Resolution — San Jose City Council, October 27, 2026

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10/14/26
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Council Agenda: 10-27-26
Item No.: 3.4
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 THE TERMS OF AN

AGREEMENT BETWEEN THE CITY OF SAN JOSE AND
THE MUNICIPAL EMPLOYEES’ FEDERATION, AFSCME,
LOCAL 101 (MEF), WITH A TERM OF JULY 1, 2026 –
JUNE 30, 2029, AND AUTHORIZING THE CITY

MANAGER TO EXECUTE AN AGREEMENT WITH MEF
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 Municipal Employees’ Federation, AFSCME, Local 101 (MEF), 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 Honorable Mayor and City Council from Aram Kouyoumdjian, Director of Employee Relations, dated October 16, 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, MMC
City Clerk
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Council Agenda: 10-27-26
Item No.: 3.4
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

ATTACHMENT A
Memorandum to the Honorable Mayor and City Council from Aram Kouyoumdjian, Director of Employee Relations, dated October 16, 2026 TO: HONORABLE MAYOR

AND CITY COUNCIL
FROM: Aram Kouyoumdjian
SUBJECT: See Below DATE: October 16, 2026

Approved Date:

COUNCIL DISTRICT: Citywide
SUBJECT: Approval of the Terms of an Agreement with the Municipal Employees’ Federation, AFSCME, Local 101 (MEF) 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 Municipal Employees’ Federation, AFSCME, Local 101 (MEF) 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 will result in a collective bargaining agreement between the City and MEF and authorize the City Manager to execute an agreement with a term of July 1, 2026, through June 30, 2029, with the terms in the Tentative Agreement.

BACKGROUND
MEF currently represents approximately 2,413.33 full-time-equivalent employees in the City, including, but not limited to, the classifications of Code Enforcement Inspectors, Public Safety Dispatchers, Office Specialists, Analysts, Librarians, and Planners.

In February 2026, the City commenced bargaining with MEF to negotiate a successor agreement to the Union contract set to expire on June 20, 2026. The parties reached an COUNCIL AGENDA: 10/27/2026
FILE:

ITEM:

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

HONORABLE MAYOR AND CITY COUNCIL
October 16, 2026
Subject: Approval of the Terms of an Agreement with the Municipal Employees’ Federation, AFSCME, Local 101 (MEF), for the Term of July 1, 2026, Through June 30, 2029

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overall Tentative Agreement on October 8, 2026 on the terms to be contained in the successor Memorandum of Agreement between the City and MEF.

The Tentative Agreement is pending ratification by MEF membership. MEF will notify the City of the ratification results prior to the October 27, 2026 City Council meeting.

ANALYSIS
A complete copy of the overall 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 September 27, 2026, all salary ranges for employees holding positions in classifications assigned to MEF will receive a pensionable base pay increase of approximately 3.00%. This will result in both the top and bottom steps 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 MEF will receive a pensionable base pay increase of approximately 3.00%. This will result in both the top and bottom steps 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 MEF will receive a pensionable base pay increase of approximately 3.00%. This will result in both the top and bottom steps of the pay range being increased by approximately

3.00%.

If the revised Five-Year Forecast included as part of the 2028- 2029 Proposed Operating Budget includes a General Fund
surplus of at least $3.75 million dollars in Fiscal Year 2028-2029, the general wage increase effective the first full pay period of DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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Fiscal Year 2028-2029, for employees holding positions in classifications assigned to MEF, shall be increased by 0.25% for a total of 3.25%.

If the revised Five-Year Forecast included as part of the 2028- 2029 Proposed Operating Budget includes a General Fund
surplus of at least $7.50 million dollars in Fiscal Year 2028-2029, the general wage increase effective the first full pay period of Fiscal Year 2028-2029, for employees holding positions in classifications assigned to MEF, shall be increased by 0.50% for a total of 3.50%.

If the revised Five-Year Forecast included as part of the 2028- 2029 Proposed Operating Budget includes a General Fund
surplus of at least $15.00 million dollars in Fiscal Year 2028- 2029, the general wage increase effective the first full pay period of Fiscal Year 2028-2029, for employees holding positions in classifications assigned to MEF, shall be increased by 1.00% for a total of 4.00%.

One-Time NonPensionable Lump
Sum Payment
Effective the first full pay period of Fiscal Year 2026- 2027 following Union ratification and Council approval in open session, all full-time employees holding positions assigned to MEF shall receive a one-time non-pensionable lump sum
payment equivalent to 1.00% of their base annual wages. To receive this lump sum payment the employee (1) must have been employed by the City in an MEF-represented
classification on October 10, 2026, and (2) must have been continuously employed in an MEF-represented classification through the date the payment is made.

Part-time benefited employees who meet the criteria above shall receive a one-time non-pensionable lump sum payment as provided in the table below:

Benefit Level One-Time NonPensionable Lump Sum
Payment

30.00 – 34.00 $ 510

25.00 – 29.00 $ 435

20.00 – 24.00 $ 360
Part-time unbenefited employees who meet the criteria above and who had at least 520.00 hours of regular hours worked DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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(REG) between October 10, 2025 and October 10, 2026 shall receive a one-time non-pensionable lump sum payment of
$250.00.

Non-Pensionable
Pay Conversion
Fiscal Year 2028-2029
1% of the 5% ongoing compensation that MEF-represented
classifications receive as non-pensionable pay shall be automatically converted to pensionable pay effective June 3, 2029, if both of the following conditions are met:
 The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the
Federated Plan has a funding ratio of 80.00% or higher
on an Actuarial Valuation of Assets basis; and
 The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the City’s
contributions to the Federated Pension Plan for Fiscal
Year 2028-2029 do not exceed the value contained in
the 2025 Federated Pension Actuarial Valuation for
Fiscal Year 2028-2029 – $252 million.

If the aforementioned conditions are satisfied and 1% of the 5% ongoing non-pensionable compensation is converted to pensionable pay, the remaining 4% of the original 5% ongoing non-pensionable compensation shall remain non-pensionable.

If the aforementioned conditions are not both satisfied, the parties agree to a reopener to discuss converting 1% of the 5% ongoing non-pensionable compensation to pensionable pay effective June 3, 2029, if either of the following conditions is met:
 The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the
Federated Plan has a funding ratio of 80.00% or higher
on an Actuarial Valuation of Assets basis; or
 The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the City’s
contributions to the Federated Pension Plan for Fiscal
Year 2028-2029 do not exceed the value contained in
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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the 2025 Federated Pension Actuarial Valuation for
Fiscal Year 2028-2029 – $252 million.

Should this reopener be triggered, the parties agree that no promises, representations, understandings, or warranties have been made or relied upon by any party other than those
expressly contained in the Tentative Agreement.

Side Letter –
Artificial
Intelligence

1. The parties agree to changes to the City’s Artificial Intelligence Policy to specify that AI shall not be used as the sole determining factor in the hiring, promotion,
discipline or evaluation of employees, and to further
clarify that AI 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.

2. The parties further agree that, where artificial
intelligence will result in workforce reductions, the City will utilize, to the extent that City resources and
operational needs allow, training, upskilling, reskilling, and reassignment as mitigation measures prior to
effectuating layoffs that lead to separation from City
employment.

3. The parties agree to convene an annual Labor
Management Meeting to discuss issues related to AI
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.

4. The parties further agree to meet quarterly to discuss classifications that may be impacted by or vulnerable to AI integration. These meetings will be attended by the
Director of Human Resources or their designee, who
must be at the level of Division Manager or above. The
parties agree two of these meetings will be in lieu of the Citywide Labor Management Committee meeting.

5. Finally, the Union reserves the right to meet and confer over proposed changes to the City’s Artificial
Intelligence Policy that potentially affect the terms and conditions of employment.

Council Staff Unit
Modification
The parties agree the following terms shall be implemented for the classifications in the table below:

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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1. Incumbents in the Executive Assistant (Unclassified) (8021) classification in Council offices shall be moved into a newly created Council Executive Assistant (Unclassified) (8025) classification, which will have the same salary range as the Executive Assistant (Unclassified) (8021)
classification. This action will not result in any salary changes to current incumbents.

2. The classifications in the table above shall be converted from an open salary range to salary steps. The
salary steps will be established using the
following methodology:
 The top of the classification’s current salary range, as of May 7, 2026, will become the top
step for the new salary step system.
 A step schedule will be calculated based on that top
step using an approximate 2.50%
differential between steps.
 When this calculation returns a value below the
minimum of the classification’s current salary range
(as of May 7, 2026), a “first” step will
be established at the minimum of the
classification’s current salary range (as of May 7,
2026).

Classifications will contain between 5 and 20 salary
steps, where neither the minimum nor the maximum rate of pay for a given classification has been changed.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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Given their FLSA-exempt status, employees in the
classifications listed in the table above shall not be eligible for contractual overtime or compensatory time, call back pay, standby pay, or shift differentials.

3. Employees in the classifications in the table above shall be placed at the salary step in their classification that is closest to their current rate of pay that would not result in a pay increase.

Employees placed at a salary step whose rate of pay is less than their current rate of pay shall have their compensation “Y-Rated,” meaning that despite the salary step
corresponding to a lower rate of pay, the employee’s
compensation shall not be decreased and shall remain
unchanged as part of this placement.

4. Incumbents who have been continuously employed in a
classification listed in the table above since January 17, 2026, who would have been eligible for a merit increase through the Management Performance Program in Fall
2026 had they remained in Unit 99, and who are not placed at the top step of their classification’s step schedule, shall be granted a step increase effective the beginning of Pay Period 21 of Payroll Calendar Year 2026.

Incumbents who have not been continuously employed in a classification listed in the table above since January 17, 2026 (and would not have been eligible for a merit increase through the Management Performance Program in Fall
2026 had they remained in Unit 99) shall begin accruing time for the purposes of salary step advancement upon the date of hire, promotion, or demotion into a classification listed in the table above.

5. Part-time hour limits provided for in the MEF MOA Article

7.7.1 shall not apply.

6. Employees in the classifications in the table above shall be entitled to up to a maximum of forty-eight (48) hours / six (6) days of Executive Leave during a payroll calendar year.

Executive Leave is not an accrued benefit and unused
leave does not carry over from year to year. When an
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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employee is hired or promoted into a position in a
classification listed above, their Executive Leave balance will be prorated during the first-year dependent upon the hire date. An employee who is promoted or demoted into a classification listed above will have the number of Executive Leave hours they receive upon promotion or demotion
reduced on an hour-for-hour basis based on their usage of Personal Leave and/or Executive Leave within the same
payroll calendar year. Executive Leave will also be adjusted if an employee is on a reduced work week schedule. In no event shall an employee receive both Executive Leave and Personal Leave.

Incumbents who hold positions in the classifications listed above as of the date that a Tentative Agreement for a
successor MOA is signed shall receive a one-time
additional allowance of sixteen (16) hours of Executive Leave during payroll calendar year 2027.

Given their FLSA-exempt status, employees in the
classifications listed above shall also remain eligible for the four-hour rule, as discussed in City Administrative Policy Manual 4.2.4, Executive Leave and Absence Policy.

7. The grievance Procedure in the MEF MOA shall apply for the classifications listed above with the exception of
disciplinary grievance and appeal procedures as the
positions are at-will positions in the unclassified service.

Employees who are subject to separation due to
disciplinary action may request a meeting with the Office of Employee Relations.

8. Current incumbents in the Tier 3 plan will be transferred to the Federated Tier 2 plan. However, the parties agree to continue discussions regarding future eligibility of
employees in the classifications above to participate in the Tier 3 plan.

The parties agree that no promises, assurances,
representations, agreements, understandings or warranties have been made or relied upon by any party other than
those that are expressly contained in the Tentative
Agreement. No language in the Tentative Agreement shall confer a right to or entitlement upon employees in the
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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classifications noted above to be eligible to participate in the Tier 3 plan. The parties further agree that any
agreements will be subject to approval by the City Council and/or the Federated Retirement Plan Board.

9. Current incumbents who hold positions in any of the
classifications above as of the date of the agreement will continue to receive a monthly Technology Stipend in the amount of $90 during the period of their employment in
eligible classifications. The Technology Stipend is in lieu of any voice and/or data stipend that any employee may have been eligible for under the City’s Mobile Devices Policy.

Employees hired on or after the effective date of this
agreement into any of the classifications above shall not be eligible to receive a monthly Technology Stipend but may be eligible for the voice and/or data stipend provided for in the City’s Mobile Devices Policy.

Leaves The City may provide additional unpaid leave pursuant to the interactive process and separate an employee at a later date beyond the maximums provided for in the Leaves provision of the MOA. The parties agree that the interactive process under the Americans with Disabilities Act and California Fair Employment and Housing Act is not subject to the grievance procedure. Any separation under the Leaves provision in the MOA shall be deemed a voluntary resignation, grievable
pursuant to Article 21.4 of the MOA without other
administrative remedy.

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.

Call Back /
Standby Pay
Employees authorized or required to conduct work remotely 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.

Use of Volunteers
in the Library
The expanded volunteer duties described in the Side Letter related to shelving, weeding, community bulletin board area, and welcoming, in addition to pre-existing programmatic DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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volunteer position descriptions will remain in effect unless modified through mutual agreement.

In Fiscal Year 2026-2027, the Library Department will
undertake a review of its volunteer programs, including the scope and extent of volunteer use (e.g., clarifying the role of volunteers supporting Literacy Programs), and will discuss the findings with representatives of the Union no later than August 31, 2027. The Library Department will invite input from the Union prior to commencing the review. Finally, the Union reserves the right to meet and confer over proposed changes to use of volunteers that potentially affect the terms and conditions of employment for MEF-represented classifications.

Side Letter –
Public Safety
Radio Dispatcher
Certification Pay
The parties agree that effective October 25, 2026, PSRD Certification Pay will be a non-pensionable premium paid each biweekly pay period during which the employee is in paid status. The PSRD Certification Pay shall be a flat amount equivalent to 3.75% of the top step biweekly base pay of the Senior Public Safety Radio Dispatcher (8513) classification.

Except as otherwise required by State or Federal law including the FLSA, PSRD Certification Pay shall not be included in the hourly rate or as regular compensation in computing other pay or benefits.

The parties further agree to the following for employees actively employed by the City as of October 8, 2026, in order to avoid further dispute regarding an arbitrator’s award:

1. The City includes the premium pay in the City’s
calculation of the regular rate of pay whenever an
employee works in excess of 40 hours in a seven (7)
day work period and is entitled to overtime
compensation pursuant to the FLSA.

2. Effective within 4 full pay periods following Union
ratification and Council approval in open session, the
City will retroactively implement the premium pay
beginning with the paycheck inclusive of July 4, 2024 on all paid sick leave hours; and

3. Effective within 4 full pay periods following Union
ratification and Council approval in open session, the
City will pay the premium pay on all paid hours,
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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including hours coded as paid sick leave, prospectively through July 4, 2026, the pay period inclusive of the
June 30, 2026 expiration of the MOA; and

4. Effective within 4 full pay periods following Union
ratification and Council approval in open session, the
City will return any amounts deducted on the March 6,
2026 paycheck due to the prior exclusion of sick leave
as “time worked”; and

5. MEF will withdraw its April 21, 2026 request to reengage the arbitrator to clarify her intent in the arbitration award dated October 23, 2025 and forgo any other legal
process or remedy, administrative or otherwise, related to the grievance and its underlying issues.

Personal Leave Effective Pay Period 1 of Payroll Calendar Year 2027, employees (1) who are in a classification listed below and (2) whose paid time off (with the exception of holiday leave) is not considered time worked for purposes of calculating overtime shall be eligible to have their Personal Leave balance in a payroll calendar year count toward the calculation of overtime in instances when an eligible employee is held over to work a shift that is at least sixteen (16) or more continuous hours and is scheduled to begin a work shift less than eight (8) hours after the conclusion of the shift that was sixteen (16) or more hours in duration.
 Animal Services Officer (3252)
 Animal Services Officer, Senior (3251)
 Community Services Officer I/II (6131/6132)
 Community Services Officer, Senior (6133)
 Police Forensic Analyst I/II (7667/7668)
Use of Personal Leave under this subsection may not be used during an Emergency Operations Activation or in conjunction with an Emergency Operations Center shift.

Uniform
Allowance
The Police Data Specialist, Senior (1185), Public Safety Communications Specialist (8536), and the Public Safety Communications Specialist (8537) classifications will be added to the list of eligible classifications that may receive an annual uniform allowance, not to exceed $500.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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Full-time and part-time employees who become eligible after the annual lump sum payment has been issued shall receive a prorated amount of the allowance based on the number of full pay periods remaining in the payroll calendar year at the time the eligibility begins.

Library Holiday
Schedule
The terms contained in the Library Holiday Schedule Pilot Program Side Letter shall be incorporated into the MEF MOA.

Apparel
Allowance
Apparel allowance for eligible classifications will be increased from $100 to $120 and the Zoo Keeper PT classification (6354) will be added to the list of eligible classifications.

Public Safety
Communications
Specialist (8536 /
8537)
Classifications
The parties agree to incorporate the Public Safety
Communications Specialist (8536) and the Public Safety
Communications Specialist PT (8537) classifications into various provisions in the MEF MOA which are applicable to the Public Safety Radio Dispatcher series, including: a 480-hour accrual limit on compensatory time accumulation, eligibility for overtime compensation calculated at 2.0 times the hourly rate for hours worked past twelve (12) hours in a single shift, Holiday-In-Lieu pay, shift differential schedules, Public Safety Communications Specialist Training Pay of 7.50% when
engaged in one-on-one training of a Dispatcher trainee, Public Safety Radio Dispatcher Certification Pay for possession of an Emergency Fire Dispatch certification and Emergency Medical Dispatch certification, and sworn Employee Assistance
Program benefits.

Union Release
Time
The Secretary and Treasurer shall each be granted release time not to exceed two (2) hours per week, to review routine reports and/or notices issued by the City.

Side Letter –
Voluntary
Furlough
Full-time, hourly City employees shall be eligible to voluntarily take up to forty (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 – Data
Analyst
Classification
Study
The City will conduct a classification study within eighteen (18) months following the Tentative Agreement to assist the City in making a determination as to whether it would be beneficial to create a Data Analyst classification. This shall not be construed as agreement to create a Data Analyst classification, nor shall it be construed as an agreement that a Data Analyst DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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classification will be automatically designated to be
represented by MEF.

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.

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 cost of the one-time non-pensionable lump sum payment is approximately $2.3 million, of which approximately $1.4 million is in the General Fund. The ongoing cost of the 3.00% pensionable general wage increase is approximately $7.4 million in all funds ($4.6 million in the General Fund), with a prorated cost in Fiscal Year 2026-2027 of $5.4 million ($3.4 million in the General Fund). The ongoing costs will be factored into the annual development of the Base Budget. The ongoing cost of remaining benefit enhancements contained in this agreement is anticipated to be approximately $50,000 in all funds, of which approximately $50,000 is in the General Fund. The costs in 2026-2027 will be offset by a recommended decrease to the Salaries and Benefits Reserve and other adjustments, as necessary, as part of the budget actions that will be brought forward for City Council consideration as part of the 2026-2027 Mid-Year Budget Review.

In Fiscal Year 2027-2028, the ongoing cost of the 3.00% pensionable general wage increase is approximately $7.6 million in all funds, of which $4.7 million is in the General Fund. In Fiscal Year 2028-2029, the ongoing cost of the 3.00% general wage increase is approximately $7.8 million in all funds, of which $4.9 million is in the General Fund.

These ongoing costs will be factored into the annual development of the Base Budget.

Costs associated with vacation sellback for both of these years will continue to be absorbed by departmental personal services budgets to the extent possible.

COORDINATION
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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This memorandum was coordinated with the City Attorney’s Office and the City’s Manager’s Budget Office.

PUBLIC OUTREACH
This memorandum will be posted on the City Council Agenda website for the October 27, 2026 City Council meeting.

BOARD, COMMISSION, COMMITTEE RECOMMENDATION AND INPUT
No board, commission, or committee recommendation or input is associated with this action.

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
For questions, please contact Elsa Cordova, Deputy Director, at (408) 535-8150.

ATTACHMENT:

City of San José - MEF Negotiations Tentative Agreement DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

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The City's bargaining team agrees to recommend the Tentative Agreement to the City Council for approval, and the MEF bargaining team agrees to recommend the Tentative Agreement to its membership for ratification.

Within ten (10) days after the effective date of this Agreement, MEF will withdraw its Unfair Practice Charge with prejudice and request that PERB dismiss the complaint in Case No.

SF-CE-2447-M in its entirety and with prejudice.

TERM
• July 1, 2026 – June 30, 2029
WAGES
• Fiscal Year 2026-2027

3.00% general wage increase effective pay period 21 of payroll calendar year 2026. Effective pay period 21 of payroll calendar year 2026, all salary ranges for employees holding positions in classifications assigned to MEF shall be increased by approximately 3.00%.

Effective the first full pay period following union ratification and Council approval in open session, all full-time employees holding positions assigned to MEF shall receive a one-time non-pensionable lump sum payment equivalent to 1.00% of their base annual wages. To receive this lump sum payment the employee (1) must have been employed by the City in an MEF-represented classification on October 10, 2026, and (2) must have been continuously employed in an MEF-represented classification through the date the payment is made. Part-time benefited employees who meet the criteria above shall receive a one-time non-pensionable lump sum payment as provided in the table below:

Benefit Level One-Time Non-Pensionable
Lump Sum Payment

30.00 – 34.00 $ 510

25.00 – 29.00 $ 435

20.00 – 24.00 $ 360
Part-time unbenefited employees who meet the criteria above and who had at least 520.00 hours of regular hours worked (REG) between October 10, 2025 and October 10, 2026 shall receive a one-time non-pensionable lump sum payment of $250.00.
• 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 MEF shall be increased by approximately 3.00%.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

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• 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 MEF shall be increased by approximately 3.00%.

If the revised 5-Year Forecast included as part of the 2028-2029 Proposed Operating Budget includes a General Fund surplus of at least $3.75 million dollars in Fiscal Year 2028-2029, the general wage increase effective the first full pay period of Fiscal Year 2028-2029, for employees holding positions in classifications assigned to MEF shall be increased by 0.25% for a total of 3.25%.

If the revised 5-Year Forecast included as part of the 2028-2029 Proposed Operating Budget includes a General Fund surplus of at least $7.50 million dollars in Fiscal Year 2028-2029, the general wage increase effective the first full pay period of Fiscal Year 2028-2029, for employees holding positions in classifications assigned to MEF shall be increased by 0.50% for a total of 3.50%.

If the revised 5-Year Forecast included as part of the 2028-2029 Proposed Operating Budget includes a General Fund surplus of at least $15.00 million dollars in Fiscal Year 2028-2029, the general wage increase effective the first full pay period of Fiscal Year 2028-2029, for employees holding positions in classifications assigned to MEF shall be increased by 1.00% for a total of 4.00%.

NON-PENSIONABLE PAY CONVERSION
• Fiscal Year 2028-2029
1% of the 5% ongoing non-pensionable compensation shall be automatically converted to pensionable pay effective June 3, 2029, if both of the following conditions are met:
• The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the Federated Plan has a funding ratio of 80.00% or higher on an Actuarial Valuation of Assets basis; and • The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the City’s contributions to the Federated Pension Plan for Fiscal Year 2028-2029 do not exceed the value contained in the 2025 Federated Pension Actuarial Valuation for Fiscal Year 2028-2029 – $252 million.

If the aforementioned conditions above are satisfied and 1% of the 5% ongoing non-pensionable compensation is converted to pensionable pay, the remaining 4% of the original 5% ongoing non-pensionable compensation increase shall remain non-pensionable.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 3 of 5 ends

If the aforementioned conditions are not both satisfied, the parties agree to a reopener to discuss converting 1% of the 5% ongoing non-pensionable compensation to pensionable pay effective June 3, 2029, if either of the following conditions is met:
• The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the Federated Plan has a funding ratio of 80.00% or higher on an Actuarial Valuation of Assets basis; or • The 2028 Federated Pension Actuarial Valuation, due to be released in December 2028, shows that the City’s contributions to the Federated Pension Plan for Fiscal Year 2028-2029 do not exceed the value contained in the 2025 Federated Pension Actuarial Valuation for Fiscal Year 2028-2029 – $252 million.

ARTIFICIAL INTELLIGENCE SIDE LETTER
• Artificial Intelligence Side Letter Counterproposal
PETITION FOR UNIT MODIFICATION – COUNCIL STAFF
• Unit Modification Counterproposal

USE OF SICK LEAVE
• Use of Sick Leave

FLEXIBLY STAFFED CLASSES POLICY
• Flexibly Staffed Classes Side Letter

CALL BACK PAY
• Call Back Pay

USE OF VOLUNTEERS IN THE LIBRARY SIDE LETTER
• Use of Volunteers in the Library Side Letter Counterproposal

PUBLIC SAFETY DISPATCHER SERIES (PSRD) CERTIFICATION PAY • PSRD Series Certification Pay Side Letter
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 MEF NEGOTIATIONS

TENTATIVE AGREEMENT

PERSONAL LEAVE
e Personal Leave

TENTATIVE AGREEMENTS
Housekeeping 4 Holidays (Lunar New Year)
Housekeeping 4 Holidays (Farmworkers Day)
Housekeeping 4 Unbenefited Employees
Housekeeping 4 Recognition
Uniform Allowance
Housekeeping 4 Protective Footwear
Incorporation of the Library Holiday Schedule Pilot Program Side Letter into MOA Part-Time Employees
Apparel Allowance
Incorporation of the Public Safety Communications Specialists Classifications in the MOA
Union Release Time
Voluntary Furlough Program
Definition of the Market
Data Analyst Classification Study
Leaves of Absence Policy

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 the City Council.

FORT FOR THE UNION:
life Cd peal
Aram Kou ian Date Charles Allen... Date
Director of Employee Relations Union Representative
Director of Human Resources AFSCME, Local 101
j @ GV\AN old a Vopu
Elsa Cordova Date Nick Rovetto : Date
Deputy Director President
OffiRceu onf a Relations |1 8 [a MEF, AFSCME, Local 101 aeNg uyen Date Tony Cruz Date
Senior Executive F aiyet Vice President
Office of Employee Relations MEF, AFSCME, Local 101
City of San José
October 8, 2026

Page 4 of 5 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 MEF NEGOTIATIONS

TENTATIVE AGREEMENT
FOR THE CITY (CONTINUED):

Za 0/94/
Gerald Bernales Date
Executive Analyst
Office of Employee Relations
EQR TH UNION (CONTINUED):

Che Lt... lols.

Goan Martinez Date
iene
MEF, AFSCME, Local 101
EOF UC
Rachel Atkins Date
Treasurer
MEF, AFSCME, Local 101
C2 YV #~ ju /S{2u
Heidi Mendiola Date
Chie ard
F, AFSCME; 4
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Dan Gibson Date
Negotiations Team Member
MEF, AFSCME, Local 101
[Fab 4 lltlec
David Parker Date
Negotiations Yeam Member
MEE_AFSCME, Local 101
Y/ 2
David Rodriguez Date |
Negotiations Team Member
F,AFSCME, Local 101
Wh Lol
W384 Grondahl
Negotiations Team Member
MEF, AFSCME, Local 101
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Kevin Johnson Date
Negotiations Team Member
MEF, AFSCME, Local 101
[hews Vwi et \O/8/2.6
Kobe Lopez Date
Negotiations Team Member
MEF, AFSCME, Local 101
City of San José
October 8, 2026

Page 5 of 5 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT

City of San José
October 8, 2026

Page 1 of 4 ends

CITY COUNTERPROPOSAL TO MEF PROPOSAL #18 – GENERAL WAGE

INCREASE
City Proposed Language:

ARTICLE 12 WAGES AND SPECIAL PAY

12.1 Wages 2026-20292023-2026. A full list of salary steps for MEF-represented classifications can be found at the following link:
https://www.sanjoseca.gov/home/showpublisheddocument/76852/637666043581 770000

12.1.1 Fiscal Year 2018-2019. Effective July 1, 2018, all employees holding positions assigned to MEF (Union Code 050/051/052/053) shall receive an approximate 5% ongoing non-pensionable compensation increase.

12.1.1.1 Fiscal Year 2028-2029. 1% of the 5% ongoing nonpensionable compensation increase shall be automatically converted to a pensionable pay effective
June 3, 2029, if both of the following conditions are met:
 The 2028 Federated Pension Actuarial Valuation, due
to be released in December 2028, shows that the
Federated Plan has a funding ratio of 80.00% or higher
on an Actuarial Valuation of Assets basis; and
 The 2028 Federated Pension Actuarial Valuation, due
to be released in December 2028, shows that the
City’s contributions to the Federated Pension Plan for
Fiscal Year 2028-2029 do not exceed the value
contained in the 2025 Federated Pension Actuarial
Valuation for Fiscal Year 2028-2029 – $252 million.

If the aforementioned conditions above are satisfied and 1% of the 5% ongoing non-pensionable compensation is
converted to pensionable pay, the remaining 4% of the
original 5% ongoing non-pensionable compensation
increase shall remain non-pensionable.

TENTATIVE AGREEMENT

City of San José
October 8, 2026

Page 2 of 4 ends

Federated Plan has a funding ratio of 80.00% or higher
on an Actuarial Valuation of Assets basis; or
 The 2028 Federated Pension Actuarial Valuation, due
to be released in December 2028, shows that the
City’s contributions to the Federated Pension Plan for
Fiscal Year 2028-2029 do not exceed the value
contained in the 2025 Federated Pension Actuarial
Valuation for Fiscal Year 2028-2029 – $252 million.

Should this reopener be triggered, the parties agree that no promises, representations, understandings, or
warranties have been made or relied upon by any party
other than those expressly contained herein.

12.1.2 Fiscal Year 2026-2027. Effective pay period 21 of payroll calendar year 2026, all salary ranges for employees holding positions in classifications assigned to MEF shall be increased by approximately

3.00%.

12.1.2.1 Effective the first full pay period following union ratification and Council approval in open session, all full-time
employees holding positions assigned to MEF shall receive a one-time non-pensionable lump sum payment equivalent
to 1.00% of their base annual wages. To receive this lump sum payment the employee (1) must have been employed
by the City in an MEF-represented classification on October 10, 2026, and (2) must have been continuously employed in an MEF-represented classification through the date the
payment is made. Part-time benefited employees who meet the criteria above shall receive a one-time non-pensionable lump sum payment as provided in the table below:

Benefit Level One-Time Non-Pensionable
Lump Sum Payment

30.00 – 34.00 $ 510

25.00 – 29.00 $ 435

20.00 – 24.00 $ 360
Part-time unbenefited employees who meet the criteria
above and who had at least 520.00 hours of regular hours worked (REG) between October 10, 2025 and October 10,
2026 shall receive a one-time non-pensionable lump sum
payment of $250.00.

12.1.3 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 MEF shall be increased by approximately

3.00%.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT

City of San José
October 8, 2026

Page 3 of 4 ends

12.1.4 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 MEF shall be increased by approximately

3.00%.

If the revised 5-Year Forecast included as part of the 2028-2029 Proposed Operating Budget includes a General Fund surplus of at least $15.00 million dollars in Fiscal Year 2028-2029, the general wage increase effective the first full pay period of Fiscal Year 2028- 2029, for employees holding positions in classifications assigned to MEF shall be increased by 1.00% for a total of 4.00%.

12.1.2 Fiscal Year 2023-2024. Effective September 17, 2023, all salary ranges for employees holding positions in classifications assigned to MEF shall be increased by approximately 6.00%.

12.1.2.1 In lieu of retroactivity, employees represented by MEF shall receive a one-time, non-pensionable lump sum
payment based on their benefit level as follows:

Benefit Level Amount of One-Time
Non-Pensionable Lump
Sum Payment

35.00+ Hour Benefit
Level
$1,200.00

30.00 – 34.00 Hour
Benefit Level
$900.00

25.00 – 29.00 Hour
Benefit Level
$750.00

20.00 – 24.00 Hour
Benefit Level
$600.00
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT

City of San José
October 8, 2026

Page 4 of 4 ends

Part-Time Unbenefited
Employees
$300.00
To receive this lump sum payment as a benefited
employee, the
employee (1) must have been employed by the City on
June 25, 2023, and (2) must be employed as of the date
the payment is made. To receive this lump sum payment
as a part-time unbenefited employee, the employee (1)
must have been employed by the City on June 25, 2023,
(2) must have worked at least 100 hours of regular time between June 25, 2023, and September 2, 2023, and (3)
must be employed as of the date the payment is made.

This payment shall be made during the second full pay
period following Council approval in open session.

12.1.3 Fiscal Year 2024-2025. Effective the first full pay period of Fiscal Year 2024-2025, all salary ranges for employees holding positions in classifications assigned to MEF shall be increased by approximately

4.00%.

Effective the first full pay period in January 2025, all salary ranges for employees holding positions in classifications assigned to MEF shall be increased by approximately 1.00%.

12.1.4 Fiscal Year 2025-2026. Effective the first full pay period of Fiscal Year 2025-2026, all salary ranges for employees holding positions in classifications assigned to MEF shall be increased by approximately

3.50%.

If the revised 5-Year Forecast included as part of the 2025-2026 Proposed Operating Budget includes a $10 million dollar surplus or more in Fiscal Year 2025-2026, the general wage increase effective the first full pay period of Fiscal Year 2025-2026, for employees holding positions in classifications assigned to MEF shall be 4.00%.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José
October 8, 2026

Page 1 of 2 ends

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE MUNICIPAL EMPLOYEES’ FEDERATION (MEF)
Artificial Intelligence
The City has a current Artificial Intelligence Policy that includes prohibited uses of AI 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 City’s Artificial Intelligence Policy:

1. The parties agree to the attached changes which further clarify that AI 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.

2. The parties agree AI 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.

3. Where artificial intelligence will result in workforce reductions, the City will utilize, to the extent that City resources and operational needs allow, training, upskilling, reskilling, and reassignment as mitigation measures prior to effectuating layoffs that lead to separation from City employment.

4. The parties agree to convene an annual Labor Management Meeting to discuss issues related to AI 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.

5. The parties further agree to meet quarterly to discuss classifications that may be impacted by or vulnerable to AI integration. These meetings will be attended by the Director of Human Resources or their designee, who must be at the level of Division Manager or above. The parties agree two of these meetings will be in lieu of the Citywide Labor Management Committee meeting.

6. Finally, the Union reserves the right to meet and confer over proposed changes to the City’s Artificial Intelligence Policy that potentially affect the terms and conditions of employment.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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:

Directo mployee Relations
Director of Human Resources
City of San José
FOR THE UNION:
4aw js ~ 8 Le
Charles Allen ~~~ _ Date
Union Representative
AFSCME, Local 101
NieK Rovetto = Date
President
MEF, AFSCME, Local 101
City of San José
October 8, 2026

Page 2 of 2 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Artificial Intelligence (AI) Policy 1.7.12
Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024

Page 1 of 4 ends

PURPOSE
This policy establishes a governance structure that allows the City of San José (hereafter referred to as “City”) to utilize Artificial Intelligence (AI) and AI systems (systems) while providing the necessary safeguards for purposeful and responsible use.

The key objectives of the AI Policy are to:
 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 AI to provide services to the City;  Ensure that the use of AI systems adheres to the Guiding Principles with regard to how systems are purchased, configured, developed, operated, or maintained;  Define roles and responsibilities related to the usage of AI;  Establish and maintain processes to assess and manage risks presented by AI;  Align the governance of AI with existing data governance, security, and privacy measures in accordance with the City’s Information and Systems Security Policy and City Council’s Digital Privacy Policy;
 Define prohibited uses of AI systems;
 Establish “sunset” procedures to safely retire systems that no longer meet the needs of the City; and
 Define how AI may be used for legitimate purposes in accordance with applicable local, state, and federal laws, and existing agency policies.

AI systems and the data contained therein will be purchased, configured, developed, operated, and maintained using the City’s AI 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 AI or who may be leveraging systems to provide services to the City (collectively referred to as "users").

GUIDING PRINCIPLES FOR RESPONSIBLE AI SYSTEMS
These principles describe the City’s values with regard to how AI 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 DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Artificial Intelligence (AI) Policy 1.7.12
Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024

Page 2 of 4 ends

effectively managed with the intention of reducing harm for anyone impacted by the system’s use;

4. Accountability: Roles and responsibilities govern the deployment and maintenance of systems, and human oversight ensures adherence to relevant laws and regulations. AI 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 AI powered services for their impact on the public;

6. Privacy: Privacy is preserved in all AI systems by safeguarding personally identifiable information (PII) and sensitive data from unauthorized access, disclosure, and manipulation in accordance with the City Council’s 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 AI-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 AI 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.  The CISO and CDPO are responsible for recommending updates to this policy and the AI Handbook.

POLICY
When purchasing, configuring, developing, using, or maintaining AI systems, users will:

1. Uphold the Guiding Principles for AI systems outlined above;

2. Conduct an AI Review to assess the potential risk of the AI system. The CDPO or designee is responsible for coordinating review of AI systems used by the City as detailed in the AI Handbook;

3. Obtain technical documentation about AI systems. The Finance Department, or other department overseeing the purchase of an AI system, is responsible for requiring vendors to disclose AI usage and to provide technical documentation (e.g., via the AI 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 AI system, follow the City’s AI Incident Response Plan in accordance with the Information and Systems Security Policy. The CISO is responsible for overseeing the security practices of AI systems used by or on behalf the City.

Additionally, Finance is required to ask vendors to disclose the use of AI in procurement solicitations and to comply with the Requirements for AI Systems upon the request of the CDPO or designee.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Artificial Intelligence (AI) Policy 1.7.12
Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024

Page 3 of 4 ends

Prohibited Uses
The use of certain AI 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:
 Real-time and covert biometric identification;
 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);
 Fully automated decisions that substantially impact the rights or safety of individuals with no meaningful human oversight;
 Sole determining factor in hiring, promotion, discipline, or evaluation of employees;  Social scoring, or the use of AI systems to track and classify individuals based on their behaviors, socioeconomic status, or personal characteristics; and  Cognitive behavioral manipulation of people or specific vulnerable groups.

If staff become aware of an instance where an AI 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 AI 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 CIO. If the abrupt cessation of the use of that AI 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:
 Ownership and future access of data;
 Portability of the AI model, algorithm, and/or data; and  Impact to services, users, and residents.

Public Records
The City must consider applicable public records laws before implementing an AI 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 City’s 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 AI systems on behalf of the City are required to abide by this Policy and the associated AI Handbook.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Artificial Intelligence (AI) Policy 1.7.12
Revised Date: Month Day, 2026
Original Effective Date: June 28, 2024

Page 4 of 4 ends

VIOLATIONS OF THE AI POLICY
Violations of any section of the AI Policy, including failure to comply with the AI Handbook, may be subject to disciplinary action, up to and including termination. Violations made by a third party while operating an AI 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 “AI” 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 AI 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.

AI Fact Sheet: A template that captures the “nutrition facts,” or essential technical details, of an AI system. Vendors are expected to complete the AI Fact Sheet during the procurement process. The AI Fact Sheet is a critical document that provides technical information needed to adequately understand, evaluate, and use AI systems. Maintained by the Information Technology Department.

Approved:

Approved for posting:
/s/ Month Day,
20266/28/2024
Khaled Tawfik
Information Technology Department
Director / Chief Information Officer
Date
/s/ Month Day,
20266/28/2024
Jennifer A. Maguire
City Manager
Date
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 5 ends

CITY COUNTERPROPOSAL TO MEF PROPOSAL #22 – 18TH FLOOR UNIT

INTEGRATION / UNIT MODIFICATION
City Proposed Language:

Effective as soon as practicable, but no earlier than the first full pay period in Fiscal Year 2026-2027 following union ratification and Council approval in open session, the terms noted herein shall be implemented for the classifications in the table below:

Job
Code
Classification Title FLSA Status
7662 Unit 99; Council Aide PT Exempt
7648 Council Assistant Exempt
7653 Council Assistant PT Exempt
7649 Senior Council Assistant Exempt
7672 Council Community Relations Aide Exempt
7682 Council Community Relations Aide PT Exempt
7674 Council Community Relations Representative Exempt
7676 Council Community Relations Coordinator Exempt
7671 Council Policy and Legislative Aide Exempt
7675 Council Policy and Legislative Advisor Exempt
8021 Executive Assistant (Unclassified) (*) – for positions within Council offices only
Exempt
Retitling Executive Assistant Classification in Council Offices Incumbents in the Executive Assistant (Unclassified) (8021) classification in Council Offices shall be moved into a newly created Council Executive Assistant (Unclassified) (8025) classification, which will have the same salary range as the Executive Assistant (Unclassified) (8021) classification. This action will not result in any salary changes to current incumbents.

Salary Structure
The classifications in the table above shall be converted from an open salary range to salary steps. The salary steps will be established using the following methodology:
• The top of the classification’s current salary range, as of May 7, 2026, will become the top step for the new salary step system.
• A step schedule will be calculated based on that top step using an approximate

2.50% differential between steps.
• When this calculation returns a value below the minimum of the classification’s current salary range (as of May 7, 2026), a “first” step will be established at the minimum of the classification’s current salary range (as of May 7, 2026).

This methodology will result in classifications containing between 5 and 20 salary steps, where neither the minimum nor the maximum rate of pay for a given classification has been changed. Notably, while many MEF-represented classifications have 9 salary DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 2 of 5 ends

steps, there are classifications represented by MEF and elsewhere within the City’s workforce, that have a different number of steps.

Given their FLSA-exempt status, employees in the classifications listed in the table above shall not be eligible for contractual overtime or compensatory time, call back pay, standby pay, or shift differentials.

Step Placement and Y-Rating
Upon implementation, employees in the classifications in the table above shall be placed at the salary step in their classification that is closest to their current rate of pay that would not result in a pay increase.

Employees placed at a salary step whose rate of pay is less than their current rate of pay shall have their compensation “Y-Rated,” meaning that despite the salary step corresponding to a lower rate of pay, the employee’s compensation shall not be decreased and shall remain unchanged as part of this placement.

Salary Step Progression
• Incumbents who have been continuously employed in a classification listed in the table above since January 17, 2026, who would have been eligible for a merit increase through the Management Performance Program in fall 2026 had they remained in Unit 99, and who are not placed at the top step of their classification’s step schedule, shall be granted a step increase effective the first full pay period following union ratification and approval by the City Council in open session of an overall Tentative Agreement between the City and MEF. o These employees shall begin accruing time for the purposes of further salary step advancement effective the first full pay period following union ratification and approval by the City Council in open session of an overall Tentative Agreement between the City and MEF..
o Consistent with applicable provisions of the City Charter, Municipal Code, Resolution, MEF MOA, or any other applicable authority, employees who are at the top step of their classification’s salary step schedule shall not receive this or any further step increase while they occupy the top step of a classification.
• Incumbents who have not been continuously employed in a classification listed in the table above since January 17, 2026 (and would not have been eligible for a merit increase through the Management Performance Program in fall 2026 had they remained in Unit 99) shall begin accruing time for the purposes of salary step advancement upon the date of hire, promotion, or demotion into a classification listed in the table above.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 3 of 5 ends

Part-Time Hours Limits in the MEF MOA
The limitation on part-time hours worked per payroll calendar year provided by Article

7.7.1, or elsewhere within the MEF MOA, shall not apply to incumbents in the classifications listed in the table above.

Executive Leave
The following shall be added to the MEF MOA for the classifications listed above:

The classifications in the table above shall be entitled to Executive Leave, in accordance with the provisions below, in recognition of their FLSA-exempt status. Executive Leave is a benefit awarded as hours/days off, up to a maximum of forty-eight (48) hours/six (6) days during a payroll calendar year. Executive Leave is not an accrued benefit and unused leave does not carry over from year to year. When an employee is hired or promoted into a position in a classification listed above, their Executive Leave balance will be prorated during the first-year dependent upon the hire date. An employee who is promoted or demoted into a classification listed above will have the number of Executive Leave hours they receive upon promotion or demotion reduced on an hour-for-hour basis based on their usage of Personal Leave and/or Executive Leave within the same payroll calendar year.

Start Date in Position Hours of Executive
Leave
January 1 – February 28 (February 29 on a Leap Year) 48 hours March 1 – April 30 40 hours
May 1 – June 30 32 hours
July 1 – August 31 24 hours
September 1 – October 31 16 hours
November 1 – End of Payroll Calendar Year 8 hours
An employee on a reduced work week schedule will receive Executive Leave as indicated in the chart below even if the actual hours worked exceed that amount.

Scheduled Work Hours per Week Benefit Level Hours of
Executive Leave
35-39.9 hours per week 100% 48 hours
30-34.9 hours per week 75% 36 hours
25-29.9 hours per week 62.5% 30 hours
20-24.9 hours per week 50% 24 hours
Less than 20 hours per week Unbenefited None
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 4 of 5 ends

In no event shall an employee in a classification listed above receive both Executive Leave and Personal Leave.

Given their FLSA-Exempt status, employees in the classifications listed above shall also remain eligible for the four-hour rule, as discussed in City Administrative Policy Manual 4.2.4, Executive Leave and Absence Policy.

Payroll Calendar Year 2027
Incumbents who hold positions in the classifications listed above as of the date that a tentative agreement for a successor MOA is signed shall receive a one-time additional allowance of sixteen (16) hours of Executive Leave during payroll calendar year 2027.

Grievance Rights
The grievance procedure in the MEF MOA shall apply for the classifications listed above, with the exception of disciplinary grievance and appeal procedures as these classifications are at-will positions in the unclassified service.

Employees in the classifications listed above who are subject to separation due to disciplinary action may request a meeting with the Office of Employee Relations.

Retirement Benefits
Any current incumbents in the Tier 3 plan will be transferred to the Federated Tier 2 plan.

Pursuant to the City’s Municipal Code, employees enrolled in the Tier 2 plan of the Federated City Employees’ Retirement System who are represented by MEF must make biweekly contributions to the Voluntary Employees’ Beneficiary Association (VEBA) equivalent to 2.00% of their pre-tax and pre-deduction income.

However, the parties agree to continue discussions regarding continued eligibility of incumbents in the classifications above to participate in the Tier 3 plan. The parties further agree that if incumbents are unable to remain in the Tier 3 plan, due to plan restrictions or tax law, the parties will reopen discussions on the single subject of retirement benefits for represented Council Staff members.

The parties agree that no promises, assurances, representations, agreements, understandings or warranties have been made or relied upon by any party other than those that are expressly contained herein. No language in this proposal shall confer a right to or entitlement upon employees in the classifications noted above to be eligible to participate in the Tier 3 plan. The parties further agree that any agreements will be subject to approval by the City Council and/or the Federated Retirement Plan Board.

Technology Stipend
Current incumbents who hold positions in any of the classifications above as of the date of this agreement will continue to receive a monthly Technology Stipend in the amount of DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 5 of 5 ends

$90 during the period of their employment in an eligible classification. The Technology Stipend is in lieu of any voice and/or data stipend that any employee may have been eligible for under the City’s Mobile Devices Policy.

Employees hired on or after the effective date of this agreement into any of the classifications above shall not be eligible to receive a monthly Technology Stipend but may be eligible for the voice and/or data stipend provided for in the City’s Mobile Devices Policy.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 1 ends

CITY PROPOSAL #5 – USE OF SICK LEAVE
City Proposed Language:

ARTICLE 10 LEAVES

10.3.5.2 A full-time employee of the City shall be entitled to sick leave without any pay if required to be absent from work on account of any non-job related illness, injury or disability, including absences related to pregnancy or childbirth, in all situations where such employee is not entitled to sick leave with pay. Any full-time employee who is unable to return to work after being absent on paid and/or unpaid sick leave for a maximum of eighteen (18) consecutive months or for a maximum of eighteen (18) cumulative months in any period of twenty-four (24) consecutive months shall be separated from City service, unless, the City agrees to provide additional unpaid leave pursuant to the interactive process and separates the employee at a later date pursuant to this Article. Notwithstanding the foregoing, in no event shall an employee be entitled to a leave of absence without pay for a period in excess of twelve (12) cumulative months or for twelve (12) consecutive months in any period of twenty-four (24) consecutive months shall be separated from City service unless, City agrees to provide additional unpaid leave pursuant to the interactive process and separates the employee at a later date pursuant to this Article. The parties agree that interactive process under the Americans with Disabilities Act and California Fair Employment and Housing Act is not subject to the grievance procedure under this Agreement. Any separation pursuant to this Article 10.3.5.2 shall be deemed a voluntary resignation grievable pursuant to Article 21.4 and no other administrative remedy.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE MUNICIPAL EMPLOYEES9 FEDERATION (MEF)
Flexibly Staffed Classes Policy
The City of San José and the Municipal Employees Federation (MEF) 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.

FO FOR THE UNION:
10 B26 eI YY jor G- Zk
Aram Kdulygumdjian Date Charles Allen ~ Date
Director mployee Relations Union Representative
Director 6f Human Resources AFSCME, Local 101
City of San José Ii
v
Ditk Rovetto Date
President
MEF, AFSCME, Local 101
City of San José
October 8, 2026

Page 1 of 1 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
Revised Date: February 13, 2019Month Day, 2026
Original Effective Date: August 3, 1982

Page 1 of 9 ends

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 I when Account Clerk II is authorized).

POLICY

1. Objectives of flexible staffing.
• To place the City of San José, as an employer, in a more competitive position to recruit and retain well-qualified employees;
• To increase the capability of City Department Directors or their designee to effectively use the positions and employees within their departments;
• To reward employees who have succeeded in their entry-level jobs; • To reduce the interdepartmental movement of employees within specified series, and thereby reduce the retraining of employees involved; and • 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.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
Revised Date: February 13, 2019Month Day, 2026
Original Effective Date: August 3, 1982

Page 2 of 9 ends

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., or as many as four (4) classes in a series. A list of the City’s 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 Director’s 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 FormQP Form is used by the employee’s 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,
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
Revised Date: February 13, 2019Month Day, 2026
Original Effective Date: August 3, 1982

Page 3 of 9 ends

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 employee’s 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 designee’s signature on the QP form and ensuring that it is promptly submitted to the Department of Human Resources for processing.

2. If 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 employee’s eligibility, along with the materials they have submitted, and will provide a recommendation to the employee’s 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 employee’s supervisor will inform the employee that a review is underway and will conduct the process outlined in 1(a) within 30 days.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly Staffed Classes 3.2.2
Revised Date: February 13, 2019Month Day, 2026
Original Effective Date: August 3, 1982

Page 4 of 9 ends

Supervisor 1. Determines that an employee in a flexibly-staffed class will be recommended for promotion to the higher level. If necessary, confirms the employee’s eligibility for qualifying promotion with the Department of Human Resources.

2. Informs employee of the process for qualifying promotions.

Obtains the Qualifying Promotional (QP) Form and requests the employee to complete the “Employee Eligibility Summary” section of the form.

3. Reviews the request for the qualifying promotion and approves the qualifying promotion by signing the form.

Department
Director
Human Resources

4. Approves of the request for the qualifying promotion by signing the form. Signs, dates, and sends completed form to the Human Resources Department.

5. Reviews the QP Form to verify that the nominated employee has completed probation in the lower class and meets the minimum qualifications for the higher class.

6. Appoint the employee to the higher class effective at the beginning of the next pay period.

Approved:
/s/ Jennifer SchembriAram
Kouyoumdjian
February 13, 2019Month
Day, 2026
Director of Human Resources/ and
the City Manager’s Office of Director of
Employee Relations
Date
Approved for posting:
/s/ Jennifer A. Maguire February 13, 2019Month
Day, 2026
Assistant City Manager Date
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly- Staffed Classes 3.2.2
List Revised Date: February 25, 2025

Page 5 of 9 ends

FLEXIBLY STAFFED CLASSES
Lower Level Higher Level Higher Level Higher Level Higher Level Account Clerk I PT/FT Account Clerk II PT/FT
Accountant I Accountant II
Airport Operations
Manager I
Airport Operations
Manager II
Airport Operations
Superintendent I
Airport Operations
Superintendent II
Airport Operations
Supervisor I
Airport Operations
Supervisor II
Airport Operations
Supervisor III
Analyst I PT/FT Analyst II PT/FT
Analyst I, Independent
Police Auditor U
Analyst II, Independent
Police Auditor U
Animal Care Attendant I
PT/FT
Animal Care Attendant II
PT/FT
Animal Health Assistant Animal Health Technician
Apprentice Mechanic Mechanic I Mechanic II
Apprentice Wastewater
Mechanic
Wastewater Mechanic I Wastewater Mechanic II
Architect/Landscape
Architect I
Architect/Landscape
Architect II
Assistant Environmental
Services Specialist
Associate Environmental
Services Specialist
Environmental Services
Specialist
Automation Engineer I Automation Engineer II Automation Engineer III Building Inspector Combo
FT/PT
Building Inspector Combo
Cert I FT/PT
Building Inspector Combo
Cert II
Building Inspector Combo
Cert III
Building Inspector Combo
Cert, Sr
Building Inspector
Supervisor Cert I
Building Inspector
Supervisor Cert II
Building Rehabilitation
Inspector I
Building Rehabilitation
Inspector II
Buyer I Buyer II Buyer III
Chemist I Chemist II
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly- Staffed Classes 3.2.2
List Revised Date: February 25, 2025

Page 6 of 9 ends

Lower Level Higher Level Higher Level Higher Level Higher Level Code Enforcement
Inspector I
Code Enforcement
Inspector II
Community Service Officer
I
Community Service Officer
II
Construction Inspector I Construction Inspector II Associate Construction Inspector
Council Community
Relations Aide U
Council Community
Relations Representative U
Council Community
Relations Coordinator U
Council Community
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 Attorney I (U) Deputy City Attorney II (U) Deputy City Attorney III (U) Deputy City Attorney IV (U) Electrician I Electrician II
Engineer I Engineer II
Engineering Technician I Engineering Technician II
Enterprise Information
Technology Engineer I
Enterprise Information
Technology Engineer II
Environmental Inspector I Environmental Inspector II
Equipment Maintenance
Supervisor I
Equipment Maintenance
Supervisor II
Equipment Mechanic
Assistant I
Equipment Mechanic
Assistant II
Events Coordinator I Events Coordinator II
Executive Analyst I (U) Executive Analyst II (U)
Geographic Information
Systems Specialist I
Geographic Information
Systems Specialist II
Hazardous Materials
Inspector I
Hazardous Materials
Inspector II
Instrument Control
Technician I
Instrument Control
Technician II
Instrument Control
Technician III
Instrument Control
Technician IV
Instrument Control
Supervisor I
Instrument Control
Supervisor II
Investigator Collector I Investigator Collector II
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly- Staffed Classes 3.2.2
List Revised Date: February 25, 2025

Page 7 of 9 ends

Lower Level Higher Level Higher Level Higher Level Higher Level Laboratory Technician I Laboratory Technician II
Latent Fingerprint
Examiner I
Latent Fingerprint
Examiner II
Latent Fingerprint
Examiner III
Legal Administrative
Assistant I
Legal Administrative
Assistant II
Legal Administrative
Assistant III
Legal Analyst I Legal Analyst II Legal Analyst III
Librarian I Librarian II
Maintenance Assistant
FT/PT
Maintenance Worker I
FT/PT
Microbiologist I Microbiologist II
Network Technician I
FT/PT
Network Technician II
FT/PT
Network Technician III
FT/PT
Office Specialist I FT/PT Office Specialist II FT/PT
Park Maintenance Repair
Worker I
Park Maintenance Repair
Worker II
Parking Manager I Parking Manager II
Permit Specialist Permit Specialist, Senior
Planner I Planner II Planner III
Police Data Specialist I Police Data Specialist II
Police Forensic Analyst I Police Forensic Analyst II
Police Property Specialist I Police Property Specialist II Power Resources
Specialist I
Power Resources
Specialist II
Program Performance
Auditor I (U)
Program Performance
Auditor II (U)
Property Manager I Property Manager II
Public Information
Representative I
Public Information
Representative II
Public Safety Radio
Dispatcher Trainee
Public Safety Radio
Dispatcher
Real Property Agent I Real Property Agent II
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly- Staffed Classes 3.2.2
List Revised Date: February 25, 2025

Page 8 of 9 ends

Lower Level Higher Level Higher Level Higher Level Higher Level Retirement Investment
Analyst I
Retirement Investment
Analyst II
Senior Airport Operations
Specialist I
Senior Airport Operations
Specialist II
Senior Airport Operations
Specialist III
Senior Automation
Engineer I
Senior Automation
Engineer II
Senior Deputy City
Attorney I (U)
Senior Deputy City
Attorney II (U)
Senior Deputy City
Attorney III (U)
Senior Deputy City
Attorney IV (U)
Senior Mechanic I Senior Mechanic II
Senior Property Manager I Senior Property Manager II
Structure/Landscape
Designer I
Structure/Landscape
Designer II
Systems Applications
Programmer I
Systems Applications
Programmer II
Urban Forestry Inspector I Urban Forestry Inspector II
Warehouse Worker I Warehouse Worker II
Wastewater Operator
Trainee
Wastewater Operator I Wastewater Operator II Wastewater Operator III Wastewater Operations
Foreperson I
Wastewater Operations
Foreperson II
Wastewater Operations
Superintendent I
Wastewater Operations
Superintendent II
Wastewater Senior
Mechanic I
Wastewater Senior
Mechanic II
Wastewater Mechanical
Supervisor I
Wastewater Mechanical
Supervisor II
Water Systems Assistant
Operator I
Water Systems Assistant
Operator II
Water Systems Operations
Foreperson I
Water Systems Operations
Foreperson II
Water Systems Operator I Water Systems Operator II Water Systems Operator III DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Flexibly- Staffed Classes 3.2.2
List Revised Date: February 25, 2025

Page 9 of 9 ends

Lower Level Higher Level Higher Level Higher Level Higher Level Water Systems Operations
Superintendent I
Water Systems Operations
Superintendent II
Youth Outreach Worker I Youth Outreach Worker II
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 1 ends

CITY COUNTERPROPOSAL TO MEF PROPOSAL #12 – CALL BACK
City Proposed Language:

ARTICLE 12 WAGES AND SPECIAL PAY

12.7 Call Back. An employee who is called back to work in response to an emergency or other unforeseen circumstance shall be credited for the time worked, or for three (3) hours, whichever is greater, at the appropriate rate (1.5), 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.

12.7.1 To the extent possible, when an employee has worked in excess of sixteen (16) hours, upon request by the employee, the Department Director or designee may approve the time off using an employee’s available leave, excluding sick leave, to provide the employee with a rest period prior to their next shift.

12.7.2 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 duty or, if, called, for one (1) hour at the appropriate rate (1.5), whichever is greater.

12.8 Standby Pay. Employees who are required to perform standby duty shall be credited with one hour compensation at the appropriate rate (1.5) for each eight (8) hour shift or portion thereof the employee performs standby duty. 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 12.7 above, in lieu of the one hour of standby compensation for that eight (8) hour shift.

12.8.1 Standby pay is not deemed as actual hours worked for the purpose of calculating eligibility for overtime.

12.8.2 Employees required to work standby duty on a holiday, as outlined in Article 10.1, shall receive Standby Pay in accordance with Article 12.8 in addition to any pay or compensatory time for which the employee may be eligible under Article 10.1.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José
October 8, 2026

Page 1 of 2 ends

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE MUNICIPAL EMPLOYEES’ FEDERATION (MEF)
Use of Volunteers in the Library
The City and the Municipal Employees' Federation, AFSCME, Local 101 (MEF) ("Union") acknowledge that expanding the Library's use of volunteers may allow the Library to increase services to its patrons, including but not limited to, increasing the amount of hours Library branches are open to the public.

The City and the Union agree current Library volunteer responsibilities were expanded to include the following duties:

SHELVING
Volunteers may shelve materials in the following specific areas of the collection: Children's picture books, floppy books, board books, easy readers, series paperbacks, young adult graphic novels, adult paperbacks, periodicals, media, and materials in the Marketplace.

WEEDING (materials removal)
Volunteers may pull items from the Library shelves based on the physical condition of an item and/or from a staff generated circulation report. Any materials removed from the collection would be evaluated by a librarian for a final determination. In addition, volunteers may weed periodicals based on the Library's established retention schedule.

COMMUNITY BULLETIN BOARD AREA
Volunteers may tidy and maintain the community bulletin board area by ensuring that this area is kept free of clutter, removing dated materials and putting out for display materials that have been vetted by Library staff.

WELCOMING
Volunteers may welcome customers to the Library and provide directional assistance. This volunteer role would not replace the current staff greeter who assists patrons with the selfcheckout machines, resolves account issues that arise during checkout, and addresses gate security issues.

The duties provided above, in addition to pre-existing programmatic volunteer position descriptions will remain in effect unless modified through mutual agreement of the parties. To the extent that it is subject to meet and confer, the City and Union agree to discuss any further recommendations regarding the expanding role of volunteer duties in the Library.

In the Fiscal Year 2026-2027, the Library Department will undertake a review of its volunteer programs, including the scope and extent of volunteer use (e.g., clarifying the role of volunteers DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. supporting Literacy Programs), and will discuss the findings with representatives of the Union no later than August 31, 2027. The Library Department will invite input from the Union prior to commencing the review. Finally, the Union reserves the right to meet and confer over proposed changes to use of volunteers that potentially affect the terms and conditions of employment for MEF-represented classifications.

The parties agree that the management of volunteers shall be consistent with the guidelines provided in City Administrative Policy Manual, Section 6.1.12 4 Volunteer Management.

The parties agree that this Agreement shall not serve as precedent for future agreements regarding volunteer positions in the Library nor shall it be construed or implied to obligate the parties to enter into any similar agreements in the future. Nothing in this side letter shall supersede any other section of the MEF Memorandum of Agreement (MOA).

This Agreement shall become effective when signed by all parties below. The terms contained in this Side Letter shall continue until otherwise modified through the meet and confer process.

E CITY: FOR THE UNION:
(ol %\ 26 SSN Cle - Ze
Aram oumdjian Date Charles Allen Date
Directonof Employee Relations Union Representative
Director »f Human Resources AFSCME, Local 101
City of San José
4 fp , 4 IY, é
Lm g~ </ ¢ Z og. Pun a) Ad, /
NickRovetto= Date
President
MEF, AFSCME, Local 101
City of San José
October 8, 2026

Page 2 of 2 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José
October 8, 2026

Page 1 of 2 ends

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE MUNICIPAL EMPLOYEES’ FEDERATION/AFSCME, LOCAL 101 (MEF) Public Safety Radio Dispatcher Certification Pay
Public Safety Radio Dispatcher Premium Pay (premium pay) was negotiated in 2023 and incorporated into the Memorandum of Agreement (MOA) as article 12.17. The parties acknowledge that there has been dispute over its implementation, including a grievance and subsequent arbitration, and further dispute as to the arbitrator’s award.

The existing language in the July 1, 2023 to June 30, 2026 MOA between the parties states:

12.17 Public Safety Radio Dispatcher Certification Pay.

Effective September 17, 2023, incumbents in the following classifications who possess an Emergency Fire Dispatch (EFD) certification and an Emergency Medical Dispatch (EMD) certification shall be eligible to receive a 3.75% nonpensionable premium pay. • Public Safety Radio Dispatcher Trainee (8532)
• Public Safety Radio Dispatcher FT/PT (8514/8534)
• Senior Public Safety Dispatcher FT/PT (8513/8533)
• Supervising Public Safety Dispatcher (8512)
To avoid further dispute over the existing language and need to reengage the arbitrator, the City and MEF agree to the following for employees actively employed by the City as of the date this agreement is implemented:

1. The City includes the premium pay in the City’s calculation of the regular rate of pay whenever an employee works in excess of 40 hours in a seven (7) day work period and is entitled to overtime compensation pursuant to the FLSA.

2. Effective within 4 full pay periods following union ratification and Council approval in open session, the City will retroactively implement the premium pay beginning with the paycheck inclusive of July 4, 2024 on all paid sick leave hours; and

3. Effective within 4 full pay periods following union ratification and Council approval in open session, the City will pay the premium pay on all paid hours, including hours coded as paid sick leave, prospectively through July 4, 2026, the pay period inclusive of the June 30, 2026 expiration of the MOA; and

4. Effective within 4 full pay periods following union ratification and Council approval in open session, the City will return any amounts deducted on the March 6, 2026 paycheck due to the prior exclusion of sick leave as “time worked”; and

5. MEF will withdraw its April 21, 2026 request to reengage the arbitrator to clarify her intent in the arbitration award dated October 23, 2025 and forgo any other legal process or remedy, administrative or otherwise, related to the grievance and its underlying issues; and

6. The existing text in Article 12.17 of the July 1, 2023 to June 30, 2026 MOA between the parties shall be replaced in the successor MOA with the following language:

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

ARTICLE 12 WAGES AND SPECIAL PAY

12.17 Public Safety Radio Dispatcher Certification Pay. Effective the first full pay period of Fiscal Year 2026-2027 following union ratification and Council approval in open session, incumbents in the following classifications who possess an Emergency Fire Dispatch (EFD) certification and an Emergency Medical Dispatch (EMD) certification shall be eligible to receive Public Safety Radio Dispatcher Certification Pay (PSRD Certification Pay). PSRD Certification Pay will be a non-pensionable premium paid each biweekly pay period during which the employee is in paid status. The PSRD Certification Pay shall be a flat amount equivalent to 3.75% of the top step biweekly base pay of the Senior Public Safety Radio Dispatcher (8513) classification. Except as otherwise required by State or Federal law including the FLSA, PSRD Certification Pay shall not be included in the hourly rate or as regular compensation in computing other pay or benefits.

Public Safety Communication Specialist FT/PT (8536/8537) Public Safety Radio Dispatcher Trainee (8532)
Public Safety Radio Dispatcher FT/PT (8514/8534)
Senior Public Safety Dispatcher FT/PT (8513/8533)
Supervising Public Safety Dispatcher (8512)
This side letter shall be effective after this agreement has been signed by all parties below and the change to Article 12.17, above, shall be implemented within 2 full pay periods following union ratification and Council approval in open session.

FOR THE UNION:
ae \o-8-Ze
Charles Allen Date
Directpr of Employee Relations Union Representative
Directér of Human Resources AFSCME, Local 101
City of San José
<li <Wy
8ick Ovete Date
ident
nee AFSCME, Local 101
City of San José
October 8, 2026

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TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 2 ends

CITY COUNTERPROPOSAL TO MEF PROPOSAL #12 – FATIGUE TIME ARTICLE 10 LEAVES

10.2.14 Personal Leave. Each full-time employee shall be entitled to a total of thirty-two (32) hours per payroll calendar year, eight (8) hours of which is granted in recognition that City employees may wish to observe a personal holiday that is not observed by the City. Such leave may be scheduled in fifteen minute increments, at any time, subject to approval of the supervisor. Personal leave does not accrue. Any such leave not taken by the date of separation for employees separating during the year, or by the end of the last pay period in the calendar year for other employees, shall not be paid out nor carried over to subsequent years. Under no circumstances, such as promotion, transfer, and/or rehire, shall an employee receive more than 32 hours of Personal Leave in any given calendar year.

10.2.14.1 Full-time employees hired on or after July 1st shall be entitled to only sixteen (16) hours of personal leave in the first payroll calendar year in which they were hired.

10.2.14.2 Each benefited part-time employee shall be entitled to annual personal leave of sixteen (16) hours per year except that, in the first payroll calendar year of employment, employees hired before July 1st will get sixteen (16) hours of annual personal leave and employees hired on or after July 1st will get eight (8) hours of annual personal leave.

10.2.14.3 An employee on a reduced work week schedule will receive Personal Leave as indicated in the chart below, even if the actual hours worked exceed that amount.

Scheduled Work Hours
per Week
Benefit Level Hours of
Personal
Leave
35 – 39.9 hours per week 100% 32 hours
30 – 34.9 hours per week 75% 24 hours
25 – 29.9 hours per week 62.5% 20 hours
20 – 24.9 hours per week 50% 16 hours
Less than 20 hours per week Unbenefited None

10.2.14.4 An employee who is promoted or demoted into an MEFrepresented classification will have the number of Personal Leave hours they receive upon promotion or demotion
reduced on an hour-for-hour basis based on their usage of Personal Leave and/or Executive Leave within the same
payroll calendar year.

10.2.14.5 Effective Pay Period 1 of Payroll Calendar Year 2027, employees (1) who are in a classification listed below and (2) DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – MEF NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 2 of 2 ends

whose paid time off (with the exception of holiday leave) is not considered time worked for purposes of calculating overtime shall be eligible to have their Personal Leave balance in a payroll calendar year count toward the calculation of overtime in instances when an eligible employee is held over to work a shift that is at least sixteen (16) or more continuous hours and is scheduled to begin a work shift less than eight (8) hours after the conclusion of the shift that was sixteen (16) or more hours in duration.
 Animal Services Officer (3252)
 Animal Services Officer, Senior (3251)
 Community Services Officer I/II (6131/6132)
 Community Services Officer, Senior (6133)
 Police Forensic Analyst I/II (7667/7668)
Use of Personal Leave under this subsection may not be used during an Emergency Operations Activation or in conjunction with an Emergency Operations Center shift.

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE — MEF NEGOTIATIONS

TENTATIVE AGREEMENT
CITY PROPOSAL #3 — HOUSEKEEPING — HOLIDAYS
City Proposed Language:

ARTICLE 10 LEAVES

10.1. Holidays

10.1.1 Except as otherwise provided, each full-time employee who is on paid status before and after the holidays specified below shall be eligible for paid holiday leave on each of the following specified holidays, and on no other day, during the term of this Agreement:

New Year’s Day Labor Day
Martin Luther King Day Indigenous Peoples’ Day
Lunar New Year Veterans Day
President’s Day Thanksgiving Day
Cesar Chavez Day Day After Thanksgiving
Memorial Day Christmas Eve Day
Juneteenth Christmas Day
Independence Day
*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.

FOR THE CITY: FOR THE UNION:
2|2%0| AWA 2/2s/2 3
Aram Koftyomdjian Date ohn Tucker Date
Co-Chief Negotiator Gan Tuc Representative
City of San José AFSCME, Local 101
(as ——?, LU 2
ick Rovétto Date
resident
MEF, AFSCME, Local 101
City of San José
February 26, 2026

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TENTATIVE AGREEMENT
CITY PROPOSAL TO MEF PROPOSAL A HOUSEKEEPING — HOLIDAYS City Proposed Language: on
ARTICLE 10 LEAVES

10.1. Holidays

New Year’s Day Labor Day
Martin Luther King Day Indigenous Peoples’ Day
Lunar New Year Veterans Day
President’s Day Thanksgiving Day
Gesar-Chavez-Farmworkers Day Day After Thanksgiving
Memorial Day Christmas Eve Day
Juneteenth Christmas Day
Independence Day

10.1.1.1 Any other day proclaimed or designated by the Council of the City of San Jose as a holiday for which full-time employees will be entitled to holiday leave. Should
additional holidays be provided, or should an existing
holiday be traded for a different holiday observance for other represented employees on a Citywide basis,
such holidays shall apply to employees in this unit.
*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.

FORT ITY: ; FOR THE UNION: L et U\u\r6 ” Silat — > “> b Aram K mdjian Date John Tucker - Date
Director ot Employee Relations Business Representative
Director of Human Resources AFSCME, Loca) 101 i A yee City of San José as = 4 9/91, Nick Rovetto Date
President
MEF, AFSCME, Local 101
City of San José
April 2, 2026

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TENTATIVE AGREEMENT
CITY PROPOSAL #2 — HOUSEKEEPING — UNBENEFITED EMPLOYEES’ City Proposed Language in Article 7 and Article 17:

ARTICLE 7 HOURS OF WORK AND OVERTIME

7.7 Part-time Employees

7.7.1 The Department Director or designee, subject to regulation and control by the City Manager or designee, shall determine the number of hours of work per work day and work week for part-time employees. The normal work schedule for part-time employees shall be consistent with the position’s designated benefit category as follows:

PT Employee Benefit Level Work Schedule/Paid Hours
750y 30-34 hours per week or 1560-1768 per
° year

62.50% 25-29 hours per week or 1300-1508 per
year
50% 20-24 hours per week or 1040-1248 per
° year
Part-Time Unbenefited Nen- Less than 20 hours per week or Benefited-Employees less than 1040 per year

7.7.1.2 For new hire part-time unbenefited nen-benefited-parttiraeemployees, the following shall be the prorated hour limits for the payroll calendar year and month in which the employee is hired:

January ist- April 30th May ist- Aug. 30th Sept. 1st-Dec. 31st 1040 700 350

7.7.1.3 Before hiring additional part-time employees, the City will offer additional hours of work to existing part-time employees who have the skills and experience to
perform the work. The City will develop a process to
distribute the hours of work among those existing parttime employees.

Nothing herein contained, however, shall be construed
to limit the right of the Department Director or designee, to determine the days of the week and hours of each
day when such part-time employee shall be required to
work. Further, nothing herein contained, shall limit the right of the Department Director or designee to
determine the days of the week and hours of each day
City of San José
February 26, 2026

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TENTATIVE AGREEMENT
when any such part-time unbenefited ner-benefited
employee shall be required to work, or whether such
part-time unbenefited noen-benefited—employee shall
work at all.

This section shall not be construed to require the City to offer a part-time employee any additional hours of work if it would result in the part-time employee being eligible for overtime compensation at 1.5 times their regular rate of pay or any other additional benefits that said
employee is not otherwise eligible.

7.7.2 Part-time Employee Benefits Eligibility
Pst oo
(4:25
As used in this Agreement, the term "indefinitely
assigned" shall mean an assignment to a regularly
scheduled part-time position without limitation of any
kind as to duration. Nothing herein contained, however, shall be construed to limit the right of the Department Director or the City Manager or designee, as contained
in Section 7.7 of this Agreement, to determine the days of the week and hours of each day when any such parttime unbenefited nen-benefited—employee shall be required to work, or whether such part-time nenbenefitedunbenefited employee shall work at all.

To the extent possible and with the exception of any shift changes, when a_part-time unbenefited _ner-benefited
part-time—employee has worked six (6) consecutive
days, the employee, in so much as possible, shall be
provided with one (1) scheduled day off. Nothing herein contained, however, shall limit the right of the
Department Director or designee to determine the days
of the week and hours of each day when any such parttime non-benefitedunbenefited employee shall be required to work, or whether such part-time unbenefited nen-benefited-employee shall work at all.

ARTICLE 17 PROBATIONARY PERIODS

17.3 Part-time Probation. The probation period for part-time benefited employees will be considered complete after the employee has worked 1040 regular hours of service. Regular hours do not include paid leave or overtime hours.

Part-time unbenefited ner-penefited-employees are considered to be “at will’ employees with no permanent status and do not serve a probationary period.

City of San José
February 26, 2026

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FOR THE CITY: FOR THE UNION:
he U26 | 27 re AA foier Aram omdjian Date Joffi Tucker Date Co-Chig¢f Negotiator Business Representative
City of San José AFSCME, Local 101
LY | 4 ~ 2/ 2 /2 ur
" Rovetto Date
resident
MEF, AFSCME, Local 101
City of San José
February 26, 2026

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TENTATIVE AGREEMENT
‘CITY PROPOSAL #1 — HOUSEKEEPING — RECOGNITION
City Proposed Language:

ARTICLE 4 RECOGNITION

4.1 Pursuant to Resolution No. 39367 of the City Council of the City of San José and the provisions of applicable state law, the Municipal Employees’ Federation, AFSCME, Local No. 101, AFL-CIO, hereinafter referred to as the Employee Organization or Union 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 “MEF” in the City of San José Pay Plan listed-in-the-Exhibits-attached are INGOTPaaIS by relererice into this Roreetnent ee
*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.

FOR THE CITY: FOR THE UNION:

NK aed 2) 2b /ri Jéhn Tucker Date
Business Representative
City of San José AFSCME, Local 101
Nick,Rovetto Date
~ President
MEF, AFSCME, Local 101
City of San José
February 26, 2026

Page 1 of 1 ends

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TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO MEF PROPOSAL #10A — UNIFORM ALLOWANCE City Proposed Language:

ARTICLE 12 WAGES AND SPECIAL PAY

12.10 Uniform Allowance. An annual Uniform Allowance not to exceed five-hundred dollars ($500) shall be paid to eligible employees regularly assigned to the classifications listed below, provided that such eligible employees are required, in the performance of the assigned duties of such classifications, to wear an approved uniform. 1181 Police Data Specialist |
1182 Police Data Specialist | (PT)
1183 Police Data Specialist II
1184 Police Data Specialist II (PT)
1185 Police Data Specialist, Senior
802614485 Police Data Specialist SupervisingSuperviser
2416 Senior Security Officer
2431 Security Officer
2432 Security Officer (PT)
2441 School Crossing Guard (PT)
2443 School Crossing Guard Coordinator
8026 Supervising Police Data Specialist
8512 Supervising Public Safety Dispatcher
8513 Senior Public Safety Dispatcher
8533 Senior Public Safety Dispatcher (PT)
8514 Public Safety Radio Dispatcher
8534 Public Safety Radio Dispatcher (PT)
3252 Animal Services Officer
3251 Senior Animal Services Officer
8532 Public Safety Radio Dispatcher Trainee
8534 Public Safety Radio Dispatcher Trainee (PT)
6131 Community Service Officer |
6132 Community Service Officer II
6133 Senior Community Service Officer
8536 Public Safety Communications Specialist
8537 Public Safety Communications Specialist (PT)

12.10.1 The City will provide School Crossing Guards with the initial jacket and patches at no cost to the employee.

12.10.2 Employees in the classifications of: 1181 Police Data Specialist |, 1182 Police Data Specialist | (PT), 1183 Police Data Specialist Il, 1184 Police Data Specialist Il (PT), aad 1185 Police Data Specialist, Senior-Superser_and 8026 Police Data Specialist, Supervising hired or promoted on or after January 1, 1995, are required to wear an approved uniform. Employees in said classes hired prior to January 1, 1995, are not required to wear a City of San José
March 11, 2026

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TENTATIVE AGREEMENT

12.10.3 12.10.4
uniform, however, once an employee chooses to wear a uniform, an employee may not revert to non-uniformed status.

Full-time employees in the classifications listed in Section 12.10 above who are eligible for the uniform allowance shall receive a uniform allowance not to exceed eligi 00 ely ee
this This payment shall be madeina single lump sum paymenti in Pay Period 2 of each payroll calendar year. Employees who become eligible after the annual lump sum payment has been issued shall receive a prorated amount of the allowance based on the number of full pay periods remaining in the payroll calendar year at the time the eligibility begins.

Part-time employees in the classifications listed in Section 12.10 above who are eligible for the uniform allowance shall receive a uniform allowance not to exceed $250.00 annually, except for those employees in the classification of School crossing Guard. Le peers engin ie ter
this This s payment shall be madeina emai lump sum payment in Pay Period 2 of each payroll calendar year. Employees who become eligible after the annual lump sum payment has been issued shall receive a prorated amount of the allowance based on the number of full pay periods remaining in the payroll calendar year at the time the eligibility begins.

12.10.4.1 Part-time employees in the classification of School Crossing Guard eligible for the uniform allowance who work over 600 hours during the payroll calendar year shall receive the full gross uniform allowance of $500.00; payment shall be made in January of the following year. In no event will any employee receive a total gross uniform allowance in excess of $500.00.

12.10.4.2 Part-time employees in the classification of School Crossing Guard eligible for the uniform allowance who work 600 hours or less during the payroll calendar year shall receive a uniform allowance based on the hours worked by the employee as
prorated to 600 hours; payment shall be made in January of the following year. In no event will any employee who works 600 hours or less during the payroll calendar year receive the full gross uniform allowance of $500.00.

City of San José
March 11, 2026

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FOR THE CITY: FOR THE UNION:
a / ty - y LC
2\n\ 76 to! | ees i ss 3 <x.

Aram Kgvondian Date stn Tucker Date
Co-Chiet Negotiator Business Representative
City of San José AFSCME, Local 101
ZbLE afi, is Uv
A A ick Rovetto Date
President
MEF, AFSCME, Local 101
City of San José
March 11, 2026

Page 3 of 3 ends

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TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO UNION PROPOSAL #10B —
HOUSEKEEPING — PROTECTIVE FOOTWEAR
City Proposed Language:

ARTICLE 12 WAGES AND SPECIAL PAY

12.11 Protective Footwear. The City agrees to provide a voucher for the purchase of protective loolwear, which may include sole inserts, for up to $275-325. for C) a
eo arenes emma cle footwear
shall meet established Occupational Safety and Health Administration’s (OSHA) standards, current American National Standard for Personal ProtectionProtective Footwear standards and requirements as determined by the City Safety Officer or designee. The City will replace protective footwear as needed, but no more than once per calendar year. The City will replace the employee’s safety shoes if they are damaged beyond use due to a workplace incident. An individual may select an approved style that is more expensive than the City maximum by paying the difference. Employees in classifications who are entitled to receive a uniform allowance as provided in Article 12.10 above are not eligible to receive a voucher for protective footwear under this provision. *This agreement is considered tentative and shall not be considered final or binding until a final agreement on all terms has been reach and both ratified by union members and approved by City Council.

FOR THE CITY: FOR THE UNION:
3\W26 AA 3/2 O
Aram Koliydumdjian Date oth Tucker Date
Director of Employee Relations usiness Agent
Director of Human Resources AFSCME, Local 101
2 ke Andon
Nick RO veto Date
President
MEF, AFSCME, Local 101
City of San José
March 11, 2026

Page 1 of 1 ends

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TENTATIVE AGREEMENT
CITY PROPOSAL #4 — INCORPORATION OF LIBRARY HOLIDAY —
SCHEDULE PILOT PROGRAM SIDE LETTER INTO MOA | 0
City Proposed Language:

ARTICLE 10 LEAVES

10.1.4.1 Full-time employees in the Library Department;-and-whe be compensated for City-observed holidays _ in
accordance with Articles 10.1.3 and 10.1.4. Whena
holiday falls on a full-time employee’s regular day off, the employee may request a temporary change to their
schedule during the same FLSA work week to allow the
employee to observe the holiday on one of_ their
regularly scheduled workdays in-lieu of their reqular day off. The Library Department has the discretion to
approve or deny such requests based on the operational
needs of the Department.

City of San José
March 11, 2026

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TENTATIVE AGREEMENT

10.1.11 Library Holiday Schedule. Because not all locations may be open seven (7) days per week and because days and hours of operation may be impacted year-to-year due to changes to the budget, the Library shall not be subject to Article 10.1.2.1. Due to the scheduling needs of the public library, the above listed holidays may be observed ona a gay other ian the date ‘designated by ine 0 ety. seipsceaelke aes a orovided = TOV ES
Se pstbascn ania SalaneareOaelt the Lisrary intandls to — a holiday on a different day than the City, the Library shall endeavor to notify staff at least six (6) months in advance of the City-observed holiday. There may be times when the Library will have to revise this schedule after it is initially published, and the Library shall endeavor to make these adjustments as early as possible; and shall inform staff of the update to the Ebrany noliday_S schedule. as
*This agreement is considered tentative and shall not be considered final or binding until a final agreement on all terms has been reach and both ratified by union members and approved by City Council.

FOR THE CITY: FOR THE UNION:
3| ul 26 ~ 1.\ My ahly
Aram Kpoyoumdiian Date John Tucker Date
Directot of Employee Relations Business Agent
Director of Human Resources AFSCME, Local 101
a 4 =) i) I, uv - o
Nick aoe Date
President
MEF, AFSCME, Local 101
City of San José
March 11, 2026

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TENTATIVE AGREEMENT
CITY COUNTERPROPOSALTO MEF PROPOSAL #11 — PART-TIME

EMPLOYEES
City Proposed Language:

ARTICLE 7 HOURS OF WORK AND OVERTIME

7.7.1.1 If a part-time benefited or part-time unbenefited employee is scheduled and reports to work for a shift which is then cancelled, the employee shall, at the City’s discretion, either work a minimum of two (2) hours or be credited with two (2) hours work at the employee’s straight time pay rate. If the employee is notified prior to the start of the shift that the shift is canceled, the employee is not entitled to the two (2)-hour minimum.
*This agreement is considered tentative and shall not be considered final or binding until a final agreement on all terms has been reach and both ratified by union members and approved by City Council.

FOR THE CITY: FOR THE UNION:
alw\26 A~ pvae oh fu
Arar nyourndliah Date John Tucker Date
mibeentt of Employee Relations Business Agent
Director of Human Resources AFSCME, Local 101
_—s a oe life
— -B IA [Za os
Nick Rovetto © Date
President
MEF, AFSCME, Local 101
City of San José
March 11, 2026

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TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO MEF PROPOSAL #10C —- APPAREL ALLOWANCE City Proposed Language:

ARTICLE 12 WAGES AND SPECIAL PAY

12.12 Apparel Allowance. An annual Apparel Allowance shall be paid to eligible employees regularly assigned to the classifications listed below, provided that such employees are required, in the performance of the assigned duties of such classifications, to wear approved apparel.

12.12.1 Apparel Allowance not to exceed one-hundred twenty dollars ($120)($100) annually shall be paid to the following classifications:
e Code Enforcement Inspector | (3938)
e Code Enforcement Inspector II (3939)
e Senior Airport Operations Specialist | (3514)
e Senior Airport Operations Specialist Il (3516)
e Senior Airport Operations Specialist Ill (3518)
e Zoo Keeper FT (6353)
e Zoo Keeper PT (6354)
This payment shall be made in a single lump sum payment in Pay Period 2 of each payroll calendar year. Employees who become eligible after the annual lump sum payment has been issued shall receive a prorated amount of the allowance based on the number of full pay periods remaining in the payroll calendar year at the time the eligibility begins.

12.12.1.1 Employees in the Zoo Keeper FT (6353) and Zoo Keeper PT (6354) classifications will be responsible for providing their own pants. The City will not provide pants for employees in the Zoo Keeper FT (6353) and Zoo Keeper PT (6354)
classifications.
*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.

FOR THE CITY: FOR THE UNION:

A\26 Ahh hat oy if C6
Aram(Koyyoumdjian Date (4ohn Tucker
Director of Employee Relations Business Representative
Director of Human Resources AFSCME, Local 101
City of San José
va CLE Date
President
MEF, AFSCME, Local 101
City of San José
March 26, 2026

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ARTICLE 7 HOURS OF WORK AND OVERTIME

7.10.6 7.10.5.6 Public Safety Dispatchers and Public Safety Communications Specialist Class Series. For purposes of the FLSA, a 480-hour accrual limit shall apply to Dispatchers on compensatory time accumulation. All compensatory time shall, however, be subject to being paid off if not used within twenty-six (26) pay periods after it is earned, pursuant to Section 7.10.5.2 of this Agreement.

Overtime compensation shall be calculated at 2.0 times the hourly rate for all hours worked past twelve (12) hours in a single shift for employees in the following classifications:

Public Safety Communications Specialist Public Safety Communications Specialist (PT) Public Safety Radio Dispatcher Public Safety Radio Dispatcher (PT) Public Safety Radio Dispatcher Trainee Public Safety Radio Dispatcher Trainee (PT) Senior Public Safety Dispatcher Senior Public Safety Dispatcher (PT)
Supervising Public Safety Dispatcher
ARTICLE 10 LEAVES

10.1.13 Holiday-In-Lieu_Pay For Public Safety Dispatchers and Public Safety Communications Specialist Class Series. Effective March 30, 2014, all employees in the Public Safety Dispatcher class series listed below shal! received a 6.5% special pay adjustment in place of the Holiday-in-Lieu compensation. Beginning—Effective March 30, 2014, and—centinuing thereafter_the Holiday-in-Lieu compensation benefit shallLceased to apply to all employees in the Public Safety Dispatcher class series listed below. It is expressly understood that the 6.5% special pay adjustment is compensation for all employees in the Public Safety Dispatcher class series listed below in lieu of holiday benefits. There shall be no additional holiday compensation.

Public Safety Radio Dispatcher (8514) Public Safety Radio Dispatcher (PT) (8534) Public Safety Radio Dispatcher Trainee (8532) Senior Public Safety Dispatcher (8513) Senior Public Safety Dispatcher (PT) (8533) City of San José
March 26, 2026

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TENTATIVE AGREEMENT
e Supervising Public Safety Dispatcher (8512)

10.1.13.1. Effective March 5, 2023, in recognition of the City adding Juneteenth as a 15'" City-observed holiday, the classifications listed above received a 0.46% base pay increase.

10.1.13.2 The following classifications were established in December 2023, and when establishing their rate of pay, the provisions of Articles 10.1.13 and 10.1.13.1 were incorporated, and_fully apply to the classifications listed below.
e Public Safety Communications Specialist (8536)
° Public Safety Communications Specialist (PT) (8537)
ARTICLE 12 WAGES AND SPECIAL PAY

12.4 Shift Differential.

12.4.1 A swing shift differential of two dollars and twenty-five cents ($2.25) an hour shall be paid to employees for each regularly scheduled hour worked after 2:00 p.m. if at least four (4) hours of a regularly assigned schedule of continuous work hours are worked after 5:00 p.m.

12.4.2 A night shift differential of two dollars and fifty cents ($2.50) per hour shall be paid to employees for each regularly scheduled hour worked after 11:00 p.m. and prior to 8:00 a.m. if at least four (4) hours of a regularly assigned schedule of continuous work hours are worked after 11:00 p.m. and before 8:00 a.m.

12.4.3 Shift differential shall be paid to an employee for the hours worked when assigned to cover another employee’s temporary absence and when the absent employee would have otherwise qualified for shift differential as defined above.

12.4.4 Paid leave time does not qualify for payment of shift differential except when an employee uses a minimum of forty (40) consecutive hours of vacation, compensatory time or personal leave. The employee will continue to be paid shift differential as though they had worked their assigned shift during the period of vacation. City observed holiday hours may be credited towards meeting the forty (40) consecutive vacation hours requirement, however, holiday leave hours do not qualify for payment of shift differential.

12.4.5 Except as otherwise required by State or Federal law, shift differential pay shall not be included as regular compensation in computing other benefits.

City of San José
March 26, 2026

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TENTATIVE AGREEMENT

12.4.6 12.16 Training Pays
The hours for the classifications provided below, as determined by the department to coincide with a Swing or Grave shift, shall be paid using the given shift differential as outlined in Section 12.4.

Public Safety Communications Specialist (8536)
Public Safety Communications Specialist (PT) (8537)

12.16.1 Public Safety Radio Dispatcher Trainee (8532)
Public Safety Radio Dispatcher (8514)
Senior Public Safety Dispatcher (8513)
Supervising Public Safety Dispatcher (8512)
Senior Airport Operations Specialist I/II/III (3514/3516/3518) Public Safety Radio __ Dispatchers and Public Safety Communications Specialist Training Pay. Public Safety Communication Specialists _or Public Safety Radio Dispatchers shall be eligible for additional pay equal to approximately seven and one-half percent (7.5%) of the employee’s current rate of pay for each hour the employee is assigned and is actually engaged in one- on-one training of a Dispatcher trainee.

12.17 Public Safety Radio Dispatcher Certification Pay. Effective Septembert72023. incumbents in the following classifications who possess an Emergency Fire Dispatch (EFD) certification and an Emergency Medical Dispatch (EMD) certification shall be eligible to receive a 3.75% non-pensionable premium pay.

Public Safety Communications Specialist (8536)
Public Safety Communications Specialist (PT) (8537)
Public Safety Radio Dispatcher Trainee (8532)
Public Safety Radio Dispatcher FT/PT (8514/8534)
Senior Public Safety Dispatcher FT/PT (8513/8533)
Supervising Public Safety Dispatcher (8512)
ARTICLE 13 BENEFITS

13.6.3 The EAP provisions applicable to sworn employees shall cover the following classifications.

Public Safety Communications Specialist
Public Safety Communications Specialist (PT)
oe @ @ @]8% |@
Public Safety Radio Dispatcher
Public Safety Radio Dispatcher (PT)
Senior Public Safety Dispatcher
Senior Public Safety Dispatcher (PT)
Supervising Public Safety Dispatcher
City of San José
March 26, 2026

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FOR-THE CITY: FOR THE UNION:
\ ,
ai W2\26 A sca te Aram)Kouyoumdjian Date Jépr Tucker Date Directe f Employee Relations Business Representative
Director of Human Resources AFSCME, Local 101
City of San José ee
ee CLE LULAA _~ Nick Rovetto
President
MEF, AFSCME, Local 101
City of San José
March 26, 2026

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TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO MEF PROPOSAL #4 — UNION RELEASE TIME
City Proposed Language:

ARTICLE 6 UNION RIGHTS

6.1 Authorized Representatives

6.1.1 For purposes of administering the terms and provisions of the various ordinances, resolutions, rules and regulations adopted pursuant to this Memorandum of Agreement:

6.1.1.1 Management's principal authorized agent shall be the Municipal Employee Relations Officer, or a duly authorized representative except where a particular Management
representative is otherwise designated.

6.1.2 The Union's principal authorized agent shall be the President, or duly authorized representatives.

6.2 Release Time

6.2.1 Release time from regular City duties shall be provided to designated Union representatives in accordance with the following provisions.

6.2.2 Designated Union Representatives. The following designated Union representatives shall be eligible for release time to attend meetings as listed in this Article.

6.2.2.1 In lieu of the release time afforded to the President and Chief Steward in Articles 6.2.2.2 and 6.2.2.3, 1.00 FTEs of paid union release time shall be allocated as follows for the MEF President and Chief Steward:

Position FTEs
MEF President 0.50 _
MEF Chief Steward 0.50
Total 1.00
The release time described in this article must be coded as URT (Union Release Time), and may only be used for
purposes described in Article 6 and the EmployerEmployee Relations Resolution No. 39367.

The above shall not apply for any MEF President and/or
MEF Chief Steward if they are employed in critical
positions within the Police or Fire Departments, such as Public Safety Radio Dispatchers. In such cases, the
parties agree that the release time described above may be provided to another employee designated by MEF. Any
City of San José
May 28, 2026

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TENTATIVE AGREEMENT
request for the re-assignment of union release time as
provided in this section must be made in writing.

6.2.2.2 Union President/Vice President. The Union President or Vice President or one (1) designated representative,
except where noted below, up to two (2) designated
representatives, shall be granted release time from regular City duties to attend the following meetings:
» To attend Civil Service Commission meetings when
matters affecting the Union are considered.
* To attend City Council
affecting the Union are considered.
meetings when matters
« To attend Federated Retirement Board meetings.
« To attend grievance meetings when used to facilitate
settling of grievances.
=» To attend Benefit Review Forum meetings (up to two
(2) designated representatives).
« To attend City Labor Alliance meetings held with the
City Manager or Employee Relations (up to two (2)
designated representatives).
« To attend meetings scheduled by Administration when
attendance is requested.
=» To attend other meetings and trainings approved by
the Employee Relations Director, or designee.

The designated representative may be the Union President or Vice President or another designated representative for functions allowing for one (1) representative to attend, and may be the Union President or Vice President and one
additional representative
representatives for meetings allowing for up to two (2) attendees.

6.2.2.3 Chief Steward. The Chief Steward and/or designated representative(s) shall be granted release time from
regular City duties to attend the following functions:
« To attend grievance meetings when used to facilitate
the settling of grievances.
* To attend other meetings and trainings approved by
the Employee Relations Director or designee.

6.2:.2A Secretary. The Secretary shall be granted release time from regular City duties, not to exceed two (2) hours per City of San José
May 28, 2026

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TENTATIVE AGREEMENT

6.2.25 week, to review routine reports and/or notices issued by the City.

Treasurer. The Treasurer shall be granted release time

6.2.2.64 from_regular City duties, not to exceed two (2) hours per week, to review routine reports and/or notices issued by the City.

Department Stewards. Department Stewards shall be
granted release time from regular City duties to attend the following functions:
« To investigate and/or process a grievance only on the shift in the department(s) or section of a department(s) for which designated.
= To attend other meetings and trainings as approved by the Employee Relations Director or designee.

6.2.2.64.1 6.2.2.64.2

6.2.2.64.3 6.2.2.64.4
Department Steward Authority. A Department
Steward shall function under the terms of the
grievance procedure and only on the shift and
in the department(s) or sections of a
department(s) designated. Exceptions to this
section may be made by mutual agreement of
the parties.

Ratio of Department Stewards. Department
Stewards shall be designated in the ratio of
approximately one (1) Steward for every 50
full-time equivalent (FTE) positions in the
representation units. Shift and geographical
locations may require an adjustment to the
above ratio as approved by the Employee
Relations Director or designee and the Union.

The Union shall designate as Stewards only
full-time or part-time benefited employees who
have satisfactorily completed an _ initial
probationary period during the employee's
current term of employment.

In the event the parties agree that a Steward or
other representative of the Union is permitted
to investigate and/or process a grievance other
than as provided in 6.2.2.64.1 above, such
representative shall continue to investigate
and/or process the grievance, even if the
department or section of a department in which
the grievance arose is subsequently assigned
to another representative.

City of San José
May 28, 2026

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TENTATIVE AGREEMENT
*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
FOR THE CITY: FOR THE UNION:
ae Aram Kouypumdjian Date Charles CAS Allen
Directonof/Employee Relations Business Representative
Directorjof Human Resources AFSCME, Local 101
City of San José
a
_NickRovetto Date
President
MEF, AFSCME, Local 101
City of San José
May 28, 2026

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TENTATIVE AGREEMENT

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE MUNICIPAL EMPLOYEES’ FEDERATION (MEF)
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 City of San José
May 28, 2026

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TENTATIVE AGREEMENT
regular hours that employees would have worked but did not work as a result of participating in this program.
e Seniority- Employees will continue to accrue seniority while taking furlough time off as though they were at work.
e Timecard Reporting- Furlough time off must be coded with a designated payroll code, which will be made available to employees upon program implementation.

FOR THE CITY: FOR THE UNION:

Ap suas Cin < gee
; CharlesAllen oats
Business Representative
brett Human Resources AFSCME, Local 101
City of San José
“Nick Rovetto Date
President
MEF, AFSCME, Local 101
City of San José
May 28, 2026

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TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO MEF PROPOSAL #15 — DEFINITION OF THE MARKET
City Proposed Language:

ARTICLE 22 DEFINITION OF THE MARKET

22.1 22.2

22.3 22.4
229
Comparable classifications in cities and counties in Santa Clara, San Mateo, Contra Costa, San Francisco and Alameda Counties serving populations of 100,000 or more will be used to compare against City classifications. Population figures will be based on data from the U.S. Census Bureau.

Compensation information from the private sector will be gathered from existing published sources and will be used to supplement public sector data as deemed appropriate by the City.

Based on the April 1, 2020, U.S. Census Bureau, 2020 Census of Population, the following agencies currently meet the definition of the market:

Alameda County Berkeley
Milpitas Contra Costa County
Daly City Fremont
Hayward Oakland
San Francisco City/County San Mateo County
Santa Clara (City) Santa Clara County
Sunnyvale Mountain View
When conducting a salary survey, if less than six (6) classification matches are available, the City may utilize classifications at jurisdictions outside of those listed in Article 22.3, which may include special districts, authorities, or agencies, as appropriate.-and-wilt In such cases, the City shall obtain feedback from the Union in-these-cases_and meet to discuss the use of jurisdictions outside of those listed in Article 22.3.

If the Union believes that a long-term vacancy issue exists in an MEF represented classification, the Union may request information and/or raise these matters for discussion at a Labor Management Committee meeting. *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

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TENTATIVE AGREEMENT
FOR THE CITY: FOR THE UNION:
ne enrsb A bt
Aram Kauy yumdjian Date Charles Allen Date
Director of Employee Relations
Director ®f Human Resources
City of San José
Business Representative
AFSCME, Local 101
Pa Rick Rovetto Date
President
MEF, AFSCME, Local 101
City of San José
June 4, 2026

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CITY COUNTERPROPOSAL TO MEF PROPOSAL #24 — DATA ANALYST

CLASSIFICATION STUDY

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE MUNICIPAL EMPLOYEES’ FEDERATION (MEF)
Data Analyst Classification Study
The City of San José (City) and the Municipal Employees Federation (MEF) agree that the City will conduct a classification study to assist the City in making a determination as to whether it would be beneficial to create a Data Analyst classification.

It is the goal of the City and MEF for this study to be completed within eighteen (18) months following a tentative agreement on a successor memorandum of agreement between the parties. The City agrees to discuss the results of the study with MEF. This shall not be construed as an agreement to create a Data Analyst classification, nor shall it be construed as an agreement that a Data Analyst classification will be automatically designated to be represented by MEF.

FOR THE CITY: FOR THE UNION:
és 2 Ca = — Mpee
Aram youmdjian Date Charles Allen Date
Director of Employee Relations Business Representative
Director of Human Resources AFSCME, Local 101
City of San José
Ze fr. NAbe
ra Nick Rovetto Date
President
MEF, AFSCME, Local 101
City of San José
June 4, 2026

Page 1 of 1 ends

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE MUNICIPAL EMPLOYEES’ FEDERATION (MEF)
Leaves of Absence Policy
The City of San José and the Municipal Employees Federation hereby agree to the attached changes to the Leaves of Absence Policy. The attached changes will become effective as soon as practicable once this can be implemented for all City employees.

FOR THE CITY: FOR THE UNION:

Qs & 4-2
Charles Allen Date
Business Representative
Director af Human Resources AFSCME, Local 101
City of San José
President
MEF, AFSCME, Local 101
City of San José
June 4, 2026

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San Jose City CouncilOctober 27, 2026

San Jose City Council
October 27, 2026