SAW:SH
6/2/26
T-17987 /2316942 1
Council Agenda: 06/16/2026
Item No.: 3.6
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
RESOLUTION NO. _______________
A RESOLUTION OF THE COUNCIL OF THE CITY OF SAN
JOSE APPROVING AN AGREEMENT BETWEEN THE CITY OF
SAN JOSE AND THE ASSOCIATION OF BUILDING,
MECHANICAL, AND ELECTRICAL INSPECTORS (ABMEI),
WITH A TERM OF JULY 1, 2026 – JUNE 30, 2 029, AND
AUTHORIZING THE CITY MANAGER TO EXECUTE AN
AGREEMENT WITH ABMEI
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SAN JOSE:
1. That the terms of a collective bargaining agreement between the City of San José and the Association of Building, Mechanical, and Electrical Inspectors (ABMEI), with a term of July 1, 2026 through June 30, 2029, are hereby approved. The City Manager is hereby authorized to execute the agreement with those terms on behalf of the City of San José.
2. The general terms of the agreement are set out and described in the Memorandum to the Mayor and City Council from Aram Kouyoumdjian, Director of Human Resources and the City Manager’s Office of Employee Relations, dated June 5, 2026, and attached hereto as Attachment A and incorporated in this Resolution.
ADOPTED this _____ day of ___________, 2026, by the following vote:
AYES:
NOES:
ABSENT:
DISQUALIFIED:
MATT MAHAN
Mayor
ATTEST:
TONI J. TABER, CMC
City Clerk
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
TO: HONORABLE MAYOR FROM: Aram Kouyoumdjian
AND CITY COUNCIL
SUBJECT: SEE BELOW DATE: June 5, 2026
Approved Date:
COUNCIL DISTRICT: Citywide
SUBJECT: APPROVAL OF THE TERMS OF AN AGREEMENT WITH THE
ASSOCIATION OF BUILDING, MECHANICAL AND ELECTRICAL
INSPECTORS (ABMEI), FOR THE TERM OF JULY 1, 2026 THROUGH JUNE 30, 2029
RECOMMENDATION
Adopt a resolution approving the terms of a collective bargaining agreement between the City and the Association of Building, Mechanical and Electrical Inspectors (ABMEI) for the term of July 1, 2026, through June 30, 2029, and authorizing the City Manager to execute an agreement with those terms.
SUMMARY AND OUTCOME
Adoption of the resolution would result in a collective bargaining agreement between the City and ABMEI and authorize the City Manager to execute an agreement with a term of July 1, 2026 through June 30, 2029, with those terms.
BACKGROUND
The City of San José’s collective bargaining agreement with ABMEI will expire on June 30, 2026. ABMEI currently represents approximately 81 full-time-equivalent positions.
This unit includes employee job classifications such as Building Inspector Combination, Building Inspector Combination Certified I/II/III/Senior, and Building Inspector Supervisor I/II.
COUNCIL AGENDA: 6/16/26
FILE: 3.6
ITEM: 26-720
ATTACHMENT A
HONORABLE MAYOR AND CITY COUNCIL
June 5, 2026
Subject: Approval of the Terms of an Agreement with the Association of Building, Mechanical and Electrical Inspectors (ABMEI), for the Term of July 1, 2026 through June 30, 2029
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
In January 2026, negotiations with ABMEI commenced, and on June 4, 2026, the City and ABMEI reached an overall Tentative Agreement on the terms to be contained in the successor Memorandum of Agreement between the City and ABMEI.
The Tentative Agreement is pending ratification by ABMEI membership. ABMEI will notify the City of the ratification results prior to the June 16, 2026 City Council meeting.
ANALYSIS
A complete copy of the Tentative Agreement is attached. The following is a summary of the key provisions of the Tentative Agreement.
Term
July 1, 2026 through June 30, 2029
Pensionable
General Wage
Increase
Fiscal Year 2026-2027
Effective June 21, 2026, all salary ranges for employees holding positions in classifications assigned to ABMEI will receive a pensionable base pay increase of approximately
3.00%. This will result in both the top and bottom step of the pay range being increased by approximately 3.00%.
Fiscal Year 2027-2028
Effective the first full pay period of Fiscal Year 2027-2028, all salary ranges for employees holding positions in
classifications assigned to ABMEI will receive a
pensionable base pay increase of approximately 3.00%.
This will result in both the top and bottom step of the pay range being increased by approximately 3.00%.
Fiscal Year 2028-2029
Effective the first full pay period of Fiscal Year 2028-2029, all salary ranges for employees holding positions in
classifications assigned to ABMEI will receive a
pensionable base pay increase of approximately 3.00%.
This will result in both the top and bottom step of the pay range being increased by approximately 3.00%.
HONORABLE MAYOR AND CITY COUNCIL
June 5, 2026
Subject: Approval of the Terms of an Agreement with the Association of Building, Mechanical and Electrical Inspectors (ABMEI), for the Term of July 1, 2026 through June 30, 2029
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
Side Letter –
Special Non-
Pensionable
Retention Incentives
Eligible full-time ABMEI-represented employees shall
receive special non-pensionable lump-sum retention
payouts amounting to $3,825 over the MOA’s three-year
term. The payouts are in recognition of ABMEI having one of the highest unit-wide vacancy rates among all City
bargaining units (and as much as twice the Citywide
vacancy rate during various points over the past six
months), and in recognition of the retirement eligibility rate for ABMEI-represented employees being more than three
times the Citywide retirement eligibility rate.
The one-time non-pensionable lump sum amount shall be
divided into three installments payable during the last full pay period of each Fiscal Year of the term of the successor Memorandum of Agreement, as provided below:
Date Payable Amount Payable
Last Full Pay Period FY 2026-2027 $825
Last Full Pay Period FY 2027-2028 $1,000
Last Full Pay Period FY 2028-2029 $2,000
To receive each one-time non-pensionable lump-sum
installment, the ABMEI-represented employee must (1)
have been employed by the City in a full-time ABMEI-
represented position on June 21, 2026; and (2) have been continuously employed in a full-time ABMEI-represented
position through the date that the given installment is paid.
Vacation Accrual
Effective the first full pay period of Fiscal Year 2026-2027, an employee represented by ABMEI shall accrue vacation
leave at a rate specified below for each hour worked in each year of employment as specified:
Years of Service Hours of Vacation per 26
Pay Period Cycle
First 2 years 80 hours
3-5 years 100 hours
6-10 years 120 hours
11-12 years 136 hours
13- 14 years 152 hours
15-20 Years 168 hours
21-24 years 178 hours
25 years or more 188 hours
HONORABLE MAYOR AND CITY COUNCIL
June 5, 2026
Subject: Approval of the Terms of an Agreement with the Association of Building, Mechanical and Electrical Inspectors (ABMEI), for the Term of July 1, 2026 through June 30, 2029
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
Call Back and
Standby Pay
An employee who is called back to work after the employee has worked their scheduled shift and has departed from
their place of employment shall be credited with the time worked, or for three hours at the appropriate rate (1.5), whichever is greater (an increase from two hours).
Employees authorized or required by their supervisor to work remotely, after the employee has departed from their place of employment or on a day off shall be compensated at the appropriate rate for actual time worked rounded to the nearest fifteen-minute increment or, if called, for one hour at the appropriate rate (1.5), whichever is greater.
Employees who are required to perform standby duty shall be credited with one hour of compensation at the
appropriate rate (1.5) for each eight-hour shift or portion thereof.
Education and
Professional
Incentives
Up to $750 of the $1,000 available for reimbursement for registration, tuition, fees, and textbooks for college
accredited courses may be used for code books or on-line subscription services.
Employee Wellness
Each calendar year, employees represented by ABMEI
shall be eligible to purchase one (1) annual fitness
membership or have up to twelve (12) monthly fitness
memberships at a 20% discount off the advertised resident fee.
Vision Care Effective the first full pay period of January 2027, the City will contribute toward vision care for eligible full-time employees up to sixteen dollars ($16.00) per month ($8.00 for 24 biweekly pay periods) or the cost of the premium, whichever is less, for coverage under a vision plan
sponsored by the City. Available plans will have a 4-tier rate structure (Employee, Employee plus spouse/domestic partner, Employee plus Child(ren), and Family).
Side Letter –
Artificial Intelligence
The parties agree to amend the City’s Artificial Intelligence Policy to allow the use of AI as a tool that employees may use in the performance of their duties, while remaining ultimately responsible for the accuracy and caliber of their work; to expressly require human oversight of human
resources functions, such as hiring, evaluations, or
discipline; and to consider training, upskilling, re-skilling,
HONORABLE MAYOR AND CITY COUNCIL
June 5, 2026
Subject: Approval of the Terms of an Agreement with the Association of Building, Mechanical and Electrical Inspectors (ABMEI), for the Term of July 1, 2026 through June 30, 2029
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
and reassignment options to mitigate AI impacts on jobs.
The parties further agree to labor-management meetings
with the Director of Information Technology (or designee) and with the Human Resources Department on the topics
of AI and technology.
Side Letter –
Voluntary Furlough
Full-time, hourly City employees shall be eligible to
voluntarily take up to 40 hours of unpaid leave each Fiscal Year, in 4-hour increments, subject to advance approval of the Department Director or their designee.
Side Letter – Leaves
of Absence
The parties agree to amend the City’s Leaves of Absence Policy to allow employees who are receiving Workers’
Compensation temporary disability benefits to elect to use any accrued leave balances during the period of receipt of wage replacement benefits. The current policy requires
leave balances to be used in a specific order.
Side Letter – Flexibly
Staffed Classes
The parties agree to amend the City’s Flexibly Staffed
Classes Policy to allow employees to initiate the process for qualifying promotions and add a review process through the Human Resources Department if qualifying promotion
assessments are delayed or denied.
EVALUATION AND FOLLOW-UP
No additional follow up action with the City Council is expected at this time.
FISCAL IMPACTS
In Fiscal Year 2026-2027 the ongoing cost of the 3.00% pensionable general wage increase is approximately $436,000 in all funds, none of which is in the General Fund.
The ongoing cost of the City’s contributions toward vision care is approximately $10,000, none of which is in the General Fund. The cost of the one-time non- pensionable lump sum special retention adjustment in 2026-2027 is approximately $57,000, none of which is in the General Fund. These costs will be offset by a decrease to the respective special fund’s ending fund balance or an alternative funding source as appropriate as part of the budget actions for City Council consideration as part of the 2025-2026 Annual Report.
In Fiscal Year 2027-2028 the ongoing cost of the 3.00% pensionable general wage increase is approximately $449,000 in all funds, none of which is in the General Fund.
These ongoing increases will be factored into the annual development of the Base
HONORABLE MAYOR AND CITY COUNCIL
June 5, 2026
Subject: Approval of the Terms of an Agreement with the Association of Building, Mechanical and Electrical Inspectors (ABMEI), for the Term of July 1, 2026 through June 30, 2029
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
Budget. The cost of the one-time non-pensionable lump sum special retention adjustment in 2027-2028 is approximately $69,000, none of which is in the General Fund.
In Fiscal Year 2028-2029 the ongoing increased cost of the 3.00% pensionable general wage increase is approximately $463,000 in all funds, none of which is in the General Fund. These ongoing costs will be factored into the annual development of the Base Budget. The cost of the one-time non-pensionable lump sum special retention adjustment in 2028-2029 is approximately $138,000, none of which is in the General Fund.
COORDINATION
This memorandum was coordinated with the City Attorney’s Office and the City Manager’s Budget Office.
PUBLIC OUTREACH
This memorandum will be posted on the City’s Council Agenda website for the June 16, 2026 City Council meeting.
BOARD, COMMISSION, COMMITTEE RECOMMENDATION/INPUT
This agreement was not coordinated with any board, commission or committee.
CEQA
Not a Project, File No. PP17-003, Agreements/Contracts (New or Amended) resulting in no physical changes to the environment.
PUBLIC SUBSIDY REPORTING
This item does not include a public subsidy as defined in section 53083 or 53083.1 of the California Government Code or the City’s Open Government Resolution.
Aram Kouyoumdjian
Director of City Manager’s Office of Employee Relations Director of Human Resources
HONORABLE MAYOR AND CITY COUNCIL
June 5, 2026
Subject: Approval of the Terms of an Agreement with the Association of Building, Mechanical and Electrical Inspectors (ABMEI), for the Term of July 1, 2026 through June 30, 2029
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.
For questions, please contact Sarah Steele, Senior Executive Analyst, at (408) 535- 8158.
Attachment – City of San José – ABMEI Negotiations Tentative Agreement 2026 ABME! NEGOTIATIONS
TENTATIVE AGREEMENT
TERM
July 1, 2026 4 June 30, 2029
WAGES
Fiscal Year 2026-2027
3.00% general wage increase effective the first full pay period in Fiscal Year 2026-2027 following union ratification and Council approval in open session. Effective the first full pay period in Fiscal Year 2026-2027 following union ratification and Council approval in open session, all salary ranges for employees holding positions in classifications assigned to ABMEI shall be increased by approximately 3.00%.
Fiscal Year 2027-2028
3.00% general wage increase effective the first full pay period of Fiscal Year 2027-2028.
Effective the first full pay period of Fiscal Year 2027-2028, all salary ranges for employees holding positions in classifications assigned to ABMEI shall be increased by approximately
3.00%.
Fiscal Year 2028-2029
3.00% general wage increase effective the first full pay period of Fiscal Year 2028-2029.
Effective the first full pay period of Fiscal Year 2028-2029, all salary ranges for employees holding positions in classifications assigned to ABMEI shall be increased by approximately
3.00%.
VACATION AND PERSONAL LEAVE
Vacation Accrual Rates
CALL BACK AND STANDBY PAY
Call Back and Standby Pay
EDUCATIONAL AND PROFESSIONAL INCENTIVES
Educational and Professional Program
VISION CARE
Vision Care
EMPLOYEE WELLNESS
Employee Wellness
ARTIFICIAL INTELLIGENCE
Artificial Intelligence Side Letter
City of San José
June 4, 2026
2026 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
VOLUNTARY FURLOUGH
e Voluntary Furlough Program Side Letter
FLEXIBLY STAFFED CLASSES
e Flexibly Staffed Classes Side Letter
LEAVES OF ABSENCE
e Leaves of Absence Policy Side Letter
SPECIAL RETENTION ADJUSTMENT
e Special Retention Adjustment Side Letter
HOUSEKEEPING
e Housekeeping 4 Holidays
e Housekeeping 4 City-Paid Parental Leave
e Housekeeping 4 Recognition
OTHER TERMS
*This agreement is considered tentative and shall not be considered final or binding until a final agreement on all terms has been reached and both ratified by union members and approved by City Council.
Director of Human Resources
Wut ululew <LI » like
Elsa Cordova Date " Date y
Deputy Director esidgnt/ABMEI Negotiations
ice of Bm e Relations
llr Wf
arah Steele Date /Tim Fatrant Date
Senior Executive Analyst ABMEI Negotiation Team Member
Office of Employee Relations
Noshona 4 Jain iy Px AE b/s
Hashona Braun Date Gagy Myrah Date
Senior Executive Analyst ABMEI President
Office of Employee Relations
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO ABMEI PROPOSALS #10 4 GENERAL WAGE INCREASES AND #11 4 BASE SALARY ADJUSTMENT
Contextual Background:
In our previous round of bargaining, the City and ABMEI reached an agreement that resulted in General Wage Increases of 6.0%, 5.0%, and 3.5% during the three years of the 2023-2026 contract.
Over the life of that contract and in addition to the wage increases, the City supported Federated employees by absorbing $33.0 million in increased retirement costs, $14.15 million citywide in increased health benefit costs, and increases in salary-driven costs for ABMEI members, including premium pays, overtime, and merit increases commensurate with the 14.5% general wage increases.
During this bargaining cycle, the City is facing projected budget shortfalls of nearly $100 million over the next three fiscal years, as set forth in the 2027-31 Five-Year Forecast, beginning with a $56.0 million projected shortfall in the General Fund for FY 2026-27. 2026-27. | 2027-28 | 2028-29 Total
Incremental Surplus/(Shortfall) | ($56.0M) | ($26.8M) | ($11.8M) | ($94.6 M) Despite the City9s unmistakably challenging fiscal situation, the City is proposing general wage increases in recognition of, and out of appreciation for, the important work of City staff.
The City9s current wage offer invests more than $1.35 million in ABMEI9s membership.
FY 2026-2027 | FY 2027-2028 | FY 2028-2029
ll Funds $436,000 $449,000 $463,000
City Proposed Language:
ARTICLE 5 WAGES AND SPECIAL PAY
5.1 Salary Ranges
5.1.1 Effective July 1, 2018, all employees in classifications assigned to ABMEl (Union code 03/031) shall receive an approximate 5% ongoing non- pensionable compensation increase.
5.1..401 Fiscal Year 2026-2027
Effective the first full pay period of Fiscal Year 2026-2027 following union ratification and Council approval in open session, all salary ranges for employees holding positions in classifications assigned to ABMEI shall be increased by approximately 3.00%.
5.1.1.2 Fiscal Year 2027-2028
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
Effective the first full pay period of Fiscal Year 2027-2028 following
5.1.1.3 union ratification and Council approval in open session, all salary ranges for employees holding positions in classifications assigned to ABMEI shall be increased by approximately 3.00%.
Fiscal Year 2028-2029
Effective the first full pay period of Fiscal Year 2028-2029 following union ratification and Council approval in open session, all salary ranges for employees holding positions in classifications assigned to ABMEI shall be increased by approximately 3.00%.
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABME! NEGOTIATIONS
TENTATIVE AGREEMENT
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
CITY COUNTERPROPOSALTO ABMEI PROPOSAL #1 - VACATION ACCRUAL
AND BUYBACK
City Proposed Language:
ARTICLE 17 VACATION AND PERSONAL LEAVE
17.1 Vacation pecial Rates. a ee a as
weaned suc Efectya the first full pay period of Fiscal iesar 3026- 2027 following union ratification and Council approval in open session, An-each eligible full-time employee shall be entitled to accrue vacation leave in the amount specified below for each cycle of 26 full biweekly pay periods immediately preceding December 31st, or portion thereof, in each year of their employment as specified below:
Years of Service Hours of Vacation per 26 Pay Period Cycle First 25 years 80 hours
3-5 years 100 hours
6th-year 4 10th years 120 hours
11th-year 4 12th-years 136 hours
13th-year 4 14th years 152 hours
15th-year 4 204th years 168 hours
214 24 years 178 hours
25 or more yearsth-yearermere 188 hours
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
City Proposed Language:
ARTICLE 5.X
5.6 5.X
Call Back Pay
An employee who is called back to work after the employee has worked their scheduled shift and has departed from their place of employment shall be credited with-evertime-for the time worked, or for tve-three (32) hours at the appropriate rate_(1.5), whichever is greater, irrespective of whether the employee coded any paid or unpaid leave during the pay period. This section shall apply on either a workday after the employee has departed from their place of employment or on a day off. It shall not apply to scheduled overtime or during a regular shift. Employees who are called back multiple times during a standby shift shall not receive additional pay until the employee has worked a total of three hours, after which time the employee would be eligible for additional pay, but only for actual hours worked.
5.6.1 Employees authorized or required by their supervisor to conduct work remotely in response to an emergency or other unforeseen circumstance, including, but not limited to, via a remote connection (telephone or computer), after the employee has departed from their place of employment_or_ on a day off shall be compensated at the appropriate rate of pay for actual time worked rounded to the nearest fifteen-minute increment or, if called, for one (1) hour at the appropriate rate (1.5), whichever is greater.
Standby Pay
Employees who are required to perform standby duty shall be credited with one (1) hour compensation at the appropriate rate (1.5) for each eight (8) hour shift or portion thereof the employee performs standby. In the event the employee is called back to work, in- person or remotely, the employee shall be entitled to the compensation provided by Section 5.6 above, in lieu of the one-hour of standby compensation for that eight (8) hour shift.
5.X.1 Standby pay is not deemed as actual hours worked for the purpose of calculating eligibility for overtime.
5.X.2 Employees required to work standby duty on a holiday, as outlined in Article 16, shall receive Standby Pay in accordance with Article 5.XX in addition to any pay or compensatory time for which the employee may be eligible under Article 16.
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4- ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
CITY COUNTERPROPOSALTO ABMEI PROPOSAL #3 - EDUCATIONAL
REIMBURSEMENT AMENDEMENT
City Proposed Language:
5.9 Educational and Professional Incentives
5.9.1 Educational _and_ Professional Program: The City will reimburse each employee one-hundred percent (100%) of expenses incurred, up to $1000.00 per fiscal year, for registration, tuition, fees, and textbooks for college accredited courses which are either related to or beneficial for the employee9s current position or related to or beneficial for a lateral transfer, promotion or other career opportunity within the City service as approved by the Department Director or designee. Of the $1000.00 amount, up to $690.00750.00 may be used for code books, code commentary, on-line subscription services, code related study guides, professional reference books, and professional reference standards, non-college accredited courses, Continuing Education Units, Adult Education Classes, workshops, membership dues in professional associations, professional licenses, and professional certificates which are either related to or beneficial for the employee9s current position or related to or beneficial for a lateral transfer, promotion or other career opportunity within the City service, as approved by the Department Director or designee. City Policy Manual Section 4.3.1, Education Reimbursement, outlines additional details of the program.
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
City Proposed Language:
ARTICLE 5.X
5.x Vision Care.
5.x.1__ Effective the first full pay period of January 2027, the City will contribute towards vision care for eligible full-time employees up to sixteen dollars ($16) per month ($8.00 for 24 biweekly pay periods) or the cost_of the premium, whichever is less, for coverage under a vision plan sponsored by the City. The employee shall pay the difference between the City contribution and the total premium of the vision care plan selected by the employee.
5.x.1.1. Effective January 1, 2027, all available plans have a 4-tier rate structure (Employee, Employee plus spouse/domestic partner, Employee plus Child(ren), and Family).
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO ABMEI PROPOSAL #2 EMPLOYEE WELLNESS 4 City Accepts Union Proposed Language:
ARTICLE X EMPLOYEE WELLNESS
X.X Employee Wellness
Each calendar year, employees represented by ABMEI shall be eligible to purchase one (1) annual fitness membership or up to twelve (12) monthly fitness memberships at a 20% discount off of the advertised resident fee. This membership provides access to fitness rooms at various Community Center locations and access to a variety of drop-in programs at gymnasiums.
City of San José
June 4, 2026
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SAN JOSE
AND
ASSOCIATION OF BUILDING, MECHANICAL AND
ELECTRICAL INSPECTORS (ABMEI])
Artificial Intelligence
The City has a current Artificial Intelligence Policy that includes prohibited uses of Al systems, such as, real-time and covert biometric identification, emotion analysis, fully automated decisions that substantially impact the rights or safety of individuals with no meaningful oversight, and social scoring and cognitive behavioral manipulation of people or specific vulnerable groups.
In an effort to add further clarification to the City9s Artificial Intelligence Policy:
e Theparties agree to the attached changes which further clarify that Al shall not be used as the sole determining factor in the hiring, promotion, discipline or evaluation of employees. These changes shall become effective as soon as practicable upon agreement by all recognized bargaining units.
e The parties agree Al is a tool that employees may use in the performance of their duties, but employees shall remain ultimately responsible for the accuracy and caliber of their work. e Where artificial intelligence will result in workforce reductions, the City will consider training, upskilling, reskilling, and reassignment options prior to effectuating layoffs that lead to separation from City employment.
e The parties further agree to convene an annual Labor Management Meeting to discuss issues related to Al and technology. The meeting will be attended by the Director of the Information Technology Department or their designee, who must be at the level of Deputy Director or above.
e Finally, the parties agree to meet biannually to discuss classifications that may be impacted by or vulnerable to Al integration. These meetings will be attended by the Director of Human Resources or their designee, who must be at the level of Deputy Director or above.
Should the City propose any additional revisions to the Artificial Intelligence Policy other than those contained herein during the course of negotiations with other bargaining units, the City will provide ABMEI with advance notice and an opportunity to meet to discuss the changes prior to effectuating the revised policy.
*This agreement is considered tentative and shall not be considered final or binding until a final agreement on all terms has been reached and both ratified by union members and approved by City Council.
City of San José
June 4, 2026
blul2e
Aram8Ko undjian Date
ployee Relations
Director of Human Resources
FOR THE UNION:
LL VEN (9 | 8i leo ea ia = Date
A N ation Team Member
Jdkn Van Every Date
Vice Presiden¥AB Negotiations
-_ LIAS
Tim Farfant = Date
ABMEI Negotiation Team Member
bee LYE b4Yilié
8Gary Mlyrah aa
ABME!I President
City of San José
June 4, 2026
City of San José City Administrative Policy Manual
Artificial Intelligence (Al) Policy 1.7.12
PURPOSE
This policy establishes a governance structure that allows the City of San José (hereafter referred to as <City=) to utilize Artificial Intelligence (Al) and Al systems (systems) while providing the necessary safeguards for purposeful and responsible use.
The key objectives of the Al Policy are to:
e Provide guidance that is clear, easy to follow, and supports decision-making for the staff, interns, consultants, contractors, partners, and volunteers who may be purchasing, configuring, developing, using, maintaining, or leveraging Al to provide services to the City; e Ensure that the use of Al systems adheres to the Guiding Principles with regard to how systems are purchased, configured, developed, operated, or maintained; e Define roles and responsibilities related to the usage of Al; e Establish and maintain processes to assess and manage risks presented by Al; e Align the governance of Al with existing data governance, security, and privacy measures in accordance with the City9s Information and Systems Security Policy and City Council's Digital Privacy Policy;
e Define prohibited uses of Al systems;
° Establish <sunset= procedures to safely retire systems that no longer meet the needs of the City; and
e Define how Al may be used for legitimate purposes in accordance with applicable local, state, and federal laws, and existing agency policies.
Al systems and the data contained therein will be purchased, configured, developed, operated, and maintained using the City9s Al Handbook, which will be managed by the Chief Information Officer (CIO).
SCOPE
This policy applies to:
1. All systems deployed by the City; and
2. Staff, interns, consultants, contractors, partners, and volunteers who may be purchasing, configuring, developing, using, or maintaining the Al or who may be leveraging systems to provide services to the City (collectively referred to as "users").
GUIDING PRINCIPLES FOR RESPONSIBLE Al SYSTEMS
These principles describe the City9s values with regard to how Al systems are purchased, configured, developed, used, or maintained.
1. Effectiveness: Systems are reliable, meet their objectives, and deliver precise and dependable outcomes for the utility and contexts in which they are deployed;
2. Transparency: The purpose and use of systems is proactively communicated and disclosed to the public. A system, its data sources, operational model, and policies that govern its use are understandable and documented;
3. Equity: Systems deliberately support equitable outcomes for everyone. Bias in systems is Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024
City of San José City Administrative Policy Manual
Artificial Intelligence (Al) Policy 1.7.12
effectively managed with the intention of reducing harm for anyone impacted by the system9s use;
4. Accountability: Roles and responsibilities govern the deployment and maintenance of systems, and human oversight ensures adherence to relevant laws and regulations. Al is a tool that employees may use in the performance of their duties, but employees shall remain ultimately responsible for the accuracy and caliber of their work;
5. Human-Centered Design: Systems are developed and deployed with a human-centered approach that evaluates Al powered services for their impact on the public;
6. Privacy: Privacy is preserved in all Al systems by safeguarding personally identifiable information (PIl) and sensitive data from unauthorized access, disclosure, and manipulation in accordance with the City Council9s Digital Privacy Policy;
7. Security & Safety: Systems maintain confidentiality, integrity, and availability through safeguards in accordance with the City's Information and Systems Security Policy. The integrity of information into and out of the City is maintained in light of fake Al-generated content. Implementation of systems is reliable and safe, minimizing risks to individuals, society, and the environment; and
8. Workforce Empowerment: Staff are empowered to use Al in their roles through education, training, and collaborations that promote participation and opportunity.
RESPONSIBILITIES
Several roles are responsible for enforcing this Policy, outlined below. © The Information Technology Department Director / Chief Information Officer (CIO) is responsible for directing technology resources, policies, projects, services, and coordinating the same with other departments. The CIO shall designate the City Information Security Officer (CISO) and City Digital Privacy Officer (CDPO) to actively ensure the security, resilience, privacy, and policy compliance of the systems used by the City. e The CISO and CDPO are responsible for recommending updates to this policy and the Al Handbook.
POLICY
When purchasing, configuring, developing, using, or maintaining Al systems, users will:
1. Uphold the Guiding Principles for Al systems outlined above;
2. Conduct an Al Review to assess the potential risk of the Al system. The CDPO or designee is responsible for coordinating review of Al systems used by the City as detailed in the Al Handbook;
3. Obtain technical documentation about Al systems. The Finance Department, or other department overseeing the purchase of an Al system, is responsible for requiring vendors to disclose Al usage and to provide technical documentation (e.g., via the Al FactSheet as defined in the Terms and Definitions section, below) at the request of the CDPO; and
4. In the event of an incident involving the use of the Al system, follow the City9s Al Incident Response Plan in accordance with the Information and Systems Security Policy. The CISO is responsible for overseeing the security practices of Al systems used by or on behalf the City.
Additionally, Finance is required to ask vendors to disclose the use of Al in procurement solicitations and to comply with the Requirements for Al Systems upon the request of the CDPO or designee.
Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024
City of San José City Administrative Policy Manual
Artificial Intelligence (Al) Policy 1.7.12
Prohibited Uses
The use of certain Al systems is prohibited due to the sensitive nature of the information processed and severe potential risk. This includes, but is not limited to, the following prohibited purposes:
e Real-time and covert biometric identification;
e Emotion analysis, or the use of computer vision techniques to classify human facial and body movements into certain emotions or sentiment (e.g., positive, negative, neutral, happy, angry, nervous);
e Fully automated decisions that substantially impact the rights or safety of individuals with no meaningful human oversight;
e Sole determining factor in hiring, promotion, discipline, or evaluation of employees; e Social scoring, or the use of Al systems to track and classify individuals based on their behaviors, socioeconomic status, or personal characteristics; and e Cognitive behavioral manipulation of people or specific vulnerable groups.
If staff become aware of an instance where an Al has caused harm, staff must report the instance to their supervisor, the CDPO, and the Office of Employee Relations no later than 24 hours after discovery.
Sunset Procedures
If an Al system operated by the City or on its behalf ceases to provide a positive outcome to the City as determined by the staff or CDPO, then the City must halt the use of that system unless express exception is provided by the ClO. If the abrupt cessation of the use of that Al system would significantly disrupt the delivery of services, a gradual phased out approach must be approved by the CIO before sunsetting. All measures to minimize the impact and recovery must be considered in the termination or phase out protocol, including but not limited to:
e Ownership and future access of data;
e Portability of the Al model, algorithm, and/or data; and e Impact to services, users, and residents.
Public Records
The City must consider applicable public records laws before implementing an Al system and must comply with the City's Open Government and Ethics Provisions and the California Public Records Act. More information can be found in City9s Administration Policy Manual 6.1.4 Open Government Policy.
Policy Enforcement
All employees and agents of the City, whether permanent or temporary, interns, volunteers, contractors, consultants, vendors, and other third parties operating Al systems on behalf of the City are required to abide by this Policy and the associated Al Handbook.
Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024
City of San José City Administrative Policy Manual
Artificial Intelligence (Al) Policy 1.7.12
VIOLATIONS OF THE Al POLICY
Violations of any section of the Al Policy, including failure to comply with the Al Handbook, may be subject to disciplinary action, up to and including termination. Violations made by a third party while operating an Al system on behalf of the City may result in a breach of contract and/or pursuit of damages. Infractions that violate local, state, federal or international law may be remanded to the proper authorities.
TERMS AND DEFINITIONS
Artificial Intelligence: <Artificial intelligence= or <Al= is a machine-based system that can, for a given set of human-defined objectives, make predictions, recommendations, or decisions influencing real or virtual environments. Artificial intelligence systems use machine and human-based inputs to perceive real and virtual environments; abstract such perceptions into models through analysis in an automated manner; and use model inference to formulate options for information or action.
Algorithm: A series of logical steps through which an agent (typically a computer or software program) turns particular inputs into particular outputs.
System: Any software, sensor, or process that uses Al to automatically generate outputs including, but not limited to, predictions, recommendations, or decisions that augment or replace human decision-making. This extends to software, hardware, algorithms, and data generated by these systems used to automate large-scale processes or analyze large data sets.
Al Fact Sheet: A template that captures the <nutrition facts,= or essential technical details, of an Al system. Vendors are expected to complete the Al Fact Sheet during the procurement process. The Al Fact Sheet is a critical document that provides technical information needed to adequately understand, evaluate, and use Al systems. Maintained by the Information Technology Department.
Approved:
/s/ Month Day,
20266/28/2024
Khaled Tawfik Date
Information Technology Department
Director / Chief Information Officer
Approved for posting:
/s/ Month Day,
20266/28/2024
Jennifer A. Maguire Date
City Manager
Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SAN JOSE
AND
ASSOCIATION OF BUILDING, MECHANICAL
AND ELECTRICAL INSPECTORS (ABMEl)
Voluntary Furlough Program
Effective as soon as practicable in Fiscal Year 2026-2027, the City agrees to provide a voluntary furlough program, which will be implemented as a Citywide policy, outside the scope of any memorandum of agreement, and not be subject to grievance provisions.
Full-time, hourly City employees will be eligible to voluntarily take unpaid leave of up to forty (40) hours each payroll calendar year (voluntary furlough time off). Employees may code voluntary furlough time off in 4-hour increments.
Use of voluntary furlough time off is subject to the advance approval of the Department Director or designee. Approvals shall be granted at such time or times as will not reduce the number of employees below that which is reasonably necessary for the efficient conduct of the public business of such department.
Employees shall submit written requests to their immediate supervisor or designee for all voluntary furlough time off in advance and as early as practical.
Benefits- City contributions for health, dental, and life insurance for employees will continue in the same amounts while employees are taking voluntary furlough time off.
Vacation & Sick Leave- Vacation and sick leave will not accrue while employees take unpaid voluntary furlough time off.
Overtime- Voluntary furlough time off does not count as time worked for the purposes of calculating overtime.
Retirement- Retirement contributions are paid by employees and the City at the established rates as a percentage of base salary. Both the City and the employees participating in the Voluntary Furlough Program will continue to make contributions to the retirement system for all paid hours and all regular hours that employees would have worked but did not work as a result of participating in this program.
Seniority- Employees will continue to accrue seniority while taking furlough time off as though they were at work.
Timecard Reporting-Furlough time off mustbe codedwith a designated payroll code, which will be made available to employees upon program implementation.
This Agreement is considered part of the tentative agreement for a successor MOA between the parties and shall become effective only as part of the overall tentative agreement for a successor MOA, and when signed by all parties below and approved by the City Council.
City of San José
June 4, 2026
FOR THE CITY:
LUE
Aram ypumdjian Date
Director\df Employee Relations
Director of Human Resources
FOR THE UNION:
AGIEG
Shiaswh Méfesco Date
ABMEI Negotiation Team Member
LL, ohh
JopA Van Every Date
Vice Presiden MEI Negotiations
ei LIANG
(Tim Farrant Date
ABMEI Negotiation Team Member
yrah
| President
City of San José
June 4, 2026
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SAN JOSE
AND
ASSOCIATION OF BUILDING, MECHANICAL
AND ELECTRICAL INSPECTORS (ABMEl)
Flexibly Staffed Classes Policy
The City of San José and the Association of Building, Mechanical and Electrical Inspectors (ABMEl) hereby agree to the attached changes to the Flexibly Staffed Classes Policy. The attached changes will become effective as soon as practicable once this can be implemented for all City employees.
This Agreement is considered part of the tentative agreement for a successor MOA between the parties and shall become effective only as part of the overall tentative agreement for a successor MOA, and when signed by all parties below and approved by the City Council.
FOR THE CITY: FOR THE UNION:
blulog JI» leox (, [|e
Aram Kduyoumdjian Date fafit Mofesco Date
Direct fEmployee Relations ABMEI Negotiation Team Member DirectoWwof Human Resources
re ( eae oh/ee
Jot Van Every " Date
Vice - Negotiations
8 Va ALL
fim Fatrant * Date
ABMEI Negotiation Team Member
Cw Keles
aryMyrah " <Date
ABMIEI President
City of San José
June 4, 2026
City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
PURPOSE
This section describes the uniform Citywide policy for flexibly staffed classifications, and the process for promoting incumbents of these classifications.
AUTHORITIES
San José Municipal Code (Civil Service Rules), Section 3.04.340: Qualifying examination.
Qualifying examination means an examination that need not be competitively administered to determine fitness for appointment pursuant to the provisions of this chapter. <Flexible staffing" is the alternate use of either of two or more classes in a designated series for filling a vacant position. When the vacancy is filled with an employee in the lower of the classes, that employee may be promoted to the higher class while staying in the same position. "Underfilling" is filling a vacant position using a class lower than that authorized, such as using the lower class in a series designated for flexible staffing (e.g. filling a vacancy with Account Clerk | when Account Clerk II is authorized).
POLICY
1. Objectives of flexible staffing.
e To place the City of San José, as an employer, in a more competitive position to recruit and retain well-qualified employees;
e Toincrease the capability of City Department Directors _or their designee to effectively use the positions and employees within their departments;
e To reward employees who have succeeded in their entry-level jobs; e To reduce the interdepartmental movement of employees within specified series, and thereby reduce the retraining of employees involved; and e To keep employee turnover rate at minimal levels.
2. Responsibility for designating classes.
The Director of Human Resources is responsible for designating those classifications that are flexibly staffed classes, consistent with the concept of flexible staffing defined above.
3. Effective dates.
The effective date of flexible staffing applicable to any specified series shall be the date of action taken by the Director of Human Resources. No retroactive promotions will be made prior to the date that the Director of Human Resources received and approved the promotion request.
Revised Date: February-43,2049Month Day, 2026
Original Effective Date: August 3, 1982
City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
4. Responsibility for using.
Primary responsibility for the most effective use of the designated flexibly staffed classes, including the alternative for flexibly staffed promotions, shall rest with the Department Director or their designee of the operating department.
5. Number of classes in designated series.
The span of flexible staffing within a designated series may be as few as the first two (2) classes of the series, starting with the lowest paid class.; i series4 A list of the City9s flexibly staffed classifications can be found at the end of this policy.
6. Differences in levels.
The lower classes in designated series usually do not require professional experience. The higher classes are characterized by assignments that are typically performed with independence.
7. Eligibility for qualifying promotion to the next higher class. a. The employees must be currently occupying a lower level of a flexibly staffed class and must have completed probation in that class.
b. The employees must possess the minimum qualifications, including the required experience for the higher--level class.
c. The employees must be recommended for a flexibly_-staffed qualifying promotion by his/hertheir Department Director or the Department Director9s designee to the Director of Human Resources.
Completion of the qualifying promotion results in the movement of both the employee and the position he/she is occupying to the higher class; it does not require a vacancy in the next higher class.
8. Qualifying promotion evaluations.
In most cases and at the determination of the Director of Human Resources, the qualifying promotion process consists of a written supervisor's evaluation on a Qualifying Promotional (QP) Form. The Qualifying Promotional fermQP Form is used by the employee9s supervisor and the Department Director or their designee to recommend the employee's promotability to the higher level. The qualifying promotion process may be initiated by either the employee or the employee's supervisor.
PROCEDURES
1. Employee-Initiated Process: Within 30 days of a written request by an employee to commence the qualifying promotion evaluation process,
Revised Date: February+3,2049Month Day, 2026
Original Effective Date: August 3, 1982
City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
a. The department will confirm with the Department of Human Resources that the employee has completed probation in the lower level of the flexibly staffed class and possesses the minimum qualifications for the higher-level class, including but not limited to, the requisite years of experience.
i. If the employee does not meet the requisite criteria for a qualifying promotion, the supervisor will inform the employee in writing that their request is denied and provide a reason for such denial. ii. If the employee meets the requisite criteria for a qualifying promotion, the supervisor will consult with the Department Director or their designee to determine whether the department _will recommend that the employee receive a QP.
1. If the department recommends that the employee receive the QP, the employee9s supervisor will facilitate the completion of the QP form, including ensuring the employee has completed all relevant sections of the QP Form, obtaining the Department Director or designee9s signature on the QP form and ensuring that it is promptly submitted to the Department of Human Resources for processing.
2. \f the department does not recommend the qualifying promotion, the supervisor will inform the employee in writing that their request is denied and provide a reason for such denial.
a. An employee who is not recommended for a QP may
request another evaluation no sooner than six (6) months from the date that they are informed of the response to the most recent request they have initiated under this section. b. If the employee does not receive a response from the department within 30 days of their written request, or if their request is denied, they may forward the request, including any relevant supporting documentation, to the Department of Human Resources for review.
i. Within 21 days of receipt of the request, the Department_of Human Resources will review the employee9s eligibility, along with the materials they have submitted, and will provide a recommendation to the employee9s Department Director or designee.
ii. The Department Director or designee will render a final decision within 14 days of receiving the recommendation from Human Resources.
2. Department-Initiated Process: If the QP process is initiated by the department, the employee9s supervisor will inform the employee that a review is underway and will conduct the process outlined in 1(a) within 30 days.
Revised Date: February43,2049Month Day, 2026
Original Effective Date: August 3, 1982
City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
February 43,2049Month
Day, 2026
Supermiser
Department
Director
HumanResources
Approved:
/s/ JenniferSchembriAram
Kouyoumdijian
Director of Human Resources/+4 and
the City Manager9s Office of Directerof
Employee Relations
Approved for posting:
/s/ Jennifer A. Maguire
Date
February 43,2049Month
Day, 2026
AssistantCity Manager Date
Revised Date: February-43,2949Month Day, 2026
Original Effective Date: August 3, 1982
City of San
José
City Administrative
Policy
Manual
Flexibly-
Staff
ed
Class
es
3.2.2 Acc
ount
Clerk
| PT/FT
FLEXIBLY
STAFF
ED
CLASS
ES
Acc
ount
Clerk
II PT/FT
Acc
ountant
|
Acc
ountant
II
Airport Operations
Manager
|
Airport Operations
Manager
Il
Airport Operations
Superintendent
|
Airport Operations
Superintendent
II
Airport Operations
Supervisor
|
Airport Operations
Supervisor
II
Airport Operations
Supervisor
III
Analyst
| PT/FT
Analyst
Il PT/FT
Analyst
|, Independent
Police Auditor
U
Analyst
Il, Independent
Police Auditor
U
Animal
Care
Att
endant
|
PT/FT
Animal
Care
Att
endant
II
PT/FT
Animal
Health
Ass
istant
Animal
Health
Technician
App
rentice
Mechanic
Mechanic
|
Mechanic
II
App
rentice Wastewater
Mechanic
Wastewater
Mechanic
|
Wastewater
Mechanic
II
Architect/Landscape
Architect |
Architect/Landscape
Architect
II
Ass
istant
Environmental
Services
Specialist
Ass
ociate
Environmental
Services
Specialist
Environmental
Services
Specialist
Automation
Enginee
r
|
Automation
Enginee
r
II
Automation
Enginee
r
Ill
Building
Inspector Combo
FT/PT
Building
Inspector Combo
Cert | FT/PT
Building
Inspector Combo
Cert Il
Building
Inspector Combo
Cert
Ill
Cert,
Sr
Building
Inspector Combo
Building
Inspector
Supervisor
Cert |
Building
Inspector
Supervisor Cert Il
Building
Rehabilitation
Inspector |
Building
Rehabilitation
Inspector
Il
Buyer |
Buyer
Il
Buyer
Ill
Chemist
|
Chemist
II
List Revised
Date:
February
25,
2025
Page
5 of 9
City of San
José
City Administrative
Policy
Manual
Flexibly-
Staffed Class
es
3.2.2 Lower
Level
Code
Enforcement
Inspector |
Higher
Level
Code
Enforcement
Inspector
Il
Higher
Level Higher Level
Higher
Level
Comm
unity
Service Officer
Comm
unity
Service Officer
lI
Construction
Inspector
|
Construction
Inspector
II
Ass
ociate
Construction
Inspector
Council
Comm
unity
Relations Aide
U
Council
Comm
unity
Relations
Representative
U
Council
Comm
unity
Relations
Coo
rdinator
U
Council
Comm
unity
Relations
Director
U
Council
Policy & Legislative
Aide
U
Council
Policy & Legislative
Analyst
U
Council
Policy & Legislative
Advisor
U
Council
Policy & Legislative
Director U
Deputy
City Att
orney
| (U)
Deputy
City Att
orney
II (U)
Deputy
City Att
orney
III (U)
Deputy
City Att
orney
IV (U)
Electrician
|
Electrician
II
Enginee
r
|
Enginee
r
Il
Enginee
ring
Technician
|
Enginee
ring
Technician
II
Enterprise
Information
Technology
Enginee
r
|
Enterprise
Information
Technology
Enginee
r
Il
Environmental
Inspector |
Environmental
Inspector II
Equipment
Maintenance
Supervisor
|
Equipment
Maintenance
Supervisor
Il
Equipment
Mechanic
Ass
istant
|
Equipment
Mechanic
Ass
istant
II
Events
Coo
rdinator
|
Events
Coo
rdinator
II
Executive Analyst
| (U)
Executive
Analyst II (U)
Geographic
Information
Systems
Specialist |
Geographic
Information
Systems
Specialist
II
Hazardous
Materials
Inspector
|
Hazardous
Materials
Inspector
Il
Instrument
Control
Technician
|
Instrument
Control
Technician
II
Instrument
Control
Technician
III
Instrument
Control
Technician
IV
Instrument
Control
Supervisor
|
Instrument
Control
Supervisor
II
Investigator Coll
ector |
Investigator Coll
ector Il
List Revised
Date:
February
25, 2025
Page
6 of 9
City of San
José
City Administrative
Policy
Manual
Flexibly-
Staffed Class
es
3.2.2 Lower
Level
Laboratory Technician
|
Higher
Level
Laboratory Technician
II
Higher
Level
Higher
Level
Higher
Level
Latent Fingerprint
Examiner
|
Latent Fingerprint
Examiner
II
Latent
Fingerprint
Examiner
III
Legal Administrative
Ass
istant
|
Legal Administrative
Ass
istant
II
Legal Administrative
Ass
istant
III
Legal Analyst
|
Legal Analyst
II
Legal Analyst
III
Librarian
|
Librarian
II
Maintenance
Ass
istant
FT/PT
Maintenance
Worker
|
FT/PT
Microbiologist
|
Microbiologist
Il
Network
Technician
|
FT/PT
Network
Technician
II
FT/PT
Network
Technician
III
FT/PT
Office Specialist
| FT/PT
Office Specialist
Il FT/PT
Park
Maintenance
Repair
Worker
|
Park
Maintenance
Repair
Worker
II
Parking
Manager
|
Parking
Manager
Il
Permit Specialist
Permit Specialist,
Senior
Plann
er
|
Plann
er
Il
Plann
er
III
Police
Data
Specialist
|
Police
Data
Specialist
Il
Police Forensic Analyst
|
Police
Forensic Analyst
Il
Police
Property
Specialist
|
Police
Property
Specialist
II
Power
Resources
Specialist
|
Power
Resources
Specialist
Il
Program
Performance
Auditor
| (U)
Program
Performance
Auditor
II (U)
Property
Manager
|
Property
Manager
Il
Public
Information
Representative
|
Public
Information
Representative
II
Public Safety
Radio
Dispatcher Trainee
Public Safety
Radio
Dispatcher
Real
Property Agent
|
Real
Property Agent
Il
List Revised
Date:
February
25, 2025
Page
7 of 9
City of San
José
City Administrative
Policy
Manual
Flexibly-
Staff
ed
Class
es
3.2.2 Lower
Level
Retirement
Investment
Analyst
|
Higher
Level
Retirement
Investment
Analyst
Il
Higher
Level
Higher
Level
Higher
Level
Senior Airport Operations
Specialist
|
Senior Airport Operations
Specialist
II
Senior Airport Operations
Specialist
Il
Senior Automation
Enginee
r
|
Senior
Automation
Enginee
r
II
Senior
Deputy
City
Att
orney
| (U)
Senior
Deputy
City
Att
orney
II (U)
Senior
Deputy
City
Att
orney
III (U)
Senior
Deputy
City
Att
orney
IV (U)
Senior
Mechanic
|
Senior
Mechanic
II
Senior
Property
Manager
|
Senior
Property
Manager
II
Structure/Landscape
Designer
|
Structure/Landscape
Designer
II
Systems
App
lications
Programm
er
|
Systems
App
lications
Programm
er
Il
Urban
Forestry
Inspector
|
Urban
Forestry
Inspector
II
Warehouse
Worker
|
Warehouse
Worker
II
Wastewater
Operator
Trainee
Wastewater
Operator
|
Wastewater
Operator
II
Wastewater
Operator
III
Wastewater
Operations
Foreperson
|
Wastewater
Operations
Foreperson
Il
Wastewater
Operations
Superintendent
|
Wastewater
Operations
Superintendent
II
Wastewater
Senior
Mechanic
|
Wastewater
Senior
Mechanic
II
Wastewater
Mechanical
Supervisor
|
Wastewater
Mechanical
Supervisor
II
Water
Systems
Ass
istant
Operator
|
Water
Systems
Ass
istant
Operator
Il
Water
Systems
Operations
Foreperson
|
Water
Systems
Operations
Foreperson
Il
Water
Systems
Operator
|
Water
Systems
Operator
II
Water
Systems
Operator
III
List Revised
Date:
February
25, 2025
Page
8 of 9
City of San
José
City Administrative
Policy
Manual
Flexibly-_ Staff
ed
Class
es
3.2.2 Lower
Level
Water
Systems
Operations
Superintendent
|
Higher
Level
Water
Systems
Operations
Superintendent
II
Higher
Level
Higher
Level Higher Level
Youth
Outreach
Worker
|
Youth
Outreach
Worker
II
List Revised
Date:
February
25, 2025
Page
9 of 9
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SAN JOSE
AND
ASSOCIATION OF BUILDING, MECHANICAL
AND ELECTRICAL INSPECTORS (ABMEl)
Leaves of Absence Policy
The City of San José (City) and the Association of Building, Mechanical and Electrical Inspectors (ABMEl) hereby agree to the attached changes to the Leaves of Absence Policy.
The attached changes will become effective as soon aspracticable once this can be implemented for all City employees.
This Agreement is considered part of the tentative agreement for a successor MOA between the parties and shall become effective only as part of the overall tentative agreement for a successor MOA, and when signed by all parties below and approved by the City Council.
FO ITY: FOR THE UNION:
6h 26 LAA Lo | u|eb
Aram Ké\yeumdjian Date SRaweMoresco Date
Directo mployee Relations ABMEI Negotiation Team Member Director §f Human Resources
EDs lve
JoKn Van Every ' Date
MLA AABMEL Negotiations
mFarvant 4% Date
ABMEI Negotiation Team Member
festligh KSulog.
G Fa va Myrah ~ Date
El President
City of San José
June 4, 2026
City of San José City Administrative Policy Manual
Leaves of Absence 4.2.1
leave schedule is medically necessary as determined by the health care provider of the person with the serious health condition.
If intermittent leave is taken for the birth of the employee9s child or the placement of a child with the employee for adoption or foster care, the minimum duration of leave is two (2) weeks, except that the City will grant a request for FMLA/CFRA leave of less than two (2) weeks9 duration on any two (2) occasions. Any FMLA/CFRA leave taken must be concluded within one (1) year of the birth or placement of the child with the employee.
If an employee needs leave intermittently or on a reduced leave schedule for planned medical treatment, then the employee must make a reasonable effort to schedule the treatment so as not to disrupt unduly the City9s operations. If leave is taken intermittently or on a reduced schedule, the City retains the discretion to transfer the employee temporarily to an alternative position with equivalent pay and benefits which better accommodates the employee's leave schedule.
2. Use of Paid Leave During FMLA/CFRA Leave
Generally, FMLA/CFRA leave is unpaid leave. The FMLA/CFRA, however, allows the City to require that employees use accrued paid leave during FMLA/CFRA leave, i.e., have the accrued paid leave run currently with unpaid FMLA/CFRA leave, pursuant to the City9 s sick, vacation, personal and/or executive paid leave policies. Depending on the reason for the FMLA/CFRA, the substitution of accrued paid leave occurs as follows:
a) For the employee9s own serious health condition paid leave must be used in the following order:
1) An employee MUST use and exhaust all accrued sick leave and then use and exhaust all accrued vacation leave at the beginning of any otherwise unpaid FMLA/CFRA leave. This requirement is waived during the period the employee is on FMLA/CFRA leave for his or her own serious health condition and is receiving wage replacement benefits, including voluntary Long Term Disability Insurance benefits.
2) An employee MAY elect to use accrued sick leave and vacation leave during the period of receipt of wage replacement benefits, including voluntary Long Term Disability Insurance benefits, unless otherwise prohibited by law. 3) An employee MAY elect to use executive leave, personal leave, or compensatory time during any portion of otherwise unpaid FMLA/CFRA leave. 4) An employee on FMLA/CFRA and receiving Workers Compensation temporary lll Helens MDS Sniaprary acces eats eres ee
leave. MAY lect s use any accrued save balances durin the meatal of momen a wage replacement benefits.
b) For the non-medical care of employee9s newborn child or child placed with employee for adoption or foster care (commonly for the purpose of bonding with the child) paid leave must be used in the following order:
1) An employee MUST use and exhaust all accrued vacation leave at the beginning of any otherwise unpaid FMLA/CFRA leave.
Revised Date: February-5,2924Month Day, 2026
Original Effective Date: July 1, 1972
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SAN JOSE
AND
ASSOCIATION OF BUILDING, MECHANICAL, AND ELECTRICAL INSPECTORS (ABMEl) Special Retention Adjustment
The parties acknowledge that ABMEI has one of the highest unit-wide vacancy rates among all City bargaining units. As reflected below, over the past six months the vacancy rate has oscillated between 17.28% and 18.52%, and has been more than twice the Citywide vacancy rate during various months, most recently in February 2026, when the Citywide vacancy rate stood at 8.81%.
Citywide Vacancy Rate 8.81% (February 2026)
ABMEI Vacancy Rate 18.52% (October 2025) 17.28% (November 2025) (the past 6 months) 17.28% (December 2025) | 18.52% (January 2026)
18.52% (February 2026) 17.28% (March 2026)
The parties further acknowledge that as of April 2026, 32.35% of ABMEI-represented employees are eligible for retirement. This rate is more than three times the Citywide average of 9.74% among all City employees.
In recognition of the above and for the purpose of retaining experienced ABMEl-represented employees to ensure the City9s ability to continue to provide development services to the public, the parties agree that eligible full-time ABMEI-represented employees shall receive a special non- pensionable retention adjustment which shall be payable as a lump sum amount of up to $3,825:
The non-pensionable lump sum amount shall be divided into three (3) installments payable during the last full pay period of each fiscal year of the term of the successor Memorandum of Agreement (MOA), as provided in the table below:
Date Payable Amount Payable
The Last Full Pay Period of Fiscal Year 2026-2027 $825
The Last Full Pay Period of Fiscal Year 2027-2028 $1,000 The Last Full Pay Period of Fiscal Year 2028-2029 $2,000 To receive each respective one-time non-pensionable lump sum installment, the ABMEI- represented full-time employee must:
1. Have been employed by the City in a full-time ABMEl-represented position on June 21, 2026; and
2. Have been continuously employed in a full-time ABMEl-represented position through the date that the given installment is paid.
*This Agreement is considered tentative and shall not be considered final or binding until a final agreement on all terms has been reached and both ratified by the union members and approved by the City Council. None of the terms of this Side Letter shall be deemed or construed as an ongoing obligation, and the provisions in this Side Letter will expire on June 30, 2029.
City of San José
June 4, 2026
FOR TH TY:
G\ul 26
Aram Kouypumdjian Date
Director of Employee Relations
Director of Human Resources
FOR THE UNION:
ALI,
Ss Mofesco Date
ABMEI Negotiation Team Member
feo. ol [te
yh Van Every 8Date
sop sident/AB Negotiations
LIA
Fim F afrant Y Date
ABMEI fiat ton Team Member
hig Ws,
rah J AS
Sary | President
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
CITY PROPOSALS #2 AND #2B 4 HOUSEKEEPING 4 HOLIDAYS
City Proposed Language:
ARTICLE 16 HOLIDAYS
16.1 Except as hereinafter otherwise provided, each full-time employee who is on paid status before and after the holidays specified below shall be entitled to paid holiday leave on each of the following holidays as observed, and on no other day, during the term of this Agreement:
New Year's Day Indigenous Peoples9 Day
Martin Luther King Day Veterans Day
Lunar New Year Thanksgiving Day
President9s Day Day After Thanksgiving
Cesar Chavez DayF armworkers Day Christmas Eve Day
Memorial Day Christmas Day
Juneteenth New-YearsEve Day
Independence Day
Labor Day
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
CITY PROPOSAL #1 4 HOUSEKEEPING -4 CITY-PAID PARENTAL LEAVE City Proposed Language:
ARTICLE 13 LEAVES OF ABSENCE
13.8 City-Paid Parental Leave: Full-time employees shall be eligible for City-paid parental leave and are subject to the terms and conditions of the City of San Jose's Paid Parental Leave Policy.
Effective June25,2023 For eligible births, adoptions, or foster care placements, full- time employees will receive a maximum total of three hundred and twentyere-hundred sixty (320469) hours of continuous paid time off and shall be eligible to use up to a maximum total of one-hundred and twenty (120) hours of their available sick leave for City-Paid Parental Leave reasons.
City-Paid Parental Leave, and the use of available sick leave balances for City-Paid Parental Leave reasons, must be used and completed _no later than 12 months from the birth or placement of a child.
City of San José
June 4, 2026
2026 CITY OF SAN JOSE 4 ABMEI NEGOTIATIONS
TENTATIVE AGREEMENT
CITY PROPOSAL #3 4 HOUSEKEEPING FOR RECOGNITION
ARTICLE 2 RECOGNITION
Pursuant to Resolution #39367 of the City Council of the City of San Jose and the provisions of applicable state law, the Association of Building, Mechanical and Electrical Inspectors, hereinafter referred to as the Employee Organization, is recognized as the exclusive representative for the purpose of meeting and conferring on matters within the scope of representation for employees assigned to the classifications_designated under the salary plan column as <INS= in the City of San Jose Pay Plan_ listed in-Exhibitt attached-and incorporated by reference into this Agreement. ii itt
City of San José
June 4, 2026