Agenda, second session — San Bruno City Council, July 14, 2026 (part 1 of 3)

"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
Agenda Amended on 07/14/2026 to make correction on page 509 July 14, 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*
TELECONFERENCE MEETING CONNECTION
Zoom Link
https://sanbrunocagov.zoom.us/j/89019288693?
pwd=ZHBdnahfjirxAiqqkQXhfykMbwmimC.1
Phone Line: 16465588656
Webinar ID: 890 1928 8693
Webinar Password: 305107
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. Under the Brown Act, the City is only obligated to allow public comment on topics that are within the subject matter jurisdiction of the City Council. If a speaker is commenting on a topic that is not within the City Council’s subject matter jurisdiction, the City reserves the right to pause the timer and ask the speaker to comport his or her comments consistent with the Brown Act’s requirements. If the speaker is unable to do so, the City reserves the right to consider the speaker disruptive and remove them from 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]
.

PUBLIC RECORDS: Any 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 this 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 post such documents on the City website at www.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 will be allowed, subject to the Mayor’s discretion based on the anticipated length in the meeting, up to three minutes to speak on items that are not on the agenda but are within the subject matter jurisdiction of the City Council. 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 on the agenda.

5. ANNOUNCEMENTS/PRESENTATIONS
There is a single public comment period for all items in this section a. The nomination period for the November 2026 General Municipal Election is open through August 7, 2026. This November, Districts 1 and 4, as well as the At Large Mayor, will be up for election. For information about the November 2026 election, please visit sanbruno.ca.gov/Elections
b. Receive Presentation on Post4th of July Safety Operations

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 by a Councilmember. 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 June 22, 2026 and Regular Meeting Minutes for June 9, 2026
b. Approve Accounts Payable for June 22, 2026, June 29, 2026 and July 7, 2026 c. Approve Reconciliation of General Ledger to Bank Report Dated May 31, 2026 d. Consider Adoption of a Resolution Approving the Tentative Agreement Between the City of San Bruno and Teamsters Local 856 IBT Public Safety MidManagement Unit for the Term January 1, 2026 through December 31, 2028 and Authorizing Execution by the City Manager e. Consider Adoption of a Resolution Approving Publicly Available Pay Schedule Effective January 12, 2026, Pay Schedule Effective July 1, 2026, and Pay Schedule Effective July 13, 2026 f. Consider Adoption of a Resolution Authorizing the Receipt and Expenditure of $169,611.29 in Department of California Highway Patrol (CHP) Grant Funds to Facilitate the FY26/27 Cannabis Tax Fund Grant Program, Pursuant to FY26/27 CTFGP Law Enforcement San Bruno Police Department Award #30962

7. PUBLIC HEARING(S)
Public comment will be requested after each item in this section a. Hold a Public Hearing and Consider Adoption of a Resolution Ordering the Annual Sewer Services Charges for Fiscal Year 202627 to be Collected on the County of San Mateo Property Tax Roll and Authorizing Certain Actions in Connection Therewith

8. CONDUCT OF BUSINESS
Public comment will be requested after each item in this section a. Consider Appointments to Fill Current Vacancies on Commissions, Boards and Committees – Crime Prevention Committee; Culture & Arts Commission; and Emergency Preparedness Committee
b. Consider Adoption of a Resolution Authorizing the Issuance and Sale of General Obligation Bonds in an Aggregate Principal Amount Not to Exceed $37,000,000, and Authorizing the Execution of Documents and the Taking of Other Actions Related Thereto

9. COUNCIL COMMITTEE REPORT OUT

10. COMMENTS FROM COUNCIL MEMBERS

11. ADJOURNMENT – The next Regular City Council Meeting will be held on July 28, 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 Jul y 9, 2026, by 8:00 pm. 1 of 558
"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
July 14, 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*
TELECONFERENCE MEETING CONNECTION
Zoom Link
https://sanbrunocagov.zoom.us/j/89019288693?
pwd=ZHBdnahfjirxAiqqkQXhfykMbwmimC.1
Phone Line: 16465588656
Webinar ID: 890 1928 8693
Webinar Password: 305107
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. Under the Brown Act, the City is only obligated to allow public comment on topics that are within the subject matter jurisdiction of the City Council. If a speaker is commenting on a topic that is not within the City Council’s subject matter jurisdiction, the City reserves the right to pause the timer and ask the speaker to comport his or her comments consistent with the Brown Act’s requirements. If the speaker is unable to do so, the City reserves the right to consider the speaker disruptive and remove them from the meeting.

1. CALL TO ORDER

2. ROLL CALL

3. PLEDGE OF ALLEGIANCE

9. COUNCIL COMMITTEE REPORT OUT

10. COMMENTS FROM COUNCIL MEMBERS

11. ADJOURNMENT – The next Regular City Council Meeting will be held on July 28, 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 Jul y 9, 2026, by 8:00 pm. 2 of 558
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 July 9, 2026, by 8:00 pm.

THIS PAGE INTENTIONALLY LEFT BLANK
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"Th e 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
June 22, 2026
5:40 PM

1. CALL TO ORDER
The meeting was called to order at 5:40 pm.

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

Medina were all present.

3. CONDUCT OF BUSINESS
a. Conduct Interviews to Fill Vacancies on Commissions, Boards and Committees Applicants were interviewed by the City Council, appointments will be made during t
he July 14, 2026 regular City Council meeting.

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

No reportable action was taken.

4. ADJOURNMENT
The meeting adjourned at 7:31 pm to the next Regular City Council Meeting on June 23, 2026 at 7:00 pm.

Thes
e City Council meeting minutes were prepared by Lupita Huerta, City Clerk, and presented to the City Council for approval at the regular meeting of July 14, 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 REGULAR MEETING
June 9, 2026
7:00 PM

1. CALL TO ORDER
The meeting was called to order at 7:02 pm.

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

Medina were all present.

3. 4.

PLEDGE OF ALLEGIANCE
Mayor R. Medina led the pledge.

PUBLIC COMMENTS FOR ITEMS NOT ON THE AGENDA
No members of the public wished to speak under Public Comment.

Mayor R. Medina thanked staff for a successful Posy Parade and Community Day.

5. ANNOUNCEMENTS/PRESENTATIONS
a. Public Comment Period for the draft San Mateo County Local Hazard Mitigation Plan is open through June 15, 2026. Online comment form is available in English, Spanish, Tagalog, Simplified Chinese and Traditional Chinese. To learn more and share your feedback, please visit SanBruno.ca.gov/SMCHazard
b. Proclamation Recognizing Juneteenth as a Day of Observance Rhonda Collins accepted the proclamation and spoke about the Juneteenth Celebration.
c. The City of San Bruno and the City of Millbrae invite the community to a free Juneteenth Celebration on Saturday, June 13, 2026, from 11:00 AM to 3:00 PM at San Bruno City Park. Join us for music, dance, food, and storytelling honoring the emancipation of enslaved African Americans. All are welcome to celebrate freedom, culture, and togetherness.
d. Proclamation Recognizing June 21-27, 2026 as National Mosquito Awareness Week Robert Riechal accepted the proclamation and spoke.
e. Receive General Update from the San Mateo County Mosquito & Vector Control District San Mateo County Mosquito & Vector Control Operations Supervisor Casey Stevensen presented the item and answered questions

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City Council – Minutes
June 9, 2026

Page 2 of 4 ends

6. CONSENT CALENDAR
a. Approve the Draft Special and Regular Meeting Minutes for the Meetings of May 26, 2026
b. Approve Accounts Payable for May 26, 2026
c. Accept Payroll for May 17, 2026
d. Consider Adoption of a Resolution Granting Eligible Fireworks Stand Permits for 2026
e. Consider Adoption of a Resolution Adopting a List of Projects for Fiscal Year 2026- 27 Funded by SB1: The Road Repair and Accountability Act of 2017 f. Consider Adoption of a Resolution Adopting Revised By-Laws for the San Bruno Senior Advisory Board
g. Consider Adoption of a Resolution Authorizing the City Manager to Execute a Memorandum of Understanding with the Nutrition Site Council to Continue the Partnership in Support of Senior Programs Between the San Bruno Senior Center and Nutrition Site Council and Determining the Project is Exempt Under the California Environmental Quality Act
h.

Consider Adoption of a Resolution Approving the Red Curb Striping Adjacent to 2401 Oakmont Drive and Determining the Work is Exempt Under the California Environmental Quality Act
i. Consider Adoption of a Resolution Amending City of San Bruno Financial Policies for Award of Contract, Claims Financial Authority, Cost Recovery, Debt Management, Discontinuation of Water Service, Expense Reimbursement, Fund Balances, and Investments
j. Consider Adoption of a Resolution Approving the Commodore Dog Park Master Plan and Determining the Master Plan is Exempt from the Requirements of the California Environmental Quality Act (CEQA) Pursuant to CEQA Guidelines Section 15262 k. Consider Adoption of a Resolution Authorizing the Purchase and Implementation of Axon Interview Room Systems in an Amount Not to Exceed $81,818.09 and Authorizing the City Manager to Execute the Agreement
No items were pulled for a separate vote.

Item j - Councilmember Hamilton pulled item for comment.

No members of the public wished to speak under Consent Calendar M/S Hamilton/ Salazar to approve consent. Motion passed unanimously.

7. PUBLIC HEARING(S)
a. Hold Public Hearing and Consider Adoption of a Resolution Approving an Increase to Rates for Solid Waste Collection Services Provided by Recology San Bruno, Effective July 1, 2026
Public Works Director Matt Lee introduced the item and answered questions R3 consultant Jordan Muratsuchi presented the item and answered questions The following member(s) of the public provided comment(s):
• Dennis Matthies
M/S Hamilton/ M. Medina to close public hearing. Motion passed unanimously.

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City Council – Minutes
June 9, 2026

Page 3 of 4 ends

M/S Salazar/ M. Medina to adopt the resolution. Motion passed unanimously.

8. 10.

CONDUCT OF BUSINESS
a.

Receive Report on the Fiscal Year 2026-27 San Bruno Community Foundation Operating Budget
San Bruno Community Foundation Executive Director Leslie Hatamiya presented the item to the City Council and answered questions.

San Bruno Community Foundation Vice-President Jim Ruane answered questions.

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

No reportable action taken.

City Council recessed at 8:15 pm and reconvened at 8:23 pm.

Item 10a – Mayor R. Medina moved the item up to take place before Conduct of Business Item b

COMMENTS FROM COUNCIL MEMBERS
Vice Mayor Alvarez:

Discuss the dissolution of the city’s adopted ordinance and Resolution No. 2008-67 and Resolution No. 2023-105 the temporary fireworks stand, the sale and discharge of state-approved “Safe and Sane” fireworks to be put in the November ballot Vice Mayor Alvarez introduced the item to be agendized at a future meeting.

The following member(s) of the public provided comment(s):
• Marianne Lindblom
• Chris
• Lynn Berliner
• Bob Luttrell
• Steve Harden
Council voted to bring the item back to the next meeting.

The following members of the City Council provided comments:
• Mayor R. Medina
The meeting returned to Conduct of Business Item b.
b. Receive the Fiscal Year 2026-27 (FY27) City Manager's Recommended Budget and Provide Direction for Preparation of the City Council Adopted Budget Which is Scheduled for Final Approval on June 23, 2026
City Manager Alex McIntyre presented the item along with Assistant City Manager Joe Toney, CFO Nick Pegueros, and Public Works Director Matt Lee.

City Manager Alex McIntyre, Assistant City Manager Joe Toney, CFO Nick Pegueros, Public Works Director Matt Lee, Community Development Director Peter Gilli, Fire Chief Ku, and Police Captain Schimek answered questions.

M/S M. Medina/ Hamilton to extend the meeting for half an hour to 11:00 pm.

Motion passed unanimously.

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City Council – Minutes
June 9, 2026

Page 4 of 4 ends

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

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

11. ADJOURNMENT
The meeting adjourned at 10:39 pm to the next Regular City Council Meeting on June 23, 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 July 14, 2026.

______________________________         ______________________________ Alissa Leonardini
Deputy City Clerk
Rico E. Medina
Mayor

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City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: July 14, 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 June 22, 2026, and/or claims numbered from 224131 through 224262 inclusive, totaling $572,788.08, 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 $70,868.91
005 Measure G District Sales Tax $14,775.00
122 Solid Waste/Recycle $1,560.00
131 In-Lieu Fees $3,324.97
133 Restricted Revenues $1,448.16
137 Developer Project Contributions $60,162.86
141 Community Development $73,221.09
142 Recreation & Aquatics Center (RAC) $13,904.54
201 Parks and Facilities Capital $3,742.00
203 Street Improvement Projects $6,226.00
207 Technology Capital $2,000.00
611 Water Fund $71,315.12
621 Stormwater Fund $47,847.77
631 Wastewater Fund $72,327.88
651 Parking Fund $52,748.98
701 Central Garage $17,093.95
702 Facility Maintenance Fund $33,950.96
707 Technology Development $7,135.89
711 Self-Insurance $19,134.00
TOTAL FOR APPROVAL $572,788.08
Respectfully submitted,
_________________________
Chief Financial Officer Date
Docusign Envelope ID: 3DA8FCF1-44C3-8D8E-8310-7F574A10C792 6/22/2026
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Item 6b.
6/22/2026 12:43:44PM
Positive Pay Listing
City of San Bruno
apPosPay Page: 1
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0106435 ACTION TOWING & ROAD SVC. INC. 224131 402.506/22/2026 0001170 AIRGAS USA, LLC 224132 358.386/22/2026
0017459 ALL CITY MANAGEMENT SVC.INC. 224133 3,883.736/22/2026 0018953 ALLIANT INSURANCE SVC. INC. 224134 2,625.006/22/2026 0110697 AMAZON CAPITAL SERVICES 224135 4,666.336/22/2026 0096700 ANDY'S WHEELS & TIRES 224136 5,775.916/22/2026 0096113 AR AUTO GLASS 224137 350.006/22/2026
0109134 ARI INVESTIGATIONS, INC. 224138 1,500.006/22/2026 0109778 ASSOCIATED RIGHT OF WAY SERVICES, INC. 224227 656.256/22/2026 0016123 AT&T 224139 5,239.566/22/2026
0015110 AT&T MOBILITY 224140 2,048.676/22/2026
0018465 AT&T MOBILITY 224141 76.626/22/2026
0109872 ATHENA CODING 224142 936.006/22/2026
0116449 BARBARA LEROUX 224198 345.416/22/2026
0116442 BAUER'S INTELLIGENT TRANSPORTATION INC 224189 3,637.016/22/2026 0100526 BAY ALARM COMPANY 224143 860.436/22/2026
0001849 BAY AREA WATER SUPPLY & CONSERVATION AGENCY 224241 4,618.756/22/2026 0105737 BAY CITIES PYROTECTOR, INC. 224144 510.006/22/2026 0109646 BIO CAR CARE 224145 600.006/22/2026
0114664 BLUE FIN AQUATICS SCHOOL 224146 2,418.006/22/2026 0116443 BY THE BEACH PRODUCTIONS, LLC 224147 650.006/22/2026 0112880 CASUBA GLOBAL RECRUITMENT ENTERPISES 224175 1,275.006/22/2026 0116446 CHUAN YANG 224261 50.006/22/2026
0016324 CINTAS CORPORATION 224149 703.126/22/2026
0112881 COASTSIDE DANCE SCHOOL LLC 224150 4,245.156/22/2026 0112426 COMCAST 224151 140.276/22/2026
0113671 COMCAST 224152 1,129.606/22/2026
0001567 CONEXWEST 224153 4,999.996/22/2026
0108798 CONSOLIDATED CM, INC. 224154 52,743.006/22/2026 0110941 CORODATA RECORDS MANAGEMENT, INC. 224223 454.956/22/2026 0015857 COUNTY OF SAN MATEO 224155 246.766/22/2026
0091607 COUNTY OF SAN MATEO 224156 1,150.006/22/2026
0111542 CUSTOM METAL MFG.CO 224158 922.956/22/2026
0018188 DAU PRODUCTS 224160 2,323.866/22/2026
0108696 DAVID J POWERS AND ASSOCIATES, INC. 224217 5,354.256/22/2026 0106328 DEPT. OF TRANSPORTATION 224161 2,434.006/22/2026 0116451 DIANA LEOS 224197 89.006/22/2026
0000430 DKS ASSOCIATES 224162 1,580.006/22/2026
0110123 DUNNIGAN PSYCHOLOGICAL& THREAT ASSESSMENTS, LLC 224246 650.006/22/2026 0018799 ECONOMIC&PLANNING SYSTEMS INC. 224163 4,607.506/22/2026 0109510 FIRST ALARM 224167 1,350.586/22/2026
0112143 FIRST VANGUARD RENTALS&SALES 224168 1,230.296/22/2026 0109785 FIRSTTWO, INC. 224169 7,200.006/22/2026
0001782 FLOWERS ELECTRIC & SVC.CO.INC. 224170 3,360.006/22/2026 0017258 FOUR STAR AUTOMOTIVE, INC. 224171 369.706/22/2026 0106223 FRANK'S TEXAS BBQ, LLC 224172 3,714.806/22/2026 0018807 GALLS, LLC 224173 924.516/22/2026
0016154 GOETZ BROTHERS SPORTING GOODS 224176 3,792.906/22/2026 0000162 GRAINGER 224177 1,448.526/22/2026
0000541 GRANITE ROCK COMPANY 224178 370.236/22/2026
0105687 GRAPHICS ON THE EDGE 224179 2,572.816/22/2026 0095966 GREAT AMERICA FINANCIAL SVC. 224180 1,241.596/22/2026 0112244 HAPPYCAKE FACE PAINTING 224181 1,604.256/22/2026 Page: 1
Docusign Envelope ID: 3DA8FCF1-44C3-8D8E-8310-7F574A10C792

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Positive Pay Listing
City of San Bruno
apPosPay Page: 2
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0095792 HARRISON & BONINI 224182 1,992.336/22/2026
0111486 HD SUPPLY FACILITIES MAINTENANCE, LTD. 224166 205.696/22/2026 0096946 HDR ENGINEERING, INC. 224183 2,481.156/22/2026 0018544 HEART OF SAN MATEO COUNTY 224184 3,324.976/22/2026 0017004 HERITAGE POOL SUPPLY GROUP,INC 224185 3,605.826/22/2026 0110056 HH ASSOCIATES US, INC. 224186 577.446/22/2026 0105735 HYDROSCIENCE ENGINEERS, INC. 224187 11,673.506/22/2026 0112186 INGRAM LIBRARY SERVICES, LLC 224188 719.906/22/2026 0015531 INTERSTATE BATTERY SYS. OF SF 224190 670.776/22/2026 0018553 INTERSTATE TRAFFIC CONTROL PRODUCTS 224247 1,950.596/22/2026 0097746 JOE VALIENTE 224253 1,458.496/22/2026
0110582 JOHNNY ZHONG 224262 500.006/22/2026
0116407 JONATHAN RICE 224226 500.006/22/2026
0000771 JT2 INTEGRATED RESOURCES 224191 9,455.526/22/2026 0000771 JT2 INTEGRATED RESOURCES 224192 7,053.486/22/2026 0109423 KIRK WALLER 224255 350.006/22/2026
0110998 LAZ PARKING ASSOCIATES LLC 224194 48,548.986/22/2026 0105940 LEADS ONLINE 224195 5,760.006/22/2026
0105822 LEE & RO, INC. 224196 398.006/22/2026
0109097 M-GROUP 224202 11,550.006/22/2026
0116283 MCK AMERICAS, INC. 224200 25,371.486/22/2026
0110510 METROPOLITAN TRANSPORTATION COMMISSION 224248 6,226.006/22/2026 0092285 MICROMARKETING LLC 224203 173.546/22/2026
0016863 MIDWEST TAPE, LLC 224204 64.546/22/2026
0112289 MISAEL COVARRUBIAS 224157 156.236/22/2026
0116416 MUSIC CITY ENTERTAINMENT LP 224205 1,500.006/22/2026 0111574 MUSIC N KIDS, INC. 224206 300.006/22/2026
0116447 NABIL ELMORSY 224164 25.006/22/2026
0112042 NORTHERN TOOL COMMERCIAL ACCT. 224207 1,581.126/22/2026 0111055 O'REILLY AUTO PARTS 224212 478.226/22/2026
0110243 ODP BUSINESS SOLUTIONS, LLC 224209 296.856/22/2026 0097567 ONE HOUR DRY CLEANING 224210 887.906/22/2026
0116372 OPTONY INC. 224211 2,942.006/22/2026
0109702 OUTDOOR SUPPLY HARDWARE 224213 4,247.306/22/2026 0000012 PACIFIC GAS & ELECTRIC 224214 16,736.946/22/2026 0111229 PINPOINT TALENT, LLC 224215 382.506/22/2026
0105947 PLACEWORKS 224216 69,867.976/22/2026
0000285 PREFERRED ALLIANCE, INC. 224218 432.706/22/2026 0013981 QUILL CORPORATION 224219 108.786/22/2026
0014348 R&S ERECTION NORTH PENINSULA 224220 24,536.096/22/2026 0108301 R3 CONSULTING GROUP 224221 1,560.006/22/2026
0116434 RAHUL DATIR 224159 542.806/22/2026
0000175 RECOLOGY SAN BRUNO 224222 13,500.006/22/2026
0107432 RED WING BRANDS OF AMERICA,INC 224224 1,277.236/22/2026 0113581 RICO MEDINA 224201 198.806/22/2026
0110390 ROBERT CHAPMAN 224148 235.596/22/2026
0106293 ROBERT HALF 224228 2,854.206/22/2026
0018597 SAN MATEO DAILY JOURNAL 224229 3,996.006/22/2026 0106241 SCOTT SMITHMATUNGOL 224238 280.666/22/2026
0018461 SERRAMONTE FORD, INC. 224230 3,221.006/22/2026 0102917 SFPUC FINANCIAL SERVICES 224231 1,050.006/22/2026 0102917 SFPUC FINANCIAL SERVICES 224232 250.006/22/2026 0018962 SHOE DEPOT INC. 224233 1,276.186/22/2026
0016458 SIADAT ENTERPRISES INC. 224234 323.156/22/2026 Page: 2
Docusign Envelope ID: 3DA8FCF1-44C3-8D8E-8310-7F574A10C792

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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
0018214 SIGILLO SUPPLY INC. 224235 578.006/22/2026
0016854 SIMONDS MACHINERY CO. 224236 800.006/22/2026
0104787 SINGER ASSOCIATES, INC. 224237 2,622.736/22/2026 0108391 SPARK OF CREATION STUDIO 224239 350.006/22/2026 0116261 SPRYPOINT SERVICES, INC. 224240 2,000.006/22/2026 0110995 T2 SYSTEMS CANADA INC. 224242 4,200.006/22/2026 0116445 TANVEER KHANUJA 224193 50.006/22/2026
0018607 TAPCO 224243 2,421.496/22/2026
0096932 TASC 224244 246.656/22/2026
0002025 TELECOMMUNICATIONS ENGINEERING ASSOCIATES 224165 3,514.176/22/2026 0110331 THE ARTWORKS UNLIMITED LLC 224245 269.006/22/2026 0109746 TWINING, INC. 224249 791.246/22/2026
0110714 UNDERGROUND REPUBLIC WATER WORKS, INC. 224225 10,473.446/22/2026 0105876 UNITED STATES TREASURY 224250 28.876/22/2026
0105774 UNITED STORM WATER, INC. 224251 37,222.006/22/2026 0102744 UNIVERSAL BUILDING SERVICES 224252 2,466.926/22/2026 0108844 VALIANT OCA 224208 138.346/22/2026
0095749 VERIZON WIRELESS 224254 5,457.606/22/2026
0103494 VIRGINIA GIANOLI 224174 1,933.056/22/2026
0116448 VIRGINIA LOPEZ 224199 26.586/22/2026
0108652 WATER WORKS ENGINEERS, LLC 224256 3,593.826/22/2026 0104660 WEST YOST ASSOCIATES, INC. 224257 30,848.506/22/2026 0096893 WILSEY HAM 224258 4,911.006/22/2026
0109476 WORLDPAC INC 224259 267.246/22/2026
0109109 WRECO 224260 1,481.916/22/2026
Total count: 132
GrandTotal: 572,788.08
Page: 3
Docusign Envelope ID: 3DA8FCF1-44C3-8D8E-8310-7F574A10C792

12 of 558

City Council Agenda Item
Staff Report

CITY OF SAN BRUNO

DATE: July 14, 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 June 29, 2026, and/or claims numbered from 224263 through 224378 inclusive, totaling $667,289.49, 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 $98,285.33
005 Measure G District Sales Tax $5,625.00
121 Federal State Grants $4,231.50
132 Agency On Aging $730.50
133 Restricted Revenues $2,343.11
137 Developer Project Contributions $3,656.26
141 Community Development $13,322.95
142 Recreation & Aquatics Center (RAC) $22,825.52
201 Parks and Facilities Capital $20,413.80
203 Street Improvement Projects $20,028.86
611 Water Fund $84,723.89
621 Stormwater Fund $24,990.98
631 Wastewater Fund $326,321.10
701 Central Garage $26,563.67
702 Facility Maintenance Fund $12,035.52
707 Technology Development $1,191.50
TOTAL FOR APPROVAL $667,289.49

Respectfully submitted,

_________________________
Chief Financial Officer Date
Docusign Envelope ID: 53B28D28-32DC-8F5D-80F7-DCE0D8903AB7 6/29/2026

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6/29/2026 12:11:07PM
Positive Pay Listing
City of San Bruno
apPosPay Page: 1
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0000163 AIRPORT AUTO PARTS INC. 224263 39.366/29/2026 0097137 ALERT DOOR SERVICE INC 224264 6,880.006/29/2026 0018902 ALLGOOD DRIVING SCHOOL, INC. 224265 192.006/29/2026 0018976 ALPHA ANALYTICAL LAB. INC. 224266 4,140.006/29/2026 0116374 AM PARTY RENTALS, INC. 224267 13,006.506/29/2026 0111869 AM SIGNAL, LLC 224268 3,631.376/29/2026
0110688 ANA MORALES 224339 500.006/29/2026
0111289 ANTHONY MCKENNA 224335 78.006/29/2026
0109246 AQUA METRIC SALES, CO. 224270 3,779.056/29/2026 0098916 AT&T 224271 89.236/29/2026
0015110 AT&T MOBILITY 224272 101.986/29/2026
0001849 BAY AREA WATER SUPPLY & CONSERVATION AGENCY 224368 1,693.006/29/2026 0109613 BAYSPORT PREVENTIVE MEDICAL GROUP 224353 9,000.006/29/2026 0000378 BROADMOOR LANDSCAPE SUPPLY 224278 66.316/29/2026 0107369 CALIFORNIA BANK OF COMMERCE 224279 13,993.656/29/2026 0109223 CAN DO FLOORING LLC 224281 850.006/29/2026
0116394 CASSIE LEVY FACE PAINT 224282 494.956/29/2026 0017206 CENTRAL CONCRETE SUPPLY CO.INC 224283 717.096/29/2026 0112889 CENTURY URBAN LLC 224284 5,625.006/29/2026
0017284 CHEMSEARCHFE 224285 939.986/29/2026
0104689 CHEMTREC 224286 1,000.006/29/2026
0109059 CHRISTOPHER ANISKO 224269 85.926/29/2026
0016324 CINTAS CORPORATION 224287 361.086/29/2026
0016324 CINTAS CORPORATION 224288 206.356/29/2026
0000386 CITY OF SOUTH SAN FRANCISCO 224289 7,040.666/29/2026 0000508 CLEARLITE TROPHIES 224290 207.666/29/2026
0018331 CSG CONSULTANTS INC. 224295 13,545.006/29/2026 0018870 DANIEL RIVAS 224358 500.006/29/2026
0093479 DEPARTMENT OF JUSTICE 224298 1,270.006/29/2026 0111921 DEVIL MOUNTAIN WHOLESALE NURSERY, LLC 224377 676.806/29/2026 0110213 DJ OLGA T 224299 1,600.006/29/2026
0102345 DUKE'S ROOT CONTROL, INC. 224300 16,803.876/29/2026 0106036 EDGAR HERNANDEZ 224317 26.006/29/2026
0000046 EWING IRRIGATION PRODUCTS INC 224301 5,759.226/29/2026 0013683 F. FERRANDO & CO. 224302 3,362.596/29/2026
0109510 FIRST ALARM 224303 1,163.886/29/2026
0112143 FIRST VANGUARD RENTALS&SALES 224304 1,769.866/29/2026 0001782 FLOWERS ELECTRIC & SVC.CO.INC. 224305 19,420.006/29/2026 0017258 FOUR STAR AUTOMOTIVE, INC. 224306 13,405.956/29/2026 0107011 FRANK J. BIANCHI 224275 1,326.006/29/2026
0109776 FRESH LINE PRODUCE 224307 105.006/29/2026
0110185 GBL INFRASTRUCTURE SOLUTIONS 224308 12,634.536/29/2026 0116454 GOLDEN STATE MARBLE & CONSTRUCTION 224365 2,000.006/29/2026 0108425 GOOD CITY COMPANY 224309 3,887.516/29/2026
0102989 GOT POWER INC. 224310 2,948.376/29/2026
0000162 GRAINGER 224311 230.116/29/2026
0000541 GRANITE ROCK COMPANY 224312 258.706/29/2026
0105687 GRAPHICS ON THE EDGE 224313 1,253.206/29/2026 0000385 HACH COMPANY 224315 14,461.516/29/2026
0108436 HAE WON RITCHIE 224357 500.006/29/2026
0096946 HDR ENGINEERING, INC. 224316 29,771.746/29/2026 0110056 HH ASSOCIATES US, INC. 224318 4,384.016/29/2026 0108488 HINDERLITER DE LLAMAS & ASSOCIATES 224296 300.006/29/2026 Page: 1
Docusign Envelope ID: 53B28D28-32DC-8F5D-80F7-DCE0D8903AB7

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6/29/2026 12:11:07PM
Positive Pay Listing
City of San Bruno
apPosPay Page: 2
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0116358 I HSIANG (TONY) LO 224328 500.006/29/2026
0111271 IMPACT PAPER AND INK, LTD 224320 242.236/29/2026 0112186 INGRAM LIBRARY SERVICES, LLC 224321 388.976/29/2026 0103045 INTERACTIVE RESOURCES, INC. 224322 2,113.806/29/2026 0018970 JAM SERVICES INC. 224323 4,999.316/29/2026
0112387 JANELLA MARGARITA PECSON JUAN 224326 4,231.506/29/2026 0016347 JEFFREY MADONICH 224330 2,028.006/29/2026
0104708 JEREMY BRANDENBURG 224276 360.006/29/2026
0103342 JMB CONSTRUCTION, INC. 224324 265,879.356/29/2026 0116269 JOANNE DELA CRUZ 224297 898.006/29/2026
0108196 JOHN RAY GUINTO 224314 59.046/29/2026
0111664 JULIET MARTINE 224333 295.106/29/2026
0116453 JUSTIN LUO 224329 1,000.006/29/2026
0110540 JUSTIN MILANDER 224338 145.146/29/2026
0112220 KELLY BEGGS 224274 176.866/29/2026
0109759 LUHDORFF&SCALMANINI CONSULTING ENGINEERS, INC. 224292 10,943.006/29/2026 0108432 LUPITA HUERTA 224319 500.006/29/2026
0111799 MALLORY SAFETY AND SUPPLY LLC 224331 26.636/29/2026 0111605 MICHAEL MANZANO 224332 80.046/29/2026
0111234 MICHAEL MARVIN 224334 1,524.646/29/2026
0092285 MICROMARKETING LLC 224336 74.966/29/2026
0016863 MIDWEST TAPE, LLC 224337 110.656/29/2026
0112289 MISAEL COVARRUBIAS 224294 85.926/29/2026
0109226 NATIX, INC. 224340 2,116.506/29/2026
0112042 NORTHERN TOOL COMMERCIAL ACCT. 224341 2,962.966/29/2026 0111055 O'REILLY AUTO PARTS 224345 73.756/29/2026
0110243 ODP BUSINESS SOLUTIONS, LLC 224343 722.036/29/2026 0097567 ONE HOUR DRY CLEANING 224344 800.256/29/2026
0109702 OUTDOOR SUPPLY HARDWARE 224346 155.226/29/2026 0104416 OVERDRIVE, INC. 224347 4,994.016/29/2026
0000012 PACIFIC GAS & ELECTRIC 224348 17,758.476/29/2026 0112217 PATRICK BATTISTE 224273 74.166/29/2026
0106229 PET FOOD EXPRESS 224349 148.136/29/2026
0111229 PINPOINT TALENT, LLC 224351 1,555.506/29/2026 0105947 PLACEWORKS 224352 8,242.506/29/2026
0000175 RECOLOGY SAN BRUNO 224354 1,365.536/29/2026
0107432 RED WING BRANDS OF AMERICA,INC 224355 309.286/29/2026 0111847 REGINA OTERO SABOGAL 224361 762.666/29/2026
0103531 RICOH USA, INC. 224356 651.886/29/2026
0106293 ROBERT HALF 224359 5,080.116/29/2026
0109297 RORO'S AUTO REPAIR INC. 224360 7,935.556/29/2026 0108012 SALAS O'BRIEN 224362 21,342.896/29/2026
0094227 SAN MATEO COUNTY FIRE CHIEFS ASSOCIATION 224293 500.006/29/2026 0111189 SARAH JOLLEY 224325 458.546/29/2026
0111549 SCP DISTRIBUTORS LLC 224363 5,036.546/29/2026 0106440 SHERRY CAMPBELL 224280 63.806/29/2026
0105745 SMELLY MEL'S PLUMBING 224364 13,500.006/29/2026 0105711 STEPFORD 224366 5,175.606/29/2026
0105796 SUNRISE FOOD DISTRIBUTOR INC. 224367 625.506/29/2026 0116311 T-SHIRT SOURCE 224372 402.936/29/2026
0107098 TELSTAR INSTRUMENTS 224370 757.006/29/2026
0000241 THE ADAM-HILL COMPANY 224371 1,059.676/29/2026 0110625 THOMAS PETRINI 224350 76.966/29/2026
0106243 THOMAS TANGATAEVAHA 224369 70.386/29/2026
Page: 2
Docusign Envelope ID: 53B28D28-32DC-8F5D-80F7-DCE0D8903AB7

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6/29/2026 12:11:07PM
Positive Pay Listing
City of San Bruno
apPosPay Page: 3
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0105932 THOMY LEDESMA 224327 26.006/29/2026
0018944 ULINE, INC. 224373 8,658.256/29/2026
0098899 UNLIMITED TOOL & EQUIP.REPAIR 224374 1,901.026/29/2026 0096844 USA BLUE BOOK 224375 15,648.606/29/2026
0108844 VALIANT OCA 224342 78.226/29/2026
0116417 VICTOR BRINGAS 224277 1,000.006/29/2026
0109186 VITAL RECORDS CONTROL 224376 58.226/29/2026
0105955 WEST COAST CODE CONSULTANTS, INC. 224291 9,294.756/29/2026 0109122 ZERO TURN POWER WASHING 224378 1,100.006/29/2026 Total count: 116
GrandTotal: 667,289.49
Page: 3
Docusign Envelope ID: 53B28D28-32DC-8F5D-80F7-DCE0D8903AB7

16 of 558

City Council Agenda Item
Staff Report

CITY OF SAN BRUNO

DATE: July 14, 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 July 7, 2026, and/or claims numbered from 224379 through 224488 inclusive, totaling $539,259.57, 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 $121,753.27
005 Measure G District Sales Tax $11,298.17
121 Federal State Grants $29,722.97
133 Restricted Revenues $508.57
137 Developer Project Contributions $26,781.62
141 Community Development $2,495.67
142 Recreation & Aquatics Center (RAC) $14,185.47
153 RDA Obligation Retirement Fund $337.50
201 Parks and Facilities Capital $148,558.68
203 Street Improvement Projects $45,348.20
611 Water Fund $70,351.86
621 Stormwater Fund $11,512.62
631 Wastewater Fund $39,118.08
641 CityNet Services Fund -$5,966.36
701 Central Garage $4,003.79
702 Facility Maintenance Fund $3,078.92
707 Technology Development $16,170.54
TOTAL FOR APPROVAL $539,259.57

Respectfully submitted,

_________________________
Chief Financial Officer Date
Docusign Envelope ID: 8F1B1EF1-C8E0-8979-811E-D24C096E3EE1 7/7/2026

17 of 558

7/7/2026 11:39:44AM
Positive Pay Listing
City of San Bruno
apPosPay Page: 1
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0116402 ALAN SKINNER 224460 500.007/7/2026
0017459 ALL CITY MANAGEMENT SVC.INC. 224379 5,048.847/7/2026 0111289 ANTHONY MCKENNA 224423 47.427/7/2026
0016123 AT&T 224383 1,151.517/7/2026
0018465 AT&T MOBILITY 224384 257.567/7/2026
0102745 BAY AREA NEWS GROUP 224385 2,375.847/7/2026
0110745 BETTERHELP, INC. 224387 255.007/7/2026
0111967 CAL WEST RENTALS, INC. 224389 3,515.107/7/2026 0097451 CALIFORNIA PARK & RECREATION 224390 2,050.007/7/2026 0110885 CALVIN IWAN 224419 500.007/7/2026
0116464 CATHERINE PAYNE 224436 32.677/7/2026
0100002 CC&R CAPITAL GROUP INC 224393 505.017/7/2026
0017284 CHEMSEARCHFE 224394 472.467/7/2026
0016324 CINTAS CORPORATION 224396 212.377/7/2026
0103974 CITY OF SAN BRUNO 224397 939.207/7/2026
0097202 CITY OF SAN MATEO 224398 776.077/7/2026
0112426 COMCAST 224399 270.337/7/2026
0113671 COMCAST 224400 4,599.787/7/2026
0001567 CONEXWEST 224401 14,418.037/7/2026
0018331 CSG CONSULTANTS INC. 224402 7,257.507/7/2026 0110948 DKG CONSULTANTS, LLC 224405 1,518.757/7/2026
0000430 DKS ASSOCIATES 224406 29,022.507/7/2026
0103088 DUNN-EDWARDS CORP. 224407 74.357/7/2026
0110181 EILEEN O. GOODWIN 224408 11,298.177/7/2026
0110442 ELISEO AMAYA 224381 500.007/7/2026
0116342 EMILY BIRO 224388 495.677/7/2026
0018899 EOA INC. 224409 114.007/7/2026
0001782 FLOWERS ELECTRIC & SVC.CO.INC. 224410 3,353.227/7/2026 0014910 G & M AUTO BODY 224411 3,876.327/7/2026
0116459 GABRIEL SMITH 224462 49.667/7/2026
0018807 GALLS, LLC 224412 280.447/7/2026
0016861 GAMETIME 224413 62,136.127/7/2026
0110539 GARRISON SEXSON 224456 26.007/7/2026
0099124 GENNARO RUOCCO 224451 500.007/7/2026
0111210 GHIRARDELLI ASSOCIATES, INC. 224414 26,781.627/7/2026 0000162 GRAINGER 224415 5,137.217/7/2026
0000541 GRANITE ROCK COMPANY 224416 1,062.657/7/2026
0095966 GREAT AMERICA FINANCIAL SVC. 224417 294.767/7/2026 0112310 GUADALUPE NIEBLAS 224428 76.127/7/2026
0110689 HARRY YIP 224484 500.007/7/2026
0112065 HPS WEST, INC. 224418 10,372.037/7/2026
0018553 INTERSTATE TRAFFIC CONTROL PRODUCTS 224470 534.847/7/2026 0108531 IVAN CASTILLO 224392 84.667/7/2026
0110728 JAKE ZHANG 224487 500.007/7/2026
0112387 JANELLA MARGARITA PECSON JUAN 224420 2,811.207/7/2026 0116269 JOANNE DELA CRUZ 224403 898.007/7/2026
0115012 JOSEPH TONEY 224469 2,000.007/7/2026
0112220 KELLY BEGGS 224386 500.007/7/2026
0109870 KIMBALL MIDWEST 224421 1,051.287/7/2026
0105822 LEE & RO, INC. 224422 1,070.007/7/2026
0106342 LESLIE ARELLANO 224382 500.007/7/2026
0104676 MATTHEW PERENCIN 224439 68.707/7/2026
0112291 MICHAEL LO SCHIAVO 224455 26.007/7/2026
Page: 1
Docusign Envelope ID: 8F1B1EF1-C8E0-8979-811E-D24C096E3EE1

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7/7/2026 11:39:44AM
Positive Pay Listing
City of San Bruno
apPosPay Page: 2
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0092285 MICROMARKETING LLC 224424 13.597/7/2026
0016863 MIDWEST TAPE, LLC 224425 210.507/7/2026
0106447 MOORE,IACOFANO, GOLTSMAN, INC. 224426 4,013.867/7/2026 0017474 NICHOLAS PEGUEROS 224437 2,000.007/7/2026
0111055 O'REILLY AUTO PARTS 224432 20.307/7/2026
0110243 ODP BUSINESS SOLUTIONS, LLC 224430 239.877/7/2026 0097567 ONE HOUR DRY CLEANING 224431 415.957/7/2026
0000012 PACIFIC GAS & ELECTRIC 224433 77,862.257/7/2026 0106110 PACIFIC OFFICE AUTOMATION 224434 245.307/7/2026 0106829 PACIFIC OFFICE AUTOMATION INC. 224435 283.487/7/2026 0014961 PENINSULA UNIFORMS & EQUIPMENT 224438 5,115.757/7/2026 0103921 PHILIP WOFFENDEN 224482 500.007/7/2026
0111229 PINPOINT TALENT, LLC 224440 1,147.507/7/2026
0018130 PITNEY BOWES INC. 224441 75.677/7/2026
0018656 PRECISION CONCRETE CUTTING 224444 25,505.707/7/2026 0013981 QUILL CORPORATION 224445 64.857/7/2026
0107432 RED WING BRANDS OF AMERICA,INC 224446 300.457/7/2026 0116463 REDWOOD MORTGAGE 224447 35.717/7/2026
0095269 REDWOOD VETERINARY CLINIC 224448 1,377.767/7/2026 0095394 RICHARD MURRAY 224427 50.007/7/2026
0106270 RICKY POLICARPIO 224442 100.007/7/2026
0106293 ROBERT HALF 224450 5,399.847/7/2026
0116461 ROBERT PON 224443 50.007/7/2026
0112237 RUSSELL CAMFIELD 224391 500.007/7/2026
0116467 SAN MATEO COUNTY CORONER 224453 2,998.747/7/2026 0018597 SAN MATEO DAILY JOURNAL 224454 2,880.007/7/2026 0116444 SANTA ROSA UNIFORM AND CAREER APPAREL 224473 1,251.407/7/2026 0106241 SCOTT SMITHMATUNGOL 224463 130.927/7/2026
0098129 SCOTT ZAYAC 224485 492.947/7/2026
0112238 SERGIO DIAZ 224404 500.007/7/2026
0097626 SHARP ELECTRONICS CORP. 224457 2,331.427/7/2026 0018962 SHOE DEPOT INC. 224458 623.007/7/2026
0109953 SHRED CITY 224459 63.727/7/2026
0104548 SLOAN SAKAI YEUNG & WONG LLP 224461 7,268.087/7/2026 0102991 STEVE SALAZAR 224452 500.007/7/2026
0101086 T-MOBILE 224468 1,943.967/7/2026
0111462 TALHA AMAR 224380 500.007/7/2026
0015691 TEAMSTERS LOCAL 856 224464 12,396.007/7/2026
0116421 TECHLINE SPORTS LIGHTING, LLC 224465 85,500.007/7/2026 0106583 TELEPATH CORPORATION 224466 26,911.777/7/2026 0017748 TIMOTHY J WALLACE 224467 500.007/7/2026
0116465 UCSF HEALTH-ST.MARY'S HOSPITAL 224471 511.007/7/2026 0018944 ULINE, INC. 224472 3,978.207/7/2026
0110714 UNDERGROUND REPUBLIC WATER WORKS, INC. 224449 2,060.827/7/2026 0018618 UNITED SITE SERVICES INC. 224474 754.827/7/2026 0105876 UNITED STATES TREASURY 224475 28.877/7/2026
0102744 UNIVERSAL BUILDING SERVICES 224476 2,477.007/7/2026 0098625 UPS 224477 1,591.537/7/2026
0108844 VALIANT OCA 224429 23.007/7/2026
0108652 WATER WORKS ENGINEERS, LLC 224478 693.977/7/2026 0096767 WEST COAST ARBORISTS, INC. 224479 17,480.407/7/2026 0104660 WEST YOST ASSOCIATES, INC. 224480 2,790.507/7/2026 0112014 WILLIAM TUCKER ASSOCIATES 224481 1,375.007/7/2026 0108261 WOODARD & CURRAN 224483 2,860.007/7/2026
Page: 2
Docusign Envelope ID: 8F1B1EF1-C8E0-8979-811E-D24C096E3EE1

19 of 558

7/7/2026 11:39:44AM
Positive Pay Listing
City of San Bruno
apPosPay Page: 3
Bank: apbank 432000438Document group: komalley
Vendor Code & Name Check # Check Date Amount
0112363 YEN-CHING CHIANG 224395 134.877/7/2026
0109122 ZERO TURN POWER WASHING 224486 9,363.007/7/2026 0110198 ZOOM VIDEO COMMUNICATIONS, INC 224488 8,117.357/7/2026 Total count: 110
GrandTotal: 539,259.57
Page: 3
Docusign Envelope ID: 8F1B1EF1-C8E0-8979-811E-D24C096E3EE1

20 of 558

Cash Fund Total
42,379,024.95 42,447,103.86
12,463,308.60 12,463,308.60
8,140,469.82 8,140,469.82
10,839,918.65 10,839,918.65
3,348,072.22 3,348,072.22

0.00 0.00

0.00 0.00
1,885,286.48 1,885,286.48
2,286,827.43 2,286,827.43
160,677.51 160,677.51
1,661,705.77 1,661,705.77
492,356.03 492,356.03
401,482.01 401,482.01
(378,396.93) (378,396.93)
418,914.77 418,914.77

0.90 0.90
4,089,513.84 4,089,513.84
(1,052,524.42) (1,052,524.42)
2,890,514.67 2,890,514.67
290,443.51 290,443.51
497,217.55 497,217.55
10,978,104.60 10,978,104.60

0.00 0.00
5,217,377.65 5,217,377.65
(4,053,193.83) (4,053,193.83)

0.00 0.00
700,648.55 700,648.55
354,302.72 354,429.54
4,588,735.90 4,588,735.90
46,861.81 46,861.81
285,159.73 285,159.73
6,471,575.45 6,471,575.45
430,856.43 430,856.43
5,150,133.76 5,150,133.76
11,148,671.56 11,148,671.56

0.00 0.00
6,227,772.36 6,227,772.36
5,755,960.80 5,755,960.80
1,915,519.12 1,915,519.12
(327,167.96) 807,238.13
59,378,975.56 59,379,169.73
2,670,006.41 2,670,006.41
51,259,604.14 51,319,323.06
9,429,916.08 9,429,916.08
2,103,521.74 2,103,521.74
125,465.32 125,465.32
699,880.62 699,880.62
1,379,752.03 1,379,752.03
674,649.18 674,649.18
82,404.57 173,523.07

0.00 0.00
273,510,307.66 274,863,951.07
* Reconciliation of Pooled Cash & Investments to Portfolio Book Value Investment Portfolio Value 256,912,829.05
Cash on hand - Checking Account 15,058,986.03
Payroll and Accounts Payable Outstanding Checks (1,626,746.77) Deposits in Transit 3,165,239.35
General Ledger Cash Balance as of May 31, 2026 273,510,307.66 Prepared By: ____________________________________________________ Reviewed By: ____________________________________________________ glCashInv.rpt Cash and Investments Report Page: 1
6/25/2026 1:33:19PM
City of San BrunoThrough period: 11
Through May 2026
Investments
001 GENERAL FUND 68,078.91
002 GENERAL FUND RESERVE 0.00
003 ONE-TIME REVENUE 0.00
004 CAP IMPROV/ONE-TIME INITIATIVE RSRV 0.00
005 MEASURE G DISTRICT SALES TAX 0.00
006 AMERICAN RESCUE PLAN ACT 0.00
009 PARKING FUND 0.00
101 GAS TAX 0.00
102 MEASURE A TRANSPORTATION TAX 0.00
103 STREET SPECIAL REVENUE 0.00
104 MEASURE W TRANSPORTATION TAX 0.00
111 POLICE ASSET FORFEITURE 0.00
113 POLICE SPECIAL REVENUE 0.00
121 FEDERAL/STATE GRANTS 0.00
122 SOLID WASTE/RECYCL. 0.00
130 IMPACT FEES 0.00
131 IN-LIEU FEES 0.00
132 AGENCY ON AGING 0.00
133 RESTRICTED REVENUES 0.00
136 EMERGENCY DISASTER RESERVE 0.00
137 DEVELOPER PROJECT CONTRIBUTIONS 0.00
138 AFFORDABLE HOUSING IMPACT FEES 0.00
140 DEVELOPER IN-LIEU UNDERGROUNDING 0.00
141 COMMUNITY DEVELOPMENT 0.00
142 RECREATION & AQUATICS CENTER (RAC) 0.00
151 SUCCESSOR AGENCY TO THE SB RDA - OPS 0.00
152 CITY OF SB AS SUCCESSOR HOUSING AGENCY 0.00
153 RDA OBLIGATION RETIREMENT FUND 126.82
160 COMMUNITY FACILITIES IMPACT FEE 0.00
161 PUBLIC SAFETY FACILITIES IMPACT FEE 0.00
162 GENERAL GOVERNMENT FACILITIES IMPACT F 0.00
163 TRANSPORTATION FACILITIES IMPACT FEE 0.00
164 UTILITIES FACILITIES IMPACT FEE 0.00
165 BAYHILL SPECIFIC PLAN AREA DEVELOPMENT 0.00
166 COMMUNITY BENEFIT FUND 0.00
190 DISASTER RECOVERY FUND 0.00
201 PARKS AND FACILITIES CAPITAL 0.00
203 STREET IMPROVE. PROJECTS 0.00
207 TECHNOLOGY CAPITAL 0.00
302 LEASE DEBT SERVICE 1,134,406.09
611 WATER FUND 194.17
621 STORMWATER FUND 0.00
631 WASTEWATER FUND 59,718.92
641 CITYNET SERVICES FUND 0.00
651 PARKING FUND 0.00
701 CENTRAL GARAGE 0.00
702 FACILITY MAINT.FUND 0.00
703 GENERAL EQUIPMENT REVOLVING 0.00
707 TECHNOLOGY DEVELOPMENT 0.00
711 SELF INSURANCE 91,118.50
Totals are through period: 11
891 RECOLOGY SAN BRUNO 0.00
Grand Total: 1,353,643.41

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Item 6c.

City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: July 14, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Jennifer Dianos, Assistant Administrative Services Director SUBJECT: Consider Adoption of a Resolution Approving the Tentative Agreement Between the City of San Bruno and Teamsters Local 856 IBT Public Safety Mid-Management Unit for the Term January 1, 2026 through December 31, 2028 and Authorizing Execution by the City Manager BACKGROUND:

The existing Memorandum of Understanding between the City of San Bruno and Teamsters Local 856 IBT Public Safety Mid-Management Unit (PSMM) expired on December 31, 2025.

Representatives of both the City of San Bruno and the Police bargaining unit have met and negotiated in good faith since August 2025, regarding their respective successor Memorandum of Understanding (MOU) agreement.

The signed Tentative Agreement (TA) follows a compensation approach generally consistent with agreements reached with other bargaining units during negotiations, including general wage increases of 4%, 4.5%, and 5% over the term.

DISCUSSION:

The City was notified by the Union on July 1, 2026 that the TA was ratified by its members, with a positive vote. The highlights of the TA are as follows:

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

Salaries
A GWI each year of the three-year agreement:
 4.0% effective the first full pay period in January 2026 (retroactive)  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 fiscal year, July 2026/2027/2028 in equal parts for the following classifications:
 2.0% for Police Sergeant
 4.3% for Police Lieutenant
 4.5% for Fire Battalion Chief
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Item 6d.

Honorable Mayor and Members of the City Council
July 14, 2026

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Health plan
Beginning January 1, 2026, the City maintains the current benefit structure of the City shall pay 75% and the employee shall pay 25% of health and welfare benefit premium increase over the prior plan year, for the term of the contract. This is a language update and does not impact the current compensation structure offered to employees in the bargaining unit.

Non-economic considerations
Language updates were made to the following sections, which do not result in economic change:
Filling of vacancies – Modernizes the language
Tuition reimbursement program – Aligns with other bargaining units within the City Uniform allowance – Modernizes the language to be in compliance with CalPERS regulations
Disaster responsibility – Updates who defines when a significant disaster occurs, to the City Manager or designee
Safety equipment – Aligns with other bargaining units within the City Section references – outdated and realigned to reference the appropriate section All other terms and provisions of the MOU in the attached resolution remain unchanged.

FISCAL IMPACT:

The economic impact of the agreement exceeds the City’s original forecast assumption of 4% annual wage growth. Staff recommended use of Measure G revenues as a funding source to help offset costs exceeding the forecasted amount. The Revenue Measure Oversight Committee supported staff’s recommendation to City Council, and the amount is included in the adopted operating budget for fiscal year 2026-27.

The estimated total cost of the agreement is approximately $1.607 million for a 36-month term.

Future-year costs will be incorporated through the City’s annual operating budget process.

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 IBT Public Safety Mid-Management Unit for the Term January 1, 2026 through December 31, 2028 and Authorizing Execution by the City Manager ALTERNATIVES:

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

ATTACHMENTS:

1. Resolution with Exhibit A – Red-lined version of the MOU, with changes incorporated

2. Tentative agreements signed by both parties

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1 RESOLUTION NO. 2026 - ___

A RESOLUTION APPROVING THE TENTATIVE AGREEMENT BETWEEN THE CITY OF SAN BRUNO AND TEAMSTERS LOCAL 856 IBT PUBLIC SAFETY MID-MANAGEMENT UNIT FOR THE TERM JANUARY 1, 2026 THROUGH DECEMBER 31, 2028 AND

AUTHORIZING EXECUTION BY THE CITY MANAGER
WHEREAS, Representatives from both the City of San Bruno and Teamsters IBT Local 856 Public Safety Mid-Management 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 Public Safety Mid- Management Memorandum of Understanding (MOU) for the period from January 1, 2026 to December 31, 2028; and
WHEREAS, both parties have agreed to amend MOU as listed in Exhibit A that incorporates all of the tentative agreements, and minor language updates; and WHEREAS, all other terms and provisions of the MOU not amended by this action shall 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, Public Safety Mid-Management 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 Public Safety Mid- Management Unit.

Exhibit A: Track change (redlined) version of the successor Memorandum of Understanding between: City of San Bruno and Teamsters IBT Local 856, Public Safety Mid-Management 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 July 14, 2026, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:
_________________________________
Lupita Huerta, City Clerk
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ATTACHMENT 1
2 EXHIBIT A
Track change (redlined) version of the successor Memorandum of Understanding between City of San Bruno
and
Teamsters IBT Local 856, Public Safety Mid-Management Unit [see attached]

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MEMORANDUM OF UNDERSTANDING
Teamsters Local 856, IBT

PUBLIC SAFETY MID-MANAGEMENT
January 1, 20262 - December 31, 20285
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ATTACHMENT 1, Exhibit A

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1. Recognition........................................................................................................................4

2. Union Security ...................................................................................................................4

3. City Rights .........................................................................................................................6

4. No Discrimination...............................................................................................................7

5. Personnel Files and Union Representatives......................................................................7

6. History of Personal Exposure ............................................................................................9

7. Filling of Vacancies............................................................................................................9

8. Examinations ...................................................................................................................10

9. Appointments...................................................................................................................12

10. Probationary Period .........................................................................................................13

11. Promotion, Employment Lists ..........................................................................................15

12. Layoff and Re-employment..............................................................................................16

13. Resignation and Reinstatement.......................................................................................17

14. Salary Plan ......................................................................................................................17

15. Acting Pay........................................................................................................................21

16. Incentive Pay Programs...................................................................................................21

17. Bilingual Pay ....................................................................................................................21

18. Physical Fitness Pay........................................................................................................22

19. Special Assignment Pay ..................................................................................................22

20. Paramedic Incentive ........................................................................................................22

21. Uniform Allowance .............,.................................................,..........................................23

22. Call Back Pay ..................................................................................................................24

23. Overtime and Management Leave Time .........................................................................24

24. Management Leave Time for FLSA Exempt Positions ....................................................27

25. Holidays ...........................................................................................................................27

26. Vacation Leave ................................................................................................................29

27. Sick Leave .......................................................................................................................31

28. Bereavement Leave·...................................;.................: .................................................33

29. Leave of Absence ......................................................................;....................................34

30. Jury Duty Leave...............................................................................................................34

31. Leave for Court Appearances..........................................................................................35

32. Military Leave...................................................................................................................36

33. Pregnancy Condition .......................................................................................................36

34. Industrial Disability Leave ................................................................................................37

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35. State Disability Insurance (SDI) as an Employee Paid Benefit........................................37

36. Catastrophic Leave..........................................................................................................37

37. Provision of Long-Term Disability Insurance ...................................................................38

38. Health and Welfare.......................................................................................................... 38

39. Health Insurance After Retirement From City..................................................................39

40. Retiree Health Coverage ................................................................................................41

41. Health Insurance After Retirement-Third Party Provider. ................................................41

42. Life Insurance ..................................................................................................................41

43. Retirement and Retirement Related Benefits ..................................................................42

44. Discipline .........................................................................................................................42

45. Suspension ......................................................................................................................43

46. Grievance Procedure.......................................................................................................45

47. Leaving Work for Personal Business (Non FLSA Exempt Positions) ..............................46

48. Safety Equipment ............................................................................................................49

49. Loss of Driver's License...................................................................................................50

50. Disaster Responsibility ....................................................................................................51

51. Carry Out of Assignments................................................................................................52

52. No Strike ..........................................................................................................................52

53. Patronizing Businesses Subject to Job Actions...............................................................52

54. Attendance.......................................................................................................................52

55. Past Practices and Existing Memorandum of Understanding..........................................53

56. Negotiable Benefits..........................................................................................................53

57. Severability of Provisions.................................................................................................53

58. Resolution Impasses .......................................................................................................53

59. Tuition Reimbursement Program.....................................................................................53

60. Service Club Membership................................................................................................54

61. Term ................................................................................................................................54

62. Appendix A Salary Schedule ...........................................................................................55

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MEMORANDUM OF UNDERSTANDING (MOU)
January 1, 20226 through December 31, 20258
The San Bruno Public Safety Mid-Management Bargaining Unit, represented by the Professional and Vocational Employees Division of Teamsters Local 856, IBT, and 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 classifications set forth in Appendix "A" and have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.

This Memorandum of Understanding, (MOU), is entered into pursuant to the Meyers-Milias- Brown Act (Government Code Sections 3500 et seq.) and has been jointly prepared by the parties.

1. Recognition

1.1. Union Recognition. Professional and Vocational Employees Division of Teamsters Local 856, IBT, hereinafter referred to as "Union", is recognized as the majority representative, as provided in the City's Employer-Employee Relations Resolution No. 1970-20, adopted March 23, 1970, for all employees assigned to the classifications set forth in Appendix "A", which is attached and made a part hereof.

1.2. This unit (Public Safety Mid-Management Bargaining Unit) was formally certified and recognized by the City of San Bruno based on the results of a sealed ballot election held on April 19, 2000.

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 is first notified of a new employee's start date.

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 attenda11ce is mandatory at a location designated by the City. No representative of management shall be present during the Union's presentation.

2.2.3. If a Union representative is unable to attend, paid release time shall be granted for one (1) steward at each orientation to participate in the new employee orientations. Human Resources will coordinate with the Steward's supervisor to

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make every reasonable effort to schedule orientations in conjunction with the Department and Steward's 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 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.

2.3.3. 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 provide the City a copy of the employee's 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.

2.3.4. 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.

2.3.5. 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

2.4.1. The Union shall be provided suitable space on bulletin boards at the work location for posting notices concerning official Union business, such information shall be in compliance with applicable City and departmental policies.

2.5. Advance Notice

2.5.1. Except in cases of emergency as provided below in this subsection, the Union, if

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affected, 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 representatives prior to adoption. Proper advance notice shall consist of written notice to the designated business agent with a copy to the designated shop steward.

2.5.2. In cases of emergency when the foregoing procedure is not practical or in the best public interest, the City may adopt or put into practice immediately such measures as are required. At the earliest practicable date thereafter, the Union shall be provided with the notice described in the preceding paragraph and be given the opportunity to meet and confer with the appropriate management representatives. As used herein, "emergency" shall mean any situation in which proper management of the City requires immediate action, or in which immediate action is necessary for the preservation of life or property.

3. City Rights

3.1. The City shall retain the full rights of management and the direction of its business and operations, except as expressly limited and set forth in writing in this MOU. Wherein a subject matter is covered by the MOU, the City will act in accordance with those sections.

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 or letters of understanding executed by the parties in relation to the 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 governmental operations; • To determine the methods, means, and personnel by which 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, and 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

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functions, including, but not limited to, the right to contract or subcontract any

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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 Department; • Contracting or subcontracting of operations currently being performed by the 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.

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.

3.7. Neither the Union nor any employee within the bargaining unit shall contest through the grievance procedure the authority of the City under state or federal law to exercise the rights enumerated in Subsection 3.2. Except as provided therein, the Union may use the courts to contest the exercise of such authority.

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. Personnel Files and Union Representatives

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5.1. Personnel Files

5.1.1. An employee, or on presentation of written authorization from the employee, an employee's representative, shall have specific access to the employee's personnel file upon request and reasonable convenience of the Human Resources Department. Documentation in the personnel file relating to the investigation of a possible criminal offense, background information on the employee, and letters of reference may be specifically excluded from the inspection and review of the employee and/or the employee's representative unless required by law.

5.1.2. Medical records and information which would be privileged under state law pursuant to the attorney-client privilege or the work product doctrine may also be excluded. Non- Privileged medical records involving workers' compensation, disability medical evaluation, and pre-hire medical reports shall be maintained in a separate employee medical file which is not included in the employee's personnel file. Personnel files may only be reviewed in the presence of a designated employee of the Human Resources Division. The City will provide employees with copies of their personnel evaluations and warning letters, if any.

5.1.3. The City will provide employees with copies of performance evaluations, and letters of reprimand, if any, and such copies shall be provided to the Union with written authorization of the employee.

5.1.4. Upon request the employee may at his/her expense copy these portions of his/her personnel file not specifically excluded from review by this section.

5.2. Union Representative

5.1.5. 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. The department head shall not unreasonably prevent the employee from meeting with union representatives regarding such complaints or grievances.

5.1.6. Activities such as the soliciting of membership, collection of dues, holding membership meetings, campaigning for office, conducting elections, and distributing literature are strictly prohibited during working hours without the prior approval of the City Manager or his/her representative.

5.1.7. In the event the City believes that the union representatives are abusing the provisions of this section, it shall contact the Union in writing to arrange a mutually acceptable time and place to investigate the City's complaint and to assure full compliance by the union representative.

5.1.8. When any public safety officer is under investigation and subjected to interrogation by his/her commanding officer, or any other member of the police department, which could lead to punitive action, such interrogation shall be conducted in accordance with Section 3303 of the Government Code. The terms used in the preceding section shall be as defined in the Public Safety Officers

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Procedural Bill of Rights Act.

6. History of Personal Exposure

6.1. The City agrees that Fire Battalion Chiefs will continue to be included in the database established to record a history of personal exposure to potentially hazardous substances as outlined in the Memorandum of Understanding with the Firefighters Association.

7. Filling of Vacancies

7.1. Minimum Age

7.1.1. The minimum age of all new employees in the classifications of Police Sergeant, Police Lieutenant, Police Commander and Fire Battalion Chief is twenty-one (21) years. The City reserves the right to unilaterally change the age limits of department personnel after meeting and conferring with the union.

7.2. Filling Vacancies

7.1.2. Except as otherwise provided in this Memorandum of Understanding, whenever the City Manager determines that a vacancy in a class described in Appendix "A" of this Memorandum of Understanding is to be filled, it shall be filled from employment lists established as a result of competitive examination. In making a determination not to fill a vacancy, safety of the personnel of the department shall be a governing factor.

7.3. Announcement

7.1.3. All examinations for classes set forth in Appendix "A" of this Memorandum of Understanding shall be published by posting announcements in the City Hall, on official bulletin boards, on the City’s website and in such other places as the Personnel Officer deems advisable, including one newspaper of general circulation circulated in the City. Promotional examinations shall not be advertised by newspaper. Notice of promotional examinations need not be given to persons other than those eligible to take such examinations.

7.1.4. The announcements shall specify the following:
• The title and salary range of the class;
• The nature of the work to be performed;
• Preparation desirable for the performance of the work of the class; • The dates, time, place, and manner of making applications; and • Other pertinent information.

7.4. Application Form

7.1.5. Applications shall be made on forms provided by the Personnel Officer or electronically. Such forms may require information covering training, experience,

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or other pertinent information. All applications must be signed under penalty of perjury by the person applying.

7.5. Disqualification from Open Competitive Examination

7.5.1. The City Manager as Personnel Officer, or his/her designee, may reject the application of any applicant for a position to be filled by open competitive examination if:
• The application indicates on its face that the applicant does not possess the minimum qualifications required for the position;
• The applicant does not meet the minimum age requirement of the position as of the closing date of the recruitment;
• The applicant does not meet current requirements for employment authorization as outlined by pertinent state and federal laws; • The applicant is physically unfit for the performance of duties of the position applied for;
• The applicant is addicted to the habitual excessive use of drugs or intoxicating liquor;
• The applicant has been convicted of a crime involving moral turpitude where the conduct constituting the offense is related to or reflects upon the fitness of the applicant to perform the duties of the position;
• The applicant has made a false statement of any material fact or has omitted any material fact or has practiced or attempted to practice any deception or fraud in the application.

7.6. Permissive Rejection: Open Competitive Examination

7.5.2. The City Manager as Personnel Officer, or his/her designee, may reject any application for a position to be filled by open competitive examination if, in his/her or their judgment, the number of applicants for the position is so great that it would be unmanageable to interview all applicants possessing the minimum qualifications. In such cases, the applicants selected for interview or fu1iher consideration may be limited to those who, in the judgment of the City Manager, his/her designee, possess the qualifications that best fit the needs of the Department.

7.7. Notice of Rejection

7.5.3. Whenever an application is rejected, notice of such rejection with a statement of reason shall be mailed to the applicant by the City Manager or his/her designee.

7.8. Defective Applications

7.5.4. Defective applications may be returned to the applicant with notice to amend the same, at the discretion of the Personnel Officer.

8. Examinations

8.1. Nature and Type of Examinations for Promotions and Hiring

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8.1.1. The selection techniques used in the examination process shall be impartial, of a practical nature, and shall relate to those subjects which, in the opinion of the Personnel Officer, fairly measure the relative capacities of the persons examined to execute the duties and responsibilities of the class to which they seek to be promoted or hired.

8.1.2. Examinations may consist of such recognized personnel selection techniques as achievement tests, aptitude tests, evaluation of personality and background through personal interviews, performance tests, evaluation of daily work performance, work samples, or physical agility tests, or any combination of them.

8.2. Promotional Examinations

8.2.1. Promotional examinations may be conducted whenever, in the opinion of the City Manager, the needs of the service require. Promotional examinations may include any of the selection techniques mentioned in Subsection 8.1, or any combination of them. Promotional examinations may also include evaluation of prior Ccity service and accomplishments in special training courses. Only permanent employees who meet the requirements set forth in the promotional examination announcements may compete in promotional examinations; provided, however, that reinstated or re-employed employees who otherwise would qualify shall be eligible to take the examination.

8.2.2. If in the opinion of the City Manager, a vacancy in the position could be filled better by an open, competitive examination instead of a closed, promotional examination, the City Manager may instruct the Personnel Officer to conduct an open, competitive recruitment process.

8.2.3. Only open, competitive recruitment process shall be used for the position of Police Commander.

8.3. Conduct of Hiring and Promotional Examinations

8.2.4. The City Manager may recommend the manner and methods by which and persons by whom examinations shall be prepared and administered.

8.2.5. The City Council, upon recommendation of the Personnel Officer, may contract with any competent agency or individual for the performance of preparation and administering examinations. In the absence of such a contract, the Personnel Officer shall perform such duties.

8.4. Scoring Promotional and Hiring Examinations and Qualifying Scores

8.2.6. A candidate's score in a given examination shall be the average of his/her scores on each competitive part of the examination. Failure in one part of the examination may be grounds for declaring such applicant as failing in the entire examination, or as disqualified for subsequent parts of an examination.

8.2.7. The Personnel Officer, may, at his/her discretion, include tests which are qualifying only as part of the examination.

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8.5. Notification of Examination Results and Review of Papers

8.5.1. Each candidate in an examination shall be given written notice of the results thereof, and if successful, of the candidate's final earned score and rank on the employment list.

8.5.2. Any candidate shall have the right to inspect his/her own examination paper. Any error in computation, if called to the attention of the Personnel Officer within fifteen (15)calendar days after the date of mailing of notices, shall be corrected.

Such corrections shall not, however, invalidate appointments previously made.

8.6. Veteran's Preference

8.5.3. No veterans preference shall be allowed for examinations for positions within the classifications set forth in Appendix "A" of this Memorandum of Understanding.

9. Appointments

9.1. Sources of Appointments to Fill Vacancies

9.1.1. Whenever the City Manager determines that a vacancy in a class described in Appendix "A" of this Memorandum of Understanding is to be filled, it shall be filled by re- employment, transfer, demotion, or from eligibles certified from an appropriate employment or promotional list, if available.

9.1.2. Whenever the City Manager determines that a vacancy in a class described in Appendix "A" of this Memorandum of Understanding is to be filled, the City Manager shall determine the availability of employees for re-employment, requests for transfers, or demotion, and of eligibles on employment or promotional lists for the class.

9.1.3. The City Manager shall certify the eligibles available to fill the vacancy by re- employment, transfer or demotion, or from a promotional or employment list.

9.2. Order of Certification

9.1.4. Whenever certification is to be made, the employment lists, if each exists, shall be used in the following order: re-employment list, promotional list, open- competitive list. Whenever there are fewer than three names on a promotional list or seven names on an open-competitive list, the City Manager may make an appointment from among such eligibles or may request the Personnel Officer to establish a new list. When so requested, the Personnel Officer shall hold a new examination and establish a new employment list.

9.3. Appointment

9.1.5. After interview and investigation, the City Manager shall make appointments from among those certified in accordance with Section 11. The City Manager shall thereupon notify the person appointed. If the applicant accepts the appointment

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and presents himself/herself for duty within such period of time as the City Manager shall prescribe, s/he shall be deemed to be appointed; otherwise, s/he shall be deemed to have declined the appointment.

9.4. Nepotism

9.4.1. No person shall be appointed to any position described in Appendix A if a member of the immediate family of such person is employed in the department, if the City Manager determines that (la) for business reasons of supervision, safety or security, it would be inappropriate to place one such person under the direct supervision of the other; and ( I b) the appointment would require that one employee be under the supervision of the other; or (2) the placement of both persons in the department involves potential conflicts of interest greater for persons so related than for non-related persons, and such conflicts cannot be resolved by control of duty assignments.

9.4.2. If such appointment is made, the employees involved shall be assigned, if possible, so that one is not under the direct supervision of the other, or employed to work in conjunction with the other under ordinary circumstances.

9.4.3. If, due to marriage, persons employed in the department become members of an immediate family, the department head shall, to the extent possible, assign such persons to duties in such manner that neither is under the direct supervision of the other, and neither is assigned to work in conjunction with the other under ordinary circumstances.

9.4.4. For purposes of this section, "immediate family" includes father, mother, brother, sister, spouse, child, mother-in-law, father-in-law, grandparents, grandchildren, great- grandparents, great-grandchildren, step-children, foster children, step- parents and domestic partner.

9.4.5. The City Manager will consult with the Union prior to making a decision pursuant to Subsection 9.4.1 or making an assignment under Subsections 9.4.2 and 9.4.3.

10. Probationary Period

10.1. Length of Probationary Period

10.1.1. All regular appointments to classifications set forth in Appendix "A" of this Memorandum of Understanding shall be tentative and subject to a probationary period of one year from the anniversary date of probationary appointment.

10.2. Objective of Probationary Period

10.1.2. The probationary period shall be regarded as a part of the testing process and shall be utilized for close observation of the employee's work.

10.3. Appointment or Rejection of Probationer

10.1.3. During the probationary period an employee may be rejected at any time by the

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City Manager without cause, without hearing, and without the right of appeal.

10.3.2. 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 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 upon such notice, or the City Manager may extend the probationary period for a specific period of time to allow for further observation and evaluation. If the probationary period is extended, the salary step increase for the employee shall be deferred for the period of time of the extension.

10.3.3. Whenever the City Manager rejects a probationer, the written notice of rejection shall advise the probationer as follows:

10.3.3.1. 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

10.3.4. 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, effectuated upon such invalid basis.

10.3.5. The notice shall advise the probationer that the latter may request such hearing by transmitting to the City Manager in writing not later than 15 days from the date of the notice a request for a hearing. Such request shall specify the grounds upon which the hearing is requested, as set forth in Subsections 10.3.3.1 and

10.3.3.2. 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.

10.3.6. The City Manager shall conduct hearings requested pursuant to this section. If the hearing has been requested pursuant to Subsection 10.3.3.2, 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 extend the probationary period if otherwise permissible, if justified by the evidence presented at the hearing.

10.3.7. If, prior to the hearing, the employee presents to the City Manager a written request that the City Manager disqualify himself/herself from conducting the hearing, the City Manager shall assign a designee having no supervisory control

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over the employee to conduct the hearing. At the conclusion of the hearing, the hearing officer shall recommend to the City Manager the disciplinary action to be taken, if any, and the City Manager shall make a determination and promptly notify the employee in writing of such
decision.

10.4. Promotional Probation

10.4.1. An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position and salary step from which the employee was promoted; provided that this subsection shall not be construed so as to prohibit the City from discharging any employee during a subsequent promotional probationary period for those reasons and causes set forth in Section 4344 of this Memorandum of Understanding. The City will evaluate employees who are serving a promotional probation period, three (3) times during the one year probationary period.

10.5. Extension

10.4.2. The probationary period may be extended upon the written recommendation of the employee's department head and the approval of the City Manager for one or more extensions, each not to exceed six months duration. The Union will be notified in writing of extensions of probationary periods.

11. Promotion, Employment Lists

11.1. Promotion

11.1.1. The City will endeavor to fiII vacancies by promotion when in the best interest of the service. In the event the City Manager determines to fill a vacancy by promotion, the Personnel Officer shall prepare and administer an examination for those employees holding similar positions in lower classifications. The names of the successful candidates shall be recorded in the order of their standing in the examination of an employment list.

11.1.2. If, in the opinion of the City Manager, a vacancy in the position could be filled better by an open, competitive examination instead of a closed, promotional examination, the City Manager may instruct the Personnel Officer to call for applications for the vacancy and arrange for an open, competitive examination, and for the preparation and certification of an eligible list.

11.1.3. *Historical Note Revised 09/2000 - The City instituted a change in the educational requirement for Police Lieutenant and Police Commander to require a minimum of a BA or BS degree. On a case-by-case basis, the City Manager may waive this requirement for current employees [hired prior to January 1, 1997] provided they can document significant and satisfactory progress toward completion of the BA or BS degree. Significant progress shall be defined as at least Junior standing, previous enrollment in appropriate courses for at least four (4) terms, and current enrollment in appropriate courses. The decision of the City

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Manager is final with regards to waiving this requirement.

11.2. Employment Lists

11.2.1. Employment lists shall become effective upon the approval thereof by the Personnel Officer. Employment lists shall remain in effect for one year, unless sooner exhausted, and may be extended prior to their expiration dates by action of the Personnel Officer for additional six-month periods, but in no event shall an employment list remain in effect for more than two years.

11.2.2. Original appointments can only be made from the top eight candidates on the employment list who are ready and willing to accept the position offered.

11.2.3. The name of any person on an employment list may be removed by the City Manager if the eligible person requests that his/her name be removed, if the candidate fails to respond to a written offer of employment within five business days next succeeding the mailing of notice, which shall be by registered or certified mail, if a subsequent report of a background investigation shows that the person is unsatisfactory, or if the employee has been rejected for appointment three times.

11.2.4. If a candidate indicates s/he refused to be considered for appointment or for interview, the City Manager may, at his/her option, remove the name of the candidate from the employment list.

11.2.5. The names of persons on promotional employment lists who resign from the service may be dropped from such lists.

12. Layoff and Re-employment

12.1. Layoff

12.1.1. Whenever, in the judgment of the City Council, it becomes necessary to abolish positions, the City Council may abolish any position including those set forth in Appendix "A" of this Memorandum of Understanding, and the employee holding such position or employment may be laid off without the right of appeal. The City Manager may likewise lay off regular employees due to lack of work or funds.

12.1.2. In reduction in force, employees with the least length of service in rank shall be laid off first; provided, that any employee so laid off may elect to be reassigned to a classification with a lower salary scale held by an employee with less service with the City provided a) the senior employee has previously held a position in that classification; orb) the classification to which the senior employee would be reassigned is within the same department and the senior employee is capable by training and experience (meets minimum job requirements) for performing the work to which he/she would be reassigned.

12.1.3. This section does not apply to the right of the City Manager to determine whether and how a vacancy shall be filled.

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12.2. Re-employment

12.2.1. In rehiring, the name of the employee last laid off within two years shall be placed at the head of an employment list for a position in the classification formerly held, and the employee shall be given preference in filling vacancies in that classification, and, if re- employed, shall be placed at the same step of the salary range previously held.

13. Resignation and Reinstatement

13.1. Resignation

13.1.1. 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 official as to the resigned employee's service performance and other 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.

13.2. Reinstatement

13.1.2. 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 step recommended by the department head and approved by the City Manager.

13.3. Demotion

13.1.3. Demotion is the movement of an employee from one class to another class having a lower maximum rate of pay. The City Manager may demote an employee in any class of employment upon probationary rejection, for disciplinary purposes, as a substitute for layoff where authorized by this Memorandum of Understanding, or where the employee volunteers to be demoted. No employee shall be demoted to a position for which s/he does not possess the minimum qualifications. Three days written notice of the demotion shall be given to the employee before the effective date of the demotion.

14. Salary Plan

14.1. The following reflects the understanding as to adjustments, modifications and changes related to salary and/or benefits which were agreed upon:
• 4% increase effective the first full pay period in January 20262 • 4.53% increase effective the first full pay period in January 20237 • 53% increase effective the first full pay period in January 20248 • 3% increase effective the first full pay period in January 2025

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14.2. Equity Increases

1.1.1. Effective the first full pay period in Julyanuary 20226, equity adjustments for the classifications below:
2% Police Sergeant

4.3% Police Lieutenant

4.5% Battalion Chief

1.1.2. Effective the first full pay period in July 2027, equity adjustments for the classifications below:
2% Police Sergeant

4.3% Police Lieutenant

4.5% Battalion Chief

1.1.3. Effective the first full pay period in July 2028, equity adjustments for the classifications below:
2% Police Sergeant

4.3% Police Lieutenant

4.5% Battalion Chief

1.1.1. 2022
2% Battalion Chief
1% Police Captain
2023
2% Battalion Chief
1% Police Captain
2024
1% Battalion Chief
2025
1% Battalion Chief

14.3. Police Captain Salary Range

1.1.2. Effective the first full pay period in January 2024, the Police Captain salary range shall be changed to the following:

Step 1 Step 2 Step 3 Step 4 Step 5
16,173 17,022 17,916 18,857 19,846

1.1.3. Effective the first full pay period in January 2025, the Police Captain salary range shall be changed to the following:

Step 1 Step 2 Step 3 Step 4 Step 5
17,533 18,453 19,422 20,442 21,515

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14.3.3. Whenever multiple pay adjustments occur on the same date, all adjustments shall be added together for calculation purposes.

14.4. Calculation of actual salary shall be as follows:

14.4.1. For the five step range, the range will be calculated by dividing each range step, beginning with top step, by the factor 1.0525.

14.4.2. 14.4.3. Effective as of January 1, 1990, the City adopted the necessary documentation and procedures to implement the provisions of Section 414(h)(2) of the Internal Revenue Code (IRC) which permits a "pick up" program whereby the amount that an employee pays to PERS for retirement would be reported with the amount paid by the employer for income tax purposes; thereby making the employee's portion non-taxable until refunded or retirement for both federal and state purposes.

14.5. Salary ranges for represented classifications shall be as set forth in Appendix "A".

14.6. Salary Plan Administration

14.4.4. Employees occupying a position set forth in Appendix "A" of this Memorandum of Understanding shall be paid a salary within the range established for that position's classification.

14.7. Salary Plan Pay Periods

14.4.5. Employees shall be paid on a bi-weekly basis.

14.8. Salary Plan Administration, Original Appointment

14.4.6. 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. The City Manager's decision shall be final. Employees re- employed after layoff shall receive a rate within the range established for the class and agreed upon by the City Manager and the employee concerned. Employees on layoff and re-employed after a one (1) year absence, may be paid less than the rate previously earned; provided, however, after six (6) months, employees shall be paid the then current rate for the step previously held.

14.9. Salary Plan Administration, Advancement within Salary Range

14.4.7. 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 employee's 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

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range shall be evaluated for salary advancement after the first year of service from the anniversary date 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 or prior to the initial six months of service. If the City Manager takes such action the anniversary date for salary revision purposes shall be one (1) year from the date of such action.

1.1.1. 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.

1.1.2. Advancement to the next higher step within the range of the assigned classification shall be implemented only upon final approval by the City Manager.

1.1.3. Changes in an employee's salary because of promotion, demotion, or an early or delayed salary advancement will set a revised salary anniversary date for that employee.

1.1.4. Salary range adjustments for a classification will not set a new salary anniversary date for employees serving in that classification.

1.1.5. Whenever the schedule of compensation for a 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 range.

1.1.6. If an employee takes a leave of absence, pursuant to Section 29, the time spent away from work shall not be counted toward the completion of the next step. lf an employee takes a leave of absence without pay, the time spent away from work in excess of forty-five (45) consecutive calendar days shall not be counted toward the completion of the next step.

14.10. Anniversary Date

14.10.1. The anniversary date is the date from which time is calculated for purposes of salary step advancement, the ending of the probationary period, the advancement of vacation accrual dates, and the accrual of sick leave. This date shall be the actual date an employee is hired. Future salary and benefit adjustments for vacation etc. would be made effective the beginning of the pay period in which the employee's anniversary date occurred.

14.10.2. The actual date of appointment to a position shall govern seniority and eligibility to take a promotional examination and layoff.

14.11. Salary Plan Administration, Salary Step After Promotion or Demotion

14.11.1.Promotion

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14.11.1.1. When an employee is promoted from a position in one classification to a position in a higher classification, that employee shall be entitled to receive the rate of pay of the lowest step in the salary scale of the higher classification which provides at least 5% above the salary of the employee, including educational incentive pay if appropriate, but not including either acting pay or special assignment pay. The Chief of Police or Fire Chief, as appropriate, may recommend placement at higher pay step to the City Manager. The decision of the City Manager will be final.

14.11.2.Demotion

14.11.2.1. General. When an employee is demoted, bis/her compensation shall be adjusted to the salary prescribed for the classification to which s/he is demoted, and the specific rate of pay within the range shall be determined by the City Manager. 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.

14.11.2.2. Abolition of position. When an employee is demoted as a result of abolition of position, the employee shall be placed at the salary step in the lower classification which most closely approximates but does not exceed the employee's salary in the higher classification.

14.11.2.3. 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 employee last held. The employee's service time at such step shall be the same as the service time held previously at such step.

14.11.2.4. 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 classification to which the employee shall be entitled shall be determined by the City Manager.

15. Acting Pay

15.1. An employee assigned to perform substantially the duties of a higher job classification shall, commencing with the seventh (7th) consecutive complete calendar day from the commencement of the assignment, receive the rate of pay established for the salary step of the classification of the temporary assignment that is a minimum of five percent (5%) greater than the employee is currently earning, retroactive to the date the employee was assigned to such duties. In no event shall the rate paid exceed the top step of the assigned classification.

15.2. The City Manager shall have the discretion to increase the salary of such employee to an amount not in excess of the top step of the higher classification.

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15.3. An employee assigned to perform such duties for six months shall be entitled to a salary which shall be not less than that of the lowest step of the higher classification, not greater than that of the highest step of such classification, as determined by the City Manager, but in no event shall such employee be paid less than that received pursuant to Subsections 15.1 and 15.2 above. Any subsequent adjustments to this rate of pay shall be at the direction of the City Manager.

16. Incentive Pay Programs

16.1. The provisions of this section shall apply only to the classification of Police Sergeant.

16.1.1. POST Certification Pay
• Four percent (4%) of employees base salary for possession of a POST Intermediate Certificate
• Seven percent (7 %) of employees base salary for possession of a POST Advanced Certificate

16.1.2. Educational Incentive Pay
• Three percent (3%) for AA or AS degree
• Four percent (4 %) for AA or AS degree and POST Intermediate Certificate • Six percent (6 %) for BA or BS degree
• Seven percent (7 %) for AA or AS degree and POST Advanced Certificate • Eight and one half percent (8.5 %) for BA or BS degree and POST Advanced Certificate

16.2. Incentive pay is calculated on an individual employee's base salary. The maximum incentive pay an employee may obtain under Section 16.1 is 8.5%.

Subsections 16.1.1 POST Certification Pay and Subsection 16.1.2 Educational Incentive Pay are not to be included together for purposes of determining the level of incentive pay.

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17. Bilingual Pav

17.1. The City shall provide bilingual incentive pay in the amount of 2.5% of base pay to an employee who meets the criteria outlined in the City's 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.

17.2. Should either the Police or Fire units, at any time in the future, negotiate a modification to this provision, the parties agree that the City may request and the Union shall agree to renegotiate the current provisions.

18. Physical Fitness Pay

18.1. Police Management employees will be eligible to participate in the Physical Fitness Program. The City will provide a physical fitness incentive pay of $50 per month ($600 per year). Participation is strictly voluntary and requires participants to re-qualify annually. The program will be administered by the Chief of Police or designee

18.2. Fire Battalion Chiefs will continue to be eligible to participate in the Physical Fitness Program consistent with the Fire Association.

19. Special Assignment Pay

19.1. Detective Sergeants and Administrative Sergeants shall receive special assignment pay, in the amount of 5% increase in base salary beginning on the first day of the assignment and continuing until the last day of the assignment.

19.2. A Fire Battalion Chief appointed by the Fire Chief to perform administrative duties shall receive special assignment pay in the amount of a 5% increase in base salary beginning on the first day the assignment and continuing until the last day of the assignment.

19.3. Collateral Duty Pay

19.3.1. Police Sergeants performing the following collateral duties shall receive a two percent (2%) Collateral Duty Premium when assigned by the Chief: Regional S.W.A.T. Team, Defensive Tactics instructor, De-Escalation Instructor. Such assignment may be assigned and unassigned by the Police Chief at the sole discretion of the Chief and shall not be subject to the grievance procedure. The maximum Collateral Duty Premium Pay an employee may obtain under this section is two percent (2%) total.

19.4. Night Shift Differential

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Police Sergeants regularly assigned by the Chief to work the ''Night Shift" (i.e. any shift that includes the hours between 1900-0700) will receive a one percent (l %) pay differential effective the first full pay period after the contract is executed.

Beginning the first full pay period in January 2023, employees regularly assigned to work the "Night Shift" will receive an additional one percent (1%) pay differential. Beginning the fast full pay period in January 2024, employees regularly assigned to work the "Night Shift" will receive an additional one-half percent (0.5%) pay differential for a maximum of two and one-half percent (2.5%) of their hourly rate for all regularly scheduled hours worked between 1900-0700.

For purposes of this section, "regularly assigned" is defined as being scheduled to work as part of a member's standard shift as part of a regular shift rotation (i.e. 6 months). Members not "regularly assigned" to the Night Shift will not be entitled to Night Shift Differential, even for hours worked between 1900-0700. At full authorized staffing levels, there are a maximum of 2 such positions in this bargaining unit available for such assignment.

20. Paramedic Incentive

20.1. Fire Battalion Chiefs whom elect to maintain paramedic certification 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 actual certification testing and licensing costs.

21. Uniform Allowance

21.1. It is understood that this uniform allowance is provided for the purposes of employee's compliance with departmental uniform requirements and that it is the responsibility of each employee to be in compliance with the departmental requirements at all times.

21.2. Employees in this unit shall receive an annual uniform allowance of nine hundred and fifty dollars ($950). In no case shall the uniform allowance for members of this group be less than that paid to sworn members of the Police Association.

21.3. Said uniform allowance shall continue to be paid in a lump sum distribution no later than September 1 annually in equal amount in each pay period for each pay period and reported within the earned period report. The Uniform Allowance shall be increased by the CPI index for the month of June in each subsequent year.

21.4. The City shall pay the employee's CalPERS contribution for uniform allowance, in accordance with current CalPERS and government code requirements.

22. Call Back Pay

22.1. The provisions of this section shall only apply to the classification of Police Sergeant, which is not FLSA exempt.

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22.2. Pay for employees who are called back to work from home shall commence when the employee reports for work at Police Department headquarters and shall terminate when the employee is released from work at headquarters.

22.3. Compensation for call back shall be earned at a minimum 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.

22.4. If the employee is called back to work within the three-hour minimum prior to his/her regularly scheduled shift, the employee will receive compensation only for the actual time worked and calculated to the nearest quarter hour.

22.5. If an employee is called to begin work at an earlier time other than his/her regularly scheduled shift, the following shall apply:

22.6. If the employee desires to be relieved from duty, s/he may do so with the approval of his/her immediate supervisor, subject to the staffing needs of the department. The employee shall have the option of using accumulated leave in lieu of completing his/her regularly scheduled shift; in such case the portion of work performed prior to his/her regularly scheduled shift shall be deemed to be overtime.

22.7. If the employee leaves work during his/her regularly scheduled shift due to sickness or disability s/he may use sick leave for the remainder of his/her regularly scheduled shift.

23. Overtime and Management Leave Time

23.1. Police Sergeant - The provisions of Section 23.l sha11only apply to the classification of Police Sergeant.

23.1.1. Overtime is defined as the compensating of a full-time employee, either in compensatory time or pay, for authorized time actually worked in excess of 40 hours per week or in excess of the regularly scheduled work hours per day. The employee shall have sole discretion in determining whether overtime is received in pay or compensatory time subject to the accrual maximum outlined in the "Compensatory Time Leave Bank" referenced in 23.1.2 below.

The maximum number of hours a Police Department employee may bank in this unit is 120 hours. Any hours in excess of the balance maximum of 120 hours requested to be placed in the CTO bank will be paid out as overtime.

23.1.2. Employees who have less than eighty (80) hours in their compensating time leave bank may convert holiday time as it occurs to compensatory time leave in lieu of pay, but in no case exceed a total of eighty (80) hours.

23.1.3. Time worked during the first one-quarter hour of excess time worked will not be compensated; however, time worked in excess of one-quarter hour through one- half hour will be granted at a minimum of one-half hour. When the time worked is in excess of one-half hour, overtime shall be computed for the total actual time

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worked and calculated to the nearest one-quarter hour.

23.2. Fire Battalion Chief - The provisions Section 23.2 shall only apply to the classification of Fire Battalion Chief.

23.2.1. 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 consistent with such workweek.

23.2.2. 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. As used in this sentence, "day" shall mean a 24 hour period commencing 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 of shift and changes between shift assignments and 40 hour workweek assignments.

23.2.3. 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-half (1 ½) times the employee's straight time rate of pay based on a fifty six (56) hour work week.

23.2.4. Change of Shift. If the shift assignment of an employee who is assigned to a shift is changed while the currently used work schedule is in effect, authorized work time shall not constitute overtime if the following schedule is maintained:
• Change from "A" shift to "B" shift: Employee works first day on "A" shift, then works second day on "B" shift
• Change from "A" shift to "C" shift: Employee works first day on "A" shift, then works second day on "C" shift
• Change from "B" shift to "A shift; Employee works first day on "B" shift, then works second day on "A" shift
• Change from "B" shift to "C" shift: Employee works first day on "B" shift, then works both days on "C" shift
• Change from "C'' shift to "A" shift: Employee works both days on "C" shift, then works second day on "A" shift
• Change from "C" shift to "B" shift: Employee works first day on "C" shift, then works second day on "B" shift
• Change Between Shift Assignment and 40-Hour Workweek Assignment

23.2.5. 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:

23.2.6. 8 hours per day for the portion of the period during which the employee was on shift, and

23.2.7. 5.714 hours per day for the portion of the period during which the employee was on the 40-hour workweek. As used herein, "the period within which the change was made" consists of the incomplete portions of the 40-hour workweek and shift cycle immediately before or after the date of change.

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23.2.8. 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. Effective June 20, 2022 (first pay period following ratification), Administrative Battalion Chief is also eligible to receive authorized overtime and the 2% Pay In Lieu of Management Leave as outlined in Section 24. Management Leave Time for FLSA Exempt Positions.

23.2.9. Payment for Fair Labor Standards Act (FLSA) Overtime

23.2.9.1Both parties agree and accept that as of August 14, 2001 the City of San Bruno's 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 of2.735% of an employee's base salary per pay-period. The fifty-six (56) hour tour of duty shall be calculated within a twenty-seven (27) day work period.

23.2.10. Outside Vendor Payment for Management Overtime

23.2.10.1. Management employees will be paid at 1.5 times the Step 5 Police Sergeant base salary only for work done in accordance with SBPD Policy outside an employee's regular schedule and the overtime is fully reimbursable by an outside vendor requesting police services or through grant-funded operations such as OTS and ABC. Such shifts shall not impact the employee's normal work schedule. The Police Chief or designee will have absolute discretion to determine shifts that qualify for this program, with no appeal rights for the employee.

23.2.11. FLSA Overtime as Compensatory Time Off (CTO)

23.2.11.1. Employees are allowed the option of having overtime earned at the rate of time and one half (l-1/2) hours actually worked into a Compensatory Time Off (CTO) bank subject to the following limitations:

23.2.11.2. The maximum number of hours a Fire Department employee in this unit may bank is 112 hours. Any hours in excess of the balance maximum of 112 hours requested to be placed in the CTO bank will be paid out as overtime.

23.2.11.3. The requests for time off shall be made at least 48 hours in advance 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.

24. Management Leave Time for FLSA Exempt Positions

24.1. The following classifications are classes where compensation is on the basis of responsibility carried out rather the time spent on the job. Since these classifications are Fair Labor Standard Act (FLSA) Exempt, employees are not

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eligible for over-time compensation. Management Leave as enumerated below is authorized for each fiscal year. No compensation shall be due to the employee for Management Leave should the employee leave the service of the City or be terminated
Classification Hours (Per Fiscal Year)
Police Commander 80
Police Lieutenant 80

24.2. Maximum Accumulation: Employees accruing management leave may accumulate up to a maximum of twice the employee's annual leave accrual rate (a maximum of 160 hours). Employees who accrue above this maximum must take the excess leave within thirty (30) days after exceeding this accrual.

24.3. Annual Buyout Option: The City will allow an employee to buy out management leave hours on a once per year basis; such credits will be paid on the first pay date in December. Credits available for buyout will be those accumulated as of November 20th.

25. Holidays

25.1. 40 hour Per Week Personnel

25.1.1. The following eleven (11) days are designated as holidays when City Hall is closed:
• New Year's Day
• Martin Luther King, Jr.
• President's Day
• Memorial Day
• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving Day
• Day after Thanksgiving Day
• Day before Christmas Day
• Christmas Day

25.1.2. Unless a Holiday is taken as time off on the day it is observed, employees in this bargaining unit will be paid for the Holiday in the pay period which such Holiday occurs at a straight time rate unless otherwise provided for in this MOU. All Holidays listed in Subsection 25.1.1 are eight (8) hour holidays.

25.1.3. Non FLSA Exempt employees who perform work on Independence Day, Thanksgiving, Christmas, and New Year's Day shall earn holiday pay at the rate of one and one-half (1- 1/2) times the hours worked

25.1.4. The following holidays or formerly observed holidays constitute twenty eight (28) hours, 3.5 days which shall be credited toward the employee's individual Holiday

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Leave bank: Employee's Birthday, Lincoln's Birthday, Admission Day, and 4 hours for Good Friday.

25.2. 56 Hour Per Week Personnel

25.2.1. Personnel assigned to shifts shall be provided with a total of 7.27 shifts (i.e., 24- hour periods) of either additional pay or additional pay and paid time off in lieu of observing the individual holidays granted to other City employees at various times throughout the course of the year. Each employee shall accrue 6.71 holiday hours in each bi-weekly pay period. (The holiday hours are based on

11.2 shift hours for each of the holidays listed in 15.1 (a) plus 1/2 shift (12 shift hours) additional compensation for holidays other than those listed in 15.1 (d) which employees covered by this MOU are normally scheduled to work)

25.2.2. Holiday Leave Time shall be provided in the following manner at the choice of the employee:
• Paid 6.71 hours per bi-weekly pay period
• Paid 5.78 hours per bi-weekly pay period with one (1) 24 hour shift that may be taken as paid time off.
• Paid 4.85 hours per bi-weekly pay period with two (2) 24 hour shifts that may be taken as paid time off.
• Paid 3.92 hours per bi-weekly pay period with three (3) 24 hour shifts that may be taken as paid time off.

25.2.3. Employees will make an annual selection once each year and may not change that choice until the next annual selection period. If an employee neglects to submit an annual selection form they will be paid at 6.71 hours per bi-weekly pay period.

25.2.4. In addition to the foregoing, 56 hour shift personnel shall continue to receive compensatory time off whenever they work on their regularly scheduled shift and it falls on any day of the following City holidays: New Year's Day, Independence Day, Thanksgiving Day, and Christmas. Compensatory time shall be granted at one-half (1/2) the time actually worked.

25.2.5. If the needs of the Fire Department can be accommodated as determined solely by the Fire Chief, employees working shifts may split their holiday leave.

25.2.6. Shift employees may be permitted to accumulate up to but no more than two hundred (200) holiday hours. Those shift employees who have accumulated more than the total hours permitted shall be assigned dates in which to take excess holiday hours over the 200 hours permitted by the Fire Chief or be paid at the 56-hour rate at the City's option.

26. Vacation Leave

26.1. 40 Hour Per Week Personnel

26.1.1. Vacation accrual and maximum accumulation for employees of this bargaining

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unit shall be as follows:

Years of Service Hours of Accrual per Month Maximum Accumulation 1 - 5 6.67 280
6-10 10.00 280
11 10.67 280
12 11.22 280
13 12.00 280
14 12.67 280
15 13.33 280
16 - 20 14.00 280
20- 24 14.67 280
25+ 15.33 280

26.1.2. Employees of this bargaining unit shall receive notice of their bi-weekly accrual upon completion of each pay period.

26.1.3. With written permission from the City Manager, employees in this bargaining unit may accumulate 40 hours more than the maximum annual accumulation stated above.

26.1.4. 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.

26.1.5. It is understood that it is the employee's responsibility to manage the accrual balances of their vacation leave so that they do not exceed the maximum accrual level as identified in the MOU. If an employee should reach the maximum vacation leave accrual, no additional vacation leave shall accrue. Any employee who wishes to exceed the established maximum accrual level must have the prior authorization of the City Manager in order to do so.

26.1.6. Employees within this bargaining unit shall have the option of borrowing up to twenty- four (24) hours against their annual vacation and/or holiday leave balances. Use of this leave shall be in accordance with the provisions for use of vacation and/or holiday leave. Any time borrowed against an employee's vacation and/or holiday leave bank must be repaid to the bank before any additional leave may be used and/or taken in pay. An employee who borrows against their annual vacation and/or holiday leave bank and terminates employment with the City of San Bruno prior shall be responsible for repayment of the financial equivalent of any time borrowed as allowed in this section.

26.1.7. The City Manager reserves the right to consider prior work service in setting the accrual rate for newly hired employees in this unit.

26.2. 56 Hour Per Week Personnel

26.2.1. Each employee assigned to work a shift who on the most recent anniversary date

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of his/her employment shall have been in the service of the City for a period of one ( l) 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 of Shifts Equivalent Number of
Hours
1-5 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
20- 24 10.92 262
25+ 11.33 272

26.2.2. The City shall schedule each employee's annual vacation period and holiday time to 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.

26.2.3. 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. Seniority will control the selection of vacation periods.

26.2.4. 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.

26.2.5. 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.

26.2.6. Employees of this bargaining unit shall receive notice of their bi-weekly accrual upon completion of each pay period.

26.2.7. With written permission from the City Manager, employees in this bargaining unit may accumulate 40 hours more than the maximum annual accumulation stated above.

26.2.8. 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/holiday

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planning period.

26.2.9. Employees who terminate employment shall be paid in a lump sum for all unused vacation leave in accordance with the provisions of this section upon or prior to the date of termination.

26.2.10. 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.

27. Sick Leave

27.1. Purpose. Sick leave shall not be considered a privilege which an employee may use at his/her discretion, but shall be allowed in case of necessity and actual sickness or disability, except as provided in Subsections 27.2.4 through 27.2.6.

In addition, sick leave may be used by an employee, subject to the limiting conditions outlined in Section 28.

27.2. Rate and conditions of accrual and utilization of sick leave.

27.2.1. For full-time, 40 hour per week employees, sick leave shall be accrued at the rate of eight (8) hours for each calendar month of service. For full-time, 56 hour per week shift employees, sick leave shall be accrued at the rate of twelve (12) hours for each calendar month of service.

27.2.2. There shall be no limitation on the amount of sick leave the employees of this bargaining unit may accumulate.

27.2.3. Sick leave, vacation leave, holiday leave and seniority shall not accrue when the employee is on leave without pay.

27.2.4. Sick leave shall not 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 employee's accumulated sick leave shall be restored to the employee.

27.2.5. The procedure for use of sick leave for Police Department employees in this bargaining unit shall be governed by San Bruno Police Department General Order No. 1.03, Section 2.18 as amended.

27.2.6. The procedure for use of sick leave for Fire Department employees in this bargaining unit shall be: In order to receive compensation while absent on sick leave the employee shall notify his/her Duty Chief prior to 7:00 a.m. If the

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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 employee's 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.

27.2.7. Availability for notification. An employee who is absent on sick leave is expected to be available to answer telephone calls and receive visits by or from his/her supervisor in relation to work-related matters. No employee shall unreasonably refuse to answer a telephone call or receive a visit from a supervisory employee for such purpose.

27.2.8. 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 herein, "job action" includes, but is 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 at any assigned work station because of claimed or asserted sicknesses or disabilities.

27.2.9. Medical certificate. When an employee returns after an absence on sick leave in excess of one work day, the department head may require him/her to submit a certificate signed by a licensed physician indicating the nature of the illness, injury or disability. If the employee has previously been counseled or warned in writing by the supervisor regarding abuse of sick leave, such certificate may be required by the department head after absence on sick leave for any amount of time. The City agrees to pay for the cost of obtaining such certificate to the extent that the employee's health insurance coverage does not do so.

27.2.10. Prescription Medication Notice. When an employee has been absent on sick leave, upon his/her return s/he shall advise supervisor of any prescription medication the employee is taking which may affect their ability to perform their job duties and any treating doctor if applicable.

27.2.11. Termination of Employment. In the event an employee's employment with the City is terminated as a result of retirement, death, or abolition of position, the following amount of unused sick leave shall be paid upon termination of employment:
• Employees who have completed twenty (20) years or more of service as a full-time employee; fifty percent (50%) of unused sick leave, or eight hundred (800) hours whichever is less;
• Other employees; fifty percent (50%) of unused sick leave, or six hundred (600) hours; whichever is less.

27.2.12. Sick leave on Holidays. If an employee in the bargaining unit is on sick leave during a holiday, that day shall be treated as sick leave taken.

27.2.13. Family Sick Leave. Upon the approval of the department head, an employee may

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use up to the maximum number of days provided for by state and federal law which currently provides for up to six (6) regularly scheduled work days of sick leave with pay each calendar year. Battalion Chiefs may use up to three (3) 24-hour shift each calendar year of paid sick leave when illness of a person of the employee's immediate household, or immediate family, as defined in Section 28, normally residing within the employee's immediate household, or the employee's husband, wife, domestic partner, son, daughter, mother or father, not nom1ally residing within the employee's immediate household occurs and the employee is required to take care of the sick person.

27.2.14. Conversion of Vacation Leave or Compensatory Time Off to Sick Leave. The City shall have the option of allowing vacation or comp time leave to be changed to sick leave when the employee was actually sick during use of this time off. The City shall review the merits of each situation on a case by case basis and require documentation substantiating that the employee requesting such leave time change was actually ill or injured and required treatment. The intent of this language is to allow an employee who scheduled time off but was actually ill to have that time converted to sick leave. The intent is not to allow an employee who is suffering from travel related associated stomach upset, jet lag or similar affliction to convert vacation time to sick leave. Documentation (doctor's statement or personal affidavit) of the need for treatment is a necessary element for approval of such conversion."

28. Bereavement Leave

28.1. In the event of a death in the immediate family of an employee, the employee shall, upon written request be granted such time off as is necessary to make arrangements for the funeral and attend same, not to exceed three regularly scheduled working days. This provision shall not apply if the death occurs while the employee is on leave of any kind other than vacation or compensatory time off. Only in the event that the funeral takes place at a location more than 150 miles away from the City of San Bruno, reasonable time off for travel will be allowed not to exceed one regularly scheduled working day.

28.2. For the purposes of this provision, the immediate family shall be restricted to father, mother, brother, sister, spouse, domestic partner, child, stepchild, foster child, mother-in- law, father-in-law, step-parent, grandparents, grandchildren, spouse's grandparents, aunt, uncle, nephew, niece, great-grandchild or great- grandparent.

28.3. At the request of the City, the employee shall furnish a death certificate and proof of relationship. The City Manager may grant bereavement leave for deaths of other persons if he/she determines that special circumstances are applicable.

28.4. Bereavement leave applies only in instances in which the employee attends the funeral, or is required to make funeral arrangements, but is not applicable for any other purpose such as settling the estate of the deceased.

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29. Leave of Absence

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29.1. The City Manager may grant a regular employee a leave of absence without pay or benefits not to exceed one year. Requests for such leave shall be in writing and approved by the City Manager in writing. The City Manager may terminate such leave of absence upon notice to return to duty prior to scheduled expiration of the leave ifs/he determines that the circumstances justifying the leave do not exist, or if the needs of the City justify termination of the leave. Upon expiration of a regularly approved leave, or within a reasonable period of time after notice to return to duty, the employee shall be reinstated in the position held at the time leave was granted. "Reasonable time" shall be defined as ten (10) days unless an extension or need for an extension is identified and approved by the City Manager. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty, sha\J be cause for discharge.

29.2. 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 perforn1ing the duties of the job. The employee shall submit a medical certificate which indicates the employee's 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.

The final determination as to whether the employee is fit for duty shall be made by the City Manager or designee.

30. Jury Duty Leave

30.1. Any 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 by him/her, except travel pay, for such duty.

The employee shall notify the department when noticed to serve as a trial juror of the time and place of such duty.

30.2. Where an employee is required to serve as a juror during his/her scheduled work shift, if s/he is relieved of his/her required presence as a juror prior to the end of such shift, s/he shall report to work and complete the shift.

31. Leave for Court Appearances

31.1. This provision shall be applicable to the classification of Police Sergeant only.

31.2. An employee who has been subpoenaed as a witness in his/her official capacity shall be paid:
• His/her regular salary ifs/he is required to appear as a witness while scheduled to be on duty, or
• One and one-half (1 ½) times his/her regular salary if s/he is required to

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appear as a witness while scheduled to be off duty.

31.3. On a scheduled work day compensation shall be earned at a minimum of four hours at a time and one-half, except when the beginning of the court appearance is scheduled within the three hour period immediately prior to duty. In such case, the employee shall receive three hours compensation at time and one-half.

31.4. Sergeants who complete their shift immediately prior to when they are scheduled to appear in court shall be entitled to the four (4) hour minimum. For example, Sergeants who are regularly scheduled to complete their shift at 0700 hours, who actually work in the morning prior to the court appearance and who appear in court prior to 1100 hours shall receive the four (4) hour minimum. Supervisory personnel may require Sergeants to remain on duty, but shall allow reasonable and sufficient time with pay for the Sergeants to go home if necessary to have breakfast and prepare themselves for the appearance. If the court appearance continues after 1100 hours, all hours, or portions thereof pursuant to Section

23.1.423.1 worked after that time shall be at the overtime rate, paid in addition to the four hour minimum.

31.5. On a non-scheduled work day, compensation shall be earned at a minimum of four (4) hours at time and one-half.

31.6. 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, holiday time, or shift exchange.

31.7. Where an employee is required to serve as a witness during his/her scheduled work shift, ifs/he is relieved of his/her required presence as a witness prior to the end of such shift, s/he shall report to work and complete the shift.

31.8. On a non-scheduled work day the City shall not pay for an employee's lunch period during Northern Judicial District court appearance; the lunch period is hereby defined to be one-half hour in length. This restriction shall not apply in the case of the four hour or three hour minimum or as defined above.

31.9. In regards to changes in shift assignments made necessary by court appearances, the City reserves the right to alter shift assignments when the Sergeant is given 48 hours notice prior to the start of his/her assigned shift. If a Sergeant is not given 48 hours notice s/he shall have the option to work his/her regularly assigned shift up to a maximum of 15 consecutive hours. The City reserves the right to require a Sergeant to work longer than the 15-hour maximum if the needs of the department so require.

31.10. If a Sergeant who is scheduled to work swing shift is required to appear in court during hours s/he is scheduled to be off duty ands/he has not been notified of a shift adjustment within the above 48-hour period, the following rules shall apply:

31.11. If the court appearance ends before noon, the employee shall next report to work for his/her regular scheduled shift and shall be entitled to overtime compensation otherwise due him/her in accordance with the provisions of this section.

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31.12. If the court appearance ends after noon, the employee may, at his/her option, report to police headquarters and continue working until s/he has completed 10 hours of work for that day. S/he shall then be off duty until his/her next scheduled shift the following day. S/he shall not be entitled to overtime compensation under these circumstances. The employee shall advise their supervisor as to whether the employee will elect to continue working on shift or not.

31.13. If the court appearance ends after noon, the employee may continue to work until s/he has completed 15 hours work for that day. S/he shall be entitled to five (5) hours overtime compensation. An employee who has elected to continue working may go off shift with the approval of their immediate supervisor.

31.14. The City reserves the right to require employees to work in excess of 15 hours in a day if the department head determines that this is necessary to meet the operational needs of the department.

32. Military Leave

32.1. Military leave shall be provided for in accordance with state and federal law. Any organizational requirements should be contained in either the departmental or City administrative directive as developed by the City Manager.

33. Pregnancy Condition

33.1. Pregnancy itself is by definition a medical condition. As such, an employee who is pregnant and under medical treatment for such condition or related situation, has the option to utilize several different leave benefit programs. In addition, there are provisions in California State and federal law which make leave without pay available to parents as a result of the birth or adoption of a child. As such, a combination of leave options are available for an employee to use as best fits their individual needs including those listed below. An employee should consult the appropriate MOU sections and/or City administrative directive which governs those benefits or programs for applicability:

33.2. Sick leave as provided for by the City for employee use when medically required.

A Doctor's certification is required.

33.3. Vacation leave when used in accordance with existing use provisions.

33.4. Compensatory Time Off or administrative leave available to the employee in accordance with existing use provisions.

33.5. 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 and/or an individual employee's medical condition. Leave regarding pregnancy, birth, and/or adoption shall be governed by applicable state and federal law, as presently worded or subsequently amended.

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34. Industrial Disability Leave

34.1. Industrial disability leave for sworn public safety positions shall be governed by Section 4850 of the Labor Code as presently constituted or subsequently amended.

35. State Disability Insurance (SDQ as an Employee Paid Benefit

35.1. To the extent permitted by the State of California, the City agrees, as a 'fully employee paid' benefit and handled as an authorized employee payroll deduction, to enroll qualified employees subject to this Memorandum of Understanding into the State Disability Insurance (SDI) program if agreed to by members of the bargaining unit as a group.

35.2. The City shall facilitate coordination of benefits with regard to the use of authorized sick leave accruals used by an employee during such period(s) of time when such employee is drawing SDI insurance benefits relating to Subsection 35.1.

35.3. In no event shall an employee, during absence from work for an illness or disability where SDI benefits are paid, earn an amount of compensation greater than the straight- time wages regularly payable if the employee had actually worked.

36. Catastrophic Leave

36.1. The City shall provide for a Catastrophic Leave Program as outlined in City administrative directive as developed by the City Manager. The City agrees to meet and confer with the Union as to any changes in this administrative procedure.

37. Provision of Long-Term Disability Insurance

37.1. The City agrees to include personnel in this bargaining unit in a City-wide Long- Term Disability (LTD) insurance program at the City's expense. The initial enrollment into this program shall occur during Fiscal Year 1997-98. Effective June 20, 2022, the City agrees to allow employees in this bargaining unit that choose to voluntarily waive participation in a Citywide Long-Term Disability (LTD) insurance program to enroll in a qualified Union-sponsored LTD insurance program. The City will provide reimbursement to employees of this unit toward premiums up to the maximum premium contribution the City is paying employees enrolled in the Citywide LTD program. Employees of this bargaining unit agree to pay the premium increase between the Citywide LTD offering and the new qualified Union LTD plan. The City's premium contribution for Long-Term Disability is not available for cash reimbursement.

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38. Health and Welfare

38.1. Beginning January 1, 20226 through December 31, 20258, the 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 the employee has selected.

38.2. Plan Restructure

38.2.1. The Plan year shall move to a calendar year cycle. Future year increases will be effective January 1.

38.3. "Opt out'

38.3.1. Employees who demonstrate possession of comparable health coverage may elect to opt out of the City health benefit.

38.3.2. An amount equal to 15% of the monthly premium shall be paid to the employee based on the composite rate with the 'no co-pay' prescription plan.

38.3.3. An amount equal to 35% of the monthly premium shall be paid to the Trust based on the composite rate with the 'no co-pay' prescription plan.

38.4. The Trust shall offer a "10/20" drug prescription option, which may be utilized at employees choice only.

38.5. The Union shall submit a request for contributions up to the maximum allowable amount by October 1 annually of each year. Such request shall be supported by evidence of Trust Fund documentation reflecting actual increased costs. No other adjustments shall be permitted during the term of this MOU.

38.6. In the event the Affordable Care Act (or other comparable Federal or state legislation which provides health care coverage for employees covered by this agreement) is enacted into law during the term of this Memorandum of Understanding and such legislation has an adverse impact on either party, the parties will meet and confer regarding the impact of such legislation on the Memorandum of Understanding.

38.7. It is agreed that the above identified amounts are maximum amounts which may be exceeded only by any carryover amount from prior year's premium not needed.

38.8. An eligible employee with respect to whom monthly contributions are required shall mean any employee on the payroll on the first day of any calendar month who has been on the payroll of the City eighty (80) hours or more during the preceding calendar month, and shall otherwise be defined by Article I of the Teamsters Local 856 Trust by laws. Said contribution shall institute full compliance with and full perfon11ru1ce of all obligations of the City to provide health and welfare benefits for its employees.

38.9. During the term of this MOU the parties herein reserve the right to request the

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other party to meet and confer on the subject of this section for the purpose of reviewing and considering a competitive proposal from the requesting party for the obtaining of equal or comparable health and welfare benefits for covered employees at no additional or less cost to the City.

39. Health Insurance After Retirement From City

39.1. The terms of this section are only applicable to Police Commanders (Captain) and Fire Battalion Chiefs (Division Chiefs) who were employees of the City of San Bruno prior to January 1990.

39.2. That members of this bargaining unit retain Teamster Health & Welfare retiree benefits provided by the Teamsters Health & Welfare Trust to retirees, in an amount and at whatever levels set by the Trust for as long as provided by the Trust to the retirees (e.g.: not subject to the age or income exclusion of this proposed Section). The provisions of this Section do not bind, modify or amend any conditions of the Teamster's Local 856 Health & Welfare Trust.

39.3. That members of this bargaining unit who retire as members of this bargaining unit:
• Having at least ten (10) years service with the City of San Bruno; and • Retire at age 50 or older; and
• Such retired employees have not received a disability retirement; and • Such employees retire from service and are qualified for retirement benefits under PERS; and

39.4. Such qualified retirees and qualified dependents will be entitled to reimbursement for Teamster Health & Welfare retiree benefit "co-payment" from the City, and related dental costs, prescription drug costs and vision care costs, to be paid back to the retiree semi-annually after such payments have been made by the retiree.

39.5. The monthly amount paid by the City to the Trust for active employees (or equivalent), shall be credited in advance to the individual retiree's account on February of each year in an amount equal to the anticipated upcoming 12 monthly payments to the Trust (or equivalent) for active members of this bargaining unit.

39.6. The individual retiree will be permitted to accumulate an account available for qualified co-payments and dental/prescription/vision costs, but such accumulated account cap will not be greater than an amount equal to two (2) years contributions by the City on behalf of active employees (e.g.: the current year and the year immediately prior).

39.7. Example: On February of 1992, unexpended contributions for year 1990 will be deleted, and the remaining unexpended contributions for year 1991 will be added to the expected contributions for 1992 to reach accumulation cap.

39.8. Such amounts shall be available to reimburse employees, spouse or dependents

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for retiree co-payments, dental costs, prescription drug costs, or vision care costs that are submitted semi-annually (May and November) by verified billings or invoices that have been billed to the retiree and paid by the retiree during that prior twelve month period, and thereafter presented to the City for reimbursement no later than twenty (20) days prior to the first day of either May or November. Bills submitted later than thirty (30) days prior may not be reimbursed until the following reimbursement date.

39.9. Qualified dependents shall be defined as a spouse or dependents living with the retiree (as "dependents" are defined for federal income tax purposes).

39.10. Retirees, spouses or their qualified dependents may not seek reimbursement for medical, dental, or vision billings that may be or have been paid for by other health, dental or vision plans available to the retiree, spouse, or dependent.

Partial payments by other health plans may, however, be submitted for reimbursement of the unpaid portion, so long as submitted with the limitation set out above.

39.11. Each such retiree shall be limited to his or her accumulated amount, and no such retiree may deplete another retiree's accumulation.

39.12. The City's co-payment and/or reimbursement offer to qualified retirees specified in Subsections 39.4 and 39.5 above shall te1minate upon each and any of the following events:
• Upon the retiree's death
• Upon the retiree returning to employment with the City of San Bruno and qualifying for employee health and welfare benefits.
• Upon the retiree reaching age 65
• Upon the retiree earning in excess of the limit set by the lRS as FICA non- taxed income in any calendar year, as verified on employee's federal income tax form ["wages, salary and tips"], (excluding spouse's income, if any) subject to request for verification by the City. Said amount shall be adjusted annually by overall salary increases (but not equity adjustments) as provided annually to this bargaining unit by way of the Memorandum of Understanding.

39.13. It shall be the responsibility of the retiree to annually supply the City prior to April 30, a copy of his/her federal income tax return as verification that the earning limit has not been exceeded. Failure to provide the tax return may be cause to terminate these additional retiree benefits.

39.14. Termination of the co-payment or reimbursement by reason of any of the conditions listed above, becomes effective upon the date of the disqualifying event: and all such co- payments or billings incurred prior to that date will be reimbursed by the City pursuant to the agreement; and no such reimbursements shall be made by the City to the retiree from the date of disqualification.

Disqualification based upon a single year's income also disqualifies the retiree for reimbursements every year after the date of disqualification.

40. Retiree Health Coverage

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40.1. Except for employees who are covered in Section 39. Health Insurance After Retirement From City, employees in this unit participate in Retiree Plus Health Coverage established January 1, 2021. For the term of this contract, the City shall pay 75% and employee shall pay 25% of Retiree Plus Health Coverage premium.

40.2. 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.

40.3. Eligibility for Retiree Plus Coverage: If you retire from employment with an employer who is making 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 Plus 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 Plus Health Coverage Plan Document for exceptions and enrollment deadlines.

41. Health Insurance After Retirement -Third Party Provider

41.1. The City and Union agree to meet and discuss developing a trust fund or annuity option with a third-party provider such as PEBSCO, or a similar provider, to allow employees to use sick leave payoff at retirement as a vehicle to provide for contributions for retiree medical coverage.

41.2. To the extent that that it is consistent with state, federal and IRS laws and regulations, it is the intent to provide this option to all current members of this bargaining unit even if their retirement date precedes the implementation date of the program.

41.3. The City will work with the Unit and outside provider to establish a health savings account for employees.

42. Life Insurance

42.1. The City shall provide, at its expense, a term life insurance group policy for Teamster Local 856 members covered under this agreement, in an amount equal to the employee's annual base salary as stated in Appendix "A" of this Memorandum of Understanding. Income tax consequences, in conformance with IRS regulations, will be the responsibility of the employee. All employees earning under $50,000 will have a life insurance benefit of $50,000.

42.2. 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

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and conditions as are customarily imposed by such carrier in its normal course of business.

43. Retirement and Retirement Related Benefits

43.1. PERS Membership

43.1.1. Employees in 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.

43.1.2. The retirement contract in effect on December I, 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 of calculating retirement benefits shall be based upon the "highest year" method under the Public Employees Retirement System (PERS).

43.1.3. For employees hired on or after January 1, 2013, their retirement shall be as provided by the California Public Employees' Pension Reform Act of 2013 (PEPRA) and AB340 and AB197.

43.2. Deferred Compensation

43.2.1. 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 voluntarily participate in one of the City's designated deferred compensation programs.

43.2.2. The City agrees to make available at least two (2) different deferred compensation providers at the City's discretion. No mandatory City contributions to such plans or administrative expense shall be required of the City. Costs charged to an employee's individual deferred compensation account by the plan provider shall not be deemed to be an administrative cost of the City.

43.2.3. 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 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.

43.2.4. The City shall continue to offer deferred compensation plans. No mandatory City contributions to such plans or administrative expense shall be required of the City in addition to the contributions made or administrative expense incurred by the City as of February 28, 1985. Costs charged to an employee's individual deferred compensation account by the carrier shall not be deemed to be an administrative cost of the City.

43.3. 1959 Survivor's Benefits and Long-Term Disability

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43.3.1. The City shall continue in effect as an employer paid employee benefit the current PERS retirement plan option relating to 1959 Survivor's Benefits [Level II and then changed to Level IV as outlined below] and the Long-Term Disability program described in Resolution No. 1980-85 Adopting and Approving a Long- Term Disability Program.

43.4. Historical Note: Change in 1959 Survivor's Benefit Level

43.4.1. The City agreed to modify the PERS contract to offer Level IV 1959 Survivor's Benefits for local safety members in July 1998. It was understood that there is an increased cost to both the employer (agency) and member (employee) rate. The Union agreed that all employees in the bargaining unit shall be responsible, through 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, current employee cost is projected to be $2.00 per month and current.

43.5. VEBA

43.5.1. The City will make available the VEBA plan for employees. The bargaining unit will vote separately to determine whether the membership will participate in the program. If unit votes to participate in the VEBA plan, employees will pay participant fees (currently $7.50/month) and 0.1% of the individual account balance each quarter. Employer cost is projected to be $8.50 per month resulting in an individual employee payroll deduction of $8.00 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.

44. Discipline

44.1. The City may discharge, suspend, demote, reduce salary, or otherwise discipline any employee for cause including, but not limited to, dishonesty, insubordination, drunkenness, incompetence, willful negligence, failure to perform work as required or failure to comply with or violation of the City's reasonable rules regarding safety conduct and operations. Any employee who has been subject to such discipline shall be furnished the reasons for such action in writing with a copy of such letter furnished to the Union.

44.2. Letters of Reprimand Not Subject to Grievance Procedure

44.2.1. 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 4546.

44.2.2. The employee shall have thirty (30) days within which to file a written response.

Such written response shall be attached to, and shall accompany the Letter of Reprimand.

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44.2.3. A Letter of Reprimand shall be purged from the employee's work record after retention for a period of twenty-four (24) months or as required by law. This provision shall include removal of Letters of Reprimand issued prior to April 1, 1985.

44.2.4. 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, otherwise modify the disciplinary action.

44.2.5. 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 43.2.244.2.2 of this section, shall be submitted on appeal to the reviewing authority for such consideration as the reviewing authority deems appropriate.

44.3. Pre-disciplinary Hearings

44.3.1. 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 this section shall not apply to suspensions of less than 40 hours.

44.3.2. 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 hearing 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 hearing not less than five 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.

44.3.3. At the hearing, the employee shall have the right to present an oral 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.

44.3.4. If, prior to the hearing, the employee presents to the City Manager a written request that the City Manager disqualify himself/herself from conducting the hearing due to bias or prejudice, the City Manager shall assign a designee having no supervisory control over the employee to conduct the hearing. At the conclusion of the hearing, the hearing officer shall recommend to the City Manager the disciplinary action to be taken, if any, and the City Manager shall make a determination and promptly notify the employee in writing of such decision.

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45. Suspension

45.1. Suspensions Without Pay

45.1.1. An employee in a classification of employment set forth in Appendix "A" hereto may be suspended without pay for a disciplinary purpose.

45.1.2. A department head shall have the power to suspend a subordinate employee without pay for not more than 40 hours. 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.

45.1.3. The City Manager shall have the power to suspend a subordinate employee for an amount of time the City Manager deems appropriate.

45.1.4. It is the intent of this section to allocate to the department head 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 to take immediate action to remedy employee misconduct which may pose an immediate threat to the health, safety, or welfare of other employees or to the public at large.

45.2. Administrative Leave with Pay

45.2.1. An immediate supervisor, a department head, or the City Manager shall have the power to suspend a subordinate employee with pay pending investigation of a matter in which the employee may be involved which may lead to disciplinary action against him, or pending consideration of possible disciplina1y 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. An immediate supervisor making such suspension shall immediately notify the department head, who shall immediately notify the City Manager in writing. The department head or the City Manager may terminate such suspension. A department head making such suspension shall immediately notify the City Manager in writing. The City Manager shall have the power to rescind, extend, or reduce an administrative leave with pay.

46. Grievance Procedure

46.1. Definition. A grievance is 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 Police Department or 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 Police or Fire Department rules, are excluded from the grievance procedure, and are not covered by the procedures set forth in this section.

46.2. 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

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grievance may be either oral or in writing. If made in writing, the grievance shall comply with the requirement of Subsection 45.346.3 for a formally presented grievance.

46.3. Formal presentation. The formal presentation of a grievance shall be written and shall state which provision of this Memorandum of Understanding, Personnel Rules, or Police Department or Fire Department rule has been misapplied to the detriment of the grievant and shall indicate the redress sought. The grievance shall be signed by the individual or Union presenting the grievance. In the event that more than one individual is alleged to be aggrieved, the grievance may be signed by a duly authorized representative of the Union, in which case the grievance shall indicate the names of the persons on whose behalf it is filed. 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 twelve days after receiving the grievance, indicating in writing the specific defects. The reply shall specify that the grievant has twelve days to correct the defects or the grievance shall be deemed to be withdrawn. If the grievance is not corrected within said 12-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.

46.4. Department head. A grievance which is not settled at the first level may, within twelve 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 45.346.3. The department head shall render his/her decision and comments in writing and return them to the employee within twelve days after receipt of the formal grievance.

46.5. Power of immediate supervisors and department heads in resolving grievances.

In the resolution or decision of a grievance, no immediate supervisor or department head shall modify any procedure or rule within the department unless and until s/he shall have received the written approval of the City Manager.

However, the immediate supervisor and department head may interpret and apply existing procedures or rules.

46.6. City Manager. A grievance which is not settled at the department head level may be appealed in writing to the City Manager within 12 days of the decision of the department head. Within 12 days after receipt of the appeal, the City Manager shall set a date, which is not more than 12 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 12 days of the meeting.

46.7. Time limits. Grievance shall be filed within 15 days of the incident or occurrence about which the employee claims to have a grievance, except that a grievance may be filed within 30 days of such incident or occurrence if the employee can show that within 15 days of the occurrence s/he did not have actual knowledge of the occurrence or had no reason to know of it.

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46.8. 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; provided, however, that if the grievant is not represented by the Union, s/he shall present to the City a written waiver of his/her right to be represented by the Union and shall hold the Union harmless from any liability to him/her arising from the lack of Union representation.

46.9. Effect of a 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. 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 in any evaluation of his/her work performance. The failure of an individual to file a grievance in a particular situation does not of itself establish a past practice.

46.10. Disciplinary matters. In the event an employee feels that a discharge, suspension, or demotion is unjust, the employee shall have the right to appeal the case through the grievance procedure by filing a grievance through the City Manager within 12 days from the date the employee was notified of the action.

46.11. Untimely appeals shall not be entertained under the grievance procedure; provided, however, that the City Manager in his/her sole discretion may allow the filing of an appeal of a disciplinary action within 30 days from the date the employee was notified of the action if the City Manager determines that the failure of the employee or his/her representative to file the appeal within the normal 12-day period was the result of excusable neglect or inadvertence.

46.12. Upon the timely filing of a grievance, the provisions of Subsections 45.2046.2 through 45.2446.10 inclusive, shall apply. The discharge of probationary employees shall not be subject to the grievance procedure.

46.13. Decisions of arbitrators and adjustment boards on matters properly before them shall be final and binding on the parties hereto, except as provided in this paragraph. The arbitrator and adjustment boards shall only have the power to reduce the discipline imposed if it is determined that the degree of discipline imposed was arbitrarily excessive. Such decision shall not be deemed to have been arbitrarily excessive unless the arbitrator shall have evaluated and made specific findings regarding the following:
• The employee's work record and performance evaluations; • The employee's prior disciplinary record;
• The seriousness of the conduct for which discipline was imposed; • The impact of such conduct upon department operations; • The frequency of occurrence of such conduct;
• The effect of such conduct upon community safety and the safety of fellow employees;
• In the case of discharge, the effect of the employee's continued employment on community safety, safety of fellow officers, and the integrity of delivery of police services;
• In the case of discharge, the effect of the recurrence of such conduct on

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police department morale;
• The likelihood of recurrence of such conduct;
• The existence of mitigating factors related to the conduct, which shall be specified.
• In making such evaluation and findings, arbitrator shall be guided by prior arbitration decisions, prior court decisions, and the history of prior discipline within the police department.
• The decision of the adjustment board or arbitrator is final.

46.14. In the event the adjustment board or arbitrator has evaluated the above criteria and has rendered an award with a different level of discipline than that initially imposed by the City, it shall be concluded that the adjustment board or arbitrator has found that the initial discipline was arbitrarily excessive.

46.15. Days. The time limits provided herein refer to calendar days.

46.16. Waiver of time limits. The time limits provided herein may be waived by the mutual consent of the parties.

46.17. Determination of arbitrator or adjustment board. A grievance which is not settled by the City Manager may be appealed in writing for final determination. The written notice of appeal must be filed with the City Manager within 12 days of the date of his/her written decision.

46.18. If the grievance is of a disciplinary action consisting of a suspension of less than 30 days (the words "a reprimand," deleted on 4/1/87) or another action where there is no discharge, demotion, or reduction in pay, the grievance shall be submitted to an adjustment board comprised of two employee representatives and two representatives of the City. No decision of the adjustment board shall be final and binding without receiving the affirmative votes of at least three members. The parties may mutually agree to submit other types of grievances to the adjustment board.

46.19. If the grievance is of a disciplinary action consisting of a discharge, a suspension of 30 days or more, a demotion, or a reduction in pay, or a dispute which involves the interpretation or application of any provision of this Memorandum of Understanding, any provision of the Personnel Rules, or written rules of the Police Department, or a dispute which has been submitted to an adjustment board and the board has been unable to arrive at a majority decision, the grievance shall be submitted to an arbitrator.

46.20. Selection of arbitrator or adjustment board. Within 12 days after the filing of the appeal, the City Manager and the grievant shall meet or otherwise communicate to select an adjustment board or mutually acceptable arbitrator, as the case may be, who agree to serve. Where the matter is to go to arbitration, 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 on 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.

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46.21. Decision. The decision of the arbitrator shall be in writing and shall set 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.

46.22. Changes in Memorandum of Understanding not arbitrable. Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary hereto shall not be arbitrable, and no proposal to modify, amend, or terminate this Memorandum of Understanding, nor any subject matter arising out of or in connection with such proposal, may be referred to arbitration under this section. Neither any adjustment board nor arbitrator shall have the power to modify this Memorandum of Understanding or written agreements or addenda supplementally thereto, or to establish any new terms and conditions of employment.

46.23. Limitation. No adjustment board or arbitrator shall entertain, hear, decide, or make recommendations on any dispute unless such dispute falls within the definition of a grievance, as set forth in Subsection 45.146 above.

46.24. 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.

46.25. Exclusiveness of remedy. The grievance procedure shall be the exclusive remedy for matters which are grievable thereunder.

46.26. All grievances involving or concerning the payment of compensation shall be initially filed in writing with the employee's department head. ln such cases no adjustment shall be retroactive for more than 30 days from the date upon which the grievance was filed.

47. Leaving Work for Personal Business (Non FLSA Exempt Positions)

47.1. Non FLSA Exempt employees shall not be permitted to leave work for the conduct of personal business or non-emergency doctor and dental appointments.

Non Exempt employees may request from their supervisor a rescheduling of work to allow them to go to doctor and dental appointments without loss of accrued leave.

47.2. If there is a rescheduling, the Sergeant must still work a full shift. The operational needs of the department shall be the criterion from which rescheduling decisions are made.

48. Safety Equipment

48.1. Police Department Personnel

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48.1.1. In recognition of Labor Code Section 6401 and Government Code Section 5008.1, the City will furnish to full-time personnel designated as peace officers as defined by Penal Code Section 830.1 (1981 Statutes) the following identified items constituting safety equipment for sworn police personnel in this unit:
• Duty Firearm (1)
• Firearm Holster (1)
• Equipment Belt (1)
• Ammunition and Holder (1)
• Baton and Baton Holder (1)
• Speed Loaders or Firearm Magazines (1)
• Rain Coat and Rain Pants (1)
• Chemical Agent and Chemical Agent Holder (1)
• Knife (1)
• Handcuffs and Holder (1)
• Flashlight (1)
• Whistle (1)
• Rainboots (1 Pair)
• Black Rain Cap (1)
• Ballistic Vest (1)
• Service Emblems According to Department Policy (1)
• Bicycle Shirt (1)
• Pair Bicycle Shorts (1)
• Utility Uniform (1)
• Riot Helmet (1)
• Pair Boots (1)
• Quick Code (Penal and Vehicle Code) (1)
• Biochemical Bag (1)
• Taser with Holster (1)
• Taser Cartridges (3)
• Taser Cartridge Holster (1)
Bicycle Personnel only
• Bicycle Shirt (1)
• Pair Bicycle Shorts (1)
Motorcycle Personnel only
• Leather Jacket (1)
• Breeches (1)
• Leather Boots (1 Pair)
• Safety Glasses (1 Pair)
• Leather Gloves (1 Pair)

48.1.2. Prior to purchasing the above mentioned equipment, the City will meet and confer with the Union to consider recommendations from the Union on quality and brand of such equipment.

48.1.3. Such safety equipment shall remain the property of the City and shall be subject to such City adopted specification and operating procedures as deemed necessary by the City.

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48.1.4. The wearing of ballistic vests is required as outlined in the Police Department Policy Manual and the City shall not be responsible for the death or injury attributable to the failure of wearing such vests except as is presently provided by workers' compensation law.

48.2. Fire Department Personnel

48.2.1. Fire Battalion Chief shall be provided with the same personal protective equipment (PPE) as are provided other fire personnel.

49. Loss of Driver's License

49.1. An employee whose driver's license is suspended or revoked for a period of six (6) months or less so as to prevent him/her from lawfully operating a vehicle during the course of his/her duties, where operating a vehicle is part of the regular course of employment, shall be suspended without pay or benefits for that period. If the loss of such driver's license is attributable to the use of alcohol or drugs, the employee shall agree to and shall faithfully participate in a counseling and rehabilitation program agreed to by the City to correct the problem, if requested to do so by the City Manager. Failure to agree and to faithfully participate in such a program shall constitute a cause for dismissal.

49.2. Any suspension or revocation of the driver's license of an employee for a period of more than six (6) months which prevents him/her from lawfully operating a vehicle during the course of his duties, where operating a vehicle is a part of the regular course of employment, or any failure of an employee to notify the City of any suspension or revocation of his/her driver's license, regardless of duration, shall constitute a cause for dismissal.

49.3. If an employee does not have a valid driver's license for reasons other than suspension or revocation of such license, the City may direct the employee to acquire his/her license within the next working day of the Department of Motor Vehicles. All time missed from work shall be deducted from accumulated vacation, holiday, or compensatory time. If the employee does not acquire his/her license within the required time, s/he shall be treated as if his/her Iicense had been suspended or revoked for a period of six months or less.

50. Disaster Responsibility

50.1. When a significant disaster, as defined by the Police Chief, Fire Chief or City Manager, or designee, occurs in San Bruno, employees in classifications set forth in Appendix "A" of this Memorandum of Understanding shall report to the City of San Bruno for duty upon notification; provided, however, where a natural or man-made disaster is of such magnitude that a reasonable person would think to respond, no notification is necessary.

51. Carry Out of Assignments

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Public Safety Mid-Management Public
Safety Mid-Management

51.1. Employees shall carry out all instructions issued by their supervisors regarding work assignments. If there are any complaints in regard to the work assignment, the employee may exercise his/her right to use the grievance procedure after the instruction has been carried out.

52. No Strike

52.1. Participation in any job action, as defined in Subsection 27.2.8 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.

53. Patronizing Businesses Subject to Job Actions

53.1. The City will make reasonable efforts to avoid obtaining materials, supplies, and equipment from businesses within the City that are the subject of a job action if there are reasonable alternative sources within the cities of Millbrae, San Bruno, or South San Francisco. This will not apply to materials, supplies, or equipment which the City is legally required to obtain from a particular source due to competitive bidding requirements or other contractual obligations. In the event that such items are to be picked up at a place of business which is the subject of such a job action, the City shall refrain from the use of bargaining unit employees to obtain them if other alternatives are reasonably available. In times of emergency, this paragraph will not be applicable. For purposes of this paragraph, "emergency" is defined as an immediate threat to life and property. The Union shall be notified when the "emergency" exception is to be invoked.

54. Attendance

54.1. Failure on the part of an employee, absent without leave, to return to duty within 24 hours after notice to return shall be cause for immediate discharge, and such employee automatically waives all rights under the Personnel Ordinance, Rules and Regulations, and this Memorandum of Understanding. Notice shall consist of a letter by registered or certified mail delivered to the last-known address of the employee.

55. Past Practices and Existing Memorandum of Understanding

55.1. Continuance of working conditions and practices not specifically provided herein or authorized by ordinance or resolution of the City Council shall not be guaranteed by this Memorandum of Understanding.

55.2. Specific provisions of this Memorandum of Understanding shall supersede all existing and prior Memoranda of Understanding between City and the Union, Personnel Rules, Regulations, and Ordinances on the same subject.

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56. Negotiable Benefits

56.1. 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 substituted benefits in subsequent Memoranda of Understanding.

57. Severability of Provisions

57.1. Should any section, clause, or provision of this Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause or provisions 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.

57.2. In the event of such invalidation, the parties agree to meet and confer concerning substitute provisions for the provisions rendered or declared illegal.

58. Resolution of Impasses

58.1. If the parties to this Memorandum of Understanding fail to successfully negotiate a Memorandum of Understanding to succeed this one, and either party declares an impasse, the parties shall proceed to mediation pursuant to Resolution No. 1970-20, as amended, and if that procedure does not resolve the dispute, the parties shall proceed to advisory fact-finding, the result of which shall be kept confidential. If the parties are unable to reach an agreement after the conclusion of such fact-finding, the Union shall not be precluded from conducting informational picketing on City premises in accordance with state and federal law; provided, that the Union, its officers, and representatives shall not prevent any City employee from reporting to work.

59. Tuition Reimbursement Program

59.1. The provisions of this section shall apply to all positions in the unit:

59.2. The City will pay the costs of books and tuition at accredited public institutions.

The maximum tuition reimbursement shall be equivalent to the SFSU (San Francisco State University (SFSU)) tuition rate for the appropriate program level (undergraduate or graduate) for part time (six units or less per semester) enrollment, and shall not be reimbursed through the City's other reimbursement programs. If the course is at a private institution, the 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.

The institution may be located in the state of California, or another institution that allows for remote or asynchronous learning. The maximum tuition reimbursement shall be equivalent to the SFSU tuition for the appropriate program level (undergraduate or graduate) for part time (six units or less per semester) enrollment, and shall not be reimbursed through the City’s other reimbursement programs

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59.3. The courses of instruction taken by the employee must be job related and the employee must have obtained prior approval of the department head and thePolice Chief, Fire Chief, City Manager, or designee, if appropriate, prior to taking the course in order to be entitled to reimbursement.

59.4. 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).

59.5. 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.

60. Service Club Membership

60.1. The provisions of this section apply only to Police Commanders and Fire Battalion Chiefs.

60.2. 60.2. The City finds that voluntary, off-duty active and regular participation by members of the bargaining unit in a regularly meeting, locally chartered, formally organized and nationally recognized non-profit service club (i.e., Lions, Kiwanis, Rotary, Soroptomists, or other similar organizations approved by the City Manager or the City Council) to be of community wide benefit. The City will contribute to the voluntary participation by members of this bargaining unit, a share of the cost to include fees, assessments or such similar charges related to participation in a service club, by making such payments, upon request by the employee during the month of July of each year, for completed active and regular participation during the previous period of July I through June 30, in the amount of six hundred dollars ($600.00), or the prorated monthly equivalent thereof.

61. Term

61.1. This Memorandum of Understanding, except as otherwise noted, shall remain in effect for those employees employed in the classifications set forth in Appendix "A" for the period from January 1, 20222026, and until December 31, 20258 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.

61.2. This Memorandum of Understanding is a compilation of the previous Memorandums of Understanding, with modifications negotiated by and between the parties, and thereafter approved pursuant to San Bruno City Council Resolution.

For the City of San Bruno For the Professional and Vocational Employees

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Public Safety Mid-Management Public
Safety Mid-Management
Division Teamsters Local 856, J.B.T,
Representing the San Bruno Public Safety Mid-
Management Employee's Association
Jovan D. GroganAlex D. McIntyre, City
Manager
Peter Finn, Secretary/Treasurer/Principal
Officer, Teamsters 856
Date
City Bargaining Team
J. Dianos
B. Dunphy
D. Jacobson
J. Jimenez
Date
City Bargaining Team
M. Blundell
S. Greathouse
P. Hoffmann
S. Smithmatungol
T. Tangataevaha
T. Wetteland

62. Appendix A Salary Schedule
Effective first full pay period following in January 1, 20262:

CLASSIFICATION BARGAINING
UNIT

EFFECTIVE
DATE
Step 1 Step 2 Step 3 Step4 Step5

FIRE BATTALION
CHIEF
Public Safety Mid-
Management
01/1203/262 13,274
16,383
13,971
17,243
14,704
18,149
15,476
19,102

16.289
20,104
POLICE CAPTAIN Public Safely Mid-
Management
01/1203/262 14,850
18,234
15,630
19,192

16.451
20,199
17,315
21,260

18.224
22,376
POLICE

LIEUTENANT
Public Safety Mid-
Management
01/1203/262 13,076
15,499
13,762
16,312
14,485
17,169
15,245
18,070
16,045
19,019
POLICE

SERGEANT
Public Safety Mid-
Management
01/1203/261
22 10,543
12,221
11,097
12,863
11,680
13,538
12,293
14,249
12,938
14,997

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August 28, 2025
Public Safety Mid-Management Unit
Proposal | MOU Verbiage Clarification

7. Filling of Vacancies

7.3. Announcement
7 .3 .1. All examinations for classes set forth in Appendix "A" of this Memorandum of Understanding shall be published by posting announcements in the city hall, on official bulletin boards, and in such other places as the Personnel Officer deems advisable, including one newspaper of general circulation circulated in the city.

Promotional examinations shall not be advertised by newspaper. Notice of promotional examinations need not be given to persons other than those eligible to take such examinations.

7.3.2. The announcements shall specify the following:

The title and salary range of the class;
The nature of the work to be performed;
Preparation desirable for the performance of the work of the class; The dates, time, place, and manner of making applications; and Other pertinent information.

7.4. Application Form

7.4.1. Applications shall be made on forms provided by the Personnel Officer or electronically. Such forms may require information covering training, experience, or other pertinent information. All applications must be signed under penalty of perjury by the person applying.
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ATTACHMENT 2
August 28, 2025Public Safety Mid-Management UnitProposal | MOU Verbiage Clarification

21. Uniform Allowance 21.1. It is understood that this uniform allowance is provided for the purposes of employee's compliance with departmental uniform requirements and that it is the responsibility of each employee to be in compliance with the departmental requirements at all times. 21.2. Employees in this unit shall receive an annual uniform allowance of nine hundred and fifty dollars ($950). In no case shall the uniform allowance for members of this group be less than that paid to sworn members of the Police Association. 21.3. Said uniform allowance shall continue tobe paid in a lump sum distribution no later than September 1 annually inequal amount in each pay period for each pay period and reported within the earned period report.The Uniform Allowance shall be increased by the CPI index for the month of June in each subsequent year. 21.4. The City shall pay the employee's CalPERS contribution for uniform allowance, in accordance with current CalPERS and government code requirements.

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50. Disaster Responsibility50.1. When a significant disaster, as defined by the Police Chief, Fire Chief orCity Manager, or designee,occurs in San Bruno, employees in classifications set forth in Appendix "A" of this Memorandum of Understanding shall report to the City of San Bruno for duty upon notification; provided, however, where a natural or man-made disaster is of such magnitude that a reasonable person would think to respond, no notification is necessary.

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May 18, 2026Public Safety Mid-Management UnitProposal | MOU Verbiage Clarification

59. Tuition Reimbursement Program59.1 . The provisions of this section shall apply to all positions in the unit: 59.2. The City will pay the costs of books and tuition at accredited public institutions. The maximum tuition reimbursement shall be equivalent to the San Francisco State University (SFSU) SFSU (San Francisco State University)tuitionratefor the appropriate program level (undergraduate or graduate) for part time (six units or less per semester) enrollment, and shall not be reimbursed through the City's other reimbursement programs.If the course is at a private institution, the 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. The institution may be located in the state of California any one of the nine Bay Area counties, or another institution that allows for remote or asynchronous learning. The maximum tuition reimbursement shall be equivalent to the SFSU tuition for the appropriate program level (undergraduate or graduate) for part time (six units or less per semester) enrollment, and shall not be reimbursed through the City's other reimbursement programs.59.3 . The courses of instruction taken by the employee must be job related and the employee must have obtained the prior approval of the department head Police Chief, City Manager, or designee, if appropriate, prior to taking the course in order to be entitled to reimbursement.59.4. The employee must receive a passing grade in order to receive reimbursementand must be employed by the City at the start of the eligible course(s).59.5. Reimbursement will be made upon submission to the City of written evidence that the employee obtained a passing grade in the approved courseand reimbursement will be subject to appropriate IRS regulations.

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PUBLIC SAFETY MID-MANAGEMENT 2025 NEGOTIATIONS June 23, 2026 Union Revised Settlement Offer 61. Term 61.1. This Memorandum of Understanding, except as otherwise noted, shall remain in effect for those employees employed in the classifications set forth in Appendix "A" for the period from January 1, 202622, and until December 31, 202825 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. 61.2. This Memorandum of Understanding is a compilation of the previous Memorandums of Understanding, with modifications negotiated by and between the parties, and thereafter approved pursuant to San Bruno City Council Resolution. 14. Salary Plan 14. l. The following reflects the understanding as to adjustments, modifications and changes related to salary and/or benefits which were agreed upon: 2622 4.5% 3% increase effective the first full pay period in January 202723 5% 3% increase effective the first full pay period in January 202824 3% increase effective the first full pay period in January 2025 14.2. Equity Increases 14.2.1. Effective the first full pay period in July 2026 January 2022, equity adjustments for the classifications below: 2% Police Sergeant 4.3% Police Lieutenant 4.5% Battalion Chief

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14.2.2. Effective the first full pay period in July 2027, equity adjustments for the classifications below: 2% Police Sergeant 4.3% Police Lieutenant 4.5% Battalion Chief 14.2.3. Effective the first full pay period in July 2028, equity adjustments for the classifications below: 2% Police Sergeant 4.3% Police Lieutenant 4.5% Battalion Chief

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Certificate Of CompletionEnvelope Id: 1E6E29A2-B9B0-8A94-812B-D7D49114AED1 Status: CompletedSubject: Complete with Docusign: PSMM Proposals for TASource Envelope: Document Pages: 8 Signatures: 24 Envelope Originator: Certificate Pages: 5 Initials: 8 Jennifer DianosAutoNav: EnabledEnvelopeId Stamping: EnabledTime Zone: (UTC-08:00) Pacific Time (US & Canada)[email protected] Address: 50.145.61.130Record TrackingStatus: Original 6/25/2026 3:39:34 PMHolder: Jennifer Dianos [email protected]: DocuSignSecurity Appliance Status: Connected Pool: StateLocalSigner Events Signature TimestampPeter [email protected] Level: Email, Account Authentication (None) Signature Adoption: Pre-selected StyleUsing IP Address: 135.180.174.88Sent: 6/25/2026 4:03:44 PMViewed: 6/25/2026 7:46:25 PM Signed: 6/25/2026 7:50:44 PMElectronic Record and Signature Disclosure: Accepted: 6/25/2026 7:46:25 PM ID: ec46b863-5628-4f1a-b5ee-4c42cbc75b54Timothy [email protected] Level: Email, Account Authentication (None) Signature Adoption: Drawn on DeviceUsing IP Address: 50.175.158.202Signed using mobileSent: 6/25/2026 7:50:46 PMViewed: 6/25/2026 10:44:03 PM Signed: 6/25/2026 10:52:52 PMElectronic Record and Signature Disclosure: Accepted: 6/25/2026 10:44:03 PM ID: c60bbd7a-b12e-400d-bba4-4636b0cc3003Michael [email protected] Level: Email, Account Authentication (None) Signature Adoption: Pre-selected StyleUsing IP Address: 50.175.182.174Sent: 6/25/2026 10:52:54 PMViewed: 6/26/2026 6:52:08 AM Signed: 6/26/2026 9:47:39 AMElectronic Record and Signature Disclosure: Not Offered via DocusignBurke [email protected] Level: Email, Account Authentication (None) Signature Adoption: Pre-selected StyleUsing IP Address: 75.101.108.98Sent: 6/26/2026 9:47:41 AMViewed: 6/26/2026 1:19:28 PM Signed: 6/26/2026 1:21:24 PMElectronic Record and Signature Disclosure: Accepted: 6/26/2026 1:19:28 PM ID: c2d5b6dd-7e4a-4476-80ed-397fc2f94b7dIn Person Signer Events Signature Timestamp

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Editor Delivery Events Status TimestampAgent Delivery Events Status TimestampIntermediary Delivery Events Status TimestampCertified Delivery Events Status TimestampCarbon Copy Events Status TimestampWitness Events Signature TimestampNotary Events Signature TimestampEnvelope Summary Events Status TimestampsEnvelope Sent Hashed/Encrypted 6/25/2026 4:03:44 PMCertified Delivered Security Checked 6/26/2026 1:19:28 PMSigning Complete Security Checked 6/26/2026 1:21:24 PMCompleted Security Checked 6/26/2026 1:21:24 PMPayment Events Status TimestampsElectronic Record and Signature Disclosure

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ELECTRONIC RECORD AND SIGNATURE DISCLOSURE From time to time, Carahsoft OBO City of San Bruno (we, us or Company) may be required by law to provide to you certain written notices or disclosures. Described below are the terms and conditions for providing to you such notices and disclosures electronically through the DocuSign system. Please read the information below carefully and thoroughly, and if you can access this information electronically to your satisfaction and agree to this Electronic Record and Signature Disclosure (ERSD), please confirm your agreement by selecting the check-system. Getting paper copies At any time, you may request from us a paper copy of any record provided or made available electronically to you by us. You will have the ability to download and print documents we send to you through the DocuSign system during and immediately after the signing session and, if you elect to create a DocuSign account, you may access the documents for a limited period of time (usually 30 days) after such documents are first sent to you. After such time, if you wish for us to send you paper copies of any such documents from our office to you, you will be charged a $0.00 per-page fee. You may request delivery of such paper copies from us by following the procedure described below. Withdrawing your consent If you decide to receive notices and disclosures from us electronically, you may at any time change your mind and tell us that thereafter you want to receive required notices and disclosures only in paper format. How you must inform us of your decision to receive future notices and disclosure in paper format and withdraw your consent to receive notices and disclosures electronically is described below. Consequences of changing your mind If you elect to receive required notices and disclosures only in paper format, it will slow the speed at which we can complete certain steps in transactions with you and delivering services to you because we will need first to send the required notices or disclosures to you in paper format, and then wait until we receive back from you your acknowledgment of your receipt of such paper notices or disclosures. Further, you will no longer be able to use the DocuSign system to receive required notices and consents electronically from us or to sign electronically documents from us. All notices and disclosures will be sent to you electronically

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Unless you tell us otherwise in accordance with the procedures described herein, we will provide electronically to you through the DocuSign system all required notices, disclosures, authorizations, acknowledgements, and other documents that are required to be provided or made available to you during the course of our relationship with you. To reduce the chance of you inadvertently not receiving any notice or disclosure, we prefer to provide all of the required notices and disclosures to you by the same method and to the same address that you have given us. Thus, you can receive all the disclosures and notices electronically or in paper format through the paper mail delivery system. If you do not agree with this process, please let us know as described below. Please also see the paragraph immediately above that describes the consequences of your electing not to receive delivery of the notices and disclosures electronically from us. How to contact Carahsoft OBO City of San Bruno: You may contact us to let us know of your changes as to how we may contact you electronically, to request paper copies of certain information from us, and to withdraw your prior consent to receive notices and disclosures electronically as follows: To contact us by email send messages to: [email protected] To advise Carahsoft OBO City of San Bruno of your new email address To let us know of a change in your email address where we should send notices and disclosures electronically to you, you must send an email message to us at [email protected] and in the body of such request you must state: your previous email address, your new email address. We do not require any other information from you to change your email address. If you created a DocuSign account, you may update it with your new email address through your account preferences. To request paper copies from Carahsoft OBO City of San Bruno To request delivery from us of paper copies of the notices and disclosures previously provided by us to you electronically, you must send us an email to [email protected] and in the body of such request you must state your email address, full name, mailing address, and telephone number. We will bill you for any fees at that time, if any. To withdraw your consent with Carahsoft OBO City of San Bruno To inform us that you no longer wish to receive future notices and disclosures in electronic format you may:

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City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: July 14, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Jennifer Dianos, Assistant Administrative Services Director SUBJECT: Consider Adoption of a Resolution Approving Publicly Available Pay Schedule Effective January 12, 2026, Pay Schedule Effective July 1, 2026, and Pay Schedule Effective July 13, 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.

The Pay Schedule complies with the eight (8) requirements that must be met by a publicly available schedule in order for it to be used to determine pay rates by CalPERS.

In accordance with 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. The most recent Pay Schedule was approved by the City Council on May 26, 2026.

DISCUSSION
To maintain compliance with CalPERS requirements for publicly available pay schedules, staff have prepared three separate Pay Schedules for City Council consideration. Each Schedule corresponds to a distinct effective period and identifies the salary assigned to each classification during that timeframe. This approach documents the applicable effective dates for retroactive salary adjustments and scheduled compensation changes, ensuring the City's pay schedules accurately reflect compensation in effect at each point in time. The three Schedules are recommended to reflect the following changes:

Pay Schedule No. 1, effective January 12, 2026 to June 30, 2026 (Resolution Exhibit A)  Incorporates the January 2026 general wage adjustment listed in the Teamsters Local 856 IBT, Public Safety Mid-Management Unit Memorandum of Understanding (MOU), effective the first full pay period of January 2026. City Council will consider the approval 98 of 558
Item 6e.

Honorable Mayor and Members of the City Council
July 14, 2026

Page 2 of 3 ends

of the new labor agreement on July 14, 2026 - if the City Council decides not to ratify the MOU as presented, the existing rates will remain unchanged. Incorporates one title update to a part-time classification, no change to established step range.

Pay Schedule No. 2, effective July 1, 2026 to July 12, 2026 (Resolution Exhibit B) Incorporates the July 2026 general wage adjustment listed in the City Manager employment agreement effective July 1, 2026, and previously approved by the City Council on July 22, 2025.
Incorporates a recommended reclassification of the current Code Enforcement Supervisor position to a Code Enforcement Manager position. This recommendation is made by the Department to support the organizational restructuring transition that was included in the Fiscal Year (FY) 2026-27 operating budget. The Code Enforcement Division was moved from the Police Department to the Community Development Department to achieve better integration and efficiencies given that the building and zoning issues make up a large portion of Code Enforcement’s responsibilities. The Code Enforcement Manager will be responsible for full supervising and operational duties of the Division and is job-leveled with the Chief Building Officer, also a Division Manager of the same Department. The proposed salary range is $82.45 to $101.18 per hour, based on a 36-hour workweek or 1,872 hours per year. This change is proposed to take effective July 1, 2026, and the position is currently vacant. Incorporates the 36-hour work week for the Code Enforcement Officer I and II classifications, amending the annual hours from 2,080 to 1,872, consistent with the Teamsters Local 856 IBT, Miscellaneous MOU, with no change to the annual compensation. This change is proposed to take effective July 1, 2026, and part of the organizational restructuring noted in recommendation above.

Pay Schedule No. 3, effective July 13, 2026 (Resolution Exhibit C) Incorporates the July 2026 equity adjustments listed in the Teamsters Local 856 IBT, Public Safety Mid-Management Unit MOU, effective the first full pay period of July 2026.

City Council will consider the approval of a new labor agreement on July 14, 2026 - if the City Council decides not to ratify the MOU as presented, the existing rates will remain unchanged.
Incorporates the July 2026 equity adjustments listed in the Teamsters Local 856, Police Unit MOU, effective the first full pay period of July 2026, and previously approved by the City Council on May 12, 2026.

The changes are highlighted in red font on the attached recommended Pay Schedules (Resolution Exhibits A/B/C). There are no other changes, as presented.

FISCAL IMPACT
The negotiated wage increases were included in the City’s FY 2026-27 operating budget, which was adopted by the City Council on June 23, 2026. The new classification range, as proposed, will be offset by current vacancies and incorporated into future operating costs funded through the General Fund and Community Development Special Revenue Fund.

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Honorable Mayor and Members of the City Council
July 14, 2026

Page 3 of 3 ends

By adopting the proposed Pay Schedules, the action rescinds and nullifies all previously approved resolutions/schedules.

RECOMMENDATION
Consider Adoption of a Resolution Approving Publicly Available Pay Schedule Effective January 12, 2026, Pay Schedule Effective July 1, 2026, and Pay Schedule Effective July 13, 2026

ALTERNATIVES
Do not adopt a publicly available pay schedule pursuant to the Public Employees’ Retirement Law and risk potential penalties.

ATTACHMENTS:

Resolution with Exhibits A/B/C - Proposed Salary Schedules (3)

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1 3
8 5
8 RESOLUTION NO. 2026 - ___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN BRUNO APPROVING PUBLICLY AVAILABLE PAY SCHEDULE EFFECTIVE JANUARY 12, 2026, PAY SCHEDULE EFFECTIVE JULY 1, 2026, AND PAY SCHEDULE EFFECTIVE JULY 13, 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 effective January 12, 2026 to June 30, 2026, attached herein as Exhibit A, incorporates 1) the general wage adjustment in the Teamsters Local 856, IBT, Public Safety Mid-Management Bargaining Unit labor agreement presented to the City Council for approval on July 14, 2026, and effective the first full pay period in January 2026; 2) Incorporates one title update to a part-time classification, no change to established step range; and
WHEREAS, the Pay Schedule effective July 1, 2026 to July 12, 2026, attached herein as Exhibit B, incorporates 1) the general wage adjustment listed in the City Manager employment agreement effective July 1, 2026, and previously approved by the City Council on July 22, 2025; 2) a reclassification of the Code Enforcement Supervisor to Code Enforcement Manager with established pay range of $82.45 to $101.18 per hour, based on a 36-hour workweek or 1,872 hours per year; 3) Incorporates the 36-hour work week for the Code Enforcement Officer I and II classifications, amending the annual hours from 2,080 to 1,872, consistent with the Teamsters Local 856 IBT, Miscellaneous MOU, with no change to the annual compensation; and
WHEREAS, the Pay Schedule effective July 13, 2026, attached herein as Exhibit C, incorporates 1) the equity adjustments in the Teamsters Local 856, IBT, Public Safety Mid- Management Bargaining Unit labor agreement presented to the City Council for approval on July 14, 2026 and effective the first full pay period in July 2026; 2) the equity adjustments in the Teamsters Local 856, IBT, Police Bargaining Unit labor agreement previously approved by the City Council May 12, 2026 and effective the first full pay period in July 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 Schedules, attached hereto as EXHIBIT A effective January 12, 2026, EXHIBIT B effective July 1, 2026, and EXHIBIT C effective July 13, 2026.

Exhibit A: City of San Bruno Employee Pay Schedule 2026 – effective Jan. 12, 2026 Exhibit B: City of San Bruno Employee Pay Schedule 2026 – effective Jul. 1, 2026 Exhibit C: City of San Bruno Employee Pay Schedule 2026 – effective Jul. 13, 2026 101 of 558
ATTACHMENT 1
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I hereby certify that foregoing Resolution No. 2026 - ___ was introduced and adopted by the San Bruno City Council at a regular meeting on July 14, 2026, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:
_________________________________
Lupita Huerta, City Clerk

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8 EXHIBIT A
CITY OF SAN BRUNO EMPLOYEE PAY SCHEDULE 2026 –
effective January 12, 2026
[see attached]

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8 EXHIBIT B
CITY OF SAN BRUNO EMPLOYEE PAY SCHEDULE 2026 –
effective July 1, 2026
[see attached]

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8 EXHIBIT C
CITY OF SAN BRUNO EMPLOYEE PAY SCHEDULE 2026 –
effective July 13, 2026
[see attached]

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EXHIBIT A
City of San Bruno Employee Pay Schedule 2026 effective January 12, 2026 to June 30, 2026 Proposed
- July 14, 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 1/12/2026 1,872 1 (Min) 51.77$ 8,076$ 96,917$ 2 54.49 8,500 102,005
3 57.35 8,947 107,361
4 60.36 9,416 112,997
5 (Max) 63.53 9,911 118,929
Accounting & Customer Service Rep I Miscellaneous 1/12/2026 1,872 1 (Min) 35.45 5,5 31 66, 369 2 37.31 5,821 69,853
3 39.27 6,127 73,520
4 41.34 6,448 77,380
5 (Max) 43.51 6,787 81,443
Accounting & Customer Service Rep II Miscellaneous 1/12/2026 1,872 1 (Min) 40.77 6,360 76,319 2 42.91 6,694 80,326
3 45.16 7,045 84,543
4 47.53 7,415 88,982
5 (Max) 50.03 7,804 93,653
Accounting & Customer Service Rep III Miscellaneous 1/12/2026 1,872 1 (Min) 46.89 7,315 87,783 2 49.35 7,699 92,392
3 51.95 8,104 97,242
4 54.67 8,529 102,348
5 (Max) 57.54 8,977 107,721
Accounting Manager Mid-Management 1/12/2026 1,872 1 (Min) 73.97 11,539 138,473 2 77.85 12,145 145,743
3 81.94 12,783 153,395
4 86.24 13,454 161,448
5 (Max) 90.77 14,160 169,924
Accounting Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.36 9,2 61 111,129 2 62.48 9,747 116,963
3 65.76 10,259 123,103
4 69.21 10,797 129,566
5 (Max) 72.85 11,364 136,369
Administrative Analyst I Unrepresented 1/12/2026 1,872 1 (Min) 58.56 9,136 109,631 2 61.64 9,616 115,387
3 64.87 10,120 121,443
4 68.28 10,652 127,818
5 (Max) 71.86 11,2
11 134,527
Administrative Analyst II Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 Open range
5 (Max) 79.85 12,456 149,474
Administrative Services Director/CFO Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Administrative Technician I Unrepresented 1/12/2026 1,872 1 (Min) 49.78 7,765 93,180 2 52.39 8,173 98,075
3 55.14 8,602 103,225
4 58.04 9,054 108,647
5 (Max) 61.08 9,529 114,348
Administrative Technician II Unre presented 1/12/2026 1,872 1 (Min) 58.56 9,136 109,631 2 61.64 9,616 115,387
3 64.87 10,120 121,443
4 68.28 10,652 127,818
5 (Max) 71.86 11,211 134,527
Assistant Administrative Services Director Unrepresented 1/12/2026 1,872 1 (Min) 100.41 15,665 187,975 Open range
5 (Max) 123.22 19,223 230,670
Assistant City Manager Unrepresented 1/12/2026 1,872 1 (Min) 146.48 22,851 274,209 Open range
5 (Max) 179.70 28,033 336,395
Assistant Community Development Director Mid-Management 1/12/2026 1,872 1 (Min) 89.18 13,911 166,937 2 93.86 14,642 175,701
3 98.79 15,411 184,926
4 103.97 16,220 194,634
5 (Max) 109.43 17,071 204,853
City of San Bruno Employee Pay Schedule 2026
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106 of 558 ATTACHMENT 1, Exhibit A
Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Assistant Engineer Mid-Management 1/12/2026 1,872 1 (Min) 59.33 9,255 111,062 2 62.44 9,741 116,893
3 65.72 10,253 123,030
4 69.17 10,791 129,489
5 (Max) 72.80 11,357 136,287
Assistant Planner Mid-Management 1/12/2026 1,872 1 (Min) 48.71 7,598 91,176 2 51.26 7,997 95,963
3 53.95 8,417 101,001
4 56.79 8,859 106,304
5 (Max) 59.77 9,324 111,885
Assistant To City Manager Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Associate Civil Engineer Mid-Management 1/12/2026 1,872 1 (Min) 68.23 10,643 127,721 2 71.81 11,202 134,427
3 75.58 11,790 141,484
4 79.55 12,409 148,912
5 (Max) 83.72 13,061 156,730
Associate Planner Mid-Management 1/12/2026 1,872 1 (Min) 56.01 8,738 104,853 2 58.95 9,197 110,358
3 62.05 9,679 116,152
4 65.30 10,188 122,250
5 (Max) 68.73 10,722 128,668
Building Inspector I Mid-Management 1/12/2026 1,872 1 (Min) 50.35 7,854 94,251 2 52.99 8,267 99,200
3 55.77 8,701 104,408
4 58.70 9,157 109,889
5 (Max) 61.78 9,638 115,658
Building Inspector II M
id-Management 1/12/2026 1,872 1 (Min) 56.50 8,814 105,765 2 59.46 9,277 111,318
3 62.59 9,764 117,162
4 65.87 10,276 123,313
5 (Max) 69.33 10,816 129,787
Chief Building Official Mid-Management 1/12/2026 1,872 1 (Min) 82.28 12,835 154,022 2 86.60 13,509 162,108
3 91.14 14,218 170,619
4 95.93 14,965 179,577
5 (Max) 100.96 15,750 189,004
City Clerk Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Code Enforcement Officer I Police 1/12/2026 2,080 1 (Min) 41.97 7,275 87,294 2 44.17 7,656 91,877
3 46.49 8,058 96,701
4 48.93 8,482 101,778
5 (Max) 51.50 8,927 107,121
Code Enforcement Officer II Police 1/12/2026 2,080 1 (Min) 46.16 8,002 96,022 2 48.59 8,422 101,064
3 51.14 8,864 106,369
4 53.82 9,330 111,954
5 (Max) 56.65 9,819 117,831
Code Enforcement Supervisor Police 1/12/2026 2,080 1 (Min) 59.75 10,356 124,277 2 62.89 10,900 130,801
3 66.19 11,472 137,668
4 69.66 12,075 144,896
5 (Max) 73.32 12,709 152,503
Community Development Director Unrepresented 1
/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Community Development Technician I Miscellaneous 1/12/2026 1 ,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Community Development Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Community Services Director Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Community Services Officer II Police 1/12/2026 2,080 1 (Min) 31.35 5,434 65,210 2 33.00 5,720 68,634
3 34.73 6,020 72,237
4 36.55 6,336 76,029
5 (Max) 38.47 6,668 80,021
Community Services Superintendent Mid-Management 1/12/2026 1,872 1 (Min) 71.06 11,085 133,021 2 74.79 11,667 140,004
3 78.72 12,280 147,355
4 82.85 12,924 155,091
5 (Max) 87.20 13,603 163,233
Community Services Technician I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Community Services Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Computer Support Technician Miscellaneous 1/12/2026 1,872 1 (Min) 47.62 7,428 89,139 2 50.12 7,818 93,819
3 52.75 8,229 98,745
4 55.52 8,661 103,928
5 (Max) 58.43 9,115 109,385
Custodial Services Leader Miscellaneous 1/12/2026 1,872 1 (Min) 43.58 6,799 81,588 2 45.87 7,156 85,871
3 48.28 7
,532 90,380
4 50.81 7,927 95,125
5 (Max) 53.48 8,343 100,119
Custodian Miscellaneous 1/12/2026 1,872 1 (Min) 37.90 5,912 70,947 2 39.89 6,223 74,671
3 41.98 6,549 78,592
4 44.19 6,893 82,718
5 (Max) 46.51 7,255 87,060
Deputy Building Official Mid-Management 1/12/2026 1,872 1 (Min) 76.37 11,914 142,970 2 80.38 12,539 150,468
3 84.60 13,197 158,366
4 89.04 13,890 166,679
5 (Max) 93.72 14,620 175,437
Deputy City Clerk Unrepresented 1/12/2026 1,872 1 (Min) 49.78 7,765 93,180 2 52.39 8,173 98,075
3 55.14 8,602 103,225
4 58.04 9,054 108,647
5 (Max) 61.08 9,529 114,348
Deputy Director - Comm Service Mid-Management 1/12/2026 1,872 1 (Min) 81.90 12,776 153,308 2 86.19 13,446 161,357
3 90.72 14,152 169,828
4 95.48 14,895 178,744
5 (Max) 100.50 15,677 188,128
Deputy Public Works Dir - PW Admin & Engineering Mid-Management 1/12/2026 1,872 1 (Min) 93.43 14,575 174,897 2 98.33 15,340 184,079
3 103.50 16,145 193,743
4 108.93 16,993 203,915
5 (Max) 114.65 17,885 214,620
Deputy Public Works Dir - PW Utilities & Operations Mid-Management 1/12/2026 1,872 1 (Min) 88.42 13,794 165,527
2 93.06 14,518 174,217
3 97.95 15,280 183,364
4 103.09 16,083 192,990
5 (Max) 108.51 16,927 203,122
Deputy Public Works Dir - PW Utilities & Operations with PE Mid-Management 1/12/2026 1,872 1 (Min) 93.43 14,575 174,897 2 98.33 15,340 184,079
3 103.50 16,145 193,743
4 108.93 16,993 203,915
5 (Max) 114.65 17,885 214,620
Engineer Tech/PW Inspector Miscellaneous 1/12/2026 1,872 1 (Min) 54.56 8,511 102,129 2 57.42 8,958 107,491
3 60.43 9,428 113,134
4 63.61 9,923 119,074
5 (Max) 66.95 10,444 125,325
Executive Assistant Miscellaneous 1/12/2026 1,872 1 (Min) 44.79 6,987 83,845 2 47.14 7,354 88,247
3 49.62 7,740 92,880
4 52.22 8,146 97,756
5 (Max) 54.96 8,574 102,888
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Executive Assistant to the City Manager Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 2 68.48 10,684 128,203
3 72.08 11,244 134,933
4 75.86 11,835 142,017
5 (Max) 79.85 12,456 149,474
Facilities Tech I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Facilities Tech II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Field Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.41 9,268 111,216 2 62.53 9,755 117,055
3 65.81 10,267 123,200
4 69.27 10,806 129,668
5 (Max) 72.90 11,373 136,475
Field Supervisor - Parks Mid-Management 1/12/2026 1,872 1 (Min) 59.41 9,268 111,216 2 62.53 9,755 117,055
3 65.81 10,267 123,200
4 69.27 10,806 129,668
5 (Max) 72.90 11,373 136,475
Finance Manager Mid-Management 1/12/2026 1,872 1 (Min) 73.22 11,422 137,062 2 77.06 12,022 144,258
3 81.11 1
2,653 151,831
4 85.36 13,317 159,802
5 (Max) 89.85 14,016 168,192
Financial Services Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.22 9,239 110,869 2 62.33 9,724 116,690
3 65.61 10,235 122,816
4 69.05 10,772 129,264
5 (Max) 72.68 11,338 136,050
Fire Battalion Chief (40-hour) Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 90.45 15,678 188,134 2 95.20 16,501 198,011
3 100.20 17,367 208,407
4 105.46 18,279 219,348
5 (Max) 110.99 19,239 230,864
Fire Battalion Chief (56-hour) Public Safety Mid-Management 1/12/2026 2,912 1 (Min) 64.61 15,678 188,134 2 68.00 16,501 198,011
3 71.57 17,367 208,407
4 75.33 18,279 219,348
5 (Max) 79.28 19,239 230,864
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 Unrepresented 1/12/2026 1,872 1 (Min) 139.47 21,757 261,079
Open range
5 (Max) 171.14 26,698 320,376
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 City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Food Services Coordinator Miscellaneous 1/12/2026 1,872 1 (Min) 43.89 6,847 82,162 2 46.19 7,206 86,476
3 48.62 7,585 91,016
4 51.17 7,983 95,794
5 (Max) 53.86 8,402 100,823
Human Resources Manager Unrepresented 1/12/2026 1,872 1 (Min) 80.33 12,532 150,385 Open range
5 (Max) 98.58 15,378 184,536
Information Technology Associate Mid-Management 1/12/2026 1,872 1 (Min) 58.09 9,063 108,751 2 61.14 9,538 114,460
3 64.35 10,039 120,469
4 67.73 10,566 126,794
5 (Max) 71.29 11,121 133,451
Information Technology Manager Mid-Management 1/12/2026 1,872 1 (Min) 78.40 12,231 146,767 2 82.52 12,873 154,473
3 86.85 13,549 162,582
4 91.41 14,260 171,118
5 (Max) 96.21 15,009 180,102
Lead Customer Service & Tech Support Rep Miscellaneous 1/12/2026 1,872 1 (Min) 52.52 8,192 98,308 2 55.27 8,622 103,469
3 58.17 9,075 108,901
4 61.23 9,552 114,619
5 (Max) 64.44 10,053 120,636
Lead Maintenance Worker Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Lead Water System Operator - Pumps M
iscellaneous 1/12/2026 1,872 1 (Min) 55.78 8,702 104,424 2 58.71 9,159 109,907
3 61.79 9,640 115,677
4 65.04 10,146 121,750
5 (Max) 68.45 10,678 128,142
Lead Water Systems Operator - Field Miscellaneous 1/12/2026 1,872 1 (Min) 55.78 8,702 104,424 2 58.71 9,159 109,907
3 61.79 9,640 115,677
4 65.04 10,146 121,750
5 (Max) 68.45 10,678 128,142
Lead Water Systems Operator - Wells Miscellaneous 1/12/2026 1,872 1 (Min) 55.78 8,702 104,424 2 58.71 9,159 109,907
3 61.79 9,640 115,677
4 65.04 10,146 121,750
5 (Max) 68.45 10,678 128,142
Librarian I Miscellaneous 1/12/2026 1,872 1 (Min) 43.61 6,803 81,640 2 45.90 7,161 85,926
3 48.31 7,536 90,437
4 50.85 7,932 95,185
5 (Max) 53.52 8,349 100,182
Librarian II Miscellaneous 1/12/2026 1,872 1 (Min) 50.15 7,823 93,874 2 52.78 8,233 98,802
3 55.55 8,666 103,989
4 58.47 9,121 109,448
5 (Max) 61.54 9,600 115,194
Library Assistant I Miscellaneous 1/12/2026 1,872 1 (Min) 33.19 5,178 62,131 2 34.93 5,449 65,392
3 36.77 5,735 6
8,826
4 38.70 6,037 72,439
5 (Max) 40.73 6,353 76,242
Library Assistant II Miscellaneous 1/12/2026 1 ,872 1 (Min) 38.18 5,956 71,468 2 40.18 6,268 75,220
3 42.29 6,597 79,169
4 44.51 6,944 83,325
5 (Max) 46.85 7,308 87,700
Library Services Coordinator Miscellaneous 1/12/2026 1,872 1 (Min) 43.89 6,847 82,162 2 46.19 7,206 86,476
3 48.62 7,585 91,016
4 51.17 7,983 95,794
5 (Max) 53.86 8,402 100,823
Library Services Manager Mid-Management 1/12/2026 1,872 1 (Min) 68.38 10,667 128,000 2 71.97 11,227 134,720
3 75.74 11,816 141,793
4 79.72 12,436 149,237
5 (Max) 83.91 13,089 157,072
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Maintenance Services Manager Series Mid-Management 1/12/2026 1,872 1 (Min) 74.22 11,579 138,947 2 78.12 12,187 146,241
3 82.22 12,827 153,919
4 86.54 13,500 162,000
5 (Max) 91.08 14,209 170,505
Maintenance Worker I Miscellaneous 1/12/2026 1,872 1 (Min) 36.14 5,638 67,660 2 38.04 5,934 71,212
3 40.04 6,246 74,951
4 42.14 6,574 78,886
5 (Max) 44.35 6,919 83,028
Maintenance Worker II Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Management Analyst I Mid-Management 1/12/2026 1,872 1 (Min) 50.39 7,862 94,338 2 53.04 8,274 99,291
3 55.82 8,709 104,504
4 58.76 9,166 109,990
5 (Max) 61.84 9,647 115,765
Management Analyst II Mid-Management 1/12/2026 1,872 1 (Min) 57.94 9,039 108,465 2 60.98 9,513 114,160
3 64.18 10,013 120,153
4 67.55 10,538 126,461
5 (Max) 71.10 11,092 133,101
Mechanic I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7
,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Mechanic II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Nutrition Program Manager Mid-Management 1/12/2026 1,872 1 (Min) 55.71 8,690 104,283 2 58.63 9,146 109,757
3 61.71 9,627 115,520
4 64.95 10,132 121,585
5 (Max) 68.36 10,664 127,968
Parks And Facilities Manager Mid-Management 1/12/2026 1,872 1 (Min) 68.00 10,608 127,297 2 71.57 11,165 133,980
3 75.33 11,751 141,014
4 79.28 12,368 148,417
5 (Max) 83.44 13,017 156,209
Parks Maintenance Technician I {Utility I - Tree I} Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Parks Maintenance Technician II {Utility II - Tree II} Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Planning Manager Mid-Management 1/12/2026 1,872 1 (Min) 82.45 12,863 154,352
2 86.78 13,538 162,455
3 91.34 14,249 170,984
4 96.13 14,997 179,961
5 (Max) 101.18 15,784 189,409
Police Captain Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 105.20 18,234 218,812 2 110.72 19,192 230,299
3 116.53 20,199 242,390
4 122.65 21,260 255,116
5 (Max) 129.09 22,376 268,509
Police Chief Unrepresented 1/12/2026 1,872 1 (Min) 139.47 21,757 261,079 Open range
5 (Max) 171.14 26,698 320,376
Police Clerk I Police 1/12/2026 2,080 1 (Min) 33.66 5,835 70,018 2 35.43 6,141 73,694
3 37.29 6,464 77,563
4 39.25 6,803 81,635
5 (Max) 41.31 7,160 85,921
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Police Clerk II Police 1/12/2026 2,080 1 (Min) 37.02 6,418 77,011 2 38.97 6,755 81,054
3 41.01 7,109 85,309
4 43.17 7,482 89,788
5 (Max) 45.43 7,875 94,502
Police Communications & Records Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 73.44 11,457 137,478 2 77.29 12,058 144,695
3 81.35 12,691 152,292
4 85.62 13,357 160,287
5 (Max) 90.12 14,059 168,702
Police Corporal Police 1/12/2026 2,080 1 (Min) 60.34 10,458 125,498 2 63.50 11,007 132,086
3 66.84 11,585 139,021
4 70.35 12,193 146,320
5 (Max) 74.04 12,833 154,001
Police Lieutenant Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 85.73 14,860 178,316 2 90.23 15,640 187,678
3 94.97 16,461 197,531
4 99.95 17,325 207,901
5 (Max) 105.20 18,235 218,816
Police Officer Police 1/12/2026 2,080 1 (Min) 56.13 9,729 116,744 2 59.07 10,239 122,873
3 62.18 10,777 129,324
4 65.44 11,343 136,114
5 (Max) 68.88 11,938 143,260
Police Recruit Police 1/12/2026 2,080 1 (Min) 50.52 8,756 105,072 Police Sergeant Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 69.12 1 1,981 143,777
2 72.75 12,610 151,325
3 76.57 13,272 159,270
4 80.59 13,969 167,631
5 (Max) 84.82 14,703 176,432
Principal Civil Engineer Mid-Management 1/12/2026 1,872 1 (Min) 82.12 12,811 153,726 2 86.43 13,483 161,796
3 90.97 14,191 170,291
4 95.74 14,936 179,231
5 (Max) 100.77 15,720 188,641
Principal Planner Mid-Management 1/12/2026 1,872 1 (Min) 76.37 11,914 142,970 2 80.38 12,539 150,468
3 84.60 13,197 158,366
4 89.04 13,890 166,679
5 (Max) 93.72 14,620 175,437
Principal Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Property And Evidence Technician Police 1/12/2026 2,080 1 (Min) 36.95 6,404 76,850 2 38.89 6,740 80,884
3 40.93 7,094 85,131
4 43.08 7,467 89,600
5 (Max) 45.34 7,859 94,304
Public Safety Dispatcher I Police 1/12/2026 2,080 1 (Min) 43.90 7,609 91,305 2 46.20 8,008 96,098
3 48.63 8,429 101,143
4 51.18 8,871 106,453
5 (Max) 53.87 9,337 112,042
Public Safety Dispatcher II Police 1/12/2026 2,080 1 (Min) 48.28 8,368 1 00,418
2 50.81 8,808 105,690
3 53.48 9,270 111,239
4 56.29 9,757 117,079
5 (Max) 59.24 10,269 123,226
Public Works Director Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Pump Mechanic I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Pump Mechanic II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Recreation Services Coordinator Miscellaneous 1/12/2026 1,872 1 (Min) 43.89 6,847 82,162 2 46.19 7,206 86,476
3 48.62 7,585 91,016
4 51.17 7,983 95,794
5 (Max) 53.86 8,402 100,823
Recreation Services Manager Mid-Management 1/12/2026 1,872 1 (Min) 60.31 9,408 112,900 2 63.48 9,902 118,827
3 66.81 10,422 125,066
4 70.32 10,969 131,632
5 (Max) 74.01 11,545 138,543
Recreation Services Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 57.32 8,941 107,296 2 60.33 9,411 112,929
3 63.49 9,905 118,858
4 66.83 10,425 125,098
5 (Max) 70.33 10,972 131,666
Secretary Miscellaneous 1/12/2026 1,872 1 (Min) 40.71 6,351 76,215 2 42.85 6,685 80,217
3 45.10 7,036 84,428
4 47.47 7,405 88,861
5 (Max) 49.96 7,794 93,526
Senior Administrative Analyst Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Senior Administrative Technician Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 2 68.48 10,684 128,203
3 72.08 11,244 134,933
4 75.86 11,835 142,017
5 (Max) 79.85 12,456 149,474
Senior Civil Engineer M
id-Management 1/12/2026 1,872 1 (Min) 75.18 11,728 140,730 2 79.12 12,343 148,118
3 83.28 12,991 155,895
4 87.65 13,673 164,079
5 (Max) 92.25 14,391 172,693
Senior Code Enforcement Officer Police 1/12/2026 2,080 1 (Min) 51.96 9,006 108,067 2 54.68 9,478 113,741
3 57.55 9,976 119,712
4 60.58 10,500 125,997
5 (Max) 63.76 11,051 132,612
Senior Planner Mid-Management 1/12/2026 1,872 1 (Min) 66.25 10,335 124,019 2 69.73 10,878 130,530
3 73.39 11,449 137,383
4 77.24 12,050 144,596
5 (Max) 81.30 12,682 152,187
Senior Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 100.41 15,665 187,975 Open range
5 (Max) 123.22 19,223 230,670
Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 80.33 12,532 150,385 Open range
5 (Max) 98.58 15,378 184,536
Systems Administrator Mid-Management 1/12/2026 1,872 1 (Min) 64.03 9,989 119,865 2 67.39 10,513 126,158
3 70.93 11,065 132,781
4 74.65 11,646 139,752
5 (Max) 78.57 12,257 147,089
Water Field Service Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 62.02 9,675 116,101 2 65.28 10,183 122,196
3 6

8.70 10,718 128,612
4 72.31 11,280 135,364
5 (Max) 76.11 11,873 142,470
Water Quality & Prod Sup Mid-Management 1/12/2026 1 ,872 1 (Min) 62.02 9,675 116,101 2 65.28 10,183 122,196
3 68.70 10,718 128,612
4 72.31 11,280 135,364
5 (Max) 76.11 11,873 142,470
Water Quality Technician I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Water Quality Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Water System & Conservation Manager Mid-Management 1/12/2026 1,872 1 (Min) 65.25 10,180 122,155 2 68.68 10,714 128,569
3 72.29 11,277 135,318
4 76.08 11,869 142,423
5 (Max) 80.07 12,492 149,900
Water Systems Manager Mid-Management 1/12/2026 1,872 1 (Min) 74.22 11,579 138,947 2 78.12 12,187 146,241
3 82.22 12,827 153,919
4 86.54 13,500 162,000
5 (Max) 91.08 14,209 170,505
Water Systems Operator I Miscellaneous 1/12/2026 1,872 1 (Min) 42.41 6,615 79,384 2 44.63 6,963 83,552
3 46.98 7,328 87,938
4 49.44 7,713 92,555
5 (Max) 52.04 8,118 97,414
Water Systems Operator II Miscellaneous 1/12/2026 1,872 1 (Min) 48.50 7,566 90,796 2 51.05 7,964 95,563
3 53.73 8,382 100,580
4 56.55 8,822 105,860
5 (Max) 59.52$ 9 ,285$ 111,418$
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$ 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 Officer (PT Temp) P
art-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: February 10, 2026 (2026-009), February 24, 2026 (2026-014), March 24, 2026 (2026-018), May 26, 2026 (2026-036), July 14, 2026 (2026-XX) City of San Bruno Employee Pay Schedule 2026
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EXHIBIT B
City of San Bruno Employee Pay Schedule 2026 effective July 1, 2026 to July 12, 2026 Proposed
- July 14, 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 7/1/2026 2080 5 (Max) 173.47$ 30,068$ 360,818$ Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Accountant Mid-Management 1/12/2026 1,872 1 (Min) 51.77$ 8,076$ 96,917$ 2 54.49 8,500 102,005
3 57.35 8,947 107,361
4 60.36 9,416 112,997
5 (Max) 63.53 9,911 118,929
Accounting & Customer Service Rep I Miscellaneous 1/12/2026 1,872 1 (Min) 35.45 5,53 1 66,3 69 2 37.31 5,821 69,853
3 39.27 6,127 73,520
4 41.34 6,448 77,380
5 (Max) 43.51 6,787 81,443
Accounting & Customer Service Rep II Miscellaneous 1/12/2026 1,872 1 (Min) 40.77 6,360 76,319 2 42.91 6,694 80,326
3 45.16 7,045 84,543
4 47.53 7,415 88,982
5 (Max) 50.03 7,804 93,653
Accounting & Customer Service Rep III Miscellaneous 1/12/2026 1,872 1 (Min) 46.89 7,315 87,783 2 49.35 7,699 92,392
3 51.95 8,104 97,242
4 54.67 8,529 102,348
5 (Max) 57.54 8,977 107,721
Accounting Manager Mid-Management 1/12/2026 1,872 1 (Min) 73.97 11,539 138,473 2 77.85 12,145 145,743
3 81.94 12,783 153,395
4 86.24 13,454 161,448
5 (Max) 90.77 14,160 169,924
Accounting Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.36 9,26 1 111,129 2 62.48 9,747 116,963
3 65.76 10,259 123,103
4 69.21 10,797 129,566
5 (Max) 72.85 11,364 136,369
Administrative Analyst I Unrepresented 1/12/2026 1,872 1 (Min) 58.56 9,136 109,631 2 61.64 9,616 115,387
3 64.87 10,120 121,443
4 68.28 10,652 127,818
5 (Max) 71.86 11,21
1 134,527
Administrative Analyst II Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 Open range
5 (Max) 79.85 12,456 149,474
Administrative Services Director/CFO Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Administrative Technician I Unrepresented 1/12/2026 1,872 1 (Min) 49.78 7,765 93,180 2 52.39 8,173 98,075
3 55.14 8,602 103,225
4 58.04 9,054 108,647
5 (Max) 61.08 9,529 114,348
Administrative Technician II Unrep resented 1/12/2026 1,872 1 (Min) 58.56 9,136 109,631 2 61.64 9,616 115,387
3 64.87 10,120 121,443
4 68.28 10,652 127,818
5 (Max) 71.86 11,211 134,527
Assistant Administrative Services Director Unrepresented 1/12/2026 1,872 1 (Min) 100.41 15,665 187,975 Open range
5 (Max) 123.22 19,223 230,670
Assistant City Manager Unrepresented 1/12/2026 1,872 1 (Min) 146.48 22,851 274,209 Open range
5 (Max) 179.70 28,033 336,395
Assistant Community Development Director Mid-Management 1/12/2026 1,872 1 (Min) 89.18 13,911 166,937 2 93.86 14,642 175,701
3 98.79 15,411 184,926
4 103.97 16,220 194,634
5 (Max) 109.43 17,071 204,853
City of San Bruno Employee Pay Schedule 2026
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115 of 558 ATTACHMENT 1, Exhibit B
Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Assistant Engineer Mid-Management 1/12/2026 1,872 1 (Min) 59.33 9,255 111,062 2 62.44 9,741 116,893
3 65.72 10,253 123,030
4 69.17 10,791 129,489
5 (Max) 72.80 11,357 136,287
Assistant Planner Mid-Management 1/12/2026 1,872 1 (Min) 48.71 7,598 91,176 2 51.26 7,997 95,963
3 53.95 8,417 101,001
4 56.79 8,859 106,304
5 (Max) 59.77 9,324 111,885
Assistant To City Manager Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Associate Civil Engineer Mid-Management 1/12/2026 1,872 1 (Min) 68.23 10,643 127,721 2 71.81 11,202 134,427
3 75.58 11,790 141,484
4 79.55 12,409 148,912
5 (Max) 83.72 13,061 156,730
Associate Planner Mid-Management 1/12/2026 1,872 1 (Min) 56.01 8,738 104,853 2 58.95 9 ,197 110,358
3 62.05 9,679 116,152
4 65.30 10,188 122,250
5 (Max) 68.73 10,722 128,668
Building Inspector I Mid-Management 1/12/2026 1,872 1 (Min) 50.35 7,854 94,251 2 52.99 8,267 99,200
3 55.77 8,701 104,408
4 58.70 9,157 109,889
5 (Max) 61.78 9,638 115,658
Building Inspector II Mi
d-Management 1/12/2026 1,872 1 (Min) 56.50 8,814 105,765 2 59.46 9,277 111,318
3 62.59 9,764 117,162
4 65.87 10,276 123,313
5 (Max) 69.33 10,816 129,787
Chief Building Official Mid-Management 1/12/2026 1,872 1 (Min) 82.28 12,835 154,022 2 86.60 13,509 162,108
3 91.14 14,218 170,619
4 95.93 14,965 179,577
5 (Max) 100.96 15,750 189,004
City Clerk Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 1 35,345 Open range
5 (Max) 88.72 13,840 166,082
Code Enforcement Manager Mid-Management 7/1/2026 1,872 1 (Min) 82.28 12,835 154,022 2 86.60 13,509 162,108
3 91.14 14,218 170,619
4 95.93 14,965 179,577
5 (Max) 100.96 15,750 189,004
Code Enforcement Officer I Miscellaneous 7/1/2026 1,872 1 (Min) 46.63 7,275 87,294 2 49.08 7,656 91,877
3 51.66 8,058 96,701
4 54.37 8,482 101,778
5 (Max) 57.22 8,927 107,121
Code Enforcement Officer II Miscellaneous 7/1/2026 1,872 1 (Min) 51.29 8,002 96,022 2 53.99 8,422 101,064
3 56.82 8,864 106,369
4 59.80 9,330 111,954
5 (Max) 62.94 9,819 117,831
Code Enforcement Supervisor Police 1/12/2026 2,080 1 (Min) 59.75 10,356 124,277 2 62.89 10,900 130,801
3 66.19 11,472 137,668
4 69.66 12,075 144,896
5 (Max) 73.32 12,709 152,503
Community Development Director Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Community Development Technician I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Community Development Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Community Services Director Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Community Services Officer II Police 1/12/2026 2,080 1 (Min) 31.35 5,434 65,210 2 33.00 5,720 68,634
3 34.73 6,020 72,237
4 36.55 6,336 76,029
5 (Max) 38.47 6,668 80,021
Community Services Superintendent Mid-Management 1/12/2026 1,872 1 (Min) 71.06 11,085 133,021 2 74.79 11,667 140,004
3 78.72 12,280 147,355
4 82.85 12,924 155,091
5 (Max) 87.20 13,603 163,233
Community Services Technician I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Community Services Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Computer Support Technician Miscellaneous 1/12/2026 1,872 1 (Min) 47.62 7,428 89,139 2 50.12 7,818 93,819
3 52.75 8,229 98,745
4 55.52 8,661 103,928
5 (Max) 58.43 9,115 109,385
Custodial Services Leader M
iscellaneous 1/12/2026 1,872 1 (Min) 43.58 6,799 81,588 2 45.87 7,156 85,871
3 48.28 7,532 90,380
4 50.81 7,927 95,125
5 (Max) 53.48 8,343 100,119
Custodian Miscellaneous 1/12/2026 1,872 1 (Min) 37.90 5,912 70,947 2 39.89 6,223 74,671
3 41.98 6,549 78,592
4 44.19 6,893 82,718
5 (Max) 46.51 7,255 87,060
Deputy Building Official Mid-Management 1/12/2026 1,872 1 (Min) 76.37 11,914 142,970 2 80.38 12,539 150,468
3 84.60 13,197 158,366
4 89.04 13,890 166,679
5 (Max) 93.72 14,620 175,437
Deputy City Clerk Unrepresented 1/12/2026 1,872 1 (Min) 49.78 7,765 93,180 2 52.39 8,173 98,075
3 55.14 8,602 103,225
4 58.04 9,054 108,647
5 (Max) 61.08 9,529 114,348
Deputy Director - Comm Service Mid-Management 1/12/2026 1,872 1 (Min) 81.90 12,776 153,308 2 86.19 13,446 161,357
3 90.72 14,152 169,828
4 95.48 14,895 178,744
5 (Max) 100.50 15,677 188,128
Deputy Public Works Dir - PW Admin & Engineering Mid-Management 1/12/2026 1,872 1 (Min) 93.43 14,575 174,897 2 98.33 15,340 184,079
3 103.50 16,145 1
93,743
4 108.93 16,993 203,915
5 (Max) 114.65 17,885 214,620
Deputy Public Works Dir - PW Utilities & Operations Mid-Management 1/12/2026 1 ,872 1 (Min) 88.42 13,794 165,527 2 93.06 14,518 174,217
3 97.95 15,280 183,364
4 103.09 16,083 192,990
5 (Max) 108.51 16,927 203,122
Deputy Public Works Dir - PW Utilities & Operations with PE Mid-Management 1/12/2026 1,872 1 (Min) 93.43 14,575 174,897 2 98.33 15,340 184,079
3 103.50 16,145 193,743
4 108.93 16,993 203,915
5 (Max) 114.65 17,885 214,620
Engineer Tech/PW Inspector Miscellaneous 1/12/2026 1,872 1 (Min) 54.56 8,511 102,129 2 57.42 8,958 107,491
3 60.43 9,428 113,134
4 63.61 9,923 119,074
5 (Max) 66.95 10,444 125,325
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Executive Assistant Miscellaneous 1/12/2026 1,872 1 (Min) 44.79 6,987 83,845 2 47.14 7,354 88,247
3 49.62 7,740 92,880
4 52.22 8,146 97,756
5 (Max) 54.96 8,574 102,888
Executive Assistant to the City Manager Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 2 68.48 10,684 128,203
3 72.08 11,244 134,933
4 75.86 11,835 142,017
5 (Max) 79.85 12,456 149,474
Facilities Tech I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Facilities Tech II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Field Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.41 9,268 111,216 2 62.53 9,755 117,055
3 65.81 10,267 123,200
4 69.27 10,806 129,668
5 (Max) 72.90 11,373 136,475
Field Supervisor - Parks Mid-Management 1/12/2026 1,872 1 (Min) 59.41 9,268 111,216 2 62.53 9,755 117,055
3 65.81 1
0,267 123,200
4 69.27 10,806 129,668
5 (Max) 72.90 11,373 136,475
Finance Manager Mid-Management 1/12/2026 1,872 1 (Min) 73.22 11,422 137,062 2 77.06 12,022 144,258
3 81.11 12,653 151,831
4 85.36 13,317 159,802
5 (Max) 89.85 14,016 168,192
Financial Services Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.22 9,239 110,869 2 62.33 9,724 116,690
3 65.61 10,235 122,816
4 69.05 10,772 129,264
5 (Max) 72.68 11,338 136,050
Fire Battalion Chief (40-hour) Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 90.45 15,678 188,134 2 95.20 16,501 198,011
3 100.20 17,367 208,407
4 105.46 18,279 219,348
5 (Max) 110.99 19,239 230,864
Fire Battalion Chief (56-hour) Public Safety Mid-Management 1/12/2026 2,912 1 (Min) 64.61 15,678 188,134 2 68.00 16,501 198,011
3 71.57 17,367 208,407
4 75.33 18,279 219,348
5 (Max) 79.28 19,239 230,864
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 Unrepresented 1/12/2026 1,872 1 (Min) 139.47 21,757 261,079 Open range
5 (Max) 171.14 26,698 320,376
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
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
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 1/12/2026 1,872 1 (Min) 43.89 6,847 82,162 2 46.19 7,206 86,476
3 48.62 7,585 91,016
4 51.17 7,983 95,794
5 (Max) 53.86 8,402 100,823
Human Resources Manager Unrepresented 1/12/2026 1,872 1 (Min) 80.33 12,532 150,385 Open range
5 (Max) 98.58 15,378 184,536
Information Technology Associate Mid-Management 1/12/2026 1,872 1 (Min) 58.09 9,063 108,751 2 61.14 9,538 114,460
3 64.35 10,039 120,469
4 67.73 10,566 126,794
5 (Max) 71.29 11,121 133,451
Information Technology Manager Mid-Management 1 /12/2026 1,872 1 (Min) 78.40 12,231 146,767 2 82.52 12,873 154,473
3 86.85 13,549 162,582
4 91.41 14,260 171,118
5 (Max) 96.21 15,009 180,102
Lead Customer Service & Tech Support Rep Miscellaneous 1/12/2026 1,872 1 (Min) 52.52 8,192 98,308 2 55.27 8,622 103,469
3 58.17 9,075 108,901
4 6

1.23 9,552 114,619
5 (Max) 64.44 10,053 120,636
Lead Maintenance Worker Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Lead Water System Operator - Pumps Miscellaneous 1/12/2026 1,872 1 (Min) 55.78 8,702 104,424 2 58.71 9,159 109,907
3 61.79 9,640 115,677
4 65.04 10,146 121,750
5 (Max) 68.45 10,678 128,142
Lead Water Systems Operator - Field Miscellaneous 1/12/2026 1,872 1 (Min) 55.78 8,702 104,424 2 58.71 9,159 109,907
3 61.79 9,640 115,677
4 65.04 10,146 121,750
5 (Max) 68.45 10,678 128,142
Lead Water Systems Operator - Wells Miscellaneous 1/12/2026 1,872 1 (Min) 55.78 8,702 104,424 2 58.71 9,159 109,907
3 61.79 9,640 115,677
4 65.04 10,146 121,750
5 (Max) 68.45 10,678 128,142
Librarian I Miscellaneous 1/12/2026 1,872 1 (Min) 43.61 6,803 81,640 2 45.90 7,161 85,926
3 48.31 7,536 90,437
4 50.85 7,932 95,185
5 (Max) 53.52 8,349 100,182
Librarian II Miscellaneous 1/12/2026 1,872 1 (Min) 50.15 7,823 9 3,874
2 52.78 8,233 98,802
3 55.55 8,666 103,989
4 58.47 9,121 109,448
5 (Max) 61.54 9,600 115,194
Library Assistant I Miscellaneous 1/12/2026 1,872 1 (Min) 33.19 5,178 62,131 2 34.93 5,449 65,392
3 36.77 5,735 68,826
4 38.70 6,037 72,439
5 (Max) 40.73 6,353 76,242
Library Assistant II Miscellaneous 1/12/2026 1,872 1 (Min) 38.18 5,956 71,468 2 40.18 6,268 75,220
3 42.29 6,597 79,169
4 44.51 6,944 83,325
5 (Max) 46.85 7,308 87,700
Library Services Coordinator Miscellaneous 1/12/2026 1,872 1 (Min) 43.89 6,847 82,162 2 46.19 7,206 86,476
3 48.62 7,585 91,016
4 51.17 7,983 95,794
5 (Max) 53.86 8,402 100,823
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Library Services Manager Mid-Management 1/12/2026 1,872 1 (Min) 68.38 10,667 128,000 2 71.97 11,227 134,720
3 75.74 11,816 141,793
4 79.72 12,436 149,237
5 (Max) 83.91 13,089 157,072
Maintenance Services Manager Series Mid-Management 1/12/2026 1,872 1 (Min) 74.22 11,579 138,947 2 78.12 12,187 146,241
3 82.22 12,827 153,919
4 86.54 13,500 162,000
5 (Max) 91.08 14,209 170,505
Maintenance Worker I Miscellaneous 1/12/2026 1,872 1 (Min) 36.14 5,638 67,660 2 38.04 5,934 71,212
3 40.04 6,246 74,951
4 42.14 6,574 78,886
5 (Max) 44.35 6,919 83,028
Maintenance Worker II Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Management Analyst I Mid-Management 1/12/2026 1,872 1 (Min) 50.39 7,862 94,338 2 53.04 8,274 99,291
3 55.82 8,709 104,504
4 58.76 9,166 109,990
5 (Max) 61.84 9,647 115,765
Management Analyst II Mid-Management 1/12/2026 1,872 1 (Min) 57.94 9,039 108,465 2 60.98 9,513 114,160
3 64.18 1
0,013 120,153
4 67.55 10,538 126,461
5 (Max) 71.10 11,092 133,101
Mechanic I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Mechanic II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Nutrition Program Manager Mid-Management 1/12/2026 1,872 1 (Min) 55.71 8,690 104,283 2 58.63 9,146 109,757
3 61.71 9,627 115,520
4 64.95 10,132 121,585
5 (Max) 68.36 10,664 127,968
Parks And Facilities Manager Mid-Management 1/12/2026 1,872 1 (Min) 68.00 10,608 127,297 2 71.57 11,165 133,980
3 75.33 11,751 141,014
4 79.28 12,368 148,417
5 (Max) 83.44 13,017 156,209
Parks Maintenance Technician I {Utility I - Tree I} Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Parks Maintenance Technician II {Utility II - Tree II} Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544
2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Planning Manager Mid-Management 1/12/2026 1,872 1 (Min) 82.45 12,863 154,352 2 86.78 13,538 162,455
3 91.34 14,249 170,984
4 96.13 14,997 179,961
5 (Max) 101.18 15,784 189,409
Police Captain Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 105.20 18,234 218,812 2 110.72 19,192 230,299
3 116.53 20,199 242,390
4 122.65 21,260 255,116
5 (Max) 129.09 22,376 268,509
Police Chief Unrepresented 1/12/2026 1,872 1 (Min) 139.47 21,757 261,079 Open range
5 (Max) 171.14 26,698 320,376
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Police Clerk I Police 1/12/2026 2,080 1 (Min) 33.66 5,835 70,018 2 35.43 6,141 73,694
3 37.29 6,464 77,563
4 39.25 6,803 81,635
5 (Max) 41.31 7,160 85,921
Police Clerk II Police 1/12/2026 2,080 1 (Min) 37.02 6,418 77,011 2 38.97 6,755 81,054
3 41.01 7,109 85,309
4 43.17 7,482 89,788
5 (Max) 45.43 7,875 94,502
Police Communications & Records Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 73.44 11,457 137,478 2 77.29 12,058 144,695
3 81.35 12,691 152,292
4 85.62 13,357 160,287
5 (Max) 90.12 14,059 168,702
Police Corporal Police 1/12/2026 2,080 1 (Min) 60.34 10,458 125,498 2 63.50 11,007 132,086
3 66.84 11,585 139,021
4 70.35 12,193 146,320
5 (Max) 74.04 12,833 154,001
Police Lieutenant Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 85.73 14,860 178,316 2 90.23 15,640 187,678
3 94.97 16,461 197,531
4 99.95 17,325 207,901
5 (Max) 105.20 18,235 218,816
Police Officer Police 1/12/2026 2,080 1 (Min) 56.13 9,729 116,744 2 59.07 10,239 122,873
3 62.18 1
0,777 129,324
4 65.44 11,343 136,114
5 (Max) 68.88 11,938 143,260
Police Recruit Police 1/12/2026 2,080 1 (Min) 50.52 8,756 105,072 Police Sergeant Public Safety Mid-Management 1/12/2026 2,080 1 (Min) 69.12 11,981 143,777 2 72.75 12,610 151,325
3 76.57 13,272 159,270
4 80.59 13,969 167,631
5 (Max) 84.82 14,703 176,432
Principal Civil Engineer Mid-Management 1/12/2026 1,872 1 (Min) 82.12 12,811 153,726 2 86.43 13,483 161,796
3 90.97 14,191 170,291
4 95.74 14,936 179,231
5 (Max) 100.77 15,720 188,641
Principal Planner Mid-Management 1/12/2026 1,872 1 (Min) 76.37 11,914 142,970 2 80.38 12,539 150,468
3 84.60 13,197 158,366
4 89.04 13,890 166,679
5 (Max) 93.72 14,620 175,437
Principal Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Property And Evidence Technician Police 1/12/2026 2,080 1 (Min) 36.95 6,404 76,850 2 38.89 6,740 80,884
3 40.93 7,094 85,131
4 43.08 7,467 89,600
5 (Max) 45.34 7,859 94,304
Public Safety Dispatcher I Police 1/12/2026 2,080 1 (Min) 43.90 7,609 9 1,305
2 46.20 8,008 96,098
3 48.63 8,429 101,143
4 51.18 8,871 106,453
5 (Max) 53.87 9,337 112,042
Public Safety Dispatcher II Police 1/12/2026 2,080 1 (Min) 48.28 8,368 100,418 2 50.81 8,808 105,690
3 53.48 9,270 111,239
4 56.29 9,757 117,079
5 (Max) 59.24 10,269 123,226
Public Works Director Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Pump Mechanic I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Pump Mechanic II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Recreation Services Coordinator Miscellaneous 1/12/2026 1,872 1 (Min) 43.89 6,847 82,162 2 46.19 7,206 86,476
3 48.62 7,585 91,016
4 51.17 7,983 95,794
5 (Max) 53.86 8,402 100,823
Recreation Services Manager Mid-Management 1/12/2026 1,872 1 (Min) 60.31 9,408 112,900 2 63.48 9,902 118,827
3 66.81 10,422 125,066
4 70.32 10,969 131,632
5 (Max) 74.01 11,545 138,543
Recreation Services Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 57.32 8,941 107,296 2 60.33 9,411 112,929
3 63.49 9,905 118,858
4 66.83 10,425 125,098
5 (Max) 70.33 1 0,972 131,666
Secretary Miscellaneous 1/12/2026 1,872 1 (Min) 40.71 6,351 76,215 2 42.85 6,685 80,217
3 45.10 7,036 84,428
4 47.47 7,405 88,861
5 (Max) 49.96 7,794 93,526
Senior Administrative Analyst Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Senior Administrative Technician Un
represented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 2 68.48 10,684 128,203
3 72.08 11,244 134,933
4 75.86 11,835 142,017
5 (Max) 79.85 12,456 149,474
Senior Civil Engineer Mid-Management 1/12/2026 1,872 1 (Min) 75.18 11,728 140,730 2 79.12 12,343 148,118
3 83.28 12,991 155,895
4 87.65 13,673 164,079
5 (Max) 92.25 14,391 172,693
Senior Code Enforcement Officer Police 1/12/2026 2,080 1 (Min) 51.96 9,006 108,067 2 54.68 9,478 113,741
3 57.55 9,976 119,712
4 60.58 10,500 125,997
5 (Max) 63.76 11,051 132,612
Senior Planner Mid-Management 1/12/2026 1,872 1 (Min) 66.25 10,335 124,019 2 69.73 10,878 130,530
3 73.39 11,449 137,383
4 77.24 12,050 144,596
5 (Max) 81.30 12,682 152,187
Senior Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 100.41 15,665 187,975 Open range
5 (Max) 123.22 19,223 230,670
Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 80.33 12,532 150,385 Open range
5 (Max) 98.58 15,378 184,536
Systems Administrator Mid-Management 1/12/2026 1,872 1 (Min) 64.03 9,989 119,865 2 67.39 10,513 126,158
3 70.93 11,065 132,781
4 74.65 11,646 139,752
5 (Max) 78.57 12,257 147,089
Water Field Service Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 62.02 9,675 116,101 2 65.28 10,183 122,196
3 68.70 10,718 128,612
4 72.31 11,280 135,364
5 (Max) 76 .11 11,873 142,470
Water Quality & Prod Sup Mid-Management 1/12/2026 1,872 1 (Min) 62.02 9,675 116,101 2 65.28 10,183 122,196
3 68.70 10,718 128,612
4 72.31 11,280 135,364
5 (Max) 76.11 11,873 142,470
Water Quality Technician I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46
.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Water Quality Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Water System & Conservation Manager Mid-Management 1/12/2026 1,872 1 (Min) 65.25 10,180 122,155 2 68.68 10,714 128,569
3 72.29 11,277 135,318
4 76.08 11,869 142,423
5 (Max) 80.07 12,492 149,900
Water Systems Manager Mid-Management 1/12/2026 1,872 1 (Min) 74.22 11,579 138,947 2 78.12 12,187 146,241
3 82.22 12,827 153,919
4 86.54 13,500 162,000
5 (Max) 91.08 14,209 170,505
Water Systems Operator I Miscellaneous 1/12/2026 1,872 1 (Min) 42.41 6,615 79,384 2 44.63 6,963 83,552
3 46.98 7,328 87,938
4 49.44 7,713 92,555
5 (Max) 52.04 8,118 97,414
Water Systems Operator II Miscellaneous 1/12/2026 1,872 1 (Min) 48.50 7,566 90,796 2 51.05 7,964 95,563
3 53.73 8,382 100,580
4 56.55 8,822 105,860
5 (Max) 59.52$ 9,285$ 111,418$
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$ 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 1 7.49 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 Officer (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: February 10, 2026 (2026-009), February 24, 2026 (2026-014), March 24, 2026 (2026-018), May 26, 2026 (2026-036), July 14, 2026 (2026-XX) City of San Bruno Employee Pay Schedule 2026
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EXHIBIT C
City of San Bruno Employee Pay Schedule 2026 effective July 13, 2026 Proposed
- July 14, 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 7/1/2026 2080 5 (Max) 173.47$ 30,068$ 360,818$ Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Accountant Mid-Management 1/12/2026 1,872 1 (Min) 51.77$ 8,076$ 96,917$ 2 54.49 8,500 102,005
3 57.35 8,947 107,361
4 60.36 9,416 112,997
5 (Max) 63.53 9,911 118,929
Accounting & Customer Service Rep I Miscellaneous 1/12/2026 1,872 1 (Min) 35.45 5,53 1 66,3 69 2 37.31 5,821 69,853
3 39.27 6,127 73,520
4 41.34 6,448 77,380
5 (Max) 43.51 6,787 81,443
Accounting & Customer Service Rep II Miscellaneous 1/12/2026 1,872 1 (Min) 40.77 6,360 76,319 2 42.91 6,694 80,326
3 45.16 7,045 84,543
4 47.53 7,415 88,982
5 (Max) 50.03 7,804 93,653
Accounting & Customer Service Rep III Miscellaneous 1/12/2026 1,872 1 (Min) 46.89 7,315 87,783 2 49.35 7,699 92,392
3 51.95 8,104 97,242
4 54.67 8,529 102,348
5 (Max) 57.54 8,977 107,721
Accounting Manager Mid-Management 1/12/2026 1,872 1 (Min) 73.97 11,539 138,473 2 77.85 12,145 145,743
3 81.94 12,783 153,395
4 86.24 13,454 161,448
5 (Max) 90.77 14,160 169,924
Accounting Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.36 9,26 1 111,129 2 62.48 9,747 116,963
3 65.76 10,259 123,103
4 69.21 10,797 129,566
5 (Max) 72.85 11,364 136,369
Administrative Analyst I Unrepresented 1/12/2026 1,872 1 (Min) 58.56 9,136 109,631 2 61.64 9,616 115,387
3 64.87 10,120 121,443
4 68.28 10,652 127,818
5 (Max) 71.86 11,21
1 134,527
Administrative Analyst II Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 Open range
5 (Max) 79.85 12,456 149,474
Administrative Services Director/CFO Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Administrative Technician I Unrepresented 1/12/2026 1,872 1 (Min) 49.78 7,765 93,180 2 52.39 8,173 98,075
3 55.14 8,602 103,225
4 58.04 9,054 108,647
5 (Max) 61.08 9,529 114,348
Administrative Technician II Unrep resented 1/12/2026 1,872 1 (Min) 58.56 9,136 109,631 2 61.64 9,616 115,387
3 64.87 10,120 121,443
4 68.28 10,652 127,818
5 (Max) 71.86 11,211 134,527
Assistant Administrative Services Director Unrepresented 1/12/2026 1,872 1 (Min) 100.41 15,665 187,975 Open range
5 (Max) 123.22 19,223 230,670
Assistant City Manager Unrepresented 1/12/2026 1,872 1 (Min) 146.48 22,851 274,209 Open range
5 (Max) 179.70 28,033 336,395
Assistant Community Development Director Mid-Management 1/12/2026 1,872 1 (Min) 89.18 13,911 166,937 2 93.86 14,642 175,701
3 98.79 15,411 184,926
4 103.97 16,220 194,634
5 (Max) 109.43 17,071 204,853
City of San Bruno Employee Pay Schedule 2026
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124 of 558 ATTACHMENT 1, Exhibit C
Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Assistant Engineer Mid-Management 1/12/2026 1,872 1 (Min) 59.33 9,255 111,062 2 62.44 9,741 116,893
3 65.72 10,253 123,030
4 69.17 10,791 129,489
5 (Max) 72.80 11,357 136,287
Assistant Planner Mid-Management 1/12/2026 1,872 1 (Min) 48.71 7,598 91,176 2 51.26 7,997 95,963
3 53.95 8,417 101,001
4 56.79 8,859 106,304
5 (Max) 59.77 9,324 111,885
Assistant To City Manager Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Associate Civil Engineer Mid-Management 1/12/2026 1,872 1 (Min) 68.23 10,643 127,721 2 71.81 11,202 134,427
3 75.58 11,790 141,484
4 79.55 12,409 148,912
5 (Max) 83.72 13,061 156,730
Associate Planner Mid-Management 1/12/2026 1,872 1 (Min) 56.01 8,738 104,853 2 58.95 9,197 110,358
3 62.05 9,679 116,152
4 65.30 10,188 122,250
5 (Max) 68.73 10,722 128,668
Building Inspector I Mid-Management 1/12/2026 1,872 1 (Min) 50.35 7,854 94,251 2 52.99 8,267 99,200
3 55.77 8,701 104,408
4 58.70 9,157 109,889
5 (Max) 61.78 9,638 115,658
Building Inspector II M
id-Management 1/12/2026 1,872 1 (Min) 56.50 8,814 105,765 2 59.46 9,277 111,318
3 62.59 9,764 117,162
4 65.87 10,276 123,313
5 (Max) 69.33 10,816 129,787
Chief Building Official Mid-Management 1/12/2026 1,872 1 (Min) 82.28 12,835 154,022 2 86.60 13,509 162,108
3 91.14 14,218 170,619
4 95.93 14,965 179,577
5 (Max) 100.96 15,750 189,004
City Clerk Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Code Enforcement Manager Mid-Management 7/1/2026 1,872 1 (Min) 82.28 12,835 154,022 2 86.60 13,509 162,108
3 91.14 14,218 170,619
4 95.93 14,965 179,577
5 (Max) 100.96 15,750 189,004
Code Enforcement Officer I Miscellaneous 7/1/2026 1,872 1 (Min) 46.63 7,275 87,294 2 49.08 7,656 91,877
3 51.66 8,058 96,701
4 54.37 8,482 101,778
5 (Max) 57.22 8,927 107,121
Code Enforcement Officer II Miscellaneous 7/1/2026 1,872 1 (Min) 51.29 8,002 96,022 2 53.99 8,422 101,064
3 56.82 8,864 106,369
4 59.80 9,330 111,954
5 (Max) 62.94 9,819 117,831
Community Development Director Unrepresented 1
/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Community Development Technician I Miscellaneous 1/12/2026 1 ,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Community Development Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Community Services Director Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Community Services Officer II Police 7/13/2026 2,080 1 (Min) 32.70 5,667 68,008 2 34.41 5,965 71,578
3 36.22 6,278 75,336
4 38.12 6,608 79,291
5 (Max) 40.12 6,954 83,454
Community Services Superintendent Mid-Management 1/12/2026 1,872 1 (Min) 71.06 11,085 133,021 2 74.79 11,667 140,004
3 78.72 12,280 147,355
4 82.85 12,924 155,091
5 (Max) 87.20 13,603 163,233
Community Services Technician I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Community Services Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Computer Support Technician Miscellaneous 1/12/2026 1,872 1 (Min) 47.62 7,428 89,139 2 50.12 7,818 93,819
3 52.75 8,229 98,745
4 55.52 8,661 103,928
5 (Max) 58.43 9,115 109,385
Custodial Services Leader Miscellaneous 1/12/2026 1,872 1 (Min) 43.58 6,799 81,588 2 45.87 7,156 85,871
3 48.28 7
,532 90,380
4 50.81 7,927 95,125
5 (Max) 53.48 8,343 100,119
Custodian Miscellaneous 1/12/2026 1,872 1 (Min) 37.90 5,912 70,947 2 39.89 6,223 74,671
3 41.98 6,549 78,592
4 44.19 6,893 82,718
5 (Max) 46.51 7,255 87,060
Deputy Building Official Mid-Management 1/12/2026 1,872 1 (Min) 76.37 11,914 142,970 2 80.38 12,539 150,468
3 84.60 13,197 158,366
4 89.04 13,890 166,679
5 (Max) 93.72 14,620 175,437
Deputy City Clerk Unrepresented 1/12/2026 1,872 1 (Min) 49.78 7,765 93,180 2 52.39 8,173 98,075
3 55.14 8,602 103,225
4 58.04 9,054 108,647
5 (Max) 61.08 9,529 114,348
Deputy Director - Comm Service Mid-Management 1/12/2026 1,872 1 (Min) 81.90 12,776 153,308 2 86.19 13,446 161,357
3 90.72 14,152 169,828
4 95.48 14,895 178,744
5 (Max) 100.50 15,677 188,128
Deputy Public Works Dir - PW Admin & Engineering Mid-Management 1/12/2026 1,872 1 (Min) 93.43 14,575 174,897 2 98.33 15,340 184,079
3 103.50 16,145 193,743
4 108.93 16,993 203,915
5 (Max) 114.65 17,885 214,620
Deputy Public Works Dir - PW Utilities & Operations Mid-Management 1/12/2026 1,872 1 (Min) 88.42 13,794 165,527
2 93.06 14,518 174,217
3 97.95 15,280 183,364
4 103.09 16,083 192,990
5 (Max) 108.51 16,927 203,122
Deputy Public Works Dir - PW Utilities & Operations with PE Mid-Management 1/12/2026 1,872 1 (Min) 93.43 14,575 174,897 2 98.33 15,340 184,079
3 103.50 16,145 193,743
4 108.93 16,993 203,915
5 (Max) 114.65 17,885 214,620
Engineer Tech/PW Inspector Miscellaneous 1/12/2026 1,872 1 (Min) 54.56 8,511 102,129 2 57.42 8,958 107,491
3 60.43 9,428 113,134
4 63.61 9,923 119,074
5 (Max) 66.95 10,444 125,325
Executive Assistant Miscellaneous 1/12/2026 1,872 1 (Min) 44.79 6,987 83,845 2 47.14 7,354 88,247
3 49.62 7,740 92,880
4 52.22 8,146 97,756
5 (Max) 54.96 8,574 102,888
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Executive Assistant to the City Manager Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 2 68.48 10,684 128,203
3 72.08 11,244 134,933
4 75.86 11,835 142,017
5 (Max) 79.85 12,456 149,474
Facilities Tech I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Facilities Tech II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Field Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.41 9,268 111,216 2 62.53 9,755 117,055
3 65.81 10,267 123,200
4 69.27 10,806 129,668
5 (Max) 72.90 11,373 136,475
Field Supervisor - Parks Mid-Management 1/12/2026 1,872 1 (Min) 59.41 9,268 111,216 2 62.53 9,755 117,055
3 65.81 10,267 123,200
4 69.27 10,806 129,668
5 (Max) 72.90 11,373 136,475
Finance Manager Mid-Management 1/12/2026 1,872 1 (Min) 73.22 11,422 137,062 2 77.06 12,022 144,258
3 81.11 1
2,653 151,831
4 85.36 13,317 159,802
5 (Max) 89.85 14,016 168,192
Financial Services Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 59.22 9,239 110,869 2 62.33 9,724 116,690
3 65.61 10,235 122,816
4 69.05 10,772 129,264
5 (Max) 72.68 11,338 136,050
Fire Battalion Chief (40-hour) Public Safety Mid-Management 7/13/2026 2,080 1 (Min) 94.52 16,383 196,600 2 99.48 17,243 206,921
3 104.70 18,149 217,785
4 110.20 19,102 229,219
5 (Max) 115.99 20,104 241,252
Fire Battalion Chief (56-hour) Public Safety Mid-Management 7/13/2026 2,912 1 (Min) 67.51 16,383 196,600 2 71.06 17,243 206,921
3 74.79 18,149 217,785
4 78.72 19,102 229,219
5 (Max) 82.85 20,104 241,252
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 Unrepresented 1/12/2026 1,872 1 (Min) 139.47 21,757 261,079
Open range
5 (Max) 171.14 26,698 320,376
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 City of San Bruno Employee Pay Schedule 2026
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128 of 558

129 of 558

Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Police Clerk II Police 1/12/2026 2,080 1 (Min) 37.02 6,418 77,011 2 38.97 6,755 81,054
3 41.01 7,109 85,309
4 43.17 7,482 89,788
5 (Max) 45.43 7,875 94,502
Police Communications & Records Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 73.44 11,457 137,478 2 77.29 12,058 144,695
3 81.35 12,691 152,292
4 85.62 13,357 160,287
5 (Max) 90.12 14,059 168,702
Police Corporal Police 7/13/2026 2,080 1 (Min) 61.29 10,624 127,493 2 64.51 11,182 134,187
3 67.90 11,769 141,232
4 71.46 12,387 148,646
5 (Max) 75.22 13,038 156,450
Police Lieutenant Public Safety Mid-Management 7/13/2026 2,080 1 (Min) 89.42 15,499 185,984 2 94.11 16,312 195,748
3 99.05 17,169 206,024
4 104.25 18,070 216,841
5 (Max) 109.72 19,019 228,225
Police Officer Police 7/13/2026 2,080 1 (Min) 57.02 9,883 118,600 2 60.01 10,402 124,827
3 63.16 10,948 131,380
4 66.48 11,523 138,278
5 (Max) 69.97 12,128 145,537
Police Recruit Police 7/13/2026 2,080 1 (Min) 51.32 8,895 106,743 Police Sergeant Public Safety Mid-Management 7/13/2026 2,080 1 (Min) 70.51 1 2,221 146,653
2 74.21 12,863 154,352
3 78.10 13,538 162,455
4 82.20 14,249 170,984
5 (Max) 86.52 14,997 179,961
Principal Civil Engineer Mid-Management 1/12/2026 1,872 1 (Min) 82.12 12,811 153,726 2 86.43 13,483 161,796
3 90.97 14,191 170,291
4 95.74 14,936 179,231
5 (Max) 100.77 15,720 188,641
Principal Planner Mid-Management 1/12/2026 1,872 1 (Min) 76.37 11,914 142,970 2 80.38 12,539 150,468
3 84.60 13,197 158,366
4 89.04 13,890 166,679
5 (Max) 93.72 14,620 175,437
Principal Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Property And Evidence Technician Police 1/12/2026 2,080 1 (Min) 36.95 6,404 76,850 2 38.89 6,740 80,884
3 40.93 7,094 85,131
4 43.08 7,467 89,600
5 (Max) 45.34 7,859 94,304
Public Safety Dispatcher I Police 1/12/2026 2,080 1 (Min) 43.90 7,609 91,305 2 46.20 8,008 96,098
3 48.63 8,429 101,143
4 51.18 8,871 106,453
5 (Max) 53.87 9,337 112,042
Public Safety Dispatcher II Police 1/12/2026 2,080 1 (Min) 48.28 8,368 1 00,418
2 50.81 8,808 105,690
3 53.48 9,270 111,239
4 56.29 9,757 117,079
5 (Max) 59.24 10,269 123,226
Public Works Director Unrepresented 1/12/2026 1,872 1 (Min) 125.52 19,581 234,970 Open range
5 (Max) 154.03 24,028 288,338
Pump Mechanic I Miscellaneous 1/12/2026 1,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Pump Mechanic II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Recreation Services Coordinator Miscellaneous 1/12/2026 1,872 1 (Min) 43.89 6,847 82,162 2 46.19 7,206 86,476
3 48.62 7,585 91,016
4 51.17 7,983 95,794
5 (Max) 53.86 8,402 100,823
Recreation Services Manager Mid-Management 1/12/2026 1,872 1 (Min) 60.31 9,408 112,900 2 63.48 9,902 118,827
3 66.81 10,422 125,066
4 70.32 10,969 131,632
5 (Max) 74.01 11,545 138,543
Recreation Services Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 57.32 8,941 107,296 2 60.33 9,411 112,929
3 63.49 9,905 118,858
4 66.83 10,425 125,098
5 (Max) 70.33 10,972 131,666
Secretary Miscellaneous 1/12/2026 1,872 1 (Min) 40.71 6,351 76,215 2 42.85 6,685 80,217
3 45.10 7,036 84,428
4 47.47 7,405 88,861
5 (Max) 49.96 7,794 93,526
Senior Administrative Analyst Unrepresented 1/12/2026 1,872 1 (Min) 72.30 11,279 135,345 Open range
5 (Max) 88.72 13,840 166,082
Senior Administrative Technician Unrepresented 1/12/2026 1,872 1 (Min) 65.07 10,151 121,807 2 68.48 10,684 128,203
3 72.08 11,244 134,933
4 75.86 11,835 142,017
5 (Max) 79.85 12,456 149,474
Senior Civil Engineer M
id-Management 1/12/2026 1,872 1 (Min) 75.18 11,728 140,730 2 79.12 12,343 148,118
3 83.28 12,991 155,895
4 87.65 13,673 164,079
5 (Max) 92.25 14,391 172,693
Senior Planner Mid-Management 1/12/2026 1,872 1 (Min) 66.25 10,335 124,019 2 69.73 10,878 130,530
3 73.39 11,449 137,383
4 77.24 12,050 144,596
5 (Max) 81.30 12,682 152,187
Senior Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 100.41 15,665 187,975 Open range
5 (Max) 123.22 19,223 230,670
Special Projects Manager Unrepresented 1/12/2026 1,872 1 (Min) 80.33 12,532 150,385 Open range
5 (Max) 98.58 15,378 184,536
Systems Administrator Mid-Management 1/12/2026 1,872 1 (Min) 64.03 9,989 119,865 2 67.39 10,513 126,158
3 70.93 11,065 132,781
4 74.65 11,646 139,752
5 (Max) 78.57 12,257 147,089
Water Field Service Supervisor Mid-Management 1/12/2026 1,872 1 (Min) 62.02 9,675 116,101 2 65.28 10,183 122,196
3 68.70 10,718 128,612
4 72.31 11,280 135,364
5 (Max) 76.11 11,873 142,470
Water Quality & Prod Sup Mid-Management 1/12/2026 1,872 1 (Min) 62.02 9,675 116,101 2 65.28 10,183 122,196
3 6

8.70 10,718 128,612
4 72.31 11,280 135,364
5 (Max) 76.11 11,873 142,470
Water Quality Technician I Miscellaneous 1/12/2026 1 ,872 1 (Min) 41.58 6,487 77,845 2 43.77 6,828 81,932
3 46.06 7,186 86,233
4 48.48 7,563 90,761
5 (Max) 51.03 7,960 95,526
Water Quality Technician II Miscellaneous 1/12/2026 1,872 1 (Min) 47.83 7,462 89,544 2 50.34 7,854 94,245
3 52.99 8,266 99,193
4 55.77 8,700 104,401
5 (Max) 58.70 9,157 109,882
Water System & Conservation Manager Mid-Management 1/12/2026 1,872 1 (Min) 65.25 10,180 122,155 2 68.68 10,714 128,569
3 72.29 11,277 135,318
4 76.08 11,869 142,423
5 (Max) 80.07 12,492 149,900
City of San Bruno Employee Pay Schedule 2026
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Classification Bargaining Unit Effective
Date
Annual Time
Basis (hours)
Step Hourly
Rate
Monthly Rate Annual Rate
Water Systems Manager Mid-Management 1/12/2026 1,872 1 (Min) 74.22 11,579 138,947 2 78.12 12,187 146,241
3 82.22 12,827 153,919
4 86.54 13,500 162,000
5 (Max) 91.08 14,209 170,505
Water Systems Operator I Miscellaneous 1/12/2026 1,872 1 (Min) 42.41 6,615 79,384 2 44.63 6,963 83,552
3 46.98 7,328 87,938
4 49.44 7,713 92,555
5 (Max) 52.04 8,118 97,414
Water Systems Operator II Miscellaneous 1/12/2026 1,872 1 (Min) 48.50 7,566 90,796 2 51.05 7,964 95,563
3 53.73 8,382 100,580
4 56.55 8,822 105,860
5 (Max) 59.52$ 9,285$ 111,418$
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$ 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 1 7.49 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 Officer (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: February 10, 2026 (2026-009), February 24, 2026 (2026-014), March 24, 2026 (2026-018), May 26, 2026 (2026-036), July 14, 2026 (2026-XX) City of San Bruno Employee Pay Schedule 2026
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City Council Agenda Item
Staff Report

CITY OF SAN BRUNO
DATE: July 14, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Alex D. McIntyre, City Manager
PREPARED BY: Scott Smithmatungol, Police Sergeant
SUBJECT: Consider Adoption of a Resolution Authorizing the Receipt and Expenditure of $169,611.29 in Department of California Highway Patrol (CHP) Grant Funds to Facilitate the FY26/27 Cannabis Tax Fund Grant Program, Pursuant to FY26/27 CTFGP Law Enforcement - San Bruno Police Department Award #30962
BACKGROUND:

Impaired driving and other dangerous driving activities result in fatalities, injuries, and property damage, which constitute a public safety concern that negatively impacts the San Bruno Community. In recent years, the legislation and expanded use of cannabis has exacerbated these impacts. In an effort to help address this public safety concern, the San Bruno Police Department applied for and has been awarded through the California Highway Patrol (CHP) the Cannabis Tax Fund Grant. This grant funds a project that is intended to enhance public awareness and education regarding impaired driving and other dangerous driving practices with an emphasis on cannabis use, and to reduce the negative impacts associated with such use through enforcement.

DISCUSSION:

Grant funds for this program will be used to cover the costs of overtime, equipment, and other expenses associated with selective enforcement and education activities aimed at reducing fatalities, injuries, and property damage associated with unsafe driving on San Bruno roadways.

Some of the activities covered by this grant project will include:
 DUI saturation patrols
 Drug Recognition Evaluator (DRE) training and conference attendance  Equipment and materials used to support the grant objectives  Two DUI Enforcement motorcycles and associated emergency equipment outfitting BMW R1300RT-P fully marked police motorcycles
This grant will be managed by the Police Department. The grant period in which all operations are to be conducted is July 1, 2026 through June 30, 2027.

During the grant application process, the Department had to provide quotes for the vehicle, emergency equipment, and any labor associated with equipment installation. Through a multi- 133 of 558
Item 6f.

Honorable Mayor and Members of the City Council
July 14, 2026

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San Bruno City CouncilJuly 14, 2026

San Bruno City Council
July 14, 2026