Work, Overtime

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13.1. Hours of Work 13.1.1. The workweek for shift personnel shall average 56 hours per week. The 48/96 schedule, which is a six (6) day cycle consisting of two days on, four days off, shall be deemed to be consistent with such workweek. 13.1.2. Authorized work performed by an employee assigned to a shift in excess of forty eight (48) hours within the six day cycle shall constitute overtime. at 8:00 am of one calendar day and concluding at 8:00 am of the following day. This subsection shall be limited by the provisions pertaining to change to shift and changes between shift assignments and 40 hour workweek assignments. 13.1.3. An employee required to work in excess of such regularly scheduled shifts shall be compensated for each overtime hour worked at the rate of one and one-based on a fifty six (56) hour work week. 13.1.4. The parties agree that in the event one shift is scheduled to work both December 24 and December 25 of the same year, the shift assigned to work on December 23 will be reassigned to work on December 24. This shift originally scheduled to work December 24 will be reassigned to work on December 23. Such change in schedule shall not incur additional overtime costs. 14. Overtime 14.1. Forty (40) Hours Per Week Employees 14.1.1. Authorized work performed by an employee assigned to work a forty (40) hour work week in excess of forty (40) hours in one week shall constitute overtime. 14.1.2. Authorized work by such employee performed in excess of their regularly scheduled work hourseight (8) consecutive hours in one (1) day (exclusive of lunch period) shall constitute overtime.

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14.1.3. An employee required to work in excess of such regularly scheduled hours shall be compensated for each overtime hour worked at the rate of one and one-half (1-1/2) -time rate of pay. If such employee is assigned to a shift, his/her overtime rate of compensation shall be governed by Subsection 14.3.1.2. 14.1.4. 14.2. Employees on Shift Shift exchanges between personnel and standby exchanges shall not be considered overtime. 14.3. Change Between Shift Assignment and 40-Hour Workweek Assignment 14.3.1. If the assignment of an employee is changed from a forty (40) hour workweek to a shift assignment, or vice versa, authorized work shall constitute overtime only if within the period in which the change was made the total number of authorized hours would exceed the sum of the following: 14.3.1.1. 8 hours per day for the portion of the period during which the employee was on shift, and 14.3.1.2. 5.714 hours per day for the portion of the period during which the employee was on the 40-incomplete portions of the 40-hour workweek and shift cycle immediately before or after the date of change. 14.3.2. Overtime shall be calculated and paid to the nearest one-quarter hour (15 minutes) increment. As an illustration, an employee who worked in excess of 25 minutes would record 30 minutes on their time sheet. 14.4. Payment for Fair Labor Standards Act (FLSA) Overtime Both parties agree and accept that as of August 14, 2001 the City of declaration of a 7-k exemption related to the calculation of FLSA Overtime and agree to incorporate FLSA mandated overtime compensation by paying said overtime at a rate of 2.735% of an -period. The fifty-six (56) hour tour of duty shall be calculated within a twenty-seven (27) day work period. 14.5. FLSA Overtime as Compensatory Time Off (CTO) 14.5.1. Effective as of January 1, 2002 and coterminous with implementation of new Holiday Leave Pay program, the City agrees to allow employees the option of having overtime earned at the rate of time and one half (1 ½) hours actually worked into a Compensatory Time Off (CTO) bank subject

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to the following limitations: 14.5.1.1. Effective May 16, 2005 the maximum number of hours an employee may bank is 112 hours. Any overtime hours in excess of 112 will be paid in cash. For purposes of implementing the changes to holiday time (Section 16.2 of the 2004 2006 MOU), the maximum may on a one-time basis, exceed 112 hours; all overtime worked will be paid in cash until the amount the bank is reduced to below 112. 14.5.1.2. The requests for time off shall be made at least 48 hours in order to assure proper shift staffing; however, this time limit may be waived if the operation of the Fire Department is not impaired and proper shift staffing is assured. 14.6. Non Suppression Assignment Minimum Overtime Effective May 16, 2005 compensation for non-suppression assignment overtime shall be earned at a minimum of three (3) hours and shall be compensated either in pay or compensatory time at the rate of one and one-half times the regular straight-time rate of pay of the employee subject to Section 14.5. 14.7. Overtime Lists 14.7.1. Except in emergency situations, overtime lists shall be used to determine which employee will be called to work overtime. An employee may be subject to mandatory over-time. There shall be one list for 24-hour shifts and another list for shorter periods of service. 14.7.2. The overtime lists shall be maintained at Central Headquarters Station 51. If such lists are changed or defaced without the authority of the Fire Chief, s/he may remove such lists from said bulletin board. 14.7.3. Initial placement on the overtime list shall be based upon seniority within the department. The chief officer may decline to call a probationary Fire Fighter into service from the list in a situation where the chief officer does not believe that such Fire Fighter has sufficient experience to fill a position. When such Fire Fighter is not called from the list in such situation, s/he shall not lose his/her turn on the list. 14.7.4. When an employee is called from the overtime list for an overtime assignment and declines to take the assignment on account of sickness, s/he shall not lose his/her turn on the list. 14.7.5. Overtime lists shall be used whenever an employee is to be assigned to work which would constitute overtime for that employee; provided, however, that use of overtime lists shall not be required when: The Fire Chief assigns Battalion Chiefs to work on shift;

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The Fire Chief changes assignments of employees from one shift to another in accordance with the schedule described in Section 14.2.1, or between a shift assignment and a forty (40) hour workweek where authorized work does not constitute overtime under Section 14.3; The Fire Chief changes an assignment for an employee from a forty (40) hour workweek to a shift assignment in connection with the absence of another employee where the employee being reassigned would be scheduled to work at least two (2) consecutive shifts which the absent employee would have normally worked; situation in which, in the judgment of the chief officer, the immediate need for additional personnel is of sufficient importance that there is no time to refer to the list. 14.8. Notwithstanding any other language in this section, an employee may not work more than 96 consecutive hours. Additionally, any employee who has worked 96 consecutive hours in any 120 hour period shall be off duty for a minimum of 24 hours. The Fire Chief or designee may make exceptions of this section based on emergency needs or incidents such as strike teams. 14.9. Nothing herein shall require the Fire Chief to staff any fire station with any minimum number of personnel. Nothing in this section shall be construed to the extent provided in the Meyers-Milias-Brown Act. 15. Holidays 15.1. Holiday Pay: Employees on 40-Hour Workweek 15.1.1. Regular full-time employees working a forty (40) hour work-week shall be entitled to observe all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day, provided they are in a pay status on both of their regularly scheduled workdays immediately preceding and following the holiday. 15.1.2. Any employee who is required to work either a regularly schedule or an overtime shift on any of the holidays specified in Subsection 15.2 shall be paid one and one-half (1--time rate of pay for all hours actually worked on such holiday. 15.1.3. In the event of any of the holidays specified in Subsection 15.2 occurs while an employee is on vacation, the holiday shall not be charged to vacation. 15.2. The following are the eleven (11) authorized holidays: New Year's Day Martin Luther King, Jr. Day

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President's Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Day before Christmas Day Christmas Day 15.3. If a holiday falls on a Sunday, such holiday shall be observed on the Monday following. If a holiday falls on Saturday, such holiday shall be observed on the previous Friday. 15.4. The day before Christmas shall be observed as follows: If Christmas Day falls on Day before Christmas observed on Monday Tuesday following Tuesday Monday before Wednesday Tuesday before Thursday Friday afterFriday Thursday before Saturday Thursday before Sunday Friday before 15.5. Personal Leave Bank 15.5.1. Each employee of this bargaining unit assigned on a regular basis to work a 40 hour week schedule shall have a Personal Leave Bank. The bank shall be maintained by the Finance Department and reported to the employee by means of a payroll stub entry. 15.5.2. New employees shall begin with a balance of zero (0). Each year on the eight (8) hours of personal leave. The leave bank shall also be credited with eight (8) hours of leave each year on February 12 and September 9, bank shall be credited with four (4) hours of leave. 15.5.3. An employee desiring to take personal leave must make such request in writing to the department head at least seven (7) days prior to the proposed leave, unless otherwise agreed to by the City. Approval of such time off shall be subject to the operating requirements of the department in which the employee works. Employees will be permitted to accumulate up to a maximum of forty-eight (48) hours in personal leave. 15.5.4. Employees will also be allowed to borrow against future accruals by

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overdrawing the bank by up to twenty-four (24) hours. Upon termination of employment, an employee shall be paid in a lump sum for all hours -time rate. In the event that an employee leaves City employment with an overdrawn leave bank, the employee shall reimburse the City for the deficit, at the -time rate. 15.6. Holiday Leave Time: 56 Hour Shift Personnel 15.6.1. Personnel assigned to shifts shall be provided with 7.27 shifts (174.48 hours) of holiday time. Holiday leave time shall be compensated by paying each employee 6.71 hours per bi-weekly pay period. 15.6.2. In addition to the forgoing, 56 hour shift personnel shall continue to receive compensatory time off whenever they work their regularly Day, Independence Day, Thanksgiving Day and Christmas Day. Compensatory time shall be granted at one-half (1/2) of time actually worked. 15.7. Holidays: Employees Changed Between Shift Assignments and Forty (40) Hour Workweek Assignments 15.7.1. Employees Assigned from 40-Hour Workweek to Shift 15.7.1.1. When an employee is reassigned from a forty (40) hour workweek to a shift assignment, s/he shall be entitled to 11.2 shift hours off duty for every holiday remaining in the calendar year. 15.7.2. Employees Assigned from Shift to 40-hour Workweek 15.7.3. When an employee is reassigned from a shift assignment to a forty (40) hour workweek, the number of shifts accrued pursuant to Section 15.6 shall be converted to forty (40) hour workweek hours by multiplying such number shifts by twenty-four hours (24) and dividing the product by 1.4. 15.8. Lump Sum Payment on Termination of Employment Employees who terminate employment shall be paid in a lump sum for all unused holiday leave in accordance with the provisions of this section. 16. Vacation Allowance: Employees on 40-Hour Workweek 16.1. Regular full-time employees working a forty (40) hour workweek who have been in the service of the City for a period of one year or more shall be entitled to vacation leave as follows: 16.2. Upon completion of the initial one year period of employment such employee shall be credited with ninety-six (96) hours of vacation leave.

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Thereafter, vacation leave shall be earned in accordance with the following schedule: Length of Service Vacation Hours Earned Biweekly 1 5 years 3.69 hours6 10 years 4.92 hours11th year 5.23 hours12th year 5.38 hours13th year 5.64 hours14th year 5.85 hours15th year 6.15 hours16 20 years 6.46 hours21 24 years 6.72 hours25 and more 6.97 hours 16.3. No such employee may accumulate more than two-hundred and forty (240) hours of vacation leave. Upon approval of the City Manager, an eligible employee may defer forty (40) hours current vacation leave to the succeeding calendar year. Additional accumulation not exceeding forty (40) hours may be made by permission of the City Manager. 16.4. Employees of this bargaining unit shall receive notice of their bi-weekly accrual upon completion of each pay period. 16.5. With written permission from the City Manager, employees in this bargaining unit may accumulate 40 hours more than the maximum annual accumulation stated above. 16.6. Employees who terminate employment shall be paid in a lump sum for all unused vacation leave in accordance with the provisions of this section upon or prior to the date of termination. 16.7. No additional vacation leave credit will be earned should an employee exceed their maximum accrual hours set forth above. Employees will be provided an opportunity to request consideration to exceed this level if they have documented plans for use of vacation leave with a reasonable time period subject to approval by the City Manager or upon recommendation of the Fire Chief if the department is not able to allow an employee to use vacation leave time. 16.8. The City Manager may require any employee to use at least eighty (80) hours vacation leave in a calendar year to the extent such vacation leave has been accumulated. 16.9. Employees who terminate employment shall be paid in a lump sum for all unused vacation leave in accordance with the provisions of this section prior to the date of termination.

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16.10. The times during the year at which an employee shall take vacation shall be determined by the Fire Chief with due regard for the wished of the employee, and with particular regard for the needs of the department. When conflicts arise, seniority shall govern. 17. Vacation Allowance: 56 Hour Shift Personnel 17.1. Each employee assigned to work a shift who on the most recent anniversary date of his/her employment shall have been in the service of the City for a period of one (1) year or more shall be entitled to an annual vacation equivalent to the following number of shifts with pay for the following periods of service prior to such anniversary date: Years of Service Number ofShifts Equivalent Number of Hours1 5 6 144 6 10 8 192 11 8.5 204 12 8.75 210 13 9.17 220 14 9.5 228 15 10 240 16 20 10.5 252 21 24 10.92 262 25 and more 11.33 272 17.2. commence with the shift immediately following his/her four (4) consecutive off periods in his/her established duty cycle; provided, however, that an employee may commence his/her vacation on a different shift with the approval of the Fire Chief. 17.3. If the needs of the department can be accommodated as determined solely by the Fire Chief, employees on shift may be permitted to split their vacations into two (2) or three (3) periods of approximately equal duration. Department seniority will control the selection of vacation periods. 17.4. Shift employees who terminate employment shall be paid in a lump sum for all unused vacation leave in accordance with the provisions of this section. 17.5. Shift employees may be permitted to accumulate up to but no more than four hundred and twenty (420) vacation hours. Those shift employees who have accumulated more than the total hours permitted shall be assigned dates in which to take excess vacation hours over the 420 hours permitted by the Fire Chief.

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17.6. Employees of this bargaining unit shall receive notice of their bi-weekly accrual upon completion of each pay period. 17.7. With written permission from the City Manager, employees in this bargaining unit may accumulate 40 hours more than the maximum annual accumulation stated above. 17.8. Due to the nature of the vacation planning calendar process, the City shall give consideration to the situation where an employee who has scheduled vacation leave time on the department planning calendar and who exceeds the maximum accrual level in the interim time period but will be under the maximum accrual level upon using his or her scheduled time off. Note: use of this clause requires that the employee have scheduled such time during the annual vacation selection period. 17.9. Employees who terminate employment shall be paid in lump sum for all unused vacation leave in accordance with the provisions of this section upon or prior to the date of termination. 17.10. No additional vacation leave credit will be earned should an employee exceed their maximum accrual hours set forth above. Employee will be provided an opportunity to request consideration to exceed this level if they have documented plans for use of vacation leave with a reasonable time period subject to approval by the City Manager or upon recommendation of the Fire Chief if the department is not able to allow an employee to use vacation leave time. 18. Vacation and Holiday Accruals 18.1. The existing seniority selection process for vacation and holidays which temporarily allows negative or positive accrual balances shall be maintained, but no negative balance shall be permitted to exceed 84 means an excess of time accrued over time used. 18.2. The City shall have the right to continue to use a computerized method of recording vacation and holiday accruals on a pay period basis and to report balances to employee with their paychecks. 18.3. In the event an employee terminates his/her employment with the City with a negative balance, the City may withhold a sufficient sum from his/her final payment of compensation to eliminate such balance, and to the extent that such method is insufficient to eliminate such balance the employee shall be responsible for any necessary reimbursement to the City. Correspondingly, the City agrees to pay all positive balances to employees who terminate their employment. 19. Catastrophic Leave Program

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19.1. The City shall provide for a Catastrophic Leave Program as a part of the administrative policy directives as developed by the City Manager. The City agrees to meet and confer with the Union as to any changes in this administrative procedure. 20. Sick Leave 20.1. Sick leave shall not be considered a privilege which an employee may use at his/her discretion, but shall be allowed only in case of necessity and actual sickness or disability, except as provided in Subsection 20.5. In addition, sick leave may be used by an employee, subject to the limiting conditions outlined in Section 21 Bereavement Leave, upon the death of an aunt, uncle, nephew, niece, great-grandchild or great-grandparent. 20.2. For shift personnel, sick leave shall be accrued at a rate of twelve (12) hours for each calendar month of service. For employees on a 40-hour workweek, sick leave shall be accrued at a rate of eight (8) hours for each calendar month of service. 20.3. There shall be no limitation on the amount of sick leave which an employee may accumulate. 20.4. Sick leave, vacation leave, and holiday leave shall not accrue when the employee is on leave without pay. 20.5. Sick leave may be used for any disability, whether temporary or permanent, by injury or illness arising out of and in the course of the duties of the employee. In the event sick leave is taken by an employee instead of a leave of absence for industrial disability granted by state law where there is a bona fide dispute between the City and the employee as to whether the disability is industrial, and such dispute is resolved in favor of the employee, any sick leave which was erroneously deducted from the empl 20.6. Procedure. In order to receive compensation while absent on sick leave the employee shall notify his/her immediate supervisor prior to 7:00 a.m. If the employee becomes ill while away from his/her residence the employee shall notify the supervisor of his/her location, including address and telephone number. If circumstances permit, the supervisor may direct the employee to return to his/her residence. The supervisor shall not unreasonably require the employee to return to his/her residence. 20.7. Availability for Notification 20.7.1. An employee who is absent on sick leave is expected to be available to answer telephone calls by or from his/her supervisor in relation to work-related matters. No employee shall unreasonably refuse to answer a

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telephone call from a supervisory employee for such purpose. 20.7.2. An employee who is absent on sick leave who within one (1) year of such absence has been notified in writing by the department head that the amount of sick leave used by the employee excessive or is an abuse of the sick leave privilege is also expected to receive visits by or from his/her supervisor in relation to work-related matters. No such employee shall unreasonably refuse to receive a visit from a supervisory employee for such purpose. 20.8. Signed Statement. When an employee has been absent on sick leave, upon return s/he shall submit to the department head a personally signed statement indicating dates of illness and other information as allowed by state and federal law. Such shall be on the form prescribed by the City for such purpose which is currently in use. 20.9. Medical Certificate. When an employee returns after an absence on sick leave for more than one shift, the department head may require him/her to submit a certificate signed by a licensed physician with dates of illness and other information as allowed by state and federal law, in addition to the signed statement required pursuant to Subsection 20.10. If an employee has within one (1) year of an absence on sick leave been notified in writing by the department head that the amount of sick leave used by the employee is excessive or is an abuse of the sick leave privilege, the department head may require such employee to submit such a certificate when the latter returns after absence of one shift or more. The City agrees to pay for the cost of obtaining said certificates to the 20.11. Suspension of Sick Leave. When, in the sole opinion of the City Council, a job action exists, it shall have the authority to suspend the use of sick leave benefits for the duration of the job action, retroactive to the beginning of such job action. As used not limited to, any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment, or to perform customary duties due to any labor dispute, or any concerted refusal to appear to any assigned work station because of claimed or asserted sickness or disabilities. 20.12. Termination of Employment. Upon termination of employment as a result of retirement, death, or abolition of position, the following amount of unused sick leave shall be paid on termination of employment: (1) Employees who have completed 20 or more years of City service as a full-time employee: fifty percent (50%) of unused sick leave, or 864 hours, whichever is less; (2) Other employees: fifty percent (50%) of unused sick leave, or 720 hours, whichever is less. The effective date of such retirement shall not be deferred by the allowance of the employee to use his/her accumulated sick leave, but such employee shall be required to take the lump sum payment for unused sick leave as soon as and to the extent possible.

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20.13. Family Sick Leave. With the approval of the department head aAn state and federal law, including, but not limited to father, mother, brother, sister, spouse, domestic partner, child, mother-in-law, father-in- law, grandparents, grandchildren, step-children, foster children, great-grandparents, and greatgrandchildren. With the approval of the Fire Chief or their designee, an employee may use additional accrued sick leave for using family sick leave In the even the employee is relieved of this required presence before 8:00 p.m. (in case of a shift employee) the employee shall notify the designated Duty Battalion Chief, including whether they will be absent for a full shift or an increment of a shiftFire Captain at Station 51 and shall report to duty to complete the shift. (Example: a fire fighter with a working spouse may be called off duty to tend for his/her child, but could be relieved by the spouse when the latter returns from his/her work.) 21. Bereavement Leave 21.1. In the event of a death in the immediate family of an employee, the employee shall, upon written request to theShift Battalion Chief (positive contact including but not limited to electronic communications such as email or text message) department head, be permitted to use five regularly scheduled shifts of bereavement leave within a three (3) month 72-hour period, comprised of three days of paid bereavement leave and without any available accrued leave balances, the two days will be unpaid, as is necessary to make arrangements for the funeral and attend same. The number of hours of bereavement leave used for such purpose shall depend upon the particular work scheduled to which the employee was assigned on the days upon which the employee takes such leave during such 72-hour period. 21.2. paid vacation or while the employee is on leave of any kind. Only in the event that the funeral takes place at a location more than 150 miles away from the City of San Bruno will reasonable time off for travel be allowed, not to exceed one (1) regularly scheduled work shift. For the purposes of this provision, the immediate family shall be restricted to father, mother, brother, sister, spouse, domestic partner, child, mother-in-law, father- in-law, grandparents, grandchildren, step-children and foster children. 21.3. Bereavement leave applies only in the instance in which the employee attends the funeral, or is required to make funeral arrangements but is not applicable for any purpose, such as settling the estate of the deceased. 21.4.21.3. The City Manager or Department Head may grant bereavement leave for deaths of other persons if s/he determines that special circumstances are

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applicable. The City Manager or Department Head may also allow use of bereavement leave during timeframes which vary from those described above it is determined that special circumstances are applicable. 22. Jury Duty Leave: Leave for Court Appearances 22.1. An employee who is called and required to serve as a trial juror shall be entitled to absent himself/herself from his/her duties during the period of such service or while necessarily being present in court as a result of such call. Under such circumstances, the employee shall be paid the difference between his/her full salary and any payment received except travel pay, for such duty. Whenever an employee receives a written notice from a court indicating that the employee will be subject to jury duty within a specified period of time s/he shall furnish the employer a written copy of the notice from the court as soon as practical. If such employee is subject to being called in to the court for jury duty on a stand-by basis s/he shall so inform the officer in charge. 22.2. An employee who has been subpoenaed as a witness in his/her official capacity shall be paid: 22.3. His/her regular salary, less any witness fee received, if s/he is required to appear as a witness while scheduled to be on duty, or 22.4. One and one-half (1-1/2) his/her regular salary, less any witness fee received, if s/he is required to appear as a witness while scheduled to be off duty. 22.5. An employee who has been subpoenaed as a witness in his/her private capacity shall not be paid for the time s/he is not on duty, but may use compensatory time, vacation time, or shift exchange. 22.6. In the event an employee is relieved of his/her required presence as a juror or a witness prior to 8:00 p.m. on a day when s/he was regularly scheduled to work a shift, s/he shall notify the officer in charge and report to duty to complete the shift. 23. Leave of Absence 23.1. The City Manager may grant a permanent employee a leave of absence with or without pay or benefits not to exceed one year. A request for such leave shall be in writing and shall be approved and shall be approvedor denied by the City Manager in writing. 23.2. The City Manager may terminate such leave of absence prior to scheduled expiration of the leave upon notice to return to duty if s/he determines that the circumstances justifying the leave do not exist or if the needs of the City justify termination of the leave.

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23.3. Upon the expiration of a regularly approved leave, or withinritten ten (10) days unless an extension or need for an extension is identified and approved by the City Manager, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within ten (10) days after notice to return to duty, shall be cause for discharge. 23.4. An employee who has requested a leave of absence for medical reasons may be required to complete a fitness for duty evaluation to determine that the employee is capable of performing the duties of the job before returning to regular duty. The employee shall submit a medical certificate them to return to duty. Any limitations or exceptions must be included in the medical certification. The City of San Bruno reserves the right, at its expense, to send the employee to a physician of its choice for further evaluation. In the event of conflicting medical opinions, Tthe final determination as to whether the employee is fit for duty shall be made by the City Manager or designee, but shall be subject to appeal pursuant to the Grievance Procedure. 23.5. Pregnancy Condition 23.5.1. Leave regarding pregnancy, birth, and/or adoption shall be governed by applicable state and federal law, as presently worded or subsequently amended. 23.5.2. Sick leave as provided for by the City for employee use when medically 23.5.3. Vacation leave when used in accordance with existing use provisions. 23.5.4. Compensatory Time Off or administrative leave available to the employee in accordance with existing use provisions. 23.5.5. In addition, the City shall provide leave time and/or benefits in accordance with the provisions of current and/or future California State law and federal law governing the birth or adoption of a child, parental leave rights medical condition. 24. Industrial Disability Leave 24.1. Industrial disability leave for Fire Fighters and Fire Captains shall be governed by Section 4850 of the Labor Code, as presently worded or subsequently amended. 25. Military Leave 25.1. Military leave shall be provided for in accordance with state law and federal law. All employees entitled to military leave shall give the

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appointing power an opportunity within the limits of military regulations to determine when such leave shall be taken. 25.2. Military leave shall be provided for in accordance with state and federal law. Any organizational requirements shall be contained in either the departmental or city administrative policy directives as developed by the City Manager. 26. Light Duty 26.1. Employees with industrial or non-industrial injuries may be eligible to return to work in a modified or light duty capacity. Such return is determination that the employee may return to work with limitations. The Fire Chief has the final determination of whether light duty is available. 26.2. If light duty is available, shift personnel assigned to light duty will work 8 hours for every 24 hour shift. The hours will be set following discussion between the employee and an appropriate Chief Officer at a mutually agreed schedule. The Chief Officer will attempt to coordinate the the needs of the department with the personal schedule of the employee. The Fire Chief shall have final determination on work schedules. 27. Health and Welfare Benefits 27.1. Medical, Dental and Vision Insurances 27.1.1. Each regular full-time employee and each permanent part-time employee No. 856 Health and Article I of the Teamsters Local 856 Trust by laws provided, however, that participation in the fund shall not be denied to eligible employees who are not members of the Union. Temporary employees and temporary part-time employees who are employed by the City for a period of ninety (90) days shall also be eligible to participate in said fund. 27.1.2. For purposes of providing health and welfare benefits for regular full-time and permanent part-time employees subject to this MOU the City shall contribute an agreed upon amount to the trust fund on a monthly basis on behalf of each eligible employee for actual costs incurred by such Fund to provide and maintain at existing levels of coverage hospital, medical, dental care, prescription drugs, vision care, and retiree health benefits. 27.1.3.From January 1, 2026 through December 31, 2028, Tthe City shall pay 75% and employee pays 25% of the health and welfare benefit premium increase over the prior plan year based on the cost of the plan options which they have selected.

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Beginning January 1, 2022, through December 31, 2025, the City shall pay 75% and the employee shall pay 25% of health and welfare benefit premium increase over the prior plan year. 27.2. Retiree Health Coverage 27.2.1. Employees in this unit participate in Retiree Health Coverage established January 1, 2021. For the term of this contract the City shall pay 75% and employee shall pay 25% of Retiree Health Coverage premium. 27.2.2. Eligibility for any Retiree coverage: If you retire from employment with an employer who is making contributions for retiree coverage, you will be eligible for retiree benefits provided (1) You were covered under this Plan for a total of 120 months and (2) You were eligible for at least 12 continuous months immediately prior to the date of your retirement. 27.2.3. Eligibility for Retiree coverage: If you retire from employment with an employer who is making the required contributions for Retiree coverage, you will be eligible for the reduced Monthly Self-Pay rate provided (1) you have at least 240 months of coverage and (2) 12 continuous months immediately prior to the date of your retirement with an employer who paid into the Retiree Plan. If you have at least 120 months, but less than 240 months, you will be eligible for Retiree coverage but not for the reduced Monthly Self-Pay rate. Retirees are encouraged to review the Retiree Health Coverage Plan Document for exceptions and enrollment deadlines. 27.3. Plan Restructure The plan year shall move to a calendar year cycle. Future year increases will be effective January 1. 27.4. - Employees who demonstrate possession of comparable health coverage may elect to opt out of the City health benefit. 27.4.1. An amount equal to 15% of the monthly premium shall be paid to the -plan. 27.4.2. An amount equal to 35% of the monthly premium shall be paid to the - 27.5. utilized at employees only choice. 28. Life Insurance 28.1. The City shall provide, at its expense, a term life insurance group policy

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for Fire consequences, in conformance with IRS regulations, will be the responsibility of the employee. 28.2. Said employees shall be entitled to purchase, at their own expense, additional term life insurance to the extent permitted by the policy carrier under such terms and conditions as are customarily imposed by such carrier in its normal course of business. 29. PERS Retirement Membership 29.1. Employees in the classification of Fire Captain and Firefighter shall be covered by three percent (3%) at age fifty (50) retirement benefit option provided through the Public Employees Retirement System (PERS) and calculating retirement benefits shall be based upon the highest average annual compensation earned by the employee the last consecutive year sworn public safety classifications shall continue to be covered by the PERS three percent (3%) at age fifty (50) retirement benefit option. Employees shall continue to contribute 9% of pensionable compensation. 29.2. The retirement contract in effect on December 1, 1984, between the City of San Bruno and the Public Employees Retirement System (PERS) on behalf of eligible employees of this unit shall be continued during the term of this Memorandum of Understanding. Final compensation for purposes method under the Public Employees Retirement System (PERS). 29.3. For employees hired on or after January 1, 2013, their retirement shall be 2013 (PEPRA) and AB340 and AB197. PEPRA members shall pay member contributions pursuant to Government Code Section 7522.30, which shall be at least 50% of normal cost as determined annually by CalPERS, and expressed as a percentage of payroll. 29.4. fire members. It was understood that there was an increased cost to both the employer (agency) and member (employee) rate. The association has agreed that all employees in the bargaining unit shall be responsible, through the payroll deduction, for paying both the appropriate member (employee) rate for this program and any employer contribution which exceeds $2.50 per month. As of this date (2001), current employee cost is projected to be $2.00 per month and current employer cost is projected to be $8.50 per month resulting in an individual employee deduction of $8.50 per month. These costs may change by implementation date and the then current costs shall be used to determine the accurate employee payroll deduction amount.

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29.5. Credit for Unused Sick Leave is an additional retirement benefit option that is available for members of the bargaining unit. This is a benefit that is mandated by PERS for all risk pooled plans, and this benefit will continue to be offered as long as the City continues to be required by PERS to stay in the risk pool. At retirement, an employee must notify the City as to how they wish to apply their accrued, but unused sick leave balance: as cash (as specified in Subsection 20.11); or PERS sick leave credit; or a combination of these options. In accordance with Section 33.2, an additional option may become available, in which unused sick leave could be applied toward post- retirement medical costs. 30. Deferred Compensation Programs 30.1. Consistent with the provisions of Resolution No. 1984-48 Authorizing and Approving a Deferred Compensation Plan for Participating Employees and Replacement of Resolution No. 1983-42, the City shall permit employees of the bargaining unit, to the extent permitted by law, to compensation programs. 30.2. No mandatory City contributions to such plans or administrative expense deferred compensation account by the plan provider shall not be deemed to be an administrative cost of the City. 30.3. The City agrees to meet and confer with the union, at their request, should the Internal Revenue Code be amended so as to adversely impact the intended purpose of the adopted deferred compensation program. However, it is understood that the City must adhere to all internal Revenue Code provisions and regulations applicable to a deferred compensation program. 31. Long-Term Disability (LTD Insurance) 31.1. The City agrees to allow employees in this bargaining unit that choose to voluntarily waive participation in a City-wide Long-Term Disability (LTD) insurance program to enroll in a qualified Union sponsored LTD insurance program. The City will provide a reimbursement to employees of this unit toward plan premiums up to the maximum premium contribution the City is paying towards employees enrolled in the Citywide LTD program. Employees of this bargaining unit agree to pay the difference in premium cost betwe-Term Disability is not available for cash reimbursement. 32. Flexible Benefit Plan 32.1. The City offers a Section 125 Flexible Benefit Plan for all City employees

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who want to take pretax deductions for the employee share of the health care premium and medical and/or dependent care expenses. Open enrollment is available each year for all City employees. 33. VEBA 33.1. All employees covered by this collective bargaining agreement which includes the classifications of Firefighter and Fire Captain are required to participate in this VEBA plan in accordance with the affirmative vote of the membership. 33.2. The City of San Bruno will contribute on behalf of all participants in this VEBA plan at retirement the following: All remaining accrued vacation leave payout, All remaining compensatory time payout, and Payout of no more than 50% of unused sick leave or 864 hours, whichever is less, for those employees who have completed 20 or more years of City service as a full-time employee, or payout of 50% of unused sick leave or 720 hours, whichever is less, for all other employees. However, this provision shall not prevent employees from first electing to purchase PERS sick leave credit before exercising the payout election. 33.3. Any accrued leave funds shall be transferred directly from the City to the VEBA program. Employees may not make contributions directly from their payouts. Employees may elect to purchase CalPERS sick leave credit prior to the payout of sick leave. 33.4. Participants will pay participant fees and 0.1% of the individual account balance annually, paid quarterly. 34. Fire Service Education and Certification Incentive Pay Program 34.1. Employees represented in this bargaining unit are eligible to participate in this program. Employees must present a copy of their college degree and order to receive additional incentive pay. Additional incentive pay shall be processed through use of a PAF form and shall begin the first pay-period after the employee submits acceptable documentation. Employee are eligible to receive up to a total maximum of 7.5% in Education and Certification Pay. Education and Certification Incentive Pay shall be paid obtains and maintains certification(s) which have an expiration date. 34.2. *Historical Note: The parties agree to reopen this section of the MOU only, effective 2/1/07 to discuss possible updates/amendments to the list of certifications. Any changes must be by mutual agreement. This reopener will end no later than 3/31/07.

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34.3. The following Education/Certification tracks are presently available as of March 2001. The City may add additional certifications as they are 34.2. Education/Certification Incentive Value Education/certification incentives listed in table below apply to this section unless current standards are updated and are consistent with California State Fire Marshal (CSFM), California State Fire Training (CSFT), National Wildfire Coordinating Group (NWCG), California Specialized Training Institute (CSTI), American Heart Association (AHA), or other standards recognized by the Fire Chief or designee. The certification will be based on the time it is achieved, unless it has an expiration cycle. Employee is responsible to notify Supervisor and Human Resources once certification is obtained. Total incentive shall not exceed 7.5%. 34.3. 34.4. Historical Note: Education Certification Value (Side Letter Agreement dated December 12, 2023) CURRENT TITLE REVISED TITLE CURRENT % REVISED % DEGREES BA/BS Degree In Fire Science, Business, Management, Public Administration, or closely related program 4.0% In Fire Science, Business, Management, Public Administration, or closely related program 6% (includes 4% for BA/BS) 2.0% OFFICER Chief Officer Certification Chief Fire Officer 3.5% Fire Officer Certification Company Officer 3.0% INSTRUCTOR Fire Instructor I Certification Fire and Emergency Services Instructor 1 1.0% Fire Instructor II Certification Fire and Emergency Services Instructor 2 1.0% Fire Instructor III Certification Fire and Emergency Services Instructor 3 1.0%

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Master Instructor (or Level III Instructor) Certification 3.50%DRIVER/OPERATOR Driver Operator Certification Fire Apparatus Driver/Operator Pumping Apparatus 2.0% HAZARDOUS MATERIALS Hazardous Materials Technician Certification 1.0% Hazardous Materials Specialist Certification 1.0% CPR/AED American Red Cross or American Heart Association Instructor CPR & AED Instructor 1.00% 2.0% TRUCK OPERATIONS Confined Space Rescue Technician 1.0% Low Angle Rope Rescue Operational RRAO Rope Rescue Awareness Operations 0.5% Trench Rescue 0.5% Rescue Systems I Certification 1.0% Rescue Systems II Certification 1.0% WILDLAND Courses Recommended for Wildland Deployments S-200 Initial Attach Commander 0.5% S-231 Engine Boss 0.5% S-234 Field Observer 0.5% S-215 Wildland Urban Interface 0.5%

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S-290 Intermediate Wildland Fire Behavior 1.0% S-300 Extended Attach Commander S-300 Extended Attack Incident Commander 0.5% EOC OPERATIONS S-359 Medical Unit Officer S-359 Medical Unit Leader0.5% S-404 Safety Officer 0.5% S-346 Situational Unit Leader S-346 Situation Unit Leader0.5% S-349 Resource Unit Leader 0.5% FIRE INVESTIGATION Fire Investigation Certification (Level I) Qualified Fire Investigator (California State Fire Marshal)1.0% 2.0% Fire Investigation Certification (Level II) 1.0% Explosives Recognition and Reconnaissance Explosives Recognition & IED Exploitation (ERIE) 1.0% Fire Prevention Officer Certification Fire Inspector I 1.0% Fire Protection Specialist Certification Fire Inspector II 1.0% Plans Examiner Certification Plans Examiner 1.0% Fire Marshal Certification Fire Marshal 1.0% Public Education Officer I Fire and Life Safety Educator 1.0% Fire Arson Detection 0.5% Formatted: Indent: Left: 1", No bullets or numbering

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BA/BS Degree in fire science, business, management, public administration or closely related program. 4% management, public administration, or closely related program. 6% (includes 4% BA/BS) Chief Officer Certification 3.5%Master Instructor (or Level III Instructor) certification. 3.5%Fire Officer Certification 3.0%Driver Operator Certification 2.0%Fire Investigator Certification (Level I) 1.0%Fire Investigator Certification (Level II) 1.0%Hazardous Materials Technician Certification 1.0%Hazardous Materials Specialist Certification 1.0%Fire Prevention Officer Certification 1.0%Fire Protection Specialist Certification 1.0%Plans Examiner Certification 1.0%Fire Marshal Certification 1.0%Public Education Officer I 1.0%Rescue Systems I Certification 1.0%Rescue Systems II Certification 1.0%American Red Cross or American Heart Assoc. Instructor 1.0%Fire Instructor I Certification 1.0%Fire Instructor II Certification 1.0%Fire Instructor III Certification 1.0%

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Truck Operations Courses: Confined Space Rescue Technician 1.0%Low Angle Rope Rescue Operational 0.5%Trench Rescue 0.5%Courses Recommended for Wildland Deployments S-200 Initial Attach Commander 0.5%S-231 Engine Boss 0.5%S-234 Field Observer 0.5%S-215 Wildland Urban Interface 0.5%S-290 Intermediate Wildland Fire Behavior 1.0%S-300 Extended Attach Commander 0.5%EOC Operations Courses S-359 Medical Unit Officer 0.5%S-404 Safety Officer 0.5%S-346 Situational Unit Leader 0.5%S-349 Resource Unit Leader 0.5%Fire Investigation Courses 0.5%Explosives Recognition and Reconnaissance 1.0%Fire/Arson Detection 0.5% 34.5.34.4. Historical note: The past MOU provision of providing 3% for college units and 6% for obtaining an AA/AS was eliminated. The base salary level of $5817 for firefighter in 2001 reflects inclusion of the up to 6% AA/AS educational incentive pay. Those firefighters without an AA/AS would be grand-fathered in and the new minimum job requirement for firefighter would be paramedic certificate and/or related AA/AS degree. 35. Tuition Reimbursement Program 35.1. Effective July 1, 1994, the City will provide reimbursement for a

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combination of tuition and books at a rate of $75/semester unit to a maximum of $1,800/year over a consecutive 12 month period. Reimbursements for college courses based on the quarter system will be made at a prorated rate. The Tuition Reimbursement Program described in this Program. Approval for reimbursement must meet the following requirements: The provisions of this section shall apply to all represented classifications. Effective the first full pay period following City Council adoption of this agreement, the City will pay the costs of books and tuition at an accredited public institution equivalent to the San Francisco State University (SFSU) tuition rate for part time (six units or less per semester). If the course is at a private institution, the prior approval of the City Manager or designee is required, and the City reserves the right to reimburse only a portion of the tuition up to the maximum tuition rate equivalent to SFSU. 35.2. The institution may be located in the state of California, or another accredited institution that allows for remote or asynchronous learning.Courses must be taken at an accredited public or private institution. Approval of courses taken at a private institution require the advance approval of the City Manager. 35.3. The course of instruction taken by the employee must be job related and the employee must have obtained the prior approval of the department headFire Chief and the City Mmanager, or designee, if appropriate, prior to taking the course in order to be entitled to reimbursement. 35.4. The employee must receive a passing grade in order to receive reimbursement and must be employed by the City at the start of the eligible course(s).For graded course work, the employee must receive a passing grade of 2.0 or above in a 4 point system, where 4.0 is an A, 3.0 is a B, etc., in order to receive reimbursement. Written evidence to this effect must be submitted to the City. 35.5. Reimbursement will be made upon submission to the City of written evidence that the employee obtained a passing grade in the approved course, and reimbursement will be subject to appropriate IRS regulations.For courses graded on a pass/fail basis, the employee must 36. Uniform Allowance 36.1. It is understood that his uniform allowance is provided for the purposes of it is the responsibility of each employee to be in compliance with the departmental requirements at all times. Employees are responsible for the purchase of all required uniform(s). 36.2. An employee hired prior to the adoption of this Memorandum of Understanding shall receive a uniform allowance on or about September

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1 of each fiscal year. 36.3.36.2. Sworn personnel in this unit shall receive an annual uniform allowance which is $850 per year. equal to the uniform allowance paid to Fire suppression staff of the Central County Fire District as of the date of this agreement 36.4.36.3. Said uniform allowance shall continue to be paid in a lump sum distributed no later than September 1 annually in equal amounts in each pay period and reported within the earned period report. 36.5.36.4. CalPERS contribution for uniform allowance, in accordance with current CalPERS and Government Code requirements. 36.6. An employee hired after the adoption of this Memorandum of Understanding shall receive an initial uniform allowance in the amount specified in Subsection 36.2 on or about his/her date of hire. On or about the first of September thereafter s/he shall receive a pro rata share of such allowance based upon the portion of the year elapsed between his/her anniversary date and the June 30 date prior to such date of payment. On each succeeding September 1 s/he shall receive the amount of uniform allowance specified in Subsection 36.3. 37. Assignment Duty Differentials and Incentive Pay Programs 37.1. Mechanic Assignment Duty 37.1.1. Fire Fighters assigned the duties of shift mechanic by the Fire Chief will be compensated an additional five percent (5%) of base salary. 37.1.2.A firefighter assigned by the Chief as the Lead Mechanic will be compensated an additional fifteen percent (15%) of base salary. 37.1.2.37.1.3. In order to qualify for this assignment and the related assignment pay, employees must maintain one or more certifications as required of California Code of Regulations (CCR) 571 & CCR 571.1 Mechanical 37.2. Bi-Lingual Incentive Pay Program 37.2.1. The City shall provide bilingual incentive pay in the amount of 2.5% of Bilingual Program. These requirements include: Demonstrated proficiency in a language other than English (including American Sign Language), which is used within the community. Successfully meets and maintains the program requirements, including re-qualifying every two years. Formatted: Font: ArialFormatted: Indent: Left: 0.75", Hanging: 0.75", Right: 0", No bullets or numbering

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37.3. Paramedic Program 37.3.1. The City of San Bruno participates in the Countywide ALS Paramedic program. Participation is contingent upon continued funding from the Emergency Medical Services Agency and may be discontinued or expanded at the discretion of the City. 37.3.2. The ALS Paramedic program utilizes accredited paramedics and non-paramedic support personnel in the delivery of ALS services. The Paramedic Program Assignment description (attached) is an addendum to the Firefighter job description. Compensation and specific conditions for certified paramedics shall be as follows: 37.3.3. Paramedic Assignment Pay. Firefighters with paramedic accreditation assigned to duty as a paramedic on an engine or truck company by the Fire Chief shall be compensated an additional eleven percent (11%) with the understanding such compensation is related to performing the additional duties and responsibilities of a San Mateo County accredited paramedic and the time and effort required of the employee related to the maintenance of their paramedic license. The City will directly reimburse the employee for cost of tuition for course(s), course materials and actual certification testing and licensure costs. 37.3.4. Historical Footnote: Effective 7/1/07 Firefighter/Paramedic assignment pay increases from 9% to 10%. 37.3.5. Effective 7/1/08 Firefighter/Paramedic assignment pay increases from 10% to 11%. 37.3.6.37.3.4. Fire Captain Paramedic Incentive Pay. Fire Captains who elect to maintain paramedic license or accreditation, shall be entitled to receive an additional two and one half percent (2.5%) of base pay for maintaining such paramedic certification. The City will directly reimburse the employee for cost of tuition for course(s), course materials and licensure costs. 37.3.7.37.3.5. Paramedic Continuing Education Unit (CEU) Reimbursement Pay. Employees who are required to maintain their paramedic accreditation are eligible to receive an additional stipend in recognition of the time off duty required to maintain the required 48 hours of Continuing Education license. The stipend amount is payable to the employee in the first pay-period stipend amount shall be $850 per year. If the City is able to provide CEU training time on-duty the City reserves the right to suspend Paramedic CEU Reimbursement Pay. 37.3.8.37.3.6. Paramedic Coordinator Assignment Duty. Effective August 2001, Firefighters with paramedic accreditation assigned the duties of Paramedic Coordinator by the Fire Chief shall be compensated an additional five (5%) of base salary if they serve as the only coordinator

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and four percent (4%) of base salary if there is more than one employeeserving as coordinator. 37.3.9.37.3.7.Fire Captain Assignment. Fire Captains are not eligible for assignment to the Paramedic program, however, Fire Captains who maintain accreditation as a Paramedic may voluntarily work overtime as a Firefighter Paramedic. If no Firefighter Paramedic volunteers for overtime work as a Firefighter Paramedic, a Fire Captain who maintains accreditation as a paramedic may work overtime. If mandatory overtime is necessary, a Firefighter Paramedic will be assigned mandatory overtime. 37.3.10.37.3.8. Assignment Basis Program. The City will utilize an assignment basis program to staff the paramedic program. An assignment basis program is defined as an established number of personnel delivering paramedic licensed medical services on an assigned basis by thedepartment. A minimum of twelve (12) paramedics are currently deemed necessary to staff the program. The City shall staff paramedics at the level required by the Countywide ALS JPA contract. The City will staff a minimum of two (2) paramedics on duty each shift, one paramedic per station. The Fire Chief has discretion as to the actual on-duty assignment of paramedics. 37.3.11.37.3.9. Availability. Firefighters who are assigned to the Paramedic Program must remain in the Paramedic Program and available for assignment. Firefighters assigned to the paramedic program may petition the Fire Chief to be removed from the program. No one assigned to the paramedic program may leave the paramedic program (other than to accept a promotion) unless a minimum number of accredited paramedics are available. The Fire Chief may not unreasonably refuse to permit a paramedic hired prior to January 1, 2005 to leave the program. Firefighters hired after January 1, 2005 for which accreditation as a paramedic was a minimum qualification may be required to remain in the program for 15 years. In evaluating the minimum number of paramedics required to staff the program, the Chief may consider the number of compensation leave, and known or anticipated retirements or promotions. 37.3.12.37.3.10. Qualifications. The City may use possession of a Paramedic accreditation as a screening requirement for all new hires, even though paramedic accreditation is not a mandatory requirement for Firefighter. The Fire Chief may require a Firefighter paramedic hired under this screening criteria to remain in the Paramedic Program. 37.3.13.37.3.11. Acting Captain. A Firefighter assigned to the Paramedic Program may serve as an Acting Captain provided an accredited paramedic is available on duty to meet required paramedic staffing levels. Acting pay in such situation will be paid in accordance with Section 8.11 Salary Plan/Acting Pay. 37.3.14.37.3.12. Eligibility for Other Assignments. Firefighters participating in the paramedic program will remain eligible for other assignments

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includingShift Mechanic and Lead Mmechanic. 37.3.15.37.3.13. Training for Non-Paramedics. While the City will make an effort to provide training during on-duty time, compensation and travel expenses will not be provided for any off duty training attended by Firefighters seeking to obtain qualification and certification to become a paramedic. 37.3.14. Historic Note: At the time the City began participation in the ALS Paramedic program, the base pay for Firefighter and Fire Captain were increased by 1.85%. As a result, any Firefighter or Fire Captain may be assigned to duty in a paramedic support position operating within the parameters of the Countywide ALS Paramedic Program. 37.4. Training Captain Assignment Any Fire Captain assigned to the duties of Training Captain will be compensated an additional thirteen percent (13%) of base salary. 38. Discipline 38.1. The City may discharge, suspend, or demote any employee who has completed the probationary period for cause. No employee shall be discharged unless a written warning notice shall previously have been except that no such prior warning shall be required if the cause for the insubordination, or use of illicit drugs, use of alcoholic beverages related to employment, or failure to perform as required. 38.2. In cases where a prior warning notice is required prior to discharge, such discharge shall not necessarily have to be based on the same type of misconduct as that which gave cause for the prior warning notice. Any discharged, suspended, or demoted employee shall be furnished with the reasons for such action in writing, with a copy of such letter furnished by the Union. 38.3. Letters of Reprimand Not Subject to Grievance Procedure 38.3.1. Notwithstanding any other provision of this MOU, a Letter of Reprimand issued by the city to any employee shall be handled only in accordance with the provisions of this section, and shall not be subject to the grievance procedure as provided in Section 40. 38.3.2. The employee shall have (30) days within which to file a written response. Such written response shall be attached to, and shall accompany the Letter of Reprimand. 38.3.3. Upon written request of the employee, a Letter of Reprimand shall be

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twenty-four (24) months. This provision shall include removal of Letters of Reprimand issued prior to January 1, 1993. 38.3.4. Within ten (10) calendar days after receipt of a Letter of Reprimand, the employee may, in writing, appeal such to the City Manager for administrative review. The City Manager shall, after affording the employee the opportunity to personally meet with him or her, consider the basis for issuance and such written and/or oral objections presented by the employee. Thereafter, the City Manager shall either affirm, rescind, or otherwise modify the disciplinary action. 38.3.5. In the event a Letter of Reprimand issued subject to this section is subsequently used to evidence that progressive disciplinary action has been considered in determining the extent of a more severe disciplinary action, such letter(s) with any employee response attached thereto as provided in Subsection 38.3.2, shall be submitted on appeal to the reviewing authority for such consideration as the reviewing authority deems appropriate. 38.4. Pre-Disciplinary Conferences 38.4.1. No regular employee shall be demoted, suspended, or discharged for a disciplinary purpose except in accordance with the provisions of this section; provided, however, that his section shall not apply to suspensions of less than five (5) days for employees working forty (40) hour workweeks, or to suspensions of less than three (3) shifts for shift employees. 38.4.2. Whenever the City Manager proposes to demote, suspend, or discharge a regular employee in a case in which this section is applicable, the City Manager shall conduct an informal conference at which the employee shall have the right to respond to the charges. The City Manager shall provide the employee with written notice of the conference not less than five (5) days prior thereto. The notice shall state the nature of the proposed disciplinary action and the reasons therefore. The notice shall also include a copy of the charges and materials upon which the proposed action is based. 38.4.3. At the conference, the employee shall have the right to present an oral and/or written response to the proposed action. Thereafter, the City Manager shall determine, based upon such response and the materials upon which the proposed action was based, whether to impose the action initially imposed, lesser action, or to take no action. The City Manager shall promptly notify the employee in writing of such decision. 38.4.4. If, prior to the conference, the employee presents to the City Manager a written request that the City Manager disqualify himself/herself from conducting the conference due to bias or prejudice, the City Manager shall assign a designee having no supervisory control over the employee to conduct the conference. At the conclusion of the conference, the conference officer shall recommend to the City Manager the disciplinary

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action to be taken, if any, and the City Manager shall make the necessary determination and promptly notify the employee in writing of such decision. 39. Suspension 39.1. Suspension without Pay 39.1.1.hereto may be suspended without pay for a disciplinary purpose. 39.1.2. Chief Officers shall have the power to suspend a subordinate employee without pay for not more than one work day or one work shift. The supervisor shall immediately notify the department head of the suspension. The department head shall have the power to rescind the suspension. The department head shall immediately notify the City Manager of the suspension in writing. The City Manager shall have the power to rescind the suspension, overturn a decision of a department head to rescind the suspension, extend the suspension, reduce the suspension, or issue oral or written reprimand in lieu of suspension. 39.1.3. A department head shall have the power to suspend a subordinate employee without pay for not more than five work days (in the case of an employee working a 40-hour workweek) or two shifts (in the case of an employee working shifts). The department head shall immediately notify the City Manager of the suspension in writing. The City Manager shall have the power to rescind, extend, or reduce the suspension, or issue oral or written reprimand in lieu of suspension. 39.1.4. The City Manager shall have the power to suspend a subordinate employee for an amount of time the City Manager deems appropriate. 39.2. It is the intent of this section to allocate to the department head and to Chief Officers the power to impose minor suspensions without the approval of the City Manager, but with immediate notice to him/her, to enable the department head and supervisors to take immediate action to remedy employee misconduct which may pose an immediate threat to the health, safety, or welfare of other employees or the public at large. 39.3. Administrative Leave with Pay Chief Officers, a department head, or the City Manager shall have the power to place a subordinate employee on Administrative Leave with Pay status pending investigation of a matter in which the employee may be involved which may lead to disciplinary action against him/her, or pending consideration of possible disciplinary action against him/her, or where his/her continued presence would, in the judgment of the supervisor, department head, or City Manager, jeopardize his/her health or safety or that of others. A Chief Officer placing an employee on such leave shall immediately notify the department

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head, who shall immediately notify the City Manager. The City Manager has the power to rescind, extend or otherwise modify the 40. Grievance Procedure 40.1. Definition. A grievance procedure if any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding during its term, or any provision of the Personnel Rules, or written rules of the Fire Department. All ordinances, resolutions, rules and regulations, the subject of which is not specifically covered by this Memorandum of Understanding, the Personnel Rules, or the Fire Department rules, are excluded from the grievance procedure, and are not covered by the procedures set forth in this section. 40.2. Initial Presentation. The initial (first level) presentation of a grievance shall be to the immediate supervisor of the employee claiming to have a grievance. The grievance may be either oral or in writing. If made in writing, the grievance shall comply with the requirement of Subsection 40.3 for a formally presented grievance. 40.3. Formal Presentation. The formal presentation of a grievance shall be written and shall state which provision of this Memorandum of Understanding, Personnel Rule, or Fire Department rule has been misapplied to his/her detriment, and shall indicate the redress sought. The grievance shall be signed by the individual allegedly aggrieved, the grievance may be signed by a duly authorized representative of the Union. If the grievance is signed by such Union representative the grievance shall indicate the names of those on whose behalf it is filed and shall state that the Union representative is authorized to file such grievance on behalf of such person. In the event the person to whom the grievance is presented determines that the grievance is defective on its face, s/he shall reply in writing to the filer within seven days after receiving the grievance, indicating in writing the specific defects. The reply shall specify that the grievant has ten days to correct the defects or the grievance shall be deemed to be withdrawn. If the grievance is not corrected within said ten-day period, it shall be deemed to have been withdrawn. This subsection is intended to avoid unnecessary grievances. The failure of an individual to file a grievance in a particular situation does not of itself establish a past practice. The fact that a probationary employee has filed a grievance or has authorized the Union to file a grievance shall not be taken into account by the City in any evaluation of his/her work performance. 40.4. Time Limits. Grievance shall be filed within 15 days of the incident or occurrence about which the employee claims to have a grievance. 40.5. Representation. The grievant shall have the right at all steps of the grievance procedure to be represented by a person or organization of his/her own choosing.

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40.6. Effect of Grievance. The making or filing of a grievance shall not prevent the City or any authorized employee of the City from taking action deemed appropriate, nor shall it have the effect of suspending action previously taken even though the action may involve or be part of the subject matter of the grievance. 40.7. Disciplinary Matters. In the event an employee feels that a discharge, suspension, or demotion in unjust, the employee shall have the right to appeal the case through the grievance procedure by filing a grievance procedure through the City Manager within ten (10) days from the date the employee was notified of the action. Untimely appeals shall not be entertained under the grievance procedure. Upon the timely filing of a grievance the provisions of Subsections 40.15 through 40.20, inclusive, shall apply. The discharge of probationary employees shall not be subject to the grievance procedure. 40.8. Days. The time limits provided herein refer to calendar days. 40.9. Waiver of Time Limits. The time limits provided herein may be waived by the mutual consent of the parties. 40.10. Department Head / Chief Officer 40.10.1. If Chief Officers are assigned to work 24-hour shifts, the following provisions of this paragraph shall apply: 40.10.1.1. A grievance which is not settled at the first level may, within 10 days of the decision of the supervisor, be appealed in writing to the Chief Officer. If so appealed, the grievance, unless previously formally presented, shall be presented as provided in Subsection 40.3. The department head shall render his/her decision and comments in writing and return them to the employee within 10 days after receipt of the formal grievance. 40.10.1.2. A grievance which is not settled at the Chief Officer level may, within 10 days of the decision of the Chief Officer, be appealed, in writing, to the department head. If so appealed, the grievance, unless previously formally presented, shall be presented as provided in Subsection 40.3. The department head shall render his/her decision and comments in writing and return them to the employee within 10 days after receipt of the formal grievance. 40.10.2. If Chief Officers are not assigned to work 24 hour shifts, the following provision of this paragraph shall apply: 40.10.2.1. A grievance which is not settled at the first level, within 10 days of the decision of the supervisor, be appealed in writing to the department head. If so appealed, the grievance, unless previously formally presented, shall be presented as provided in Subsection 40.3. The department head shall render

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his/her decision and comments in writing and return them to the employee within 10 days after receipt of the formal grievance. 40.11. Power of immediate supervisors and department heads in resolving grievances. In the resolution, or decision of a grievance, no immediate supervisor, Chief Officer, or department head shall modify any procedure of rule within the department unless s/he shall have received the written approval of the City Manager. However, the immediate supervisor, Chief Officer, and department head may interpret and apply existing procedures or rules. 40.12. City Manager. A grievance which is not settled at the department head level may be appealed in writing to the City Manager within 10 days of the decision of the department head. Within 10 days after receipt of the appeal, the City Manager shall set a date, which is not more than 10 days from the date of receipt of the appeal, to meet with the grievant and with other appropriate persons to attempt to resolve the grievance. If a solution is not agreed upon, the City Manager shall render a decision within 10 days of the meeting. 40.13. While a grievance appeal is pending before the City Manager, the parties, by mutual agreement, may request mediation. If the parties are unable to agree upon the mediator, they shall request the California State Mediation Service or a suitable alternate to provide a mediator. Costs of mediation shall be divided one-half to the City and one-half to the employee. The mediator or mediating agency shall make no public recommendations, nor take and public position concerning the issues, but shall work directly with the parties involved. 40.14. Arbitrator Determination. A grievance which is not settled by the City Manager may be appealed in writing for final determination by an arbitrator. The written notice of appeal must be filed with the City Manager within 10 days of the date of his/her written decision. 40.15. Selection of Arbitrator. Within 10 days after the filing of the appeal, the City Manager and the grievant shall meet or otherwise communicate to try to select a mutually acceptable arbitrator who agrees to serve. If the parties cannot agree, a list of five arbitrators will be obtained from the California State Conciliation service, American Arbitration Association, or some other source mutually agreed upon. If the parties cannot agree on one of the names from the list, each party (beginning by lot) shall alternately strike one name from the list until one name remains, who shall be the arbitrator if s/he agrees to serve. If s/he will not serve, the process shall be repeated until an arbitrator is found. 40.16. Hearing. The arbitrator shall promptly hold a hearing and shall issue his/her decision not later than 30 days following the date of the hearing. 40.17. Decision. The decision of the arbitrator shall be in writing and shall set

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forth the findings of fact and conclusions on the issues. It shall be submitted to the City Manager and the grievant and shall be final and binding upon the parties. 40.18. The arbitrator shall meticulously avoid expanding or contracting the definition of a grievance when the issue of arbitrability is at issue. 40.19. Limitation. The authority of the arbitrator to render final and binding decisions on grievances extends only to those matters covered by this grievance procedure and over which the City or a department head may legally delegate its decision-making process. 40.20. Costs. The fees of the arbitrator (including any per diem expenses, travel and subsistence expenses), the cost of any hearing room, and the cost of preparing the transcript of the hearing, if any, for the arbitrator shall be borne one-half by the City and one-half by the grievant. All other costs and expenses shall be borne by the party incurring them. 40.21. Exclusiveness of Remedy. The grievance procedure shall be the exclusive remedy for matters which are grievable thereunder. 41. 41.1. of six (6) months or less so as to prevent the employee from lawfully operating a vehicle during the course of his or her duties, where operating a vehicle is part of the regular course of employment, may be suspended without pay or benefits for that period by the Fire Chief and/or City the City employee shall agree to and shall faithfully participate in a counseling and rehabilitation program agreed to by the City to correct the problem. Failure to agree and to faithfully participate in such program shall constitute for a cause for dismissal. 41.2. period of more than six (6) months which prevents the employee from lawfully operating a vehicle during the course of his or her duties, where operating a vehicle is a part of the regular course of employment, or any future of an employee to notify the City of any suspension or revocation of for dismissal. 41.3. than suspension or revocation of such license, the City may direct the employee to obtain his or her license within three (3) working day at the Department of Motor Vehicles (DMV). All time missed from work shall be deducted from accumulated vacation, holiday, or compensatory time. If

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required time, thebeen suspended or revoked for a period of sick (6) months or less. 42. Separate Agreements Prohibited 42.1. The City shall not enter into separate agreements with employees within the bargaining unit as to wages, hours, and terms and conditions of employment, except as to an employee who has undertaken to represent himself/herself as to labor relations with the City in a timely matter. 43. Conversion of Accruals Upon 40-Hour Workweek Shift Reassignments 43.1. Whenever an employee is reassigned from a 40-hour workweek to a shift assignment, or vice versa, the number of hours in accrued leave banks includingvacation, compensatory time, overtime, sick leave, or other accrued time shall be converted by the following formula: 1 hour of time for 40-hour workweek equals 1.4 hours of time for shift assignment. 43.2. This section shall have no effect on the rates of accrual set forth in other sections of this Memorandum of Understanding. This section only applies to conversion of hours accrued. 44. Shift Exchange 44.1. The following shift exchange policy shall be followed: 44.2. The existing request form shall be submitted not less than 48 hours prior to shift exchange. 44.3. An employee shall have a right to at least six (6) shift exchanges of duty a year. If the number of shift exchanges causes a management problem, the City and the Union shall meet and confer to agree how this policy can be modified to correct the problem. The City Manager, after meeting and conferring, may reduce the number of exchanges permitted. 44.4. If permitting more than six consecutive shifts becomes a management problem, the City Manager will meet and confer with the Union to discuss the problem, and may then unilaterally add the following working to the reasons of an exchange 44.5. The exchanges of duty shall be on the basis of Captain for Captain, Captain for acting Captain, comparable driver for driver, Fire Fighter for Fire Fighter, Fire Fighter for probationary Fire Fighter (after six months of employment), and probationary Fire Fighter for probationary Fire Fighter including recognition of paramedic staffing. All shift exchanges shall be subject to the approval of a Chief Officer.

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44.6. Revised Shift Bid Selection Process The City shall provide a method for the selection of platoon, station, administrative policy directives as developed by the Fire Chief. The City agrees to meet and confer with the Union as to any changes in this administrative procedure. 45. No Strike 45.1. Participation in any job action, as defined in Section 20.10 of this Memorandum of Understanding by an employee pertaining to his/her employment with the City of San Bruno shall constitute an automatic resignation from the position, which position shall be deemed for all purposes to be vacant. 45.2. If the Union, its officers, or its authorized representatives violate Subsection 45.1 or tolerate the violation of such provision, and after notice to responsible officers or business representatives of the Union such officers or representatives fail to take such prompt affirmative action to correct and terminate the conduct described in Subsection 45.1, in addition to any other law, remedy, or disciplinary action to which it or its officers or representatives may subject, said organization shall, by action of the City Manager, also be subject to suspension or revocation of the recognition granted to such Union, and the City Manager may suspend or cancel any or all payroll deductions payable to or in behalf of members of such Union, and prohibit or restrict the use of any City facility of any nature whatsoever, and restrict access by said officers or representatives to work or duty stations of employees in the representation unit. Such action on the part of the City Manager shall not be subject to review under the provisions of the grievance procedure. 46. CPR Instruction 46.1. CPR instruction will be conducted between the hours of 8:00 a.m. and 5:00 p.m. Should the City in the future consider changing the hours for CPR instruction mentioned above, the City will meet and confer with the Union prior to instituting such change, but reserves the right to make a change in the program after meeting and conferring. 46.2. CPR instruction may be taught on an over-time basis dependent on operational needs of the department with the understanding that consideration will be given to ensure training of non-city personnel it not interrupted by need for assigned personnel to respond to calls. 47. Union Charter

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47.1. The Union is permitted to display its charter in a mutually acceptable place in the nonpublic area at each Fire Station. 48. Shopping for Meals; Common Mess 48.1. The provisions of this section are adopted to assure that all members of fire companies will be available at all times to respond to emergency call as quickly and efficiently as possible. 48.2. All employees on each shift at each station shall attend a common mess at the station for consumption of meals. Such members shall contribute in equal shares for the cost of the meals. The amount of the contribution and procedures for its collection shall be established at each station by the Station Fire Captain on each shift, or other designated method when there are multiple captains assigned to a station. The Station Captain may delegate the duty of collecting such contributions. 48.3. The Station Fire Captain on each shift at each station shall appoint a cook, who shall be responsible for selecting the menu, supervising the purchase of groceries, cooking, and serving the meals. Members shall be appointed on a rotating basis or otherwise, as determined by the Station Fire Captain. 48.4. The Fire Chief or designee shall provide administrative direction regarding provision of common meals. The Station Fire Captain shall determine the most appropriate method, consistent with departmental procedures, for provision of common meals for his or her assigned shift. 48.5. The City shall not be financially liable or responsible for the cost of any meal, or the preparation thereof, or for the collection of any funds, or for any other costs undertaken in connection with the provisions of this section. 48.6. At any time management believes that the public can be better served by scheduling certain department activities on Saturdays and Sundays when the public is not working, it shall remain free to do so (i.e., home inspections, CPR classes, open houses, etc.) 48.7. The right to unilaterally discontinue this policy is reserved. 49. Attendance 49.1. Failure on the part of an employee, absent without leave, to return to duty within 24 hours after notice to return shall be cause of immediate discharge, and such employee automatically waives all rights under the Personnel Rules, Regulations, Ordinances and this Memorandum of Understanding. Notice shall consist of a letter by registered mail delivered to the last known address of the employee.

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50.Past Practices and Existing Memorandum of Understanding 50.1. Continuance of working conditions and practices not specifically provided herein shall not be guaranteed by this Memorandum of Understanding. The City shall not be relieved of its obligation to meet and confer with the Union regarding changes in working conditions and practices where otherwise required by law. 50.2. Specific provisions of this Memorandum of Understanding shall supersede all existing and prior memoranda of understanding between City and the Union, Personnel Rules, Regulations, Resolutions, and Ordinances on the same subject. 51. Negotiable Benefits 51.1. The inclusion of certain benefits in this Memorandum of Understanding shall not preclude the City and the Union from meeting and conferring and agreement upon other or 51.2. substituted benefits in subsequent memoranda of understanding. 52. Severability of Provisions 52.1. Should any section clause, or provision of the Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause or provision shall not invalidate the remaining portions hereof, and such remaining portions shall remain in full force and effect for the duration of this Memorandum of Understanding. 52.2. In the event of such invalidation, the parties agree to meet and confer concerning substitute provisions for the provisions rendered or declared illegal. 53. Term 53.1. This Memorandum of Understanding, except as otherwise noted, shall remain in effect for those employees employed in the classifications set 2618, and until December 31, 202820, except to the extent that such Memorandum of Understanding may be modified by the parties during such period, and shall continue in full force and effect until either superseded by a subsequent Memorandum of Understanding or by such other action of the City Council affecting wages, hours, and conditions of employment of the employees in classifications covered by this Memorandum of Understanding.

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For the City of San Bruno For the San Bruno Professional Firefighters Association, represented by Teamsters Local 856 Alex D. McIntyre, City Manager Peter Finn, Secretary-Treasurer, Teamsters 856 Date Date Appendix A: Salary Schedule Effective first full pay period following January 1, 2022 STEP 1 STEP 1 STEP 1 STEP 1 STEP 1 Firefighter 8,507 8,954 9,424 9,919 10,440 Fire Captain 10,294 10,834 11,403 12,002 12,632 Fire Inspector 7,869 8,282 8,717 9,175 9,657

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1 SIDE LETTER OF AGREEMENTTO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN BRUNO TEAMSTERS LOCAL 856, IBT UPDATING THE EDUCATION/CERTIFICATION INCENTIVE VALUE SECTION OF THE MOU The parties agree to the following addition under the Education/Certification Incentive Value Section of the MOU, contingent on final approval by the City Council: EDUCATION/CERTIFICATION INCENTIVE VALUE (Supersedes Education/Certification Incentive Value in the Fire MOU) December 12, 2023 CURRENT TITLE REVISED TITLE CURRENT PERCENTAGE REVISED PERCENTAGE DEGREES BA/BS Degree In Fire Science, Business, Management, Public Administration, or closely related program 4.0% In Fire Science, Business, Management, Public Administration, or closely related program 6% (includes 4% for BA/BS) 2.0% OFFICER Chief Officer Certification Chief Fire Officer 3.5%Fire Officer Certification Company Officer 3.0%INSTRUCTOR Fire Instructor I Certification Fire and Emergency Services Instructor 1 1.0%Fire Instructor II Certification Fire and Emergency Services Instructor 2 1.0%Fire Instructor III Certification Fire and Emergency Services Instructor 3 1.0%Master Instructor (or Level III Instructor) Certification 3.50% DRIVER/OPERATOR Driver Operator Certification Fire Apparatus Driver/Operator Pumping Apparatus 2.0%HAZARDOUS MATERIALS Hazardous Materials 1.0%

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2 Technician Certification Hazardous Materials Specialist Certification 1.0%CPR/AED American Red Cross or American Heart Association Instructor CPR & AED Instructor 1.00%2.0% TRUCK OPERATIONS Confined Space Rescue Technician 1.0% Low Angle Rope Rescue Operational RRAO Rope Rescue Awareness Operations 0.5% Trench Rescue 0.5% Rescue Systems I Certification 1.0% Rescue Systems II Certification 1.0% WILDLAND Courses Recommended for Wildland Deployments S-200 Initial Attach Commander 0.5% S-231 Engine Boss 0.5% S-234 Field Observer 0.5% S-215 Wildland Urban Interface 0.5% S-290 Intermediate Wildland Fire Behavior 1.0% S-300 Extended Attach Commander S-300 Extended Attack Incident Commander 0.5% EOC OPERATIONS S-359 Medical Unit Officer S-359 Medical Unit Leader 0.5% S-404 Safety Officer 0.5% S-346 Situational Unit Leader S-346 Situation Unit Leader 0.5% S-349 Resource Unit Leader 0.5% FIRE INVESTIGATION Fire Investigation Certification (Level I)Qualified Fire Investigator (California State Fire Marshal)1.0% 2.0% Fire Investigation Certification (Level II) 1.0% Explosives Recognition and Reconnaissance Explosives Recognition & IED Exploitation (ERIE) 1.0%

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3 Fire Prevention Officer CertificationFire Inspector I1.0% Fire Protection Specialist CertificationFire Inspector II 1.0% Plans Examiner Certification Plans Examiner 1.0% Fire Marshal Certification Fire Marshal 1.0% Public Education Officer I Fire and Life Safety Educator 1.0% Fire Arson Detection 0.5% ` All other terms and conditions of the MOU not specifically modified by this Side Letter Agreement shall remain in full force and effect. CITY OF SAN BRUNO UNION Alex D. McIntyre, City Manager Peter Finn, Secretary-Treasurer, Teamsters 856 IBT Date Date

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ATTACHMENT 2

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TENTATIVE AGREEMENTMEMORANDUM OF UNDERSTANDINGTeamsters Local 856, IBT FIREJanuary 1, 202622December 31, 202825

UNION COMPREHENSIVE NON-ECONOMIC PROPOSAL

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Tentative Agreement between City of San Bruno and Teamsters Local 856 (Fire Unit) Proposal #1 Comprehensive Non-Economic Proposal MEMORANDUM OF UNDERSTANDING (MOU)January 1, 202622 and through December 31, 202825 The Professional and V ocational Employees Division of Teamsters Local 856, I.B.T., representing the members of the San Bruno Professional Firefighters Association and the representatives of the City of San Bruno have met and conferred in good faith regarding wages, hours, and other terms, and conditions of employment of employees in the representation unit listed in Appendix A, have exchanged freely information, opinions, and proposals, and have endeavored to reach agreement on all matters relating to the employment conditions of such employees. This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3510) and has been jointly prepared by the parties. 1. Reco g nitio n 2. Union Security 3. City Rig hts 4. No Discriminatio n 5. Union Representa tiv e 6. Access to Perso nnel Files 7. Implementa tio n o f Co nfidentia l Em ploy ee H ea lth Data Ba se System 8. Sala ry Pla n 8.1. Salary Range 8.1.1. Historical Footnotes with regard to salary 8.1.1.1. In 1997, the then current two percent (2%) EMT incentive was factored into the base salary and EMT-I certification became the required minimum qualification for the position. 8.1.1.2. As of December 1, 1998, a new salary range for Fire Captain was established which was six percent (6%) higher than the then current Fire Captain salary range. This adjustment reflects the equivalent of the current six percent (6%) incentive pay for obtaining an A.S. Degree in Fire Science. The new Fire Captain salary range shall be applicable to all Fire Captain personnel as of December 1, 1998 and also for any new appointments to the position of Fire Captain as of that date. As of December 1, 1998, the position of Fire Captain is no longer eligible for the educational pay incentive provisions relative to an AA/AS degree. 8.2. Salary Survey Methodology: 8.2.1. The City and Union agree that the salary for Firefighter and Fire Captain shall be compared to other agencies by review of the following factors: 1) determination of whether an AS

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Tentative Agreement between City of San Bruno and Teamsters Local 856 (Fire Unit) Proposal #1 Comprehensive Non-Economic Proposal degree is required in job description and included in base salary. In those cases, the basesalary shall be used for the salary survey; and 2) determination if AS degree is not requiredas a part of Fire Captain job description by the comparator agency provides educational incentive for a Fire Captain with an AA/AS degree. In those cases, the survey salary shall be the base salary plus appropriate AA/AS educational incentive pay. 8.2.2. The City and Union agree that survey salaries for those agencies which do not include EMT certification as a minimum qualification shall be determined by using the agencies base pay and its appropriate EMT certification incentive. 8.2.3. Salary Survey Comparison Agencies: Central County Fire, Menlo Park Fire Protection District, Mountain View, Redwood City, San Mateo Consolidated Fire District, South San Francisco, Woodside Fire District. 8.3. Salary Increases 8.4. Market Equity Adjustment 8.5. Calculation of actual salary shall be as follows: 8.6. Salary Plan Administration 8.7. Salary Plan Administration, Employee Evaluations 8.8. Salary Plan Administration, Original Appointment 8.9. Salary Plan Administration, Advancement Within Salary Range 8.9.1. Each employee shall be considered for a salary increase to the next higher step within the range of the assigned classification upon the anniversary of the appointment date or revised salary administration date 8.9.2. No salary advancement shall be made so as to exceed the maximum rate established in the pay plan for the class to which the advanced position is allocated. Employees hired at the first step of the salary range shall be evaluated for salary advancement after the first six months of service and after additional one year periods of service thereafter until the employee has reached the maximum rate established. Employees hired at other steps of the salary range shall be evaluated for salary advancement after the first year of service and after additional one-year periods of service thereafter until the employee has reached the maximum rate established. Advancement within the salary range shall generally be made one step at a time. However, the City Manager may, when circumstances warrant it, advance the salary of an employee more than one step at a time. 8.9.3. Advancements shall not be automatic, but shall depend upon increased service value of an employee to the City as exemplified by recommendations of his/her supervising official, length of service, performance record, special training undertaken, or other pertinent evidence. 8.9.4. Advancement to the next higher step within the range of the assigned classification shall be implemented only upon final approval by the City Manager or designee upon the recommendation of the Fire Chief or designee.

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8.9.5. Changes in thesalary because of promotion or demotion may set a revisedsalary anniversary date for that employee.8.9.6. Salary range adjustments for a classification will not set a new salary anniversary date for employees serving in that classification. 8.9.7. Whenever the salary schedule for a position classification is revised, each incumbent in a position to which the revised schedule applies shall be paid at the same step in the revised range as the step at which the employee was paid in the previous salary range, (i.e., if at step 4 of previous salary range, at step 4 of new salary range). 8.9.8. If an employee takes an unpaid leave of absence, as defined in Section 23, the time spent away from work shall not be counted toward the completion of the next step. Depending upon how long the individual is away from work, it will move the anniversary date in accordance with the rule (below) that presently determines the anniversary. 8.10. Anniversary Date This date will be the actual date of hire and not the first month before or after the 15th of the month. Future salary and benefit adjustments for vacation etc., would be made effective the beginning of the pay period in which the anniversary date occurred, unless otherwise specified herein. 8.11. Salary Plan Administration, Salary Step After Promotion or Demotion 8.12. Salary Plan/Acting Pay 8.13. Salary Plan, Pay Periods 9. Pro batio n P erio d 10. La yo ff, Reemplo y ment 11. Resignatio n a nd Reinsta tement 12. Demo tio n 13. Ho urs o f Wo rk, O v ertime 14. Overtime 14.1. Forty (40) Hours Per Week Employees 14.1.1. Authorized work performed by an employee assigned to work a forty (40) hour work week in excess of forty (40) hours in one week shall constitute overtime. 14.1.2. Authorized work by such employee performed in excess of their regularly scheduled hours eight (8) consecutive hours in one (1) day (exclusive of lunch period) shall constitute overtime. 14.1.3. An employee required to work in excess of such regularly scheduled hours shall be

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Tentative Agreement between City of San Bruno and Teamsters Local 856 (Fire Unit) Proposal #1 Comprehensive Non-Economic Proposal compensated for each overtime hour worked at the rate of one and one-half (1-1/2) times theregular straight-time rate of pay. If such employee is assigned to a shift, his/herovertime rate of compensation shall be governed by Subsection 14.3.1.2. 14.1.4. As used in the subsection, the term shall mean a calendar day, and the term shall mean a calendar week. 14.2. Employees on Shift 14.3. Change Between Shift Assignment and 40-Hour Workweek Assignment 14.4. Payment for Fair Labor Standards Act (FLSA) Overtime 14.5. FLSA Overtime as Compensatory Time Off (CTO) 14.6. Non Suppression Assignment Minimum Overtime 14.7. Overtime Lists 14.8. Notwithstanding any other language in this section, an employee may not work more than 96 consecutive hours. Additionally, any employee who has worked 96 consecutive hours in any 120 hour period shall be off duty for a minimum of 24 hours. The Fire Chief or designee may make exceptions of this section based on emergency needs or incidents such as strike teams. 14.9. Nothing herein shall require the Fire Chief to staff any fire station with any minimum number of personnel. Nothing in this section shall be construed as a waiver of right to bargain over changes to staffing levels to the extent provided in the Myers-Milias-Brown Act. 15. Ho lida y s 15.1. Holiday Pay: Employees on 40-Hour Workweek 15.1.1 Regular full-time employees working a forty (40) hour work-week shall be entitled to observe all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day, provided they are in a pay status on both of their regularly scheduled workdays immediately preceding and following the holiday. 15.1.2. Any employee who is required to work either a regularly scheduled or an overtime shift on any of the holidays specified in Subsection 15.2 shall be paid one and one-half (1-1/2) time the regular straight-time rate of pay for all hours actually worked on such holiday. 15.1.3 In the event of any of the holidays specified in Subsection 15.2 occurs while an employee is on vacation, the holiday shall not be charged to vacation. 15.2. The following are the eleven (11) authorized holidays: New Year's Day Martin Luther King, Jr. Day President's Day

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Tentative Agreement between City of San Bruno and Teamsters Local 856 (Fire Unit) Proposal #1 Comprehensive Non-Economic Proposal Memorial DayIndependence DayLabor DayVeterans Day Thanksgiving Day Day after Thanksgiving Day Day before Christmas Day Christmas Day 15.3. If a holiday falls on a Sunday, such holiday shall be observed on the Monday following. If a holiday falls on Saturday, such holiday shall be observed on the previous Friday. 15.4. The day before Christmas shall be observed as follows: If Christmas Day falls on Day before Christmas observed on Monday Tuesday following Tuesday Monday before Wednesday Tuesday before Thursday Friday after Friday Thursday before Saturday Thursday before Sunday Friday before 15.5. Personal Leave Bank 15.6. Holiday Leave Time: 56 Hour Shift Personnel 15.7. Holidays: Employees Changed Between Shift Assignments and Forty (40) Hour Workweek Assignments 15.8. Lump Sum Payment on Termination of Employment 16. Va ca tio n Allo wa nce: Emplo y ees o n 4 0 - H o ur Wo rkwe ek 17. Va ca tio n Allo wa nce: 5 6 H o ur Shift Perso nnel 18. Va ca tio n a nd H o lida y Accrua ls 19. Cata stro phic Lea v e Pro g ra m 20. Sick Lea v e 20.1 Sick leave shall not be considered a privilege which an employee may use at his/her discretion, but shall be allowed only in case of necessity and actual sickness or disability, except as provided in Subsection 20.5. In addition, sick leave may be used by an employee, subject to the limiting conditions outlined in Section 21 Bereavement Leave, upon the death of an aunt, uncle, nephew, niece, great-grandchild or great-grandparent. 20.2. For shift personnel, sick leave shall be accrued at a rate of twelve (12) hours for each calendar month of service. For employees on a 40-hour workweek, sick leave shall be accrued at a rate of eight (8) hours for each calendar month of service.

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20.3. There shall be no limitation on the amount of sick leave which an employee may accumulate. 20.4. Sick leave, vacation leave, and holiday leave shall not accrue when the employee is on leave without pay. 20.5. Sick leave may be used for any disability, whether temporary or permanent, by injury or illness arising out of and in the course of the duties of the employee. In the event sick leave is taken by an employee instead of a leave of absence for industrial disability granted by state law where there is a bona fide dispute between the City and the employee as to whether the disability is industrial, and such dispute is resolved in favor of the employee, any sick leave which was erroneously deducted from the accumulated sick leave shall be restored to the employee. 20.6. Procedure. 20.7. Availability for Notification 20.8. Signed Statement. 20.9. Medical Certificate. 20.10. Suspension of Sick Leave. 20.11. Termination of Employment. 20.12 Family Sick Leave. With the approval of the department head aAn employee may use up to one half of the annual accrual of sick leave for the health condition of a as defined by state and federal law, including, but not limited to father, mother, brother, sister, spouse, domestic partner, child, mother-in-law, father-in- law, grandparents, grandchildren, step-children, foster children, great-grandparents, and greatgrandchildren. With the approval of the Fire Chief or their designee, an employee may use additional accrued sick leave for the health condition of a as defined above. An employee using family sick leave In the even the employee is relieved of this required presence before 8:00 p.m. (in case of a shift employee) the employee shall notify the designated D u t y B a t t a l i o n C h i e f, i n c l u d i n g w h e t h e r t h e y w i l l b e a b s e n t f o r a f u l l s h i f t o r a n i n c r e m e n t o f a s h i f t . Fire Captain at Station 51 and shall report to duty to complete the shift. (Example: a fire fighter with a working spouse may be called off duty to tend for his/her child, but could be relieved by the spouse when the latter returns from his/her work.) 21. Berea v ement Lea v e 21.2. In the event of a death in the immediate family of an employee, the employee shall, upon written request to the Sshift Battalion Chiefdepartment head (positive contact including but not limited to electronic communication such as email or text message), be permitted to use five daysregularly scheduled shifts of bereavement leave within a three (3) month72-hour period, as is necessary to make arrangements for the funeral and attend same comprised of leave. For employees without any available accrued leave balances, the two days will be unpaid. The number of hours of bereavement leave used for such purpose shall depend upon

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Tentative Agreement between City of San Bruno and Teamsters Local 856 (Fire Unit) Proposal #1 Comprehensive Non-Economic Proposal the particular work scheduled to which the employee was assignedduring such 72-hourperiodon the days upon which the employee takes such leave.21.1. This provision does not apply if the death occurs during thepaid vacation or while the employee is on leave of any kind. Only in the event that the funeral takes place at a location more than 150 miles away from the City of San Bruno will reasonable time off for travel be allowed, not to exceed one (1) regularly scheduled work shift. For the purposes of this provision, the immediate family shall be restricted to father, mother, brother, sister, spouse, domestic partner, child, mother-in-law, father- in-law, grandparents, grandchildren, step-children and foster children. 21.2. Bereavement leave applies only in the instance in which the employee attends the funeral, or is required to make funeral arrangements but is not applicable for any purpose, such as settling the estate of the deceased. 21.3.21.2. The City Manager or Department Head may grant bereavement leave for deaths of other persons if s/he determines that special circumstances are applicable. The City Manager or Department Head may also allow use of bereavement leave during timeframes which vary from those described above it is determined that special circumstances are applicable. 22. J ury Duty Lea v e: Lea v e fo r Co urt Appea ra nces 22. Lea v e o f Absence 22.2. The City Manager may grant a permanent employee a leave of absence with or without pay or benefits not to exceed one year. A request for such leave shall be in writing and shall be approved and shall be approved or denied by the City Manager in writing. 22.3. The City Manager may terminate such leave of absence prior to scheduled expiration of the leave upon notice to return to duty if s/he determines that the circumstances justifying the leave do not exist or if the needs of the City justify termination of the leave. 22.4. Upon the expiration of a regularly approved leave, or within written ten (10) days unless an extension or need for an extension is identified and approved by the City Manager, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within ten (10) days after notice to return to duty, shall be cause for discharge. 22.5. An employee who has requested a leave of absence for medical reasons may be required to complete a fitness for duty evaluation to determine that the employee is capable of performing the duties of the job before returning to regular duty. The employee shall submit a medical certificate which indicates the personal or treating physician is releasing them to return to duty. Any limitations or exceptions must be included in the medical certification. The City of San Bruno reserves the right, at its expense, to send the employee to a physician of its choice for further evaluation. In the event of conflicting medical opinions, tThe final determination as to whether the employee is fit for duty shall be made by the City Manager or designee, but shall be subject to appeal pursuant to the Grievance Procedure. 22.6. Pregnancy Condition 23. Industria l Disa bil ity Lea v e

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24. Milita ry Lea v e 25. Lig ht Duty 26. H ea lth a nd Welf a re Be n ef its 27. Life Insura nce 28. PERS Ret irement Me m bershi p 29. Def erred Co mpensa tio n P ro g ra ms 31. Long-Term Disability (LTD Insurance) 32. Flexible Benefit Plan 33. VEBA 34. Fire Serv ice Educa tio n a nd Certifica tio n Incentiv e Pa y Pro g ra m 34.1. Employees represented in this bargaining unit are eligible to participate in this program. Employees must present a copy of their college degree and appropriate State Fire certification in the appropriate field in order to receive additional incentive pay. Additional incentive pay shall be processed through use of a PAF form and shall begin the first pay-period after the employee submits acceptable documentation. Employee are eligible to receive up to a total maximum of 7.5% in Education and Certification Pay. Education and Certification Incentive Pay shall be paid on the base salary rate and shall only be paid if the employee obtains and maintains certification(s) which have an expiration date. 34.2. *Historical Note: The parties agree to reopen this section of the MOU only, effective 2/1/07 to discuss possible updates/amendments to the list of certifications. Any changes must be by mutual agreement. This reopener will end no later than 3/31/07. 34.3. The following Education/Certification tracks are presently available as of March 2001. The City may add additional certifications as they are introduced and approved by the State Fire office. 34.4. Historical note: The past MOU provision of providing 3% for college units and 6% for obtaining an AA/AS was eliminated. The base salary level of $5817 for firefighter in 2001 reflects inclusion of the up to 6% AA/AS educational incentive pay. Those firefighters without an AA/AS would be grand-fathered in and the new minimum job requirement for firefighter would be paramedic certificate and/or related AA/AS degree. STANDALONE TENTATIVE AGREEMENT ON 34.4]

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35.Tuition Reimbursement Program36. Unifo rm Allo wa nce 37. Assig nment Duty Differentia ls a nd Ince ntiv e Pa y Pro g ra ms 37.3. Paramedic Program 37.3.1 The City of San Bruno participates in the Countywide ALS Paramedic program. Participation is contingent upon continued funding from the Emergency Medical Services Agency and may be discontinued or expanded at the discretion of the City. 37.3.2. The ALS Paramedic program utilizes accredited paramedics and non-paramedic support personnel in the delivery of ALS services. The Paramedic Program Assignment description (attached) is an addendum to the Firefighter job description. Compensation and specific conditions for certified paramedics shall be as follows: 37.3.3. Paramedic Assignment Pay. Firefighters with paramedic accreditation assigned to duty as a paramedic on an engine or truck company by the Fire Chief shall be compensated an additional eleven percent (11%) with the understanding such compensation is related to performing the additional duties and responsibilities of a San Mateo County accredited paramedic and the time and effort required of the employee related to the maintenance of their paramedic license. The City will directly reimburse the employee for cost of tuition for course(s), course materials and actual certification testing and licensure costs. 37.3.4. Historical Footnote: Effective 7/1/07 Firefighter/Paramedic assignment pay increases from 9% to 10%. 37.3.5. Effective 7/1/08 Firefighter/Paramedic assignment pay increases from 10% to 11%. 37.3.6.37.3.4. Fire Captain Paramedic Incentive Pay. Fire Captains who elect to maintain paramedic license or accreditation, shall be entitled to receive an additional two and one half percent (2.5%) of base pay for maintaining such paramedic certification. The City will directly reimburse the employee for cost of tuition for course(s), course materials and licensure costs. 37.3.7.37.3.5. Paramedic Continuing Education Unit (CEU) Reimbursement Pay. Employees who are required to maintain their paramedic accreditation are eligible to receive an additional stipend in recognition of the time off duty required to maintain the required 48 hours of Continuing Education Units in a two (2) year period to renew their paramedic license. The stipend amount is payable to the employee in the first pay-period beginning in January annually for earned the year prior. The stipend amount shall be $850 per year. If the City is able to provide CEU training time on-duty the City reserves the right to suspend Paramedic CEU Reimbursement Pay. 37.3.8.37.3.6. Paramedic Coordinator Assignment Duty. Effective August 2001, Firefighters with paramedic accreditation assigned the duties of Paramedic Coordinator by the Fire Chief shall be compensated an additional five (5%) of base salary if they serve as the only coordinator and four percent (4%) of base salary if there is more than one employee serving as coordinator. 37.3.9.37.3.7. Fire Captain Assignment. Fire Captains are not eligible for assignment to the

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Tentative Agreement between City of San Bruno and Teamsters Local 856 (Fire Unit) Proposal #1 Comprehensive Non-Economic Proposal Paramedic program, however, Fire Captains who maintain accreditation as a Paramedic mayvoluntarily work overtime as a Firefighter Paramedic. If no Firefighter Paramedic volunteersfor overtime work as a Firefighter Paramedic, a Fire Captain who maintains accreditation as a paramedic may work overtime. If mandatory overtime is necessary, a Firefighter Paramedic will be assigned mandatory overtime. 37.3.10.37.3.8. Assignment Basis Program. The City will utilize an assignment basis program to staff the paramedic program. An assignment basis program is defined as an established number of personnel delivering paramedic licensed medical services on an assigned basis by the department. A minimum of twelve (12) paramedics are currently deemed necessary to staff the program. The City shall staff paramedics at the level required by the Countywide ALS JPA contract. The City will staff a minimum of two (2) paramedics on duty each shift, one paramedic per station. The Fire Chief has discretion as to the actual on-duty assignment of paramedics. 37.3.11.37.3.9. Availability. Firefighters who are assigned to the Paramedic Program must remain in the Paramedic Program and available for assignment. Firefighters assigned to the paramedic program may petition the Fire Chief to be removed from the program. No one assigned to the paramedic program may leave the paramedic program (other than to accept a promotion) unless a minimum number of accredited paramedics are available. The Fire Chief may not unreasonably refuse to permit a paramedic hired prior to January 1, 2005 to leave the program. Firefighters hired after January 1, 2005 for which accreditation as a paramedic was a minimum qualification may be required to remain in the program for 15 years. In evaluating the minimum number of paramedics required to staff the program, the Chief may consider the number of Firefighter Paramedics on medical or compensation leave, and known or anticipated retirements or promotions. 37.3.12.37.3.10. Qualifications. The City may use possession of a Paramedic accreditation as a screening requirement for all new hires, even though paramedic accreditation is not a mandatory requirement for Firefighter. The Fire Chief may require a Firefighter paramedic hired under this screening criteria to remain in the Paramedic Program. 37.3.13.37.3.11. Acting Captain. A Firefighter assigned to the Paramedic Program may serve as an Acting Captain provided an accredited paramedic is available on duty to meet required paramedic staffing levels. Acting pay in such situation will be paid in accordance with Section 8.11 Salary Plan/Acting Pay. 37.3.14.37.3.12. Eligibility for Other Assignments. Firefighters participating in the paramedic program will remain eligible for other assignments including Shift Mechanic and Lead Mmechanic. 37.3.15.37.3.13. Training for Non-Paramedics. While the City will make an effort to provide training during on-duty time, compensation and travel expenses will not be provided for any off duty training attended by Firefighters seeking to obtain qualification and certification to become a paramedic. 37.3.16.37.3.14. Historic Note: At the time the City began participation in the ALS Paramedic program, the base pay for Firefighter and Fire Captain were increased by 1.85%. As a result, any Firefighter or Fire Captain may be assigned to duty in a paramedic support position operating within the parameters of the Countywide ALS Paramedic Program. 38. Discipline 39. Suspension

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40.Grievance Procedure41.Loss of DriverLicense42.Separate Agreements Prohibited43.Conversion of Accruals Upon 40-Hour WorkweekShift Reassignments43.3. Whenever an employee is reassigned from a 40-hour workweek to a shift assignment, or viceversa, the number of hoursin accruedleave banks including, vacation, compensatory time,overtime,sick leave, or other accrued time shall be converted by the following formula: 1 hourof time for 40-hour workweek equals 1.4 hours of time for shift assignment.43.4. This section shall have no effect on the rates of accrual set forth in other sections of thisMemorandum of Understanding. This section only applies to conversion of hours accrued.44.Shift Exchange45.No Strike46.CPR Instruction47.Union Charter48.Shopping for Meals; Common Mess49.Attendance50.Past Practices and Existing Memorandum of Understanding51.Negotiable Benefits52.Severability of Provisions53.Term 1/16/26City of San Bruno

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City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Nick Pegueros, Administrative Services Director & CFO SUBJECT: Consider Adoption of a Resolution Approving an Updated Publicly Available Pay Schedule Effective January 12, 2026
BACKGROUND:

The City of San Bruno is a California Public Employees’ Retirement System (CalPERS) contracted agency.

CalPERS requires contract agencies to provide CalPERS with a Publicly Available Pay Schedule in compliance with the Public Employees’ Retirement Law (PERL), Public Employees’ Pension Reform Act of 2013 (PEPRA), and Title 2 of the California Code of Regulations (CCR).

The City has met this requirement historically. The current compliant salary schedule is posted on the City’s website and is available for public viewing in the Human Resources Department.

There are eight (8) requirements that must be met by a publicly available pay schedule in order for it to be used to determine pay rates by CalPERS:
1) Be duly approved and adopted by the employer's governing body in accordance with requirements of applicable public meetings laws
2) Identify the position title for every employee position 3) Show the pay rate as a single amount or multiple amounts within a range for each identified position
4) Indicate the time base, including, but not limited to, whether the time base is hourly, daily, bi-weekly, monthly, bi-monthly, or annually
5) Be posted at the office of the employer or immediately accessible and available for public review from the employer during normal business hours or posted on the employer's website
6) Indicate an effective date and date of any revisions 7) Is retained by the employer and available for public inspection for not less than five years
8) Does not reference another document in lieu of disclosing the pay rate In addition, per San Bruno Municipal Code section §2.36.030, the City Council must approve the City’s compensation and pay plan, and/or amendments prior to implementing any salary change.
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Item 6f.

Honorable Mayor and Members of the City Council
February 10, 2026

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DISCUSSION:

Staff proposes an update to the Pay Schedule to reflect the general wage and equity adjustments included in the Fire Bargaining Unit labor agreement scheduled for City Council consideration on February 10, 2026.

General wage and equity adjustments for January 2026
During negotiations, representatives of both the City of San Bruno and the Fire Bargaining Unit agreed to the following adjustments effective the first pay period in January of 2026, and in summary they include:

Description Change (+)
General wage increase for all classifications in the Fire Unit (2026) 3.75% Equity adjustment (2026)
· Fire Captain classification
· Firefighter classification

3.20%

2.94%
The Pay Schedule also reflects a proposed adjustment to the Dispatcher (per-diem) rate by

6.20% effective in the current pay cycle, which began on February 9, 2026. Part- time/Temporary/Seasonal positions are non-benefited positions, with the exception of state mandated benefits, and are scheduled on an as-needed basis in accordance with the respective budget available. This adjustment supports the ability to attract and retain talent to fill the temporary role.

The adjustments are highlighted in red font on the attached proposed Pay Schedule. There are no other changes, as presented.

FISCAL IMPACT:

The economic impact of the change to the Pay Schedule exceeds the City’s forecast budget wage growth. Separately, staff is preparing a recommendation to the Revenue Measure Advisory Committee that allocates Measure G funds sufficient to cover the excess amount.

There are no new FTE requests associated with the proposed changes.

By adopting the proposed Pay Schedule dated January 12, 2026, the action rescinds and nullifies all previously approved schedules.

ENVIRONMENTAL IMPACT:

The action is not a project subject to CEQA. City Council’s action is not considered a “Project” per CEQA Guidelines and therefore no further environmental analysis is required.

RECOMMENDATION:

Consider Adoption of a Resolution Approving an Updated Publicly Available Pay Schedule Effective January 12, 2026.

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Honorable Mayor and Members of the City Council
February 10, 2026

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ATTACHMENTS:

1. Resolution with Exhibit A - Proposed Pay Schedule

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1 3
5 8
2 RESOLUTION NO. 2026 - __

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN BRUNO APPROVING AN UPDATED PUBLICLY AVAILABLE PAY SCHEDULE EFFECTIVE JANUARY 12, 2026 WHEREAS, Public Employees’ Retirement Law (PERL), Public Employees’ Pension Reform Act of 2013 (PEPRA), and Title 2 of the California Code of Regulations (CCR) require employee pay rates to be paid pursuant to a publicly available pay schedule that meets the requirements of CCR Section 570.5(a) to qualify as both compensation earnable and pensionable compensation that is reportable to CalPERS; and WHEREAS, the Pay Schedule, attached herein as Exhibit A, incorporates general wage and equity adjustments included in the Fire Bargaining Unit labor agreement scheduled for City Council consideration on February 10, 2026 and effective the first full pay period in January 2026:

Description Change
General wage increase for all classifications in the Fire Unit (2026)

3.75%
Equity adjustment (2026)
- Fire Captain classification
- Firefighter classification

3.20%

2.94%
WHEREAS, the Pay Schedule also incorporates an adjustment to the part- time/temporary/seasonal position of Dispatcher (per-diem) rate by 6.20% effective February 9, 2026.

NOW, THEREFORE, BE IT RESOLVED, that the City Council hereby rescinds and nullifies all previously adopted salary schedule resolutions and approves and adopts the Pay Schedule, attached hereto as Exhibit A, effective January 12, 2026.

Exhibit A: City of San Bruno Employee Pay Schedule 2026 ---oOo---
I hereby certify that foregoing Resolution No. 2026 - __ was introduced and adopted by the San Bruno City Council at a regular meeting on February 10, 2026, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:
_____________________________
Lupita Huerta, City Clerk
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ATTACHMENT 1
2 3
5 8
2 EXHIBIT A
CITY OF SAN BRUNO EMPLOYEE PAY SCHEDULE 2026
[see attached]

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EXHIBIT A
City of San Bruno Employee Pay Schedule 2026
Proposed - February 10, 2026
Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Councilmember* N/A - Elected Official 1/13/2025 N/A 5 (Max) n/a 486$ 5,832$ City Manager N/A - agreement 7/1/2025 2080 5 (Max) 166.00$ 28,773$ 345,280$ Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Accountant Mid-Management 1/13/2025 2,080 1 (Min) 44.70 $ 7,748$ 92,972$ 2 47.04 8,154 97,853
3 49.51 8,583 102,990
4 52.11 9,033 108,397
5 (Max) 54.85 9,507 114,088
Accounting & Customer Service Rep I Miscellaneous 1/13/2025 2,080 1 (Min) 30.68 5,318 63,816 2 32.29 5,597 67,166
3 33.99 5,891 70,693
4 35.77 6,200 74,404
5 (Max) 37.65 6,526 78,310
Accounting & Customer Service Rep II Miscellaneous 1/13/2025 2,080 1 (Min) 35.28 6,115 73,384 2 37.13 6,436 77,237
3 39.08 6,774 81,292
4 41.13 7,130 85,559
5 (Max) 43.29 7,504 90,051
Accounting & Customer Service Rep III Miscellaneous 1/13/2025 2,080 1 (Min) 40.58 7,034 84,407 2 42.71 7,403 88,838
3 44.95 7,792 93,502
4 47.31 8,201 98,411
5 (Max) 49.80 8,631 103,578
Accounting Manager Mid-Management 1/13/2025 2,080 1 (Min) 62.20 10,782 129,384 2 65.47 11,348 136,177
3 68.91 11,944 143,326
4 72.52 12,571 150,851
5 (Max) 76.33 13,231 158,771
Accounting Supervisor Mid-Management 1/13/2025 2,080 1 (Min) 51.25 8,884 106,605 2 53.94 9,350 112,202
3 56.78 9,841 118,092
4 59.76 10,358 124,292
5 (Max) 62.89 10,901 130,818
Administrative Analyst I Unrepresented 7/14/2025 1,872 1 (Min) 49.72 7,756 93,069 2 52.32 8,163 97,951
3 55.07 8,591 103,087
4 57.96 9,042 108,502
5 (Max) 61.00 9,516 114,196
Administrative Analyst II Unrepresented 7/14/2025 1,872 1 (Min) 57.16 8,917 107,006 Open range
5 (Max) 70.15 10,943 131,316
Administrative Services Director/CFO Unrepresented 7/14/2025 1,872 1 (Min) 108.94 16,995 203,942 Open range
5 (Max) 136.22 21,250 254,998
Administrative Technician I Unrepresented 7/14/2025 1,872 1 (Min) 41.58 6,486 77,837 2 43.76 6,827 81,922
3 46.06 7,185 86,223
4 48.48 7,562 90,750
5 (Max) 51.02 7,960 95,514
Administrative Technician II Unrepresented 7/14/2025 1,872 1 (Min) 48.92 7,631 91,572 2 51.48 8,032 96,379
3 54.19 8,453 101,438
4 57.03 8,897 106,765
5 (Max) 60.03 9,364 112,370
Assistant Administrative Services Director Unrepresented 7/14/2025 1,872 1 (Min) 92.17 14,379 172,543 Open range
5 (Max) 113.10 17,644 211,729
Assistant City Manager Unrepresented 9/9/2025 1,872 1 (Min) 135.17 21,087 253,046 Open range
5 (Max) 162.93 25,417 305,000
Assistant Community Development Director Mid-Management 1/13/2025 2,080 1 (Min) 76.98 13,344 160,126 2 81.03 14,044 168,533
3 85.28 14,782 177,381
4 89.76 15,558 186,693
5 (Max) 94.47 16,375 196,495
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ATTACHMENT 1, Exhibit A
Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Assistant Engineer Mid-Management 1/13/2025 2,080 1 (Min) 51.34 8,899 106,790 2 54.04 9,366 112,397
3 56.87 9,858 118,298
4 59.86 10,376 124,508
5 (Max) 63.00 10,920 131,045
Assistant Planner Mid-Management 1/13/2025 2,080 1 (Min) 42.15 7,306 87,669 2 44.36 7,689 92,272
3 46.69 8,093 97,116
4 49.14 8,518 102,215
5 (Max) 51.72 8,965 107,581
Assistant To City Manager Unrepresented 7/14/2025 1,872 1 (Min) 70.91 11,062 132,749 Open range
5 (Max) 87.02 13,575 162,905
Associate Civil Engineer Mid-Management 1/13/2025 2,080 1 (Min) 59.04 10,234 122,809 2 62.14 10,771 129,256
3 65.40 11,337 136,042
4 68.84 11,932 143,185
5 (Max) 72.45 12,558 150,702
Associate Planner Mid-Management 1/13/2025 2,080 1 (Min) 48.47 8,402 100,821 2 51.02 8,843 106,114
3 53.69 9,307 111,685
4 56.51 9,796 117,548
5 (Max) 59.48 10,310 123,719
Building Inspector I Mid-Management 1/13/2025 2,080 1 (Min) 43.19 7,487 89,845 2 45.46 7,880 94,562
3 47.85 8,294 99,526
4 50.36 8,729 104,751
5 (Max) 53.01 9,188 110,251
Building Inspector II Mid-Management 1/13/2025 2,080 1 (Min) 48.47 8,402 100,821 2 51.02 8,843 106,114
3 53.69 9,307 111,685
4 56.51 9,796 117,548
5 (Max) 59.48 10,310 123,719
CATV Business Manager Mid-Management 1/13/2025 2,080 1 (Min) 62.20 10,782 129,384 2 65.47 11,348 136,177
3 68.91 11,944 143,326
4 72.52 12,571 150,851
5 (Max) 76.33 13,231 158,771
CATV Director (CityNet Services Director) Management 1/13/2025 2,080 1 (Min) 98.13 17,009 204,113 2 103.28 17,902 214,829
3 108.71 18,842 226,107
4 114.41 19,832 237,978
5 (Max) 120.42 20,873 250,472
CATV Headend Technician Miscellaneous 1/13/2025 2,080 1 (Min) 46.89 8,128 97,536 2 49.35 8,555 102,657
3 51.95 9,004 108,046
4 54.67 9,477 113,719
5 (Max) 57.54 9,974 119,689
CATV Programming Technology Manager Mid-Management 1/13/2025 2,080 1 (Min) 52.88 9,166 109,986 2 55.65 9,647 115,761
3 58.58 10,153 121,838
4 61.65 10,686 128,234
5 (Max) 64.89 11,247 134,967
CATV System Engineer Mid-Management 1/13/2025 2,080 1 (Min) 62.20 10,782 129,384 2 65.47 11,348 136,177
3 68.91 11,944 143,326
4 72.52 12,571 150,851
5 (Max) 76.33 13,231 158,771
CATV Technician I Miscellaneous 1/13/2025 2,080 1 (Min) 40.17 6,963 83,554 2 42.28 7,328 87,941
3 44.50 7,713 92,557
4 46.83 8,118 97,417
5 (Max) 49.29 8,544 102,531
CATV Technician II Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655

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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
CATV Technician III Miscellaneous 1/13/2025 2,080 1 (Min) 42.63 7,389 88,670 2 44.87 7,777 93,326
3 47.22 8,185 98,225
4 49.70 8,615 103,382
5 (Max) 52.31 9,067 108,809
Chief Building Official Mid-Management 1/13/2025 2,080 1 (Min) 71.03 12,312 147,738 2 74.76 12,958 155,494
3 78.68 13,638 163,658
4 82.81 14,354 172,250
5 (Max) 87.16 15,108 181,293
City Clerk Unrepresented 7/14/2025 1,872 1 (Min) 68.85 10,740 128,881 Open range
5 (Max) 84.49 13,180 158,162
Citynet Services Technical Manager Mid-Management 1/13/2025 2,080 1 (Min) 63.32 10,976 131,716 2 66.65 11,553 138,631
3 70.15 12,159 145,909
4 73.83 12,797 153,569
5 (Max) 77.71 13,469 161,631
Code Enforcement Officer I Police 1/13/2025 2,080 1 (Min) 40.35 6,995 83,937 2 42.47 7,362 88,343
3 44.70 7,748 92,981
4 47.05 8,155 97,863
5 (Max) 49.52 8,583 103,001
Code Enforcement Officer II Police 1/13/2025 2,080 1 (Min) 44.39 7,694 92,329 2 46.72 8,098 97,176
3 49.17 8,523 102,278
4 51.75 8,971 107,648
5 (Max) 54.47 9,442 113,299
Code Enforcement Supervisor Police 7/14/2025 2,080 1 (Min) 57.45 9,958 119,497 2 60.47 10,481 125,771
3 63.64 11,031 132,374
4 66.98 11,610 139,323
5 (Max) 70.50 12,220 146,638
Community Development Director Management 1/13/2025 2,080 1 (Min) 95.69 16,587 199,045 2 100.72 17,458 209,495
3 106.01 18,374 220,494
4 111.57 19,339 232,070
5 (Max) 117.43 20,354 244,253
Community Development Technician I Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Community Development Technician II Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655
Community Services Director Management 1/13/2025 2,080 1 (Min) 96.23 16,680 200,158 2 101.28 17,556 210,666
3 106.60 18,477 221,726
4 112.20 19,447 233,367
5 (Max) 118.09 20,468 245,618
Community Services Officer II Police 1/13/2025 2,080 1 (Min) 30.15 5,225 62,702 2 31.73 5,500 65,994
3 33.39 5,788 69,459
4 35.15 6,092 73,105
5 (Max) 36.99 6,412 76,943
Community Services Superintendent Mid-Management 1/13/2025 2,080 1 (Min) 61.44 10,650 127,802 2 64.67 11,209 134,512
3 68.06 11,798 141,574
4 71.64 12,417 149,007
5 (Max) 75.40 13,069 156,829
Community Services Technician I Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Community Services Technician II Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655

123 of 191

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Computer Support Technician Miscellaneous 1/13/2025 2,080 1 (Min) 41.21 7,143 85,711 2 43.37 7,518 90,211
3 45.65 7,912 94,947
4 48.04 8,328 99,931
5 (Max) 50.57 8,765 105,178
Custodial Services Leader Miscellaneous 1/13/2025 2,080 1 (Min) 37.72 6,538 78,450 2 39.70 6,881 82,569
3 41.78 7,242 86,904
4 43.97 7,622 91,466
5 (Max) 46.28 8,022 96,268
Custodian Miscellaneous 1/13/2025 2,080 1 (Min) 32.80 5,685 68,218 2 34.52 5,983 71,799
3 36.33 6,297 75,568
4 38.24 6,628 79,536
5 (Max) 40.25 6,976 83,711
Deputy Building Official Mid-Management 1/13/2025 2,080 1 (Min) 65.93 11,428 137,137 2 69.39 12,027 144,329
3 73.03 12,659 151,905
4 76.86 13,323 159,879
5 (Max) 80.90 14,023 168,280
Deputy City Clerk Unrepresented 7/14/2025 1,872 1 (Min) 44.43 6,930 83,165 2 46.76 7,294 87,527
3 49.21 7,676 92,118
4 51.79 8,079 96,949
5 (Max) 54.51 8,503 102,035
Deputy Director - Comm Service Mid-Management 1/13/2025 2,080 1 (Min) 70.81 12,275 147,294 2 74.53 12,919 155,027
3 78.45 13,597 163,166
4 82.56 14,311 171,732
5 (Max) 86.90 15,062 180,748
Deputy Public Works Dir - PW Admin & Engineering Mid-Management 1/13/2025 2,080 1 (Min) 80.85 14,014 168,170 2 85.10 14,750 176,999
3 89.56 15,524 186,292
4 94.27 16,339 196,072
5 (Max) 99.21 17,197 206,366
Deputy Public Works Dir - PW Utilities & Operations Mid-Management 1/13/2025 2,080 1 (Min) 76.45 13,252 159,020 2 80.47 13,947 167,369
3 84.69 14,680 176,156
4 89.14 15,450 185,404
5 (Max) 93.82 16,261 195,137
Deputy Public Works Dir - PW Utilities & Operations with PE Mid-Management 1/13/2025 2,080 1 (Min) 80.85 14,014 168,170 2 85.10 14,750 176,999
3 89.56 15,524 186,292
4 94.27 16,339 196,072
5 (Max) 99.21 17,197 206,366
Engineer Tech/PW Inspector Miscellaneous 1/13/2025 2,080 1 (Min) 47.21 8,183 98,201 2 49.69 8,613 103,356
3 52.30 9,065 108,782
4 55.04 9,541 114,494
5 (Max) 57.93 10,042 120,504
Executive Assistant Miscellaneous 1/13/2025 2,080 1 (Min) 38.76 6,718 80,620 2 40.79 7,071 84,852
3 42.94 7,442 89,307
4 45.19 7,833 93,996
5 (Max) 47.56 8,244 98,930
Executive Assistant to the City Manager Unrepresented 7/14/2025 1,872 1 (Min) 48.92 7,631 91,572 2 51.48 8,032 96,379
3 54.19 8,453 101,438
4 57.03 8,897 106,765
5 (Max) 60.03 9,364 112,370
Facilities Tech I Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Facilities Tech II Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655

124 of 191

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Field Supervisor Mid-Management 1/13/2025 2,080 1 (Min) 49.60 8,597 103,169 2 52.20 9,049 108,586
3 54.95 9,524 114,287
4 57.83 10,024 120,287
5 (Max) 60.87 10,550 126,602
Field Supervisor - CATV Mid-Management 1/13/2025 2,080 1 (Min) 49.60 8,597 103,169 2 52.20 9,049 108,586
3 54.95 9,524 114,287
4 57.83 10,024 120,287
5 (Max) 60.87 10,550 126,602
Field Supervisor - Parks Mid-Management 1/13/2025 2,080 1 (Min) 49.60 8,597 103,169 2 52.20 9,049 108,586
3 54.95 9,524 114,287
4 57.83 10,024 120,287
5 (Max) 60.87 10,550 126,602
Finance Manager Mid-Management 1/13/2025 2,080 1 (Min) 62.20 10,782 129,384 2 65.47 11,348 136,177
3 68.91 11,944 143,326
4 72.52 12,571 150,851
5 (Max) 76.33 13,231 158,771
Financial Services Supervisor Mid-Management 1/13/2025 2,080 1 (Min) 51.25 8,884 106,605 2 53.94 9,350 112,202
3 56.78 9,841 118,092
4 59.76 10,358 124,292
5 (Max) 62.89 10,901 130,818
Fire Battalion Chief (40-hour) Public Safety Mid-Management 1/13/2025 2,080 1 (Min) 86.97 15,075 180,898 2 91.54 15,866 190,395
3 96.34 16,699 200,390
4 101.40 17,576 210,911
5 (Max) 106.72 18,499 221,984
Fire Battalion Chief (56-hour) Public Safety Mid-Management 1/13/2025 2,912 1 (Min) 62.12 15,075 180,898 2 65.38 15,866 190,395
3 68.82 16,699 200,390
4 72.43 17,576 210,911
5 (Max) 76.23 18,499 221,984
Fire Captain (40-hour) Fire 1/12/2026 2,080 1 (Min) 71.44 12,383 148,597 2 75.19 13,033 156,396
3 79.14 13,717 164,607
4 83.29 14,438 173,250
5 (Max) 87.67 15,196 182,348
Fire Captain (56-hour) Fire 1/12/2026 2,912 1 (Min) 51.03 12,383 148,597 2 53.71 13,033 156,396
3 56.53 13,717 164,607
4 59.50 14,438 173,250
5 (Max) 62.62 15,196 182,348
Fire Chief Management 1/13/2025 2,080 1 (Min) 109.94 19,057 228,685 2 115.72 20,058 240,691
3 121.79 21,111 253,327
4 128.19 22,219 266,627
5 (Max) 134.92 23,385 280,624
Fire Inspector Fire 1/12/2026 2,080 1 (Min) 52.99 9,184 110,213 2 55.77 9,667 116,000
3 58.70 10,174 122,090
4 61.78 10,708 128,500
5 (Max) 65.02 11,270 135,245
Firefighter (40-hour) Fire 1/12/2026 2,080 1 (Min) 58.91 10,211 122,537 2 62.00 10,747 128,967
3 65.26 11,312 135,741
4 68.69 11,905 142,866
5 (Max) 72.29 12,531 150,367
Firefighter (56-hour) Fire 1/12/2026 2,912 1 (Min) 42.08 10,211 122,537 2 44.29 10,747 128,967
3 46.61 11,312 135,741
4 49.06 11,905 142,866
5 (Max) 51.64 12,531 150,367
Firefighter Recruit Fire 1/12/2026 2,080 1 (Min) 53.02 9,191 110,288 Food Services Coordinator Miscellaneous 1/13/2025 2,080 1 (Min) 37.98 6,584 79,002 2 39.98 6,929 83,150
3 42.07 7,293 87,515
4 44.28 7,676 92,109
5 (Max) 46.61 8,079 96,945

125 of 191

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Human Resources Manager Unrepresented 7/14/2025 1,872 1 (Min) 70.91 11,062 132,749 Open range
5 (Max) 87.02 13,575 162,905
Information Technology Associate Mid-Management 1/13/2025 2,080 1 (Min) 48.54 8,414 100,964 2 51.09 8,855 106,264
3 53.77 9,320 111,843
4 56.59 9,810 117,715
5 (Max) 59.56 10,325 123,895
Information Technology Manager Mid-Management 1/13/2025 2,080 1 (Min) 65.89 11,422 137,060 2 69.35 12,021 144,256
3 72.99 12,652 151,829
4 76.83 13,317 159,800
5 (Max) 80.86 14,016 168,190
Lead Customer Service & Tech Support Rep Miscellaneous 1/13/2025 2,080 1 (Min) 45.45 7,877 94,527 2 47.83 8,291 99,489
3 50.34 8,726 104,712
4 52.99 9,184 110,210
5 (Max) 55.77 9,666 115,996
Lead Maintenance Worker Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655
Lead Water System Operator - Pumps Miscellaneous 1/13/2025 2,080 1 (Min) 48.27 8,367 100,408 2 50.81 8,807 105,679
3 53.47 9,269 111,227
4 56.28 9,756 117,067
5 (Max) 59.24 10,268 123,213
Lead Water Systems Operator - Field Miscellaneous 1/13/2025 2,080 1 (Min) 48.27 8,367 100,408 2 50.81 8,807 105,679
3 53.47 9,269 111,227
4 56.28 9,756 117,067
5 (Max) 59.24 10,268 123,213
Lead Water Systems Operator - Wells Miscellaneous 1/13/2025 2,080 1 (Min) 48.27 8,367 100,408 2 50.81 8,807 105,679
3 53.47 9,269 111,227
4 56.28 9,756 117,067
5 (Max) 59.24 10,268 123,213
Librarian I Miscellaneous 1/13/2025 2,080 1 (Min) 37.74 6,542 78,500 2 39.72 6,885 82,622
3 41.81 7,247 86,959
4 44.00 7,627 91,525
5 (Max) 46.31 8,027 96,330
Librarian II Miscellaneous 1/13/2025 2,080 1 (Min) 43.40 7,522 90,263 2 45.67 7,917 95,002
3 48.07 8,332 99,989
4 50.60 8,770 105,239
5 (Max) 53.25 9,230 110,764
Library Assistant I Miscellaneous 1/13/2025 2,080 1 (Min) 28.72 4,978 59,741 2 30.23 5,240 62,877
3 31.82 5,515 66,178
4 33.49 5,804 69,652
5 (Max) 35.24 6,109 73,309
Library Assistant II Miscellaneous 1/13/2025 2,080 1 (Min) 33.04 5,727 68,719 2 34.77 6,027 72,327
3 36.60 6,344 76,124
4 38.52 6,677 80,121
5 (Max) 40.54 7,027 84,327
Library Services Coordinator Miscellaneous 1/13/2025 2,080 1 (Min) 37.98 6,584 79,002 2 39.98 6,929 83,150
3 42.07 7,293 87,515
4 44.28 7,676 92,109
5 (Max) 46.61 8,079 96,945
Library Services Manager Mid-Management 1/13/2025 2,080 1 (Min) 56.94 9,869 118,434 2 59.93 10,388 124,651
3 63.07 10,933 131,195
4 66.39 11,507 138,083
5 (Max) 69.87 12,111 145,333
Maintenance Services Manager Series Mid-Management 1/13/2025 2,080 1 (Min) 63.32 10,976 131,716 2 66.65 11,553 138,631
3 70.15 12,159 145,909
4 73.83 12,797 153,569
5 (Max) 77.71 13,469 161,631

126 of 191

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Maintenance Worker I Miscellaneous 1/13/2025 2,080 1 (Min) 31.28 5,421 65,058 2 32.92 5,706 68,473
3 34.65 6,006 72,068
4 36.47 6,321 75,851
5 (Max) 38.38 6,653 79,834
Maintenance Worker II Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Management Analyst I Mid-Management 1/13/2025 2,080 1 (Min) 43.61 7,559 90,710 2 45.90 7,956 95,472
3 48.31 8,374 100,485
4 50.85 8,813 105,760
5 (Max) 53.52 9,276 111,312
Management Analyst II Mid-Management 1/13/2025 2,080 1 (Min) 50.14 8,691 104,294 2 52.77 9,147 109,769
3 55.54 9,628 115,532
4 58.46 10,133 121,597
5 (Max) 61.53 10,665 127,981
Mechanic I Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Mechanic II Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655
Nutrition Program Manager Mid-Management 1/13/2025 2,080 1 (Min) 48.21 8,356 100,272 2 50.74 8,795 105,536
3 53.40 9,256 111,077
4 56.21 9,742 116,908
5 (Max) 59.16 10,254 123,046
Parks And Facilities Manager Mid-Management 1/13/2025 2,080 1 (Min) 58.85 10,200 122,401 2 61.94 10,736 128,827
3 65.19 11,299 135,591
4 68.61 11,892 142,709
5 (Max) 72.21 12,517 150,201
Parks Maintenance Technician I {Utility I - Tree I} Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Parks Maintenance Technician II {Utility II - Tree II} Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655
Planning Manager Mid-Management 1/13/2025 2,080 1 (Min) 71.03 12,312 147,738 2 74.76 12,958 155,494
3 78.68 13,638 163,658
4 82.81 14,354 172,250
5 (Max) 87.16 15,108 181,293
Police Captain Public Safety Mid-Management 1/13/2025 2,080 1 (Min) 101.15 17,533 210,396 2 106.46 18,453 221,442
3 112.05 19,422 233,067
4 117.93 20,442 245,304
5 (Max) 124.13 21,515 258,182
Police Chief Management 5/27/2025 2,080 1 (Min) 117.64 20,391 244,693 Open range
5 (Max) 144.36 25,022 300,268
Police Clerk I Police 1/13/2025 2,080 1 (Min) 32.37 5,610 67,325 2 34.07 5,905 70,859
3 35.86 6,215 74,580
4 37.74 6,541 78,495
5 (Max) 39.72 6,885 82,616
Police Clerk II Police 1/13/2025 2,080 1 (Min) 35.60 6,171 74,049 2 37.47 6,495 77,936
3 39.44 6,836 82,028
4 41.51 7,195 86,334
5 (Max) 43.69 7,572 90,867

127 of 191

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Police Communications & Records Supervisor Mid-Management 1/13/2025 2,080 1 (Min) 63.55 11,016 132,190 2 66.89 11,594 139,130
3 70.40 12,203 146,435
4 74.10 12,844 154,122
5 (Max) 77.99 13,518 162,214
Police Corporal Police 1/13/2025 2,080 1 (Min) 58.01 10,056 120,671 2 61.06 10,584 127,006
3 64.27 11,139 133,674
4 67.64 11,724 140,692
5 (Max) 71.19 12,340 148,078
Police Lieutenant Public Safety Mid-Management 1/13/2025 2,080 1 (Min) 82.43 14,288 171,458 2 86.76 15,038 180,459
3 91.31 15,828 189,934
4 96.11 16,659 199,905
5 (Max) 101.15 17,533 210,400
Police Officer Police 1/13/2025 2,080 1 (Min) 53.97 9,354 112,254 2 56.80 9,846 118,147
3 59.78 10,362 124,350
4 62.92 10,906 130,878
5 (Max) 66.23 11,479 137,749
Police Recruit Police 1/13/2025 2,080 1 (Min) 48.57 8,419 101,031 Police Sergeant Public Safety Mid-Management 1/13/2025 2,080 1 (Min) 66.46 11,521 138,247 2 69.95 12,125 145,505
3 73.63 12,762 153,144
4 77.49 13,432 161,184
5 (Max) 81.56 14,137 169,646
Principal Civil Engineer Mid-Management 1/13/2025 2,080 1 (Min) 71.06 12,318 147,813 2 74.79 12,964 155,573
3 78.72 13,645 163,741
4 82.85 14,361 172,337
5 (Max) 87.20 15,115 181,385
Principal Planner Mid-Management 1/13/2025 2,080 1 (Min) 65.93 11,428 137,137 2 69.39 12,027 144,329
3 73.03 12,659 151,905
4 76.86 13,323 159,879
5 (Max) 80.90 14,023 168,280
Principal Special Projects Manager Unrepresented 7/14/2025 1,872 1 (Min) 92.17 14,379 172,543 Open range
5 (Max) 158.42 24,713 296,559
Property And Evidence Technician Police 1/13/2025 2,080 1 (Min) 35.53 6,158 73,894 2 37.39 6,481 77,774
3 39.35 6,821 81,857
4 41.42 7,180 86,154
5 (Max) 43.59 7,556 90,677
Public Safety Dispatcher I Police 1/13/2025 2,080 1 (Min) 42.21 7,316 87,793 2 44.42 7,700 92,402
3 46.76 8,104 97,253
4 49.21 8,530 102,359
5 (Max) 51.79 8,978 107,733
Public Safety Dispatcher II Police 1/13/2025 2,080 1 (Min) 46.42 8,046 96,556 2 48.86 8,469 101,626
3 51.42 8,913 106,961
4 54.12 9,381 112,576
5 (Max) 56.96 9,874 118,487
Public Works Director Management 1/13/2025 2,080 1 (Min) 98.13 17,009 204,113 2 103.28 17,902 214,829
3 108.71 18,842 226,107
4 114.41 19,832 237,978
5 (Max) 120.42 20,873 250,472
Pump Mechanic I Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Pump Mechanic II Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655
Recreation Services Coordinator Miscellaneous 1/13/2025 2,080 1 (Min) 37.98 6,584 79,002 2 39.98 6,929 83,150
3 42.07 7,293 87,515
4 44.28 7,676 92,109
5 (Max) 46.61 8,079 96,945

128 of 191

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Recreation Services Manager Mid-Management 1/13/2025 2,080 1 (Min) 52.19 9,046 108,558 2 54.93 9,521 114,257
3 57.82 10,021 120,256
4 60.85 10,547 126,569
5 (Max) 64.05 11,101 133,214
Recreation Services Supervisor Mid-Management 1/13/2025 2,080 1 (Min) 49.60 8,597 103,169 2 52.20 9,049 108,586
3 54.95 9,524 114,287
4 57.83 10,024 120,287
5 (Max) 60.87 10,550 126,602
Secretary Miscellaneous 1/13/2025 2,080 1 (Min) 35.23 6,107 73,284 2 37.08 6,428 77,131
3 39.03 6,765 81,181
4 41.08 7,120 85,443
5 (Max) 43.23 7,494 89,928
Senior Administrative Analyst Unrepresented 7/14/2025 1,872 1 (Min) 65.74 10,255 123,056 Open range
5 (Max) 80.67 12,584 151,013
Senior Administrative Technician Unrepresented 7/14/2025 1,872 1 (Min) 56.25 8,776 105,308 2 59.21 9,236 110,835
3 62.32 9,721 116,654
4 65.59 10,232 122,779
5 (Max) 69.03 10,769 129,225
Senior Civil Engineer Mid-Management 1/13/2025 2,080 1 (Min) 65.06 11,276 135,317 2 68.47 11,868 142,421
3 72.07 12,492 149,899
4 75.85 13,147 157,768
5 (Max) 79.83 13,838 166,051
Senior Code Enforcement Officer Police 1/13/2025 2,080 1 (Min) 49.96 8,659 103,911 2 52.58 9,114 109,366
3 55.34 9,592 115,108
4 58.25 10,096 121,151
5 (Max) 61.30 10,626 127,511
Senior Planner Mid-Management 1/13/2025 2,080 1 (Min) 57.33 9,937 119,249 2 60.34 10,459 125,510
3 63.51 11,008 132,099
4 66.84 11,586 139,034
5 (Max) 70.35 12,194 146,334
Systems Administrator Mid-Management 1/13/2025 2,080 1 (Min) 53.91 9,344 112,133 2 56.74 9,835 118,020
3 59.72 10,351 124,216
4 62.85 10,895 130,737
5 (Max) 66.15 11,467 137,601
Warehouse Clerk Miscellaneous 1/13/2025 2,080 1 (Min) 31.28 5,421 65,058 2 32.92 5,706 68,473
3 34.65 6,006 72,068
4 36.47 6,321 75,851
5 (Max) 38.38 6,653 79,834
Water Field Service Supervisor Mid-Management 1/13/2025 2,080 1 (Min) 53.67 9,303 111,636 2 56.49 9,791 117,496
3 59.45 10,305 123,665
4 62.58 10,846 130,157
5 (Max) 65.86 11,416 136,991
Water Quality & Prod Sup Mid-Management 1/13/2025 2,080 1 (Min) 53.67 9,303 111,636 2 56.49 9,791 117,496
3 59.45 10,305 123,665
4 62.58 10,846 130,157
5 (Max) 65.86 11,416 136,991
Water Quality Technician I Miscellaneous 1/13/2025 2,080 1 (Min) 35.99 6,238 74,851 2 37.88 6,565 78,781
3 39.86 6,910 82,917
4 41.96 7,273 87,270
5 (Max) 44.16 7,654 91,852
Water Quality Technician II Miscellaneous 1/13/2025 2,080 1 (Min) 41.39 7,175 86,100 2 43.57 7,552 90,620
3 45.85 7,948 95,377
4 48.26 8,365 100,385
5 (Max) 50.80 8,805 105,655
Water System & Conservation Manager Mid-Management 1/13/2025 2,080 1 (Min) 56.47 9,788 117,457 2 59.43 10,302 123,624
3 62.55 10,843 130,114
4 65.84 11,412 136,945
5 (Max) 69.30 12,011 144,134

129 of 191

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Water Systems Manager Mid-Management 1/13/2025 2,080 1 (Min) 61.72 10,698 128,371 2 64.96 11,259 135,110
3 68.37 11,850 142,204
4 71.96 12,472 149,669
5 (Max) 75.73 13,127 157,527
Water Systems Operator I Miscellaneous 1/13/2025 2,080 1 (Min) 36.70 6,361 76,331 2 38.62 6,695 80,338
3 40.65 7,046 84,556
4 42.79 7,416 88,995
5 (Max) 45.03 7,806 93,668
Water Systems Operator II Miscellaneous 1/13/2025 2,080 1 (Min) 41.97 7,275 87,304 2 44.18 7,657 91,887
3 46.50 8,059 96,711
4 48.94 8,482 101,788
5 (Max) 51.51$ 8,928$ 107,132$
Classification Bargaining Unit** Effective
Date
Step 1
(Min)
Step 2 Step 3 Step 4 Step 5
(Max)
Special Assistant Part-time/Temporary/Seasonal 1/1/2026 16.90$ Open range 77.34$ CityNet Services Production Assistant Part-time/Temporary/Seasonal 1/13/2025 20.63 Open range 26.81 CityNet Services Special Assistant Part-time/Temporary/Seasonal 1/13/2025 27.84 Open range 34.03 Library Page Part-time/Temporary/Seasonal 1/1/2026 16.90 17.33 18.19 19.10 20.06 Library Aide Part-time/Temporary/Seasonal 1/13/2025 19.59 20.57 21.60 22.68 23.82 Library Assistant I (PT Temp) Part-time/Temporary/Seasonal 1/13/2025 23.72 24.90 26.15 27.46 28.83 Library Assistant II (PT Temp) Part-time/Temporary/Seasonal 1/13/2025 28.88 30.32 31.83 33.43 35.10 Librarian (On-Call Per-Diem) Part-time/Temporary/Seasonal 1/13/2025 - - - - 38.16 Recreation Leader I Part-time/Temporary/Seasonal 1/1/2026 16.90 17.33 18.19 19.10 20.06 Recreation Leader II Part-time/Temporary/Seasonal 1/13/2025 19.59 20.57 21.60 22.68 23.82 Recreation Specialist Part-time/Temporary/Seasonal 1/13/2025 23.72 24.90 26.15 27.46 28.83 Maintenance Assistant Part-time/Temporary/Seasonal 1/13/2025 28.88 30.32 31.83 33.43 35.10 Bus Driver Part-time/Temporary/Seasonal 1/13/2025 20.63 21.87 22.97 24.11 25.32 Lifeguard / Swim Instructor I Part-time/Temporary/Seasonal 1/1/2026 16.90 17.33 18.19 19.10 20.06 Lifeguard / Swim Instructor II Part-time/Temporary/Seasonal 1/13/2025 17.49 18.37 19.28 20.25 21.26 Water Safety Instructor I Part-time/Temporary/Seasonal 1/13/2025 17.82 18.71 19.65 20.63 21.66 Water Safety Instructor II Part-time/Temporary/Seasonal 1/13/2025 19.14 20.10 21.10 22.16 23.27 Community Services (PT Temp) Part-time/Temporary/Seasonal 1/13/2025 30.94 32.48 34.11 35.81 37.60 Dispatcher (Per-Diem) Part-time/Temporary/Seasonal 2/9/2026 56.96 Police Clerk (Per-Diem) Part-time/Temporary/Seasonal 1/13/2025 36.09$ * Councilmember salary is monthly as set by San Bruno Municipal Code Section 2.04.144 ** Positions in this group are unrepresented and participate in Social Security, not the California Public Employees' Retirement System (CalPERS) Adopted: [MO] [DAY], 2026 (2026-XX)

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City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Nick Pegueros, Administrative Services Director & CFO Esther Garibay, Financial Services Manager
SUBJECT: Consider Adoption of a Resolution Updating the Authorized City Officials to Invest Funds in the State of California Local Agency Investment Fund BACKGROUND:

Government Code Section 16429.1 permits local governmental officials, with consent of the governing body of the agency, to remit funds to the Treasurer of the Local Agency Investment Fund (LAIF) for the purpose of investments. The transfer of funds to and from LAIF, and the San Mateo County Pool, is a standard duty of the treasury and investment function of the City.

DISCUSSION:

The City’s long-standing practice has been to remit funds not required for immediate use to the State of California Local Agency Investment Fund (LAIF) for investment. The original resolution authorizing participation in LAIF, approved by the City Council in 1977, designated both the City Treasurer and the Finance Director as authorized officials to deposit or withdraw funds.

The elected City Treasurer position was eliminated effective December 12, 2017, at the expiration of the incumbent’s term. To reflect that change, the City Council adopted Resolution No. 2018-11 on January 23, 2018, authorizing the City Manager, Assistant City Manager, Finance Director, and Financial Services Manager to conduct LAIF transactions.

Since then, a few position reclassifications have occurred. On September 9, 2024, the Finance Director position was reclassified to Administrative Services Director and Chief Financial Officer, and on September 24, 2024, the Financial Services Manager position title was changed to Finance Manager via Resolution No. 2024-82.

This item updates the authorized titles to reflect those previously approved reclassifications. The updated resolution specifies that any one of the following officers, or their successors in office, are authorized to deposit or withdraw funds from LAIF:
 Alex D. McIntyre, City Manager
 Joseph D. Toney, Assistant City Manager
 Nick Pegueros, Administrative Services Director and Chief Financial Officer  Esther Garibay, Finance Manager
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Item 6g.

Honorable Mayor and Members of the City Council
February 10, 2026

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FISCAL IMPACT:

There is no fiscal impact.

ENVIRONMENTAL IMPACT:

The action is not a project subject to CEQA. City Council’s action is not considered a “Project” per CEQA Guidelines and therefore no further environmental analysis is required.

RECOMMENDATION:

Adopt resolution updating the authorized City officials to invest Funds in the State of California Local Agency Investment Fund.

ALTERNATIVES:

Authorize other officers or employees to deposit and withdraw investment monies in the Local Agency Investment Fund.

ATTACHMENTS:

1. Resolution

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1 RESOLUTION NO. 2026 - ___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN BRUNO

UPDATING THE AUTHORIZED CITY OFFICIALS TO INVEST FUNDS IN THE

STATE OF CALIFORNIA LOCAL AGENCY INVESTMENT FUND
WHEREAS, the Local Agency Investment Fund is established in the State Treasury under Government Code section 16429.1 et seq. for deposit of money of a local agency for purposes of investment by the State Treasurer; and
WHEREAS, the City Council of the City of San Bruno hereby finds that the deposit and withdrawal of money in the Local Agency Investment Fund in accordance with Government Code section 16429.1 et. seq. for the purpose of investment is in the best interests of the City.

WHEREAS, the City Council approved title change for Financial Services Manager to Finance Manager on September 24, 2024 via Resolution 2024-82; and WHEREAS, the City Council approved the reclassification of Finance Director to Administrative Services Director and Chief Financial Officer on September 9, 2024.

NOW, THEREFORE BE IT RESOLVED, that the City Council authorized the deposit and withdrawal of City of San Bruno monies in the Local Agency Investment Fund in the State Treasury in accordance with Government Code section 16429.1 et. seq. for the purpose of investment as provided therein.

BE IT FURTHER RESOLVED, as follows:

Section 1. The following City of San Bruno officers, holding the titles specified below, or their successors in office, are each hereby authorized to deposit or withdraw monies in the Local Agency Investment Fund and to execute and deliver any and all documents necessary or advisable to effectuate the purposes of this Resolution and the transactions contemplated hereby:
 Alex D. McIntyre, City Manager
 Joseph D. Toney, Assistant City Manager
 Nick Pegueros, Administrative Services Director and Chief Financial Officer  Esther Garibay, Finance Manager
Section 2. This resolution shall remain in full force and effect until rescinded by City Council of the City of San Bruno by resolution and a copy of the resolution rescinding this resolution is filed with the State Treasurer’s Office.
---oOo---
I hereby certify that foregoing Resolution No. 2026 - ___ was introduced and adopted by the San Bruno City Council at a regular meeting on February 10, 2026, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:
_________________________________
Lupita Huerta, City Clerk
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ATTACHMENT 1
City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Tim Wallace, Community Services Superintendent Caroline Yee, Librarian I
SUBJECT: Consider Adoption of a Resolution Authorizing the City Manager to Waive the City Rental Fee in the Amount of $204 for the San Bruno Junior Giants Registration Event at the San Bruno Public Library on May 2, 2026 BACKGROUND:

The Junior Giants is a free, non-competitive baseball and softball program for children across California, Nevada, and Oregon. Established in 1995, the San Bruno Junior Giants league has served 300 youth aged 7 to 13 each year. Since 2004, the Junior Giants has been a city- sponsored program. In 2022, the San Francisco Giants Community Fund renovated the “Bob Greenberg Junior Giants Field” at Commodore Park in San Bruno.

Since 2013, the San Bruno Junior Giants have utilized the San Bruno Public Library Community Room for its annual in-person registration. Held annually on the first Saturday of May, parents and children gather at the library to register to play in the San Bruno league and connect with Junior Giants organizers. The Junior Giants have selected this day to coincide with the Library’s Free Comic Book Day event. The San Bruno Junior Giants encourages families to participate in this event, which the Library has attracted over 200 attendees in the past.

In addition, the San Bruno Junior Giants and the San Bruno Library have collaborated to help support and foster reading with the Library’s Summer Reading program. The Library honors the Junior Giant’s summer reading logs and rewards kids with free books and various prize incentives.

DISCUSSION:

The City Council has adopted a Master Fee Schedule that establishes user fees for City facilities in order to recover costs associated with staffing, operations, and facility use. The San Bruno Public Library has received a request from the San Bruno Junior Giants to use the Library Community Room on Saturday, May 2, 2026, from 9:00 a.m. to 1:00 p.m. for its annual in- person registration event.

Waiving the applicable facility fee represents a minor loss of revenue to the City. In addition, the library staff provides staff support, building access, and building oversight during the event.

As a result, the cost of providing the space and associated staffing would be absorbed by the City. This request is being presented as a one-time exception in recognition of the positive impact the San Bruno Junior Giants have on San Bruno youth and the broader community. 134 of 191
Item 6h.

Honorable Mayor and Members of the City Council
February 10, 2026

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FISCAL IMPACT:

The Fiscal Impact associated with this recommendation is a minimal loss of revenue for the waiver of the $204 rental fee and staffing costs for the rental.

ENVIRONMENTAL IMPACT:

The action is not a project subject to CEQA. City Council’s action is not considered a “Project” per CEQA Guidelines and therefore no further environmental analysis is required.

RECOMMENDATION:

Adopt a Resolution authorizing the city manager to waive the City Rental Fee in the amount of $204 for the San Bruno Junior Giants registration at the San Bruno Public Library on May 2, 2026.

ALTERNATIVES:

1. Do not adopt the Resolution and require payment of the $204 rental fee by the San Bruno Junior Giants for four hours of use of the San Bruno Public Library Community Room.

ATTACHMENTS:

1. Resolution

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3 5
8 4
RESOLUTION NO. 2026- ____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN BRUNO

AUTHORIZING THE CITY MANAGER TO WAIVE THE CITY RENTAL FEE IN THE AMOUNT OF $204 FOR THE SAN BRUNO JUNIOR GIANTS REGISTRATION EVENT AT THE SAN BRUNO PUBLIC LIBRARY ON MAY 2, 2026
WHEREAS, the San Bruno Junior Giants was established in 1995; and WHEREAS, the San Bruno Junior Giants became a city-sponsored program in 2004; and
WHEREAS, the San Bruno Junior Giants has requested to hold registration on May 2, 2026, at the San Bruno Public Library, thus marking the 13th anniversary of registration day at the San Bruno Public Library; and
WHEREAS, the San Bruno Junior Giants requested that the City waive the $204 rental fee for this one-time event.

NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of San Bruno hereby Authorizes the City Manager to Waive the City Rental Fee in the Amount of $204 for the San Bruno Junior Giants Registration at the San Bruno Public Library on May 2, 2026. ---oOo---
I hereby certify that foregoing Resolution No. 2026 - __ was introduced and adopted by the San Bruno City Council at a regular meeting on February 10, 2026, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:
_____________________________
Lupita Huerta, City Clerk
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ATTACHMENT 1
City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: February 10, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Matthew Lee, P.E., Public Works Director
Matt Lethin, Police Chief
Ana Morales, Management Analyst
SUBJECT: Receive a Presentation on the Clean-Up San Bruno Initiative: Six-Month Update
BACKGROUND:

For Fiscal Year 2025–26, the City Council identified Litter and Illegal Dumping (LID) as a top priority initiative recognizing its growing impact on City-owned lands, medians, and recurring hotspot locations, including certain non-City-owned properties. Illegal dumping is a persistent challenge across San Bruno and neighboring jurisdictions. The City receives approximately 750 service requests related to litter and illegal dumping annually, and more than 2 million vehicles travel through San Bruno streets each month, contributing to ongoing litter accumulation and placing sustained pressure on City resources.

The LID challenge is frequently compounded by jurisdictional boundaries, limited right-of-entry authority, the presence of encampments, and constrained enforcement tools under state law.

Some locations experience repeated dumping activity, becoming chronic hotspots that strain City resources, diminish the appearance of public spaces, and impact community pride. These challenges are further amplified when debris is located on State- or other agency-owned property, where access and coordination can delay resolution. The absence of a consistent, Citywide public education effort has also contributed to ongoing dumping behavior.

In response, the City Council established the Clean-Up San Bruno Council Initiative (Initiative) for the 2025–26 Fiscal Year, creating the Litter and Illegal Dumping – Abatement Task Force (LID–ATF) as a coordinated, multi-departmental effort involving Police, Code Enforcement, Public Works, and Community Services. The Initiative was intentionally structured to move beyond reactive clean-ups and toward a sustainable, strategic program focused on abatement, prevention, enforcement, and inter-agency coordination. As part of this action, City Council also approved a dedicated LID–ATF budget for Fiscal Year 2025–26, establishing the financial foundation needed to implement and sustain this Citywide effort, as follows:
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Item 7a.

Honorable Mayor and Members of the City Council
February 10, 2026

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Abatement Task Force FY2025-26 Budget
Budget Amount
Hot Spot Management $375,000
Municipal Code updates and Cost Recovery/
Mitigation Efforts $40,000
Abatement and Median Maintenance Services $600,000
Right-of-Entry MOUs $30,000
Public education $60,000
Code Enforcement Supervisor (1.0 FTE) $250,000
Maintenance Worker (0.5 FTE) $100,000
TOTAL $1,455,000
LID-ATF subsequently developed an umbrella framework that aligns and expands existing City programs and resources into a single, cohesive effort. This includes leveraging the City’s solid waste franchise agreement with Recology for illegal dumping pick-up, enhancing litter pick-up with additional resources, coordinating enforcement and response efforts across departments, establishing municipal code sections to support enforcement, developing reportable metrics to the public, reactivating a community-driven Beautification Task Force, and working with partner agencies—such as Caltrans—to address right-of-entry challenges on non-City-owned property.

Figure 1 below illustrates the Clean-Up San Bruno governance structure, highlighting participating City departments and the supporting functions and roles that collectively advance the various programmatic components.

Figure 1: Organizational Chart

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Honorable Mayor and Members of the City Council
February 10, 2026

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The Initiative is guided by an established policy framework designed to address persistent litter and illegal dumping through coordinated, proactive, and data-driven action. The Initiative responds to complex challenges associated with cross-jurisdictional responsibilities, limited enforcement capacity, and impacts to public spaces by establishing a formal, multi-departmental task force structure that promotes clear governance, accountability, and interagency cooperation. The program integrates education, enforcement, evidence collection, abatement, and community engagement strategies to address both immediate conditions and long-term behavior change. By leveraging data to guide decision-making and maintaining regular coordination across departments and partner agencies, the Initiative supports equitable service delivery, improves responsiveness, and builds public trust through transparent processes and visible outcomes.

This framework and governance structure align with recognized best practices, including those identified by the Alameda County Illegal Dumping (ACID) Task Force, which emphasize coordinated governance, prevention-focused strategies, public education, and regional partnerships as critical to achieving lasting results. Clean-Up San Bruno was intentionally structured to reflect these principles and balance immediate abatement needs with long-term behavioral change and accountability.

The Initiative also recognizes that illegal dumping is not solely an operational issue, but one that requires public participation. As such, Clean-Up San Bruno incorporates public education, outreach, and community partnerships to increase awareness of legal disposal options, encourage reporting, and foster shared responsibility for maintaining clean and safe public spaces.

This six-month update reflects the City’s progress in implementing the City Council’s priority initiative and advancing a more coordinated, sustainable approach to keeping San Bruno clean.

DISCUSSION:

Over the first six months of implementation, the Initiative has moved from planning to action, establishing the foundational systems, partnerships, and tools needed to address illegal dumping citywide. This section highlights key accomplishments to date, early outcomes, and ongoing efforts, and describes how each program component is working together to reduce illegal dumping, improve cleanliness, and enhance overall quality of life. Collectively, these efforts demonstrate a coordinated, data-driven and community-informed approach that balances immediate abatement with longer-term prevention and accountability. Below is a summary of these efforts followed by a more detailed description of what has been accomplished to date.

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February 10, 2026

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Task 6-Month Status Achievements
Hotspot Management and
Code Enforcement
Coordination
In progress
Operational framework created
Hotspots identified and tiered
Interim Code Enforcement Supervisor
hired
Municipal Code Updates In progress
Worked with City Attorney to review
municipal code provisions and identify
improvements
Updates forthcoming at a future
Council presentation
Abatement, Operations, and
Median Maintenance In progress
Expanded Recology’s abatement
efforts, including clean-ups on
Caltrans property
Purchased skid steer
Purchased surveillance equipment
Hired part-time Maintenance Worker
Engaged with Brightview Landscaping
for median maintenance
Right-of-Entry MOUs In progress
Obtained encroachment permit from
Caltrans
Respective attorneys met
Currently updating 1998 Delegated
Maintenance Agreement
Public Education In progress
Engaged with outreach consultant
Re-established Beautification Task
Force
Released public service
announcement
Developing data dashboard
Bringing back Operation Clean Sweep
on May 2, 2026
Homeless Encampments In progress
Working with Caltrans and Caltrain on
processes and timelines for encampment-
related issues
Hotspot Management and Code Enforcement Coordination
Hotspot management is a core component of the Initiative and provides the operational framework for identifying, prioritizing, and responding to locations with recurring illegal dumping activity. Using a formal hotspot definition and tiered criteria, staff evaluate locations based on factors such as frequency, volume, type of materials, and response history to ensure City resources are deployed in a consistent, targeted, and data-informed manner. To date, the City has identified 11 illegal dumping hotspots and 10 additional locations on a watch list, with response levels scaled based on severity, risk, and available resources.

This work is supported by the addition of a dedicated Code Enforcement Supervisor role. The position was created to provide program-level oversight and coordination across departments and with external agencies, particularly at higher-priority and recurring locations. Under the

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leadership of an Interim Code Enforcement Supervisor, the City has strengthened response coordination, improved consistency in follow-through, and aligned education, engineering, and evidence collection strategies to support more effective and sustainable outcomes. Together, this integrated approach allows the City to adapt to changing conditions, focus efforts where they are most impactful, and continuously refine its response to illegal dumping citywide.

Municipal Code Updates and Cost Recovery/Mitigation Efforts As part of the Initiative’s focus on systemic and sustainable solutions, staff evaluated the City’s existing municipal code provisions related to illegal dumping, property maintenance, and enforcement authority to identify opportunities for improvement. This review was conducted in coordination with the City Attorney’s Office and included an assessment of municipal codes and enforcement frameworks used by other jurisdictions within the region to identify best practices that align with San Bruno’s operational needs and enforcement capabilities. The proposed code updates are intended to strengthen the City’s ability to deter illegal dumping, clarify enforcement authority, and support more consistent and effective application of penalties, while ensuring that any changes are legally sound, operationally feasible, and appropriate for San Bruno.

Key areas under consideration include enhancements to vacant property management requirements to allow earlier intervention before poorly maintained vacant properties contribute to repeated violations, illegal dumping, or public safety concerns; clarification of code provisions addressing misuse of public trash receptacles; establishment of a cash reward program to incentivize community reporting of illegal dumping; adjustments to fine structures to deter repeat violations and help offset cleanup costs; and adoption of liability provisions modeled after the Alameda County Model Illegal Dumping Ordinance to clarify responsibility and strengthen enforcement. In parallel, staff continue to evaluate cost recovery and mitigation strategies to reduce the ongoing fiscal impact of illegal dumping on City resources.

Collectively, these efforts are intended to reinforce accountability, discourage repeat violations, and support the Initiative’s long-term effectiveness and sustainability. These proposed improvements to the municipal code are forthcoming at a separate Council presentation.

Abatement, Operations and Median Maintenance
Abatement and field operations form the operational backbone of the Initiative and represent the most visible and immediate outcomes of the program. These efforts focus on the removal of illegally dumped materials, bulky items, and recurring trash accumulation throughout the City.

Since the Initiative’s launch, the City has worked closely with its franchise hauler, Recology, to expand abatement efforts, including clean-ups on Caltrans-owned property. Recology plays a critical frontline role in the program, with two dedicated staff members actively inspecting known hotspots each workday and coordinating closely with City staff to ensure timely response and documentation of recurring locations.

To strengthen in-house response capacity, Public Works has made targeted investments in equipment, staffing, and deterrence tools. This includes the addition of a CAT 255 Track Skid- Steer Loader to safely and efficiently remove large or high-volume illegally dumped materials, reducing response times and minimizing injury risk. Abatement efforts have also been supported through the deployment of trailer-mounted surveillance camera pilots at high-priority locations to deter dumping, document activity, and support enforcement when warranted.

Together, these tools allow the City to respond more quickly, consistently, and strategically at recurring problem locations.

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Honorable Mayor and Members of the City Council
February 10, 2026

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San Bruno City CouncilFebruary 10, 2026

San Bruno City Council
February 10, 2026