Resolution — San Jose City Council, October 27, 2026

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Council Agenda: 10/27/26
Item No.: 3.5
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

RESOLUTION NO. ________________

A RESOLUTION OF THE COUNCIL OF THE CITY OF

SAN JOSE APPROVING AN AGREEMENT BETWEEN

THE CITY OF SAN JOSE AND THE ASSOCIATION OF

ENGINEERS AND ARCHITECTS, INTERNATIONAL

FEDERATION OF PROFESSIONAL AND TECHINICAL
ENGINEERS, LOCAL 21 (AEA), WITH A TERM OF JULY
1, 2026 – JUNE 30, 2029, AND AUTHORIZING THE CITY
MANAGER TO EXECUTE AN AGREEMENT WITH AEA;

AN AGREEMENT BETWEEN THE CITY OF SAN JOSE

AND THE ASSOCIATION OF MAINTENANCE

SUPERVISORY PERSONNEL (AMSP), WITH A TERM OF
JULY 1, 2026 – JUNE 30, 2029, AND AUTHORIZING THE

CITY MANAGER TO EXECUTE AN AGREEMENT WITH
AMSP; AND AN AGREEMENT BETWEEN THE CITY OF

SAN JOSE AND THE CITY ASSOCIATION OF
MANAGEMENT PERSONNEL, IFPTE, LOCAL 21 (CAMP),
WITH A TERM OF JULY 1, 2026 – JUNE 30, 2029, AND

AUTHORIZING THE CITY MANAGER TO EXECUTE AN

AGREEMENT WITH CAMP
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SAN JOSE:

1. That the terms of a collective bargaining agreement between the City of San José and the Association of Engineers and Architects, International Federation of Professional and Technical Engineers, Local 21 (AEA), with a term of July 1, 2026, through June 30, 2029, are hereby approved. The City Manager is hereby authorized to execute an agreement with those terms on behalf of the City of San José.

2. That the terms of a collective bargaining agreement between the City of San José and the Association of Maintenance Supervisory Personnel (AMSP), 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.

3. That the terms of a collective bargaining agreement between the City of San José and the City Association of Management Personnel, IFPTE, Local 21 (CAMP), with a term of July 1, 2026, through June 30, 2029, are hereby approved. The City Manager is hereby authorized to execute an agreement with those terms on behalf of the City of San José.

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Council Agenda: 10/27/26
Item No.: 3.5
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

4. The general terms of the agreements 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
SSH
10/14/26
T-18118 /2353547
Council Agenda: 10/27/26
Item No.: 3.5
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 Association of Engineers and Architects, IFPTE, Local 21 (AEA), the Association of Maintenance Supervisory Personnel, IFPTE, Local 21 (AMSP), and the City Association of Management Personnel, IFPTE, Local 21 (CAMP) for the Term of July 1, 2026, Through June 30, 2029

RECOMMENDATION
Adopt a resolution to:
(a) Approve the terms of a collective bargaining agreement between the City and the Association of Engineers and Architects, IFPTE, Local 21 (AEA) for the term of July 1, 2026, through June 30, 2029, and authorizing the City Manager to execute agreements with those terms;
(b) Approve the terms of a collective bargaining agreement between the City and the Association of Maintenance Supervisory Personnel, IFPTE, Local 21 (AMSP) for the term of July 1, 2026, through June 30, 2029, and authorizing the City Manager to execute agreements with those terms; and
(c) Approve the terms of a collective bargaining agreement between the City and the City Association of Management Personnel, IFPTE, Local 21 (CAMP) for the term of July 1, 2026, through June 30, 2029, and authorizing the City Manager to execute agreements with those terms.

SUMMARY AND OUTCOME
Adoption of the resolution will result in collective bargaining agreements between the City and AEA, AMSP, and CAMP. This would authorize the City Manager to execute 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 Association of Engineers and Architects, IFPTE, Local 21 (AEA), the Association of Maintenance Supervisory Personnel, IFPTE, Local 21 (AMSP), and the City Association of Management Personnel, IFPTE, Local 21 (CAMP) for the Term of July 1, 2026, Through June 30, 2029

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agreements with each bargaining unit with a term of July 1, 2026, through June 30, 2029, with the terms described in the overall Tentative Agreement for each bargaining unit.

BACKGROUND
IFPTE represents over 1,000 full-time-equivalent (FTE) City employees in professional and middle-management classifications. AEA currently represents approximately 345 FTEs, including the classifications of Engineer, Architect, Senior Engineer, and Senior Architect. AMSP currently represents approximately 144 FTEs comprised of maintenance supervisors and managers working in the following departments: Airport, Environmental Services, Library, Parks, Recreation and Neighborhood Services, Public Works, and Transportation. CAMP currently represents approximately 594.40 FTEs, including the classifications of Senior Analyst and Program Manager.

In February 2026, the City commenced bargaining with AEA, AMSP, and CAMP to negotiate successor agreements to the union contracts set to expire on June 20, 2026.

The parties reached overall Tentative Agreements on October 8, 2026 on the terms to be contained in the successor Memoranda of Agreements (MOAs) between the City and AEA, AMSP, and CAMP.

The Tentative Agreements are pending ratification by the respective memberships of AEA, AMSP, and CAMP. Each bargaining unit will notify the City of the ratification results before the October 27, 2026 City Council meeting, but prior to the implementation of any terms provided for in the respective Tentative Agreements.

ANALYSIS
Complete copies of the overall Tentative Agreements are attached. The following is a summary of the key provisions of Tentative Agreements.

Term
-AEA, AMSP, and
CAMP
July 1, 2026, through June 30, 2029
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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Pensionable
General Wage
Increase
-AEA, AMSP, and
CAMP
Fiscal Year 2026-2027
Effective September 27, 2026, all salary ranges for employees holding positions in classifications assigned to AEA, AMSP, and CAMP 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 AEA, AMSP, and CAMP 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 AEA, AMSP, and CAMP 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 Fiscal Year 2028-2029, for employees holding positions in classifications assigned to AEA, AMSP, and CAMP 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 AEA, AMSP, and CAMP shall be increased by 0.50% for a total of 3.50%.

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

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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 AEA, AMSP, and CAMP shall be increased by 1.00% for a total of 4.00%.

One-Time NonPensionable Lump
Sum Payment
-AEA, AMSP, and
CAMP
Effective the first full pay period following union ratification and Council approval in open session, all full-time employees holding positions assigned to AEA, AMSP, and CAMP 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 a classification represented by AEA, AMSP, or CAMP on October 10, 2026, and (2) must have been continuously employed in a classification represented by AEA, AMSP, or CAMP through the date the payment is made.

CAMP ONLY (since there are no part-time employees in
AEA or AMSP):

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

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

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Non-Pensionable
Pay Conversion
-AEA, AMSP, and
CAMP
Fiscal Year 2028-2029
1% of the 5% ongoing compensation that classifications
represented by AEA, AMSP, and CAMP receive as nonpensionable 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
the 2025 Federated Pension Actuarial Valuation for
Fiscal Year 2028-2029 – $252 million.

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

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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 Agreements.

Side Letter –
Artificial
Intelligence
-AEA, AMSP, and
CAMP

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.

Union Release
Time
-AEA, AMSP,
CAMP
The parties agree that the Union President and one designated Union Officer from AEA, AMSP, and CAMP shall each be
granted release time not to exceed eight (8) hours per pay period.

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

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Side Letter –
Voluntary
Deferred
Compensation
Program
-AEA, AMSP, and
CAMP
To promote participation in the City’s Voluntary Deferred Compensation Program, the City will make a one-time post-tax contribution of twenty-five dollars ($25) to the Voluntary Deferred Compensation Program account of each new
participant who enrolls in the program. This will become effective as soon as practicable once it can be implemented for all City employees.

Side Letter –
Professional
Development
Program
-AEA, AMSP, and
CAMP
The parties agree the following will become effective as soon as practicable once this can be implemented for all City employees subject to the Professional Development Program:
 City will maintain a list of organizations whose
membership dues shall no longer be subject to the preapproval requirements in the City Policy Manual, Section 4.3.2, Professional Development Program;
 City will maintain a list of certifications where
examination costs and/or renewal costs shall no longer
be subject to the pre-approval requirements in the City Policy Manual, Section 4.3.2, Professional Development
Program;
 These lists shall identify specific classifications in specific department(s) where the pre-approval
requirements shall not longer be required.

City agrees to provide notice when the above lists are changed that relate to AEA-, AMSP-, or CAMP-represented
classifications and will provide an opportunity to meet and discuss upon request of the unions.

Vacation Sellback
-AEA, AMSP, and
CAMP
Beginning calendar year 2027, employees may sell back
up to a maximum of eighty (80) hours of accrued vacation per calendar year. This is an increase from the current maximum of seventy (70) hours of accrued vacation per
calendar year.

Side Letter –
Leaves of
Absence
-AEA, AMSP, and
CAMP
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.

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

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Side Letter – Pilot
Program –
Grievance
Procedure
-AMSP and CAMP
The parties agree to a grievance procedure pilot program for AMSP and CAMP on a trial basis throughout the duration of the parties’ 2026-2029 MOAs. This side letter will expire and the grievance procedure pilot program will sunset on June 30, 2029, unless extended by mutual agreement of the parties.

Side Letter –
Voluntary
Furlough
-AEA and CAMP
Full-time, salaried City employees shall be eligible to voluntarily take up to forty (40) hours of unpaid leave each Fiscal Year, all of which must be used consecutively and in the same work week, subject to advance approval of the
Department Director or their designee.

Side Letter –
Voluntary
Furlough
-AMSP
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.

Crisis Intervention
Training Pay for
Chief Park Ranger
and Supervising
Park Ranger -
CAMP and AMSP
Effective the first full pay period in Fiscal Year 2026-2027, following union ratification and Council approval in
open session, employees in the classifications of Park Ranger, Chief (2429) and Park Ranger, Supervising (2425), who sign up or have completed the Crisis Intervention Training will be eligible to receive the Crisis Intervention Training premium pay of a total of approximately 3.75%. This premium pay shall be non-pensionable.

Uniform
Allowance for
Chief Park Ranger
-CAMP
The parties agree that an annual Uniform Allowance shall accrue for the Park Ranger, Chief (2429) at an annual
maximum of $800 or $33.33 per pay period during the first two biweekly pay periods per month.

Safety Equipment
-AMSP and CAMP
The City will provide the classifications of Park Ranger, Chief (2429) and Park Ranger, Supervising (2425) with the same safety equipment and training provided to incumbents in the Park Ranger and Senior Park Ranger classifications.

Park Ranger Duty
Manual
-AMSP and CAMP
AMSP and CAMP agree to changes to the Park Ranger Duty
Manual as provided on May 7, 2026.

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

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Unit Designation
of the Security
Services
Supervisor
-AMSP and CAMP
The City will initiate a Unit Designation process to move the Security Services Supervisor from CAMP to AMSP.

Professional
Achievement
Incentive Premium
Pay
-AEA
Eligibility criteria for 1.5% professional achievement incentive premium pay will be expanded to include Architect Licenses.

Side Letter –
Holiday Pay
Eligibility
-AMSP
The parties agree based on the current practice of employees coding compensatory time off when a holiday falls on their regular day off for employees who work in 24/7 operations and/or in continuous operations, the following will apply:

This side letter is effective through the term of the successor MOA only, which will expire on June 30, 2029.

Senior
Development
Officer and
Development
Officer
Classification
Studies
-CAMP
The parties agree that the City will conduct classification studies for the Senior Development Officer and Development Officer classifications, with a goal of completing the studies within eighteen (18) months from the date of the Tentative Agreement. The City agrees to discuss the results of the studies with CAMP, including potential wage adjustments recommended as a result of the classification studies.

EVALUATION AND FOLLOW-UP
No additional follow-up action with the City Council is expected at this time.

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

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FISCAL IMPACTS
In Fiscal Year 2026-2027, the cost of the one-time non-pensionable lump sum payment is approximately $1.8 million, of which approximately $0.5 million is in the General Fund. The ongoing cost of the 3.00% pensionable general wage increase is approximately $5.5 million in all funds ($1.6 million in the General Fund), with a prorated cost in Fiscal Year 2026-2027 of $4.0 million ($1.2 million in the General Fund). The ongoing costs will be factored into the annual development of the Base Budget. The ongoing cost of the placement of the Security Services Supervisor classification in AMSP, thereby making incumbents in this classification eligible for overtime, is anticipated to be approximately $50,000 in all funds, of which $46,000 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 $5.6 million in all funds, of which $1.6 million is in the General Fund. In Fiscal Year 2028-2029, the ongoing cost of the 3.00% general wage increase is approximately $5.8 million in all funds, of which $1.6 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
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.

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

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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(S):

Attachment A – City of San José – AEA Negotiations Tentative Agreement Attachment B – City of San José – AMSP Negotiations Tentative Agreement Attachment C – City of San José – CAMP Negotiations Tentative Agreement DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

SSH
10/14/26
T-18118 /2353547
Council Agenda: 10/27/26
Item No.: 3.5
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

ATTACHMENT A
Agreement with
Association of Engineers and Architects, International Federation of Professional and Technical Engineers, Local 21 (AEA)
2026 AEA 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 AEA bargaining team agrees to recommend the Tentative Agreement to its membership for ratification.

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

SF-CE-2446-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 the AEA 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 AEA 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 AEA-represented classification on October 10, 2026, and (2) must have been continuously employed in an AEA-represented classification through the date the payment is made.
• 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 the AEA shall be increased by approximately 3.00%.
• Fiscal Year 2028-2029

3.00% general wage increase effective the first full pay period of Fiscal Year 2028- 2029. Effective the first full pay period of Fiscal Year 2028-2029, all salary ranges for employees holding positions in classifications assigned to the AEA 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 DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 AEA NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

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period of Fiscal Year 2028-2029, for employees holding positions in classifications assigned to AEA shall be 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 AEA shall be 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 AEA shall be 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.

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

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• 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

UNION RELEASE TIME
• Designated Union Representatives

VOLUNTARY DEFERRED COMPENSATION PROGRAM SIDE LETTER
• Voluntary Deferred Compensation Program Side Letter

PROFESSIONAL DEVELOPMENT PROGRAM SIDE LETTER
• Professional Development Program Side Letter

PREMIUM PAY
• Premium Pay

HOUSEKEEPING
• Housekeeping – Protective Footwear
• Housekeeping – Recognition

TENTATIVE AGREEMENTS
• Housekeeping – Holidays (Lunar New Year)
• Housekeeping – Holidays (Farmworkers Day)
• Vacation Sell Back
• Voluntary Furlough Program
• Leaves of Absence Policy
• Working in a Higher Classification
• Definition of the Market

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

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

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CITY COUNTERPROPOSAL TO IFPTE PROPOSAL #15 – GENERAL WAGE

INCREASE
City Proposed Language:

ARTICLE 10 WAGES AND SPECIAL PAY

10.1 Fiscal Year 2018-2019. Effective July 1, 2018, all employees holding positions in classifications assigned to AEA shall receive an approximate 5% ongoing nonpensionable compensation increase.

10.1.1 Fiscal Year 2028-2029. 1% of the 5% ongoing non-pensionable 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.

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.

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 2 of 3 ends

10.2 Fiscal Year 2026-2027. Effective pay period 21 of payroll calendar year 2026, all salary ranges for employees holding positions in classifications assigned to AEA shall be increased by approximately 3.00%.

10.3 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 AEA shall be increased by approximately 3.00%.

10.4 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 AEA 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 AEA shall be increased by 0.25% for a total of 3.25%.

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

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

Benefit Level Amount of One-Time NonPensionable Lump Sum Payment

35.00+ Hour Benefit Level $1,770.00

30.00 – 34.00 Hour Benefit Level $1,326.00
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – AEA NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

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25.00 – 29.00 Hour Benefit Level $1,110.00

20.00 – 24.00 Hour Benefit Level $885.00
Part-Time Unbenefited Employees $442.50
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 parttime 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 second full pay period following Council approval in open session.

10.3 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 AEA 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 AEA shall be increased by approximately 1.00%.

10.4 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 AEA shall be increased by approximately 3.50%.

If the revised Five-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 AEA 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
ASSOCIATION OF ENGINEERS AND ARCHITECTS (AEA) IFPTE, LOCAL 21 ASSOCIATION OF MAINTENANCE SUPERVISORY PERSONNEL (AMSP) IFPTE, LOCAL 21 CITY ASSOCIATION OF MANAGEMENT PERSONNEL (CAMP) IFPTE, LOCAL 21 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. umdjian Date
Employee Relations
Director Human Resources
City of San Jose
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FOR THE UNION:

Krista De La Torre
Business Representative
IFPTE, Local 21
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Email: [email protected]
Pate· lOIOB/2028 PDT
10/08/2026
Arie Johnson Date
Pre ident, AEA, IFPTE, Local 21
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Ace Valentine D e
President, AMSP, IFPTE, �ocal 21
10/09/2026
Email: [email protected]
9ete: 19'98'2028 PBT
Michael Jun Date
President, CAMP, IFPTE, Local 21
City of San Jose
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 – AEA, AMSP, AND CAMP NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 3 ends

CITY COUNTERPROPOSAL TO IFPTE PROPOSAL #17 – DESIGNATED

UNION REPRESENTATIVES
City Proposed Language:

AEA Units 041 and 042, AMSP, and CAMP MOAs

6.3 Release Time

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

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

6.3.2.1 In lieu of the release time afforded to the designated Union Representative(s) in Article 6.3.2, up to eight (8) hours per pay period of paid union release time shall be allocated to:
• The Union President; and
• One (1) designated Union Officer.

The Union shall notify the City of the selection of the designated Union Officer. The designated Union Officer
should remain in this role for at least a three (3) month period, absent extenuating circumstances. Any changes to the designation must be made in writing and with a minimum of two weeks advance notice.

The above shall not apply for any Union President and
designated Union Officer if they are employed in critical positions within any department with continuous 24/7
operations. In such cases, the parties agree that the release time described above may be provided to another employee designated by the Union. Any request for the re-assignment of union release time as provided in this section must be made in writing. The release time described in this article must be coded as URT and may only be used for purposes
described in Article 6 and the Employer-Employee Relations Resolution No. 39367.

6.3.2.21 Union PresidentDesignated Representative. The Union President or oOne (1) designated representative, except where noted below to allow for, up to two (2) designated representatives, shall be granted release time from regular City duties to attend the following meetings:

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

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• To attend Civil Service Commission meetings
when matters affecting the Union are
considered.
• To attend City Council meetings when matters
affecting the Union are considered.
• To attend Federated Retirement Board
meetings.
• To attend administrative grievance meetings
when used to facilitate settling of administrative
grievances.
• To attend Benefit Review Forum meetings (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 Director of Employee Relations, or
designee.

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

6.3.3 City Paid Union Release Time: The designated bargaining unit representative(s) shall use the City Paid Union Release Time (URT) payroll code for any paid time off eligible for release time from regular City duties to attend authorized meetings. Upon request by the City, the bargaining unit representative(s) shall provide the City with a general explanation of the business conducted when the URT code is used.

AEA Unit 043 MOA

6.3 Release Time

6.3.1 Release time from regular City duties shall be provided to designated Union representatives, excluding the Union President and the one (1) designated Union Officer, in accordance with the following provisions.

6.3.2 Designated Union Representatives. One designated Union Representative shall be eligible for release time from regular City duties to attend the following meetings:

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 3 of 3 ends

• To attend Civil Service Commission meetings when matters affecting the Union are considered.
• To attend City Council meetings when matters affecting the Union are considered.
• To attend Federated Retirement Board meetings.
• To attend grievance meetings when used to facilitate settling of grievances.
• To attend Benefit Review Forum meetings.
• To attend City Labor Alliance meetings held with the City Manager or Employee Relations.
• To attend meetings scheduled by Administration when attendance is requested.
• To attend other meetings and trainings approved by the Employee Relations Manager, or designee.

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
ASSOCIATION OF ENGINEERS AND ARCHITECTS (AEA) IFPTE, LOCAL 21 ASSOCIATION OF MAINTENANCE SUPERVISORY PERSONNEL (AMSP) IFPTE, LOCAL 21 CITY ASSOCIATION OF MANAGEMENT PERSONNEL (CAMP) IFPTE, LOCAL 21 Professional Development Program
The City of San José (City) and the Association of Engineers and Architects (AEA), the Association of Maintenance Supervisory Personnel (AMSP), and the City Association of Management Personnel (CAMP) (collectively the Union) agree that the following will become effective as soon as practicable once this can be implemented for all City employees subject to the Professional Development Program:
• The City will maintain a list of organizations whose membership dues shall no longer be subject to the pre-approval requirements in City Policy Manual, Section 4.3.2, Professional Development Program.
• The City will maintain a list of certifications where examination costs and/or renewal costs shall no longer be subject to the pre-approval requirements in City Policy Manual, Section

4.3.2, Professional Development Program.
• These lists shall identify the specific classification(s) in the specific department(s) where the pre-approval requirements shall no longer be required.

The City agrees to notify the Union of any changes to the above lists that relate to AEA-, AMSP-, or CAMP-represented classifications, and provide an opportunity to meet and discuss upon request by the Union.

Nothing in this agreement is intended to modify any other aspect of eligibility for the Professional Development Program beyond the requirement for pre-approval for an item included in either of the lists described above.

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

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 2 ends

CITY COUNTERPROPOSAL TO IFPTE PROPOSAL #32 – PREMIUM PAY City Proposed Language:

AEA Units 041 and 042

10.8 Premium Pay

10.8.1 Employees shall receive a professional achievement incentive of 1.5% (paid biweekly) in addition to their base salary as follows. Except as provided in 10.8.1.1 below, Eemployees are only eligible for one (1) professional achievement incentive. In order to receive the professional achievement incentive the license or registration must be issued by the State of California, Department of Consumer Affairs, Board of Professional Engineers, Land Surveyors, and Geologists or the State of California Architects Board, relate to the specific discipline of the employee’s classification, and is subject to approval by Department Director or designee. Employees are also eligible to receive the professional achievement incentive for the Project Management Professional (PMP) license/certification. The premium pay becomes effective the first full pay period after the date of an approved application is received by the Payroll Department.

10.8.1.1 Notwithstanding 10.8.1 above, eEmployees may also be eligible for an additional professional achievement incentive of 1.5% (paid biweekly) if the employee holds both a California Professional Engineer License or Architect License, and either the Certified Access Specialist (CASp) or the Structural Engineer License, as issued by the relevant California agency.

In no event will an employee be eligible for more than a professional achievement incentive of 3.0%. The premium pay becomes effective the first full pay period after the date of an approved application is received by the Payroll Department.

10.8.2 Employees in the Fire Department are eligible to receive a professional achievement incentive for a Plans Examiner Certificate. These employees in the Fire Department are only eligible for one (1) professional achievement incentive for a maximum of 1.5% of base salary. The premium pay becomes effective the first full pay period after the date an approved application is received by the Payroll Department.

10.8.3 Payment of such incentive is not intended to impair or alter the City’s ability to transfer or reassign an employee.

AEA Unit 043

10.8 Premium Pay

10.8.1 Employees in the Senior Engineer (3815), Senior Architect/Senior Landscape Architect (3844), and Engineering Geologist (3874) DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – AEA NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 2 of 2 ends

classifications shall receive a professional achievement incentive of 1.5% (paid biweekly) in addition to their base salary as follows. Employees are only eligible for one (1) professional achievement incentive. In order to receive the professional achievement incentive, an employee must hold one of the following licenses or registrations as issued by the relevant California agency: (1) Certified Access Specialist (CASp), (2) Structural Engineer License, or (3) Project Management Professional (PMP) license/certification. The premium pay becomes effective the first full pay period after the date of an approved application is received by the Payroll Department.

10.8.2 Payment of such incentive is not intended to impair or alter the City’s ability to transfer or reassign an employee.

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 1 ends

CITY PROPOSAL #3 – HOUSEKEEPING – PERSONAL PROTECTIVE

EQUIPMENT
City Proposed Language:

ARTICLE 14 PERSONAL PROTECTIVE EQUIPMENT

14.1 The City agrees to make available all required personal protective equipment when needed during the normal course of work (i.e., protective eyewear, protective footwear) in compliance with Cal-OSHA regulations and upon approval of the Department Director or designee.

14.2 The City agrees to provide a voucher for the purchase of protective footwear, which may include sole inserts, for up to $275$325 for employees. in Fiscal Year 2023- 2024 when it is determined by the Director of Human Resources or designee that protective footwear is required for the employee. In Fiscal Year 2024-2025, the voucher shall be up to $300, and in Fiscal Year 2025-2026, the voucher shall be up to $325. Protective footwear shall meet established Occupational Safety and Health Administration’s (OSHA) standards, current American National Standard for Personal Protection Protective 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 damages 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.

14.3 Protective Prescription Safety Glasses. The City agrees to reimburse eligible employees who require the use of prescription lenses and are in positions that require the use of protective safety glasses for the purchase of protective prescription safety glasses for up to $200.00 for employees when it is determined by the Director of Human Resources, or designee, that protective prescription safety glasses are required. The City will replace protective prescription safety glasses as needed, but no more than once per calendar year. An individual may select an approved style that is more expensive than the City maximum by paying the difference.

14.4 The requirements for safe working conditions are established and maintained under the California Occupational Safety and Health Act of 1973. Enforcement and rule-making authority is lodged with the Department of Industrial Safety. The Department of Industrial Safety has jurisdiction for inspection and enforcement of standards; therefore, any disputes arising relating to employee safety will be exempted from the grievance procedure.

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 1 ends

CITY PROPOSAL #1 – HOUSEKEEPING – RECOGNITION
City Proposed Language:

Units 041 and 042 MOA
ARTICLE 4 RECOGNITION
Pursuant to Resolution No. 39367 of the City Council of the City of San Jose and the provisions of applicable state law, the Association of Engineers and Architects/IFPTE Local 21, hereinafter referred to as the “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 union code column as “041” or “042” in the City of San Jose Pay Plan listed in Exhibit I attached and incorporated by reference into this Agreement. The classifications listed in Exhibit I and subsequent additions thereto or deletions therefrom shall constitute an appropriate unit.

Unit 43 MOA
ARTICLE 4 RECOGNITION
Pursuant to Resolution No. 39367 of the City Council of the City of San Jose and the provisions of applicable state law, the Association of Engineers and Architects/IFPTE Local 21, hereinafter referred to as the “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 union code column as “043” in the City of San Jose Pay Plan listed in Exhibit I attached and incorporated by reference into this Agreement. The classifications listed in Exhibit I and subsequent additions thereto or deletions therefrom shall constitute an appropriate unit.

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

TENTATIVE AGREEMENT
CITY PROPOSAL #2 —- HOUSEKEEPING — LUNAR NEW YEAR ~
City Proposed Language:

ARTICLE 8 LEAVES

8.1 Holidays

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

New Year’s Day 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
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 reach and both ratified by union members and approved by City Council.

FOR THE UNI
2/Ze
Krista De La Torre Date C Ze
Directonof Employee Relations Business Agent
Director of Human Resources IFPTE, Lo¢gal 21
Lik Ya6 pe Arle J@hnson ’ Date
President
AEA, IFPTE, Local 21
z/e [ ¢
Jesse Rerez” | C _pate
President
AMSP, IFPTE, Local 21 VtHP EL mm
Michael Jun Date
President
CAMP, IFPTE, Local 21
City of San José
February 26, 2026

Page 1 of 1 ends

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

TENTATIVE AGREEMENT
CITY PROPOSAL #2B — HOUSEKEEPING — HOLIDAYS
City Proposed Language:

ARTICLE 8 LEAVES

8.1 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-Ghavez-DayFarmworkers Day Day After Thanksgiving
Memorial Day Christmas Eve
’ 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 reach and both ratified by union members and approved by City Council.

FOR THE UNION:
| u\2i26 4 /2(24 Aram) Kodyoumdjian Date ‘Krista De La Torte Date Director-of Employee Relations Business Agent
Directdr of Human Resources IFPTE, Local 21
City of San José
“Atic Jo /Daté
President
AEA, eee | lz,
ne ga a> Ca Date’
Pres
AMSP, IFPTE, Local 21 An za UAlLsl
Michael Jun Date
President
CAMP, IFPTE, Local 21
City of San José
April 2, 2026

Page 1 of 1 ends

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

TENTATIVE AGREEMENT
CITY COUNTERPROPOSAL TO IFPTE PROPOSAL #24 - VACATION SELL BACK City Proposed Language:

8.2 Vacation

8.2.1 8.2.2
Vacation accrues at the following rate for each paid hour (either worked or paid absence or holiday closure):
e 1-5 years of service = 120 hours annually for full-time employees e 6-14 years of service 160 hours annually for full-time employees e 15+ years of service 200 hours annually for full-time employees Employees shall not be allowed to accrue vacation in excess of two (2) times their annual vacation accrual rate. Once the maximum accumulation has occurred, vacation will cease to accrue until the employee's vacation balance has fallen under their maximum vacation accrual amount. Any employee who is already above two (2) times their annual vacation rate will cease from accruing vacation until they have used enough vacation to bring them below their maximum accrual amount, or have sold back an amount that brings them below their maximum accrual amount.

8.2.2.1 Effective calendar year-2024 2027, employees may sell back up to a maximum of seventy-(70}-eighty (80) hours of accrued vacation per calendar year.

8.2.2.2 Internal Revenue Service (IRS) regulations require the City to report and withhold taxes on the value of the vacation time an employee is eligible to sell back. In order to ensure compliance with the IRS requirements and to avoid unanticipated tax consequences:

8.2.2.3 Employees must elect the number of vacation hours they will sell back during a calendar year, up to the maximum of seventy (70) hours, by the end of November of the prior year. If an employee does not submit an irrevocable election form to Payroll on or before the end of November, the employee will not be eligible to sell back any vacation hours during the next calendar year.

8.2.2.4 The election to sell back vacation hours in any year is irrevocable. This means that employees must sell back the elected number of accrued vacation hours during that year. If the accrued vacation hours are not sold back within the designated calendar year, the employee will be deemed to have received the value of the vacation hours elected in that calendar year and will be taxed by the IRS accordingly.

City of San José
April 22, 2026

Page 1 of 2 ends

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

TENTATIVE AGREEMENT

8.2.2.5 Employees can elect to sell back only vacation hours accrued during any given year, and any vacation hours accrued and carried over prior to that year are not eligible for sell back during that year.

8.2.2.6 Any vacation hours accrued during that year will not be available for use until the employee’s accrued vacation hours in that year equal the number of hours the employee has elected to sell back. Those vacation hours accrued in the given year over the number of hours the employee elected to sell back in the given year will be available for use by the employee. This means that hours elected for sell back may only be used for sell back purposes and cannot be used for vacation time off
purposes.

8.2.2.7 Employees may use any vacation hours accrued and carried over prior to the given year, subject to the normal rules of requesting use of vacation.
*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.

F HE CITY: FOR THE UNION:

Whalr& Y-22-2¢
Arar KOuyoumdjian Date Krista‘ De La-terre Date
Directar of Employee Relations Business Agent
Director of Human Resources IFPTE, Local 21
A Ce “22a
AriJoh ’ Date
Preside
AEA, IFPTE, Local 21
City of San José
April 22, 2026

Page 2 of 2 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE — AEA, AMSP, AND CAMP NEGOTIATIONS CITY. COUNTERPROPOSAL TO Ve rE P FURLOUGH PROGRAM - ROPOSAL ##12= VOLUNTARY

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE ASSOCIATION OF ENGINEERS AND ARCHITECTS (AEA) IFPTE, LOCAL 21 ASSOCIATION OF MAINTENANCE SUPERVISORY PERSONNEL (AMSP) IFPTE, LOCAL 21 CITY ASSOCIATION OF MANAGEMENT PERSONNEL (CAMP) IFPTE, LOCAL 21 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.

Salaried City employees will be eligible to voluntarily take forty (40) hours of unpaid leave during the Fiscal Year, all of which must be used consecutively and in the same work week. Salaried employees cannot take single days of unpaid furlough time off.

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. oO
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 City of San José
May 7, 2026

Page 1 of 2 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE — AEA, AMSP, AND CAMP NEGOTIATIONS employees participating in the Voluntary Furlough Program will continue to make contributions to the retirement system for all paid hours and all regular hours that employees would have worked but did not work as a result of participating in this program.
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:
\a\26 BALD _ 0S- 92-202 Aram Kouyoumdjian Date Krista De La Torre Date Director of Employee Relations Business Agent
Director of Human Resources IFPTE, Local 21
City of San José
A df 5-1-db
Aric Johnsén Date
President AEA, IFPTE, Local 21
ne shee
Jesse Perez | Ose? Date
President, AMSP, IFPTE, Local 21
Wd So to 6
Michael Jun Date
President, CAMP, IFPTE, Local 21
City of San José
May 7, 2026

Page 2 of 2 ends

DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE — AEA, AMSP, AND CAMP NEGOTIATIONS CITY COUNTERPROPOSAL TO IFPTE PROPOSAL #11 — LEAVES OF ABSENCE POLICY

SIDE LETTER AGREEMENT

BETWEEN

THE CITY OF SAN JOSE
AND
THE ASSOCIATION OF ENGINEERS AND ARCHITECTS (AEA) IFPTE, LOCAL 21 ASSOCIATION OF MAINTENANCE SUPERVISORY PERSONNEL (AMSP) IFPTE, LOCAL 21 CITY ASSOCIATION OF MANAGEMENT PERSONNEL (CAMP) IFPTE, LOCAL 21 Leaves of Absence Policy
The City of San José (City) and the Association of Engineers and Architects (AEA), the Association of Maintenance Supervisory Personnel (AMSP), and the City Association of Management Personnel (CAMP) 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. This Side Letter will expire upon effectuation of the attached changes to the Leaves of Absence Policy.

In the absence of consent by all bargaining units, to these changes, the changes will become effective for AEA, AMSP, and CAMP represented employees as soon as practicable by virtue of this Side Letter Agreement.

FO, CITY: FOR THE vine
5\2\ 26 Ca
Aram Ki uyoumdjian Date Krista De La Torre Date
Director|of Employee Relations Business Representative
Directow of Human Resources IFPTE, Local 21
City of San José
thei Af. 5-7-2
Aric Johrgon Date
Presidemt, AEA, IFPTE, Local 21 Zee the
Jesse Perez ' Date
President, AMSP, PE IFPTE, cone
Zo, Wf, Vy i /5 /a oof WL Cc 4S )/ 22
Michael Jun Date
President, CAMP, IFPTE, Local 21
City of San José
May 7, 2026
DRAFT – Contact
Paae 1 of 1
the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

City of San José City Administrative Policy Manual
Leaves of Absence 4.2.1
Revised Date: February 5, 2024Month Day, 2026
Original Effective Date: July 1, 1972

Page 5 of 20 ends

leave schedule is medically necessary as determined by the health care provider of the person with the serious health condition.

If intermittent leave is taken for the birth of the employee’s child or the placement of a child with the employee for adoption or foster care, the minimum duration of leave is two (2) weeks, except that the City will grant a request for FMLA/CFRA leave of less than two (2) weeks’ duration on any two (2) occasions. Any FMLA/CFRA leave taken must be concluded within one (1) year of the birth or placement of the child with the employee.

If an employee needs leave intermittently or on a reduced leave schedule for planned medical treatment, then the employee must make a reasonable effort to schedule the treatment so as not to disrupt unduly the City’s operations. If leave is taken intermittently or on a reduced schedule, the City retains the discretion to transfer the employee temporarily to an alternative position with equivalent pay and benefits which better accommodates the employee’s leave schedule.

2. Use of Paid Leave During FMLA/CFRA Leave
Generally, FMLA/CFRA leave is unpaid leave. The FMLA/CFRA, however, allows the City to require that employees use accrued paid leave during FMLA/CFRA leave, i.e., have the accrued paid leave run currently with unpaid FMLA/CFRA leave, pursuant to the City’s sick, vacation, personal and/or executive paid leave policies. Depending on the reason for the FMLA/CFRA, the substitution of accrued paid leave occurs as follows:
a) For the employee’s own serious health condition paid leave must be used in the following order:
1) An employee MUST use and exhaust all accrued sick leave and then use and exhaust all accrued vacation leave at the beginning of any otherwise unpaid FMLA/CFRA leave. This requirement is waived during the period the employee is on FMLA/CFRA leave for his or her own serious health condition and is receiving wage replacement benefits, including voluntary Long Term Disability Insurance benefits.
2) An employee MAY elect to use accrued sick leave and vacation leave during the period of receipt of wage replacement benefits, including voluntary Long Term Disability Insurance benefits, unless otherwise prohibited by law. 3) An employee MAY elect to use executive leave, personal leave, or compensatory time during any portion of otherwise unpaid FMLA/CFRA leave. 4) An employee on FMLA/CFRA and receiving Workers Compensation temporary disability benefits MUST integrate any accrued leave balances in the following order: (1) accrued vacation, (2) accrued compensatory time, (3) accrued sick leave. MAY elect to use any accrued leave balance during the period of receipt of wage replacement benefits.
b) For the non-medical care of employee’s newborn child or child placed with employee for adoption or foster care (commonly for the purpose of bonding with the child) paid leave must be used in the following order:
1) An employee MUST use and exhaust all accrued vacation leave at the beginning of any otherwise unpaid FMLA/CFRA leave.

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

SSH
10/14/26
T-18118 /2353547
Council Agenda: 10/27/26
Item No.: 3.5
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

ATTACHMENT B
Agreement with
Association of Maintenance Supervisory Personnel (AMSP) 2026 AMSP NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 4 ends

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

Within ten (10) days after the effective date of this Agreement, AMSP will withdraw its Unfair Practice Charge with prejudice and request that PERB dismiss the complaint in Case No. SF-CE-2446-M in its entirety and with prejudice.

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

Effective the first full pay period in following union ratification and Council approval in open session, all full-time employees holding positions assigned to AMSP 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 AMSP-represented classification on October 10, 2026, and (2) must have been continuously employed in an AMSP-represented classification through the date the payment is made.
• 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 the AMSP shall be increased by approximately 3.00%.
• Fiscal Year 2028-2029

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 AMSP shall be 3.25%.

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 2 of 4 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 DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 AMSP NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 3 of 4 ends

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

ARTIFICIAL INTELLIGENCE SIDE LETTER
• Artificial Intelligence Side Letter Counterproposal

UNION RELEASE TIME
• Designated Union Representatives

VOLUNTARY DEFERRED COMPENSATION PROGRAM SIDE LETTER
• Voluntary Deferred Compensation Program Side Letter

PROFESSIONAL DEVELOPMENT PROGRAM SIDE LETTER
• Professional Development Program Side Letter

CRISIS INTERVENTION TRAINING PAY
• Crisis Intervention Training Pay for Supervising Park Ranger

HOLIDAYS
• Holiday Pay Counterproposal

HOLIDAY PAY ELIGIBILITY
• Holiday Pay Eligibility Side Letter
SIDE LETTER – PILOT PROGRAM – GRIEVANCE PROCEDURE
• Pilot – Program – Grievance Procedure

HOUSEKEEPING
• Housekeeping – Recognition (See Attached)

TENTATIVE AGREEMENTS
• Housekeeping – Holidays (Lunar New Year)
• Housekeeping – Holidays (Farmworkers Day)
• Vacation Sell Back
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document.

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 1 of 3 ends

CITY COUNTERPROPOSAL TO IFPTE PROPOSAL #15 – GENERAL WAGE

INCREASE
City Proposed Language:

ARTICLE 10 WAGES AND SPECIAL PAY

10.1 Fiscal Year 2018-2019. Effective July 1, 2018, all employees holding positions in classifications assigned to AMSP shall receive an approximate 5% ongoing nonpensionable compensation increase.

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

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 2 of 3 ends

10.2 Fiscal Year 2026-2027. Effective pay period 21 of payroll calendar year 2026, all salary ranges for employees holding positions in classifications assigned to AMSP 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 AMSP 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 AMSP-represented classification on October 10, 2026, and (2) must have been continuously employed in an AMSP-represented classification through the date the payment is made.

10.3 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 AMSP shall be increased by approximately 3.00%.

10.4 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 AMSP 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 AMSP shall be increased by 0.25% for a total of 3.25%.

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

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

Benefit Level Amount of One-Time NonPensionable Lump Sum Payment

35.00+ Hour Benefit Level $1,770.00

30.00 – 34.00 Hour Benefit Level $1,326.00
DRAFT – Contact the Office of the City Clerk at (408) 535-1260 or [email protected] for final document. 2026 CITY OF SAN JOSE – AMSP NEGOTIATIONS

TENTATIVE AGREEMENT
City of San José
October 8, 2026

Page 3 of 3 ends

25.00 – 29.00 Hour Benefit Level $1,110.00

Classification Classification
Salary
Adjustment
Supervising Park Ranger (2425) 5.00%

10.3 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 AMSP 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 AMSP shall be increased by approximately 1.00%.

10.4 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 AMSP shall be increased by approximately 3.50%.