2 SLMO 2023-2028 Memorandum of Understanding
January 1, 2023 – June 30, 2028
SAN LEANDRO MANAGEMENT ORGANIZATION
Table of Contents
Section 1.0 Preamble...................................................................................................... 3 Section 1.5 General......................................................................................................... 3 Section 2.0 Health Benefits ............................................................................................. 3 Section 3.0 Uniform Allowance ....................................................................................... 6 Section 4.0 Leaves.......................................................................................................... 6 Section 5.0 Holidays...................................................................................................... 10 Section 6.0 Management Incentive Pay........................................................................ 11 Section 7.0 Deferred Compensation ............................................................................. 11 Section 8.0 Employee Wellness.................................................................................... 11 Section 9.0 Retirement– Three-tier System .................................................................. 11 Section 10.0 Compensation .......................................................................................... 12 Section 11.0 Application of Pay Rates .......................................................................... 13 Section 12.0 Bilingual Pay............................................................................................. 13 Section 13.0 Employee Defense and Indemnity............................................................ 13 Section 14.0 Layoff........................................................................................................ 13 Section 15.0 Work Hours .............................................................................................. 14 Section 16.0 FEMA Reimbursed Overtime.................................................................... 15 Section 17.0 Flexible Work Schedules.......................................................................... 15 Section 18.0 Management Development Program........................................................ 15 Section 19.0 Tuition Reimbursement ............................................................................ 15 Section 20.0 Bonus Pay ................................................................................................ 16 Section 21.0 Miscellaneous........................................................................................... 16 Section 22.0 Term of Agreement .................................................................................. 16 3 SLMO 2023-2028 Memorandum of Understanding
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF SAN LEANDRO
AND
SAN LEANDRO MANAGEMENT ORGANIZATION
Section 1.0 Preamble
The understandings reached by this Memorandum are a result of meeting and conferring in good faith between the Municipal Employee Relations Officer of the City of San Leandro (City Manager) and the officers of the San Leandro Management Organization.
This Memorandum of Understanding shall be presented to the San Leandro City Council as the joint recommendation of the undersigned parties for salary and employee benefit adjustments for the period commencing January 1, 2023 through June 30, 2028.
Section 1.5 General
Terms of employment shall be as specified in the City of San Leandro Personnel Rules as modified by this document.
Section 2.0 Health Benefits
2.1 Pre-Tax Flexible Spending Account
The City shall offer an IRS 125 plan to all full-time employees, as defined by and measured in accordance with the Patient Protection and Affordable Care Act of 2010 (PPACA). The plan shall provide the following:
a. Pretax conversion of employee contribution toward medical and dental premiums.
b. Medical Flexible Spending Account with a maximum employee pretax contribution as determined by the IRS for the benefit plan year. c. Dependent Care Flexible Spending Account with a maximum employee pretax contribution as determined by the IRS for the benefit plan year.
2.2 Medical and Dental (Active)
The City will maintain a “core” benefit plan for all full-time employees. The core shall consist of the PERS Medical Plan and the existing dental plan.
The City will contribute monthly amounts, including the CalPERS Medical Plan “Minimum Employer Contribution”, towards the election of medical and dental 4 SLMO 2023-2028 Memorandum of Understanding
benefits in the plan, or the actual premiums, whichever is less. As of January 1, 2023, these monthly contribution amounts are:
Coverage Level City Pays
Medical
Employee only $ 870.17
Employee + 1 $1,740.33
Employee + 2 or more $2,262.42
Dental
Employee only $ 49.83
Employee +1 $ 94.60
Employee +2 or more $147.38
In January of each year, the City will pay 70% of the increase in medical and dental premiums based upon Kaiser medical and the dental core plan (i.e., 2024 premiums minus 2023 premiums, multiplied by 70%).
Employees who wish to waive enrollment in the medical and dental plans and who demonstrate to the satisfaction of the City their enrollment in another group medical and dental plan will receive opt-out payments as follows:
Employee rate: Medical $200 +/or dental $50 = $250/month maximum Two-party rate: Medical $350 +/or dental $50 = $400/month maximum Family rate: Medical $500 +/or dental $50 = $550/month maximum In the event both spouses are employed by the City and eligible to enroll in the City’s benefits plan, one employee may elect not to enroll in the medical and dental plans and will receive the single employee opt-out rate of up to two-hundred fifty dollars ($250.00) per month payment, if enrolled under spouse’s medical and dental coverage.
An employee may elect to waive the dental plan only and enroll only in the medical plan and receive fifty dollars ($50.00) per month for their non-election.
Re-enrollment in the medical and/or dental plan shall be allowed only based upon a qualifying event as defined by the IRS codes or during an open enrollment period.
No change in dental plan carrier, or level of benefits, shall be made unless agreed to by the Management Organization.
2.3 Medical and Dental (Retiree)
Five Year Health & Welfare Vesting Requirement: Unless otherwise determined by the City Manager as part of the initial hiring agreement, full-time employees hired 5 SLMO 2023-2028 Memorandum of Understanding
on or after January 1, 2005 must render five (5) years of continuous service with the City of San Leandro in order to receive retiree medical and/or dental benefits under this section.
Medical: Under CalPERS rules, the City will directly contribute the “Minimum Employer Contribution" towards retiree medical coverage. Additional retiree health contributions will be made on a reimbursement basis as set forth below. The amounts listed below are inclusive of the CalPERS Medical Plan “Minimum Employer Contribution.”
The City shall pay the contributions required by the health plan two-party rate for retired full-time City employees who were assigned to classifications represented by the San Leandro Management Organization and who are currently members of one of the City’s health plans. The City shall contribute to the health plan two-party rate costs until the employee is eligible for Medicare coverage. The maximum amount to be contributed by the City shall not exceed three hundred and sixty dollars ($360.00) per month. In the event the amounts required by the health plans exceed the maximum City contribution, such excess amounts shall be paid by the retiree, except as provided herein. Coverage under this section shall continue until the employee’s 65th birthday; except for the PERS Medical Plan “Minimum Employer Contribution”, which shall continue for life.
Retired employee dependent eligibility for City health plan contribution is conditional upon the active enrollment of the retired employee. If a retired employee moves outside the service area of their medical plan the retiree will be allowed an opportunity within thirty (30) days of such move to change medical insurance coverage to another CalPERS option. If a retired employee remarries, the retiree may add the retiree’s spouse to the medical insurance coverage. The City shall have no obligation to obtain medical insurance for a retiree living outside the service area of its medical insurance plans.
Dental: The City shall contribute a maximum of seventy dollars and eighty-seven cents ($70.87) towards monthly dental plan costs for each retired full-time City employee who is currently a member of the City’s dental plan, or who was a member of the City’s dental plan and retired on or after July 1, 1983. Any increases in dental plan costs during the term of this Agreement shall be split equally between the City and the retired employee. Coverage shall continue until age 65.
No change in dental plan carrier, or level of benefits, shall be made unless agreed to by the Management Organization.
2.4 Life Insurance (Active)
The City shall maintain in effect employer provided Term Life Insurance with AD&D in the amount of fifty thousand dollars ($50,000.00) for active full-time employees.
The insurance provider shall be “A-rated”, unless the parties specify otherwise. The City shall make available for employees, the ability to purchase additional life 6 SLMO 2023-2028 Memorandum of Understanding
insurance, at no cost to the City, subject to the requirements and rules of the insurance carrier. Such premium payments made by the employee purchasing any voluntary life insurance shall be made on an after-tax basis.
2.5 Long Term Disability Insurance (Active)
The City shall maintain in effect an employer paid long-term disability insurance program with a benefit percentage of sixty-six and two-thirds (66 2/3%) of base monthly earnings with a maximum gross monthly benefit of six thousand dollars ($6,000.00) for all full-time employees. The plan shall provide a six-month elimination period, benefits payable to age 65 with two years "own" occupation and partial disability benefits.
2.6 Short Term Disability Insurance (Active)
The City shall make available for employees, the ability to purchase voluntary shortterm disability insurance, at no cost to the City, subject to the rules, regulations, enrollment requirements and exclusions set forth by the insurance carrier. Such premium payments made by the employee purchasing any voluntary short-term disability insurance shall be made on an after-tax basis.
Section 3.0 Uniform Allowance
The uniform allowance for Police Support Services Manager and Police Business Manager will be $850 per year. Effective July 1, 2023, the uniform allowances shall be paid equally across each pay period.
Section 4.0 Leaves
4.1 Vacation Leave: Vacation leave for each full-time employee shall be accrued and credited for the pay period in which it was earned pursuant to the following accrual schedule.
YEARS OF SERVICE DAYS/HRS OF
VACATION ACCRUAL
0-4.99 completed yrs of svc. 15.00/120
5.00-5.99 yrs of service 15.75/126
6.00-6.99 yrs of service 16.50/132
7.00-7.99 yrs of service 17.25/138
8.00-8.99 yrs of service 18.00/144
9.00-9.99 yrs of service 18.75/150
10.00-10.99 yrs of service 19.50/156
11.00-11.99 yrs of service 20.25/162
12.00-12.99 yrs of service 21.00/168
13.00-13.99 yrs of service 21.75/174
14.00-14.99 yrs of service 22.50/180
15.00-15.99 yrs of service 23.25/186
7 SLMO 2023-2028 Memorandum of Understanding
16.00-16.99 yrs of service 24.00/192
17.00-17.99 yrs of service 24.75/198
18.00 or more yrs of service 25.00/200
A newly hired employee shall accrue vacation leave at a rate commensurate with their total years of public sector experience in their field in accordance with the above schedule.
Effective January 1, 2023, employees hired between January 1, 2020 and December 31, 2022, shall have their vacation rate adjusted based on their years of public sector experience in their field. Employees with 0-4.99 years of experience shall have their vacation accrual rate increased from 12 days to 15 days per year.
An employee who is in unpaid status for 44 or more hours in a pay period shall not accrue vacation leave for that pay period.
In the event one or more municipal holidays falls within a vacation leave, such days shall not be charged as vacation leave and the vacation leave shall be extended accordingly for those employees eligible for such holidays.
Management employees may accumulate vacation leave up to a maximum of three (3) years vacation accrual. An additional year may be accumulated with Department Head approval.
Cash out: An employee may elect to cash out up to 120 hours of unused vacation leave that will accrue in the following tax year, to be paid in the second pay period in July and/or December. The cash out payment is taxable income and subject to all applicable withholding amounts and payroll deductions. The election must be made by December 15th of each year for the following year and is irrevocable after that date. If, after making an irrevocable election, an employee fails to accrue sufficient hours to satisfy their election amount, they will only be eligible to cash out up to the hours accrued in the tax year. Employees who do not submit a cash out election by the annual deadline will be deemed to have waived the right to cash out any vacation leave in the following tax year and will not be eligible to cash out vacation leave in that year.
4.2 Sick Leave: Sick leave is a paid leave. Sick leave is to be used in cases of actual sickness or injury of the employee or of a member of their immediate family which compels an employee to be absent from work. Sick leave may also be used for routine dentist and doctor visits as these visits maintain the health and productivity of the employee.
The immediate family of an employee includes the employee’s spouse, registered domestic partner, children, stepchildren, parents, grandparents and step-parents, where there was a child-rearing relationship, who are permanent household 8 SLMO 2023-2028 Memorandum of Understanding
members and whose well-being is dependent on the employee’s care as defined in the Personnel Rule X, Section 2, Sick Leave.
A full-time employee will accumulate sick leave at a rate of eight (8) hours for each full calendar month of service. An employee who is in unpaid status for 44 or more hours in a pay period shall not accrue sick leave for that pay period.
As part of the initial hiring agreement, the City Manager may grant to a new management employee up to one-half of that employee’s sick leave accumulated from the most recent employer, to a maximum of 160 hours.
The maximum sick leave accrual shall be 2,400 hours (300 days).
Payment for unused sick leave will be granted to full-time regular employees with at least fifteen (15) years continuous City service at death, retirement or resignation in good standing based on salary at termination, pursuant to the following schedule. Number of sick leave days accumulated, multiplied by seven and one-half percent (7½%), multiplied by the number of whole years of service, multiplied by the hourly rate at termination.
The above formula figure of seven and one-half percent (7½%) will be adjusted to ten percent (10%) for an employee who terminates City service after completing twenty-five (25) years of uninterrupted City service by way of termination, service retirement or resignation in good standing with the City.
Upon an employee’s retirement, sick leave may be used as: (1) service credit on an hour for hour basis, (2) cash in accordance with the above-mentioned formula; or (3) any combination of service credit and cash as requested by the employee. The combination of sick leave hours converted to service credit and sick leave hours cashed out shall never exceed the total number of accrued sick leave hours.
An employee whose death or permanent disability is a result of an accident which is held to be compensable by the Workers’ Compensation Appeals Board will receive payment for unused sick leave without regard to continuous City service according to the seven and one-half percent (7½%) formula. An employee who completed twenty-five (25) or more years of uninterrupted service shall receive payment for unused sick leave in accordance with the ten percent (10%) formula as described in the above paragraph.
4.3 Administrative Leave: Effective January 1 of each year, SLMO members will receive 80 hours of Administrative Leave to be used during the calendar year.
These hours cannot be carried over from year to year. Any hours not used within the calendar year will be lost and cannot be cashed out. Employees hired or promoted into SLMO after July 1 shall receive Administrative Leave prorated based on the number of pay periods remaining in the calendar year. 9 SLMO 2023-2028 Memorandum of Understanding
4.4 Funeral Leave: In the event of death in the immediate family of a full-time management employee, the employee shall, upon request to the supervisor, be granted such time off with pay as is necessary to make arrangements for the funeral and attend same, not to exceed a total of five (5) working days. This provision does not apply if the death and/or funeral occurs during the employee's paid vacation, or while the employee is on leave of absence, layoff, sick leave, or any other leave status.
The immediate family of an employee includes wife, husband, child, stepchild, father, mother, sister, brother, grandchildren, grandparents, mother-in-law, fatherin-law, or step-parent where there is a child-rearing relationship.
Funeral leave applies only in instances in which the employee attends the funeral or is required to make funeral arrangements, but is not applicable for other purposes such as settling the estate of the deceased. It is understood, however, that leave as provided in the preceding paragraph may be granted to commence prior to the death of a member of the employee’s immediate family or where death appears imminent.
4.5 Family Medical Leave Act/California Family Rights Act (FMLA/CFRA):
Employees may be eligible for leave under the Family Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA). The administration of any FMLA or CFRA leave provided for under this provision shall be in accordance with the provisions of the FMLA and the CFRA. Leave provided under this provision may run concurrently with other leaves provided under this agreement, as designated by Human Resources. Additional information regarding available leave benefits is set forth in City Administrative Procedure 1600, Family and Medical Leave Request Process and applicable State and/or Federal law.
4.6 Pregnancy Disability: Employees may be eligible for leave under the California Pregnancy Disability Leave Law (PDLL). The administration of any leave given under the PDLL shall be in accordance with the provisions of the PDLL. Leave provided under this provision may run concurrently with other leaves provided under this agreement. Additional information regarding available leave benefits is set forth in City Administrative Procedure 1630, Pregnancy Disability Leave Process.
4.7 Parental Leave: A full-time employee who becomes a parent upon the birth of a child or when a child begins residence with an employee who has commenced adoption proceedings or placement of a foster child shall be granted forty (40) hours leave with pay at the employee’s straight time rate. In addition, a parent may use one hundred twenty (120) hours of earned sick leave upon the birth of a child or when a child begins residence with an employee who has commenced adoption proceedings or foster care placement. Any leave granted under this provision shall run concurrently with FMLA/CFRA leave and must be used within the first 12- months of birth or placement with the employee. In no case will an employee be eligible for more than forty (40) hours of Parental Leave in a rolling 12-month 10 SLMO 2023-2028 Memorandum of Understanding
period, regardless of whether more than one birth, adoption or foster care placement event occurs within that 12-month rolling time frame.
4.8 Compensatory Time Cash Out: Employees promoting into the San Leandro Management Organization will have any accrued compensation time off cashed out immediately prior to promotion. Management employees are not eligible to earn compensatory time off.
Section 5.0 Holidays
Full-time regular employees shall be entitled to the following holidays:
January 1 (New Year's Day)
Third Monday in January (Martin Luther King's Birthday) Second Monday in February (Lincoln's Birthday)
Third Monday in February (Washington's Birthday)
March 31 (Cesar Chavez Day)
Last Monday in May (Memorial Day)
June 19 (Juneteenth)
July 4 (Independence Day)
First Monday in September (Labor Day)
November 11 (Veterans' Day)
Thanksgiving Day
Day after Thanksgiving
One-half (½) day on the day before Christmas
One-half (½) day on the day before New Year's Day
Christmas
Holidays will be credited at eight (8) hours for one (1) holiday, which equates to 112 hours per year. When a day herein listed falls on an employee's regular day off, the employee shall be entitled to a day off in lieu thereof within the calendar year. The day selected shall be subject to approval of the Department Head.
Management employees who work a designated alternative work schedule during a week that contains a holiday may work the hours necessary to account for the hour(s) in excess of eight (8) that the employee would have worked on the holiday in lieu of taking the time as vacation or VTO. The hour(s) worked shall be scheduled at a time mutually convenient to the employee and the Department Head.
Each employee represented by the organization shall also be entitled to one floating holiday, which shall be scheduled at time mutually convenient to the employee and the Department Head. The floating holiday must be taken during each calendar year and may not be carried over to another calendar year or converted into pay. Such holiday shall be granted to employees hired on or before September 1 of each calendar year. 11 SLMO 2023-2028 Memorandum of Understanding
Section 6.0 Management Incentive Pay
Full-time management employees shall receive management incentive pay at the rate of 80 hours per calendar year. Department Heads shall receive management incentive pay at the rate of 120 hours per calendar year. Such pay is given in recognition of the unique nature of their position (e.g. program direction, policy determination). Effective January 1, 2023, Management incentive pay will be rolled into base pay.
Department Heads shall be subject to an annual performance review by the City Manager. The City Manager, in their sole discretion, may award additional pay based on performance, pursuant to the provisions of the Personnel Rules or other granted authority.
Section 7.0 Deferred Compensation
The City shall maintain in effect the deferred compensation program as described in the San Leandro Administrative Code for the term of this Agreement. The City will match an employee’s contribution to the City’s Section 457 Deferred Compensation plan each pay period up to a maximum of 2% of employee’s base pay.
Section 8.0 Employee Wellness
The City agrees to continue to provide to employees an Employee Assistance Program as described in the City of San Leandro Personnel Manual, Administrative Procedure 1570. It is agreed that such program shall not be an automatic substitution for appropriate disciplinary action when such action is appropriate.
Section 9.0 Retirement– Three-tier System
The City shall, for full-time and qualifying part-time management staff, contribute to the California Public Employees' Retirement System (CalPERS) each pay period a portion of the employees’ contribution rate as established by law, equal to that percentage of the employees’ "compensation" as that term is administered by the Board of Administration of CalPERS, for the purpose of computing final compensation. Such contributions shall be reported to CalPERS as follows:
9.1 Tier One: For miscellaneous management employees hired prior to May 6, 2010, the City shall maintain a contract with CalPERS for the provision of a 2.5% @ 55 (highest 12 months) retirement benefit formula.
These plans shall contain the following options:
Remarriage post-survivor allowance continuance
Credit for unused sick leave option
Military service credit option
Employees shall pay the 8% of the employee contribution. Pursuant to IRS Code Section 414 (h) (2), these payments shall be made on a pre-tax basis. 12 SLMO 2023-2028 Memorandum of Understanding
9.2 Tier Two: For “classic” CalPERS members hired on or after May 6, 2010, the City shall maintain a contract with CalPERS for the provision of a 2% @ 55 (highest 36 months) retirement benefit formula pursuant to CalPERS requirements. Such plan will also contain the three optional benefits listed above.
Employees shall pay 7% of the employee contribution. Pursuant to IRS Code Section 414 (h) (2), these payments shall be made on a pre-tax basis.
9.3 Tier Three: For employees hired on or after January 1, 2013 and classified as “new” members of CalPERS as defined by Public Employees’ Pension Reform Act (PEPRA), the City shall maintain a contract with CalPERS for the provision of a 2% @ 62 (highest 36 months) retirement benefit formula. Also pursuant to PEPRA, these employees are responsible for paying one-half of the normal cost of this retirement plan.
Section 10.0 Compensation
Salary for each classification varies from step 1 to step 5 as shown in Appendix B, salary schedule. New hires and promotions may be placed at the step closest to a minimum five percent (5%) base salary increase, or any step, subject to the City Manager’s final approval. Employees may be advanced from their current step to the next higher step after each year of satisfactory performance.
The appendices reflects wage adjustments as follows:
Effective January 1, 2023, all classifications shall receive an equity salary adjustment with exceptions noted below. The adjustment will be 5% above the salary range placement from the 2022 compensation study completed by Koff and Associates, as shown in Appendix A. All employees will remain in their current step. • Positions that are above the equity salary adjustment will be Y-rated. An employee’s salary will be frozen, and no salary increases will be provided (including no cost of living adjustments) until the employee’s current salary is within the newly established salary range. If an employee is granted a merit increase, the employee will advance one-step in the newly established salary range. • The Economic Development Manager position will be placed in the salary range closest to the current salary range.
A five (5%) percent salary increase effective July 1, 2023.
A three and one-half (3.5%) percent salary increase effective July 1, 2024.
A three and one-half (3.5%) percent salary increase effective July 1, 2025.
A three (3%) percent salary increase effective July 1, 2026.
A five (5%) percent salary increase effective July 1, 2027. 13 SLMO 2023-2028 Memorandum of Understanding
Section 11.0 Application of Pay Rates
Management employees may be assigned to perform a substantial portion of the duties of permanent position in a higher classification on a temporary basis. Such assignments shall be termed “acting assignments” and shall be made by the Department Head only, with City Manager approval.
Acting assignments shall be made only in those instances where the acting employee is required to perform a substantial portion of the duties and responsibilities of the position for which the employee is acting. Acting pay shall not be authorized for periods of less than five (5) workdays.
Acting pay shall be that certain step in the salary range of the higher classification which generates an increase above the acting employee’s current salary of not less than five percent (5%).
Section 12.0 Bilingual Pay
Management employees certified by the City as bilingual will receive two hundred ($200) dollars per month bilingual pay when they are required to use a second language. Bilingual skills shall be necessary to the operation of the City, as determined by the Department Head, and confirmed by an appropriate certification process established by the City. Bilingual pay shall apply to the following languages: Spanish, Chinese, American Sign Language and other languages as determined by Human Resources.
Section 13.0 Employee Defense and Indemnity
In the event that all or part of a claim or judgment is for punitive or exemplary damages in any action otherwise governed by Section 825 of the Government Code and upon request of the employee against whom such claim or judgment is rendered, the City agrees to consider whether the findings set forth in Section 825(b) (1) through (3) may be made. This provision in no way obligates the City to pay punitive or exemplary damages unless it in fact makes those findings.
Section 14.0 Layoff
The appointing authority may lay off an employee in the competitive service because of material change in duties or organization or shortage of work or funds. If, by reason of expiration of a leave of absence, reduction in personnel, demotion to the class, or other cause, there are more employees in any class in the full-time competitive service than there are available positions in that class, the employee last employed in the class shall be laid off; if such employee obtained such position by promotion, they shall be demoted to the lower class from which they were promoted rather than be laid off. Layoff or demotion shall be based upon the amount of seniority an employee has in the 14 SLMO 2023-2028 Memorandum of Understanding
classification they are occupying (i.e., the employee with the least amount of seniority in the class shall be the first to be laid off or demoted, if job was obtained by promotion).
Forty (40) days before the effective date of a layoff, the appointing authority and/or designee shall notify Human Resources of the intended action with reasons therefore, and a statement certifying whether or not the services of the employee have been satisfactory. A copy of such notice shall be given to the employee affected at that time. If certified as having given satisfactory service, the name of the employee laid off shall be placed on the appropriate re-employment list.
Employees shall be given thirty (30) days written notice before the effective date of layoff.
All laid-off employees shall be placed on a re-employment list for the class from which they were laid off or demoted (i.e., the last person in the affected class to be laid off shall be the first re-hired when openings occur in that class or any other of the same pay for which the employee is qualified). If the employee on the re-employment list refuses the initial offer of re-employment, the employee's name shall be placed at the end of the reemployment list. If the same employee refuses proffered re-employment the second time, the employee shall be removed from the list and shall no longer be eligible for reemployment as a laid off employee.
Employees on the re-employment list shall be offered positions for which they qualify before new employees are hired.
Re-employment lists shall remain in effect for a period of one year. All employees on the re-employment list shall be mailed notices of vacancies in the City for a period of one year after their layoff.
Section 15.0 Work Hours
When management employees work extraordinary hours; due to large numbers of night meetings, emergencies, major projects, etc., they may, subject to the approval of the Department Head, or in the case of a Department Head, the City Manager, be authorized additional time off. Such time will be granted only for extraordinary hours; both in excess of the regular work schedule and that time compensated for by administrative leave; and not exceed forty (40) hours per year.
Managers in 24/7 operations whose regular work shift falls on a City holiday shall receive an equivalent number of hours off duty, to be scheduled subject to Department Head approval and used within one month of the holiday. Such time will not be banked, incremented, or paid in lieu of time off.
In no event shall this time be construed to constitute overtime compensation nor shall it be applied on an hour for hour basis. This time has no cash value and is not bankable. 15 SLMO 2023-2028 Memorandum of Understanding
Section 16.0 FEMA Reimbursed Overtime
In cases where there has been a declared emergency and the City receives cash reimbursement from FEMA, the City will reimburse represented employees for extraordinary overtime at an hour for hour basis.
Section 17.0 Flexible Work Schedules
When operationally appropriate and determined to be in the best interest of the City, departments may establish flexible work schedules. Establishment of such schedules shall be in the sole discretion of the Department Head with the approval of the City Manager.
Section 18.0 Management Development Program
In addition to the tuition reimbursement set forth herein, full-time employees shall receive a one thousand dollar ($1,000.00) per calendar year management development reimbursement. This reimbursement may be for such career development items as training courses, software, technical books, desktop computer, laptop, cell phones, tablets, and printer when utilized for work. The reimbursement may also be used for fitness related expenses such as health club/gym memberships, fitness classes (such as yoga, Pilates, aerobics), and exercise equipment (such as weights, treadmill, bicycle).
Expenses that would not qualify include camera, speakers, recreational sports equipment, sports team/competition fees, clothing, and vitamins/supplements.
Employees hired after July 1 will be eligible for a prorated amount.
Expenses reimbursed under this program are subject to the approval of the employees’ Department Head, or in place of the Department Head, the City Manager. Reimbursement approval shall be based on the finding that the product, training or service serves the purpose of contributing to the employee’s fitness, work productivity, and/or professional development. In the event a reimbursement request is denied, the employee may submit an appeal to the City Manager.
Section 19.0 Tuition Reimbursement
The Tuition Reimbursement Program of the City of San Leandro Personnel Manual, Administrative Procedure 1840 is incorporated here by reference. The maximum tuition reimbursement benefit under the program is one thousand dollars ($1,000.00) per employee per calendar year.
It is understood by the parties that classes taken as prerequisites to an approved course of study are covered by this Tuition Reimbursement Program. 16 SLMO 2023-2028 Memorandum of Understanding
Section 20.0 Bonus Pay
The City Manager, with sole discretion, may award additional pay based on performance, pursuant to the provisions of the Personnel Rules or other authority.
Section 21.0 Miscellaneous
21.1 Licenses/Certificates
City to provide reimbursements for management employees required to possess professional certificates or licenses. Optional professional certificates/licenses will be reimbursed if job announcements identify them as desirable for a specific position(s). In addition, other professional certificates/licenses may be reimbursed with the prior approval of the Department Head and the concurrence of the City Manager.
21.2 Safety Shoes
Managers assigned to classifications designated by the City who are required to wear safety shoes shall be reimbursed on a biennial basis. The maximum amount will be two hundred and twenty-five dollars ($225.00).
21.3 Application of Pay and Benefits
Only employees of the City, at the time this agreement is ratified by the City Council, are eligible to receive any of the salary or benefits so provided.
21. 4 Classification and Compensation Study
Due to insufficient data in the compensation study completed in 2022, the following classifications shall be re-studied by December 31, 2024. The parties agreed that the study’s results, whether above or below market median, will be implemented. a. City Engineer
b. Engineering and Transportation Director
c. Library Services Manager
d. Water Pollution Control Manager
Section 22.0 Term of Agreement
The above modifications have been agreed upon by the signatories of this Memorandum and shall be presented as a joint recommendation for implementation in reference to all employees represented by the San Leandro Management Organization. The modifications listed herein shall be effective for the period of time listed in Section 1.0. 17 SLMO 2023-2028 Memorandum of Understanding
Dated: Dated:
CITY REPRESENTATIVE SAN LEANDRO MANAGEMENT
ORGANIZATION REPRESENTATIVES
Frances Robustelli Andrew Mogensen, President
City Manager
Kirsten Foley, Vice President
18 SLMO 2023-2028 Memorandum of Understanding
Appendix A
SLMO Equity Adjustments
Effective 01/01/2023
CLASSIFICATION PERCENTAGE
Assistant City Manager 7.65%
Assistant Finance Director 20.50%
Chief Building Official 1.45%
Chief Technology Officer 12.88%
City Clerk 3.86%
City Engineer 6.65%
Community Development Director 4.90%
Deputy City Manager 20.59%
Engineering and Transportation Director 10.21%
Engineering Manager 1.45%
Finance Director 7.52%
Finance Manager (Title changed from Financial Services Manager) 6.40% Housing Manager (Title changed from Housing-Community Development Block Grant Manager)
1.27%
Human Resources Director 10.13%
Library Director 7.44%
Planning Manager 3.91%
Police Support Services Manager 6.40%
Public Information Officer 8.99%
Public Works Director (Title changed from Public Works Services Director) 10.21% Public Works Services Manager (Title changed from Deputy Public Works Director) 3.80% Water Pollution Control Manager 6.58%
CITY OF SAN LEANDRO
SLMO Salary Schedule
Effective 01/01/2023
CLASSIFICATION Step 1 Step 2 Step 3 Step 4 Step 5
Assistant Chief Technology Officer 14572 15300 16066 16869 17712 Assistant City Manager 18653 19586 20565 21593 22673
Assistant Community Development Director 14216 14927 15674 16457 17280 Assistant Engineering and Transportation Director 14936 15683 16467 17291 18155 Assistant Finance Director 14572 15300 16066 16869 17712 Assistant Library Director 13870 14563 15291 16056 16859 Assistant Public Works Director 14936 15683 16467 17291 18155 Assistant to the City Manager 10061 10564 11093 11647 12230 Chief Building Official 12879 13523 14200 14910 15655
Chief Technology Officer 16899 17744 18631 19563 20541
City Clerk 11960 12558 13186 13845 14537
City Engineer 14216 14927 15674 16457 17280
Community Development Director 16487 17311 18177 19085 20040 Deputy City Manager 15310 16075 16879 17723 18609
Economic Development Manager 12565 13194 13853 14546 15273 Economic Development Manager (y-rate) 12695 13330 13997 14699 15432 Emergency Services Manager 10061 10564 11093 11647 12230 Engineering and Transportation Director 17321 18187 19097 20052 21054 Engineering Manager 12879 13523 14200 14910 15655
Finance Director 16899 17744 18631 19563 20541
Finance Manager 1 11668 12252 12864 13507 14183
Financial Analyst 9115 9571 10049 10552 11079
Housing Manager 2 11106 11661 12244 12856 13499
Human Resources Director 16487 17311 18177 19085 20040
Human Resources Manager 12259 12872 13515 14191 14901
Human Services Director 16487 17311 18177 19085 20040
Human Services Manager 10835 11377 11946 12543 13170
Human Services Manager (y-rate) 10968 11517 12092 12695 13330 Information Technology Manager 12259 12872 13515 14191 14901 Library Director 16085 16889 17733 18620 19551
Library Services Manager 11960 12558 13186 13845 14537
Library Services Manager (y-rate) 12092 12695 13330 13997 14699 Management Analyst I 8258 8671 9104 9559 10037
Management Analyst I (y-rate) 8592 9022 9474 9948 10445 Management Analyst II 9115 9571 10049 10552 11079
Management Analyst II (y-rate) 9474 9948 10445 10968 11133 Planning Manager 12565 13194 13853 14546 15273
Police Support Services Manager 11668 12252 12864 13507 14183 Principal Planner 11384 11953 12550 13178 13837
Principal Planner (y-rate) 11517 12092 12695 13330 13997 Public Information Officer 11384 11953 12550 13178 13837 Public Works Director 3 17321 18187 19097 20052 21054
Monthly
Appendix B
CITY OF SAN LEANDRO
SLMO Salary Schedule
Effective 01/01/2023
CLASSIFICATION Step 1 Step 2 Step 3 Step 4 Step 5
Public Works Services Manager 4 11384 11953 12550 13178 13837 Recreation Services Manager 5 10835 11377 11946 12543 13170 Recreation Services Manager 5 (y-rate) 10968 11517 12092 12695 13330 Senior Engineer 11384 11953 12550 13178 13837
Senior Engineer (y-rate) 11517 12092 12695 13330 13997
Senior Human Resources Analyst 10061 10564 11093 11647 12230 Senior Human Resources Analyst (y-rate) 10445 10968 11517 12092 12695 Senior Management Analyst 10061 10564 11093 11647 12230 Senior Management Analyst (y-rate) 10968 11517 12092 12695 13330 Water Pollution Control Manager 13531 14208 14918 15664 16448
CLASSIFICATION (ELIMINATED)
Assistant Information Technology Manager
Assistant Recreation and Human Services Director
Assistant Water Pollution Control Manager
Chief Innovation Officer
Deputy Community Development Director
Environmental Services Manager
Facilities and Open Space Manager
Grants Administrator
Police Business Manager
Recreation and Human Services Director
Senior Transportation Engineer
Shoreline Operations Manager
Street Maintenance Manager
CLASSIFICATION (TITLE CHANGED FROM)
1 Financial Services Manager
2 Housing-CDBG Manager
3 Public Works Services Director
4 Deputy Public Works Services Director
5 Recreation and Human Services Manager
CITY OF SAN LEANDRO
SLMO Salary Schedule
Effective 07/01/2023
CLASSIFICATION Step 1 Step 2 Step 3 Step 4 Step 5
Assistant Chief Technology Officer 15300 16065 16869 17712 18598 Assistant City Manager 19586 20565 21593 22673 23807
Assistant Community Development Director 14927 15674 16457 17280 18144 Assistant Engineering and Transportation Director 15683 16467 17290 18155 19063 Assistant Finance Director 15300 16065 16869 17712 18598 Assistant Library Director 14563 15291 16056 16859 17702 Assistant Public Works Director 15683 16467 17290 18155 19063 Assistant to the City Manager 10564 11093 11647 12230 12841 Chief Building Official 13523 14199 14909 15655 16438
Chief Technology Officer 17744 18631 19563 20541 21568
City Clerk 12558 13186 13845 14537 15264
City Engineer 14927 15674 16457 17280 18144
Community Development Director 17311 18177 19085 20040 21042 Deputy City Manager 16075 16879 17723 18609 19539
Economic Development Manager 13193 13853 14546 15273 16037 Emergency Services Manager 10564 11093 11647 12230 12841 Engineering and Transportation Director 18187 19097 20052 21054 22107 Engineering Manager 13523 14199 14909 15655 16438
Finance Director 17744 18631 19563 20541 21568
Finance Manager 12251 12864 13507 14183 14892
Financial Analyst 9571 10049 10552 11079 11633
Housing Manager 11661 12244 12856 13499 14174
Human Resources Director 17311 18177 19085 20040 21042
Human Resources Manager 12872 13515 14191 14901 15646
Human Services Director 17311 18177 19085 20040 21042
Human Services Manager 11377 11946 12543 13170 13828
Information Technology Manager 12872 13515 14191 14901 15646 Library Director 16889 17733 18620 19551 20528
Library Services Manager 12558 13186 13845 14537 15264
Management Analyst I 8671 9104 9559 10037 10539
Management Analyst II 9571 10049 10552 11079 11633
Planning Manager 13193 13853 14546 15273 16037
Police Support Services Manager 12251 12864 13507 14183 14892 Principal Planner 11953 12550 13178 13837 14529
Public Information Officer 11953 12550 13178 13837 14529 Public Works Director 18187 19097 20052 21054 22107
Public Works Services Manager 11953 12550 13178 13837 14529 Recreation Services Manager 11377 11946 12543 13170 13828 Senior Engineer 11953 12550 13178 13837 14529
Senior Human Resources Analyst 10564 11093 11647 12230 12841 Senior Management Analyst 10564 11093 11647 12230 12841 Senior Management Analyst (y-rate) 10968 11517 12092 12695 13330 Water Pollution Control Manager 14208 14918 15664 16447 17270 Monthly
CITY OF SAN LEANDRO
SLMO Salary Schedule
Effective 07/01/2024
CLASSIFICATION Step 1 Step 2 Step 3 Step 4 Step 5
Assistant Chief Technology Officer 15836 16628 17459 18332 19249 Assistant City Manager 20271 21285 22349 23466 24640
Assistant Community Development Director 15450 16222 17033 17885 18779 Assistant Engineering and Transportation Director 16232 17043 17895 18790 19730 Assistant Finance Director 15836 16628 17459 18332 19249 Assistant Library Director 15073 15826 16618 17449 18321 Assistant Public Works Director 16232 17043 17895 18790 19730 Assistant to the City Manager 10934 11481 12055 12658 13290 Chief Building Official 13997 14696 15431 16203 17013
Chief Technology Officer 18365 19283 20247 21259 22322
City Clerk 12997 13647 14329 15046 15798
City Engineer 15450 16222 17033 17885 18779
Community Development Director 17917 18813 19753 20741 21778 Deputy City Manager 16637 17469 18343 19260 20223
Economic Development Manager 13655 14338 15055 15808 16598 Emergency Services Manager 10934 11481 12055 12658 13290 Engineering and Transportation Director 18824 19765 20753 21791 22880 Engineering Manager 13997 14696 15431 16203 17013
Finance Director 18365 19283 20247 21259 22322
Finance Manager 12680 13314 13980 14679 15413
Financial Analyst 9906 10401 10921 11467 12040
Housing Manager 12069 12673 13306 13972 14670
Human Resources Director 17917 18813 19753 20741 21778
Human Resources Manager 13322 13988 14688 15422 16193
Human Services Director 17917 18813 19753 20741 21778
Human Services Manager 11775 12364 12982 13631 14312
Information Technology Manager 13322 13988 14688 15422 16193 Library Director 17480 18354 19271 20235 21247
Library Services Manager 12997 13647 14329 15046 15798
Management Analyst I 8974 9423 9894 10389 10908
Management Analyst II 9906 10401 10921 11467 12040
Planning Manager 13655 14338 15055 15808 16598
Police Support Services Manager 12680 13314 13980 14679 15413 Principal Planner 12371 12989 13639 14321 15037
Public Information Officer 12371 12989 13639 14321 15037 Public Works Director 18824 19765 20753 21791 22880
Public Works Services Manager 12371 12989 13639 14321 15037 Recreation Services Manager 11775 12364 12982 13631 14312 Senior Engineer 12371 12989 13639 14321 15037
Senior Human Resources Analyst 10934 11481 12055 12658 13290 Senior Management Analyst 10934 11481 12055 12658 13290 Senior Management Analyst (y-rate) 10968 11517 12092 12695 13330 Water Pollution Control Manager 14705 15440 16212 17023 17874 Monthly
CITY OF SAN LEANDRO
SLMO Salary Schedule
Effective 07/01/2025
CLASSIFICATION Step 1 Step 2 Step 3 Step 4 Step 5
Assistant Chief Technology Officer 16390 17210 18070 18974 19922 Assistant City Manager 20981 22030 23131 24288 25502
Assistant Community Development Director 15990 16790 17629 18511 19436 Assistant Engineering and Transportation Director 16800 17640 18522 19448 20420 Assistant Finance Director 16390 17210 18070 18974 19922 Assistant Library Director 15600 16380 17199 18059 18962 Assistant Public Works Director 16800 17640 18522 19448 20420 Assistant to the City Manager 11317 11883 12477 13101 13756 Chief Building Official 14487 15211 15971 16770 17608
Chief Technology Officer 19008 19958 20956 22004 23104
City Clerk 13452 14125 14831 15573 16351
City Engineer 15990 16790 17629 18511 19436
Community Development Director 18544 19471 20445 21467 22540 Deputy City Manager 17220 18081 18985 19934 20931
Economic Development Manager 14133 14840 15582 16361 17179 Emergency Services Manager 11317 11883 12477 13101 13756 Engineering and Transportation Director 19483 20457 21480 22554 23681 Engineering Manager 14487 15211 15971 16770 17608
Finance Director 19008 19958 20956 22004 23104
Finance Manager 13124 13780 14469 15193 15952
Financial Analyst 10253 10765 11303 11869 12462
Housing Manager 12492 13116 13772 14461 15184
Human Resources Director 18544 19471 20445 21467 22540
Human Resources Manager 13788 14478 15202 15962 16760
Human Services Director 18544 19471 20445 21467 22540
Human Services Manager 12187 12796 13436 14108 14813
Information Technology Manager 13788 14478 15202 15962 16760 Library Director 18092 18996 19946 20943 21991
Library Services Manager 13452 14125 14831 15573 16351
Management Analyst I 9288 9753 10240 10752 11290
Management Analyst II 10253 10765 11303 11869 12462
Planning Manager 14133 14840 15582 16361 17179
Police Support Services Manager 13124 13780 14469 15193 15952 Principal Planner 12804 13444 14116 14822 15563
Public Information Officer 12804 13444 14116 14822 15563 Public Works Director 19483 20457 21480 22554 23681
Public Works Services Manager 12804 13444 14116 14822 15563 Recreation Services Manager 12187 12796 13436 14108 14813 Senior Engineer 12804 13444 14116 14822 15563
Senior Human Resources Analyst 11317 11883 12477 13101 13756 Senior Management Analyst 11317 11883 12477 13101 13756 Water Pollution Control Manager 15220 15981 16780 17619 18500 Monthly
CITY OF SAN LEANDRO
SLMO Salary Schedule
Effective 07/01/2026
CLASSIFICATION Step 1 Step 2 Step 3 Step 4 Step 5
Assistant Chief Technology Officer 16882 17726 18612 19543 20520 Assistant City Manager 21610 22691 23825 25017 26267
Assistant Community Development Director 16470 17294 18158 19066 20020 Assistant Engineering and Transportation Director 17304 18169 19078 20032 21033 Assistant Finance Director 16882 17726 18612 19543 20520 Assistant Library Director 16068 16872 17716 18601 19531 Assistant Public Works Director 17304 18169 19078 20032 21033 Assistant to the City Manager 11656 12239 12851 13494 14168 Chief Building Official 14921 15667 16451 17273 18137
Chief Technology Officer 19578 20557 21585 22664 23797
City Clerk 13856 14549 15276 16040 16842
City Engineer 16470 17294 18158 19066 20020
Community Development Director 19100 20055 21058 22111 23217 Deputy City Manager 17737 18623 19555 20532 21559
Economic Development Manager 14557 15285 16049 16852 17694 Emergency Services Manager 11656 12239 12851 13494 14168 Engineering and Transportation Director 20067 21071 22124 23230 24392 Engineering Manager 14921 15667 16451 17273 18137
Finance Director 19578 20557 21585 22664 23797
Finance Manager 13518 14194 14903 15649 16431
Financial Analyst 10560 11088 11643 12225 12836
Housing Manager 12866 13510 14185 14895 15639
Human Resources Director 19100 20055 21058 22111 23217
Human Resources Manager 14202 14912 15658 16441 17263
Human Services Director 19100 20055 21058 22111 23217
Human Services Manager 12553 13180 13839 14531 15258
Information Technology Manager 14202 14912 15658 16441 17263 Library Director 18635 19566 20545 21572 22650
Library Services Manager 13856 14549 15276 16040 16842
Management Analyst I 9567 10045 10548 11075 11629
Management Analyst II 10560 11088 11643 12225 12836
Planning Manager 14557 15285 16049 16852 17694
Police Support Services Manager 13518 14194 14903 15649 16431 Principal Planner 13188 13848 14540 15267 16030
Public Information Officer 13188 13848 14540 15267 16030 Public Works Director 20067 21071 22124 23230 24392
Public Works Services Manager 13188 13848 14540 15267 16030 Recreation Services Manager 12553 13180 13839 14531 15258 Senior Engineer 13188 13848 14540 15267 16030
Senior Human Resources Analyst 11656 12239 12851 13494 14168 Senior Management Analyst 11656 12239 12851 13494 14168 Water Pollution Control Manager 15677 16460 17283 18148 19055 Monthly
CITY OF SAN LEANDRO
SLMO Salary Schedule
Effective 07/01/2027
CLASSIFICATION Step 1 Step 2 Step 3 Step 4 Step 5
Assistant Chief Technology Officer 17726 18612 19543 20520 21546 Assistant City Manager 22691 23825 25017 26267 27581
Assistant Community Development Director 17294 18158 19066 20020 21021 Assistant Engineering and Transportation Director 18169 19078 20031 21033 22085 Assistant Finance Director 17726 18612 19543 20520 21546 Assistant Library Director 16872 17715 18601 19531 20508 Assistant Public Works Director 18169 19078 20031 21033 22085 Assistant to the City Manager 12239 12851 13494 14168 14877 Chief Building Official 15667 16451 17273 18137 19044
Chief Technology Officer 20557 21585 22664 23797 24987
City Clerk 14549 15276 16040 16842 17684
City Engineer 17294 18158 19066 20020 21021
Community Development Director 20055 21058 22111 23217 24377 Deputy City Manager 18623 19555 20532 21559 22637
Economic Development Manager 15285 16049 16852 17694 18579 Emergency Services Manager 12239 12851 13494 14168 14877 Engineering and Transportation Director 21071 22124 23230 24392 25611 Engineering Manager 15667 16451 17273 18137 19044
Finance Director 20557 21585 22664 23797 24987
Finance Manager 14194 14903 15649 16431 17253
Financial Analyst 11088 11643 12225 12836 13478
Housing Manager 13510 14185 14895 15639 16421
Human Resources Director 20055 21058 22111 23217 24377
Human Resources Manager 14912 15658 16441 17263 18126
Human Services Director 20055 21058 22111 23217 24377
Human Services Manager 13180 13839 14531 15258 16021
Information Technology Manager 14912 15658 16441 17263 18126 Library Director 19566 20544 21572 22650 23783
Library Services Manager 14549 15276 16040 16842 17684
Management Analyst I 10045 10548 11075 11629 12210
Management Analyst II 11088 11643 12225 12836 13478
Planning Manager 15285 16049 16852 17694 18579
Police Support Services Manager 14194 14903 15649 16431 17253 Principal Planner 13848 14540 15267 16030 16832
Public Information Officer 13848 14540 15267 16030 16832 Public Works Director 21071 22124 23230 24392 25611
Public Works Services Manager 13848 14540 15267 16030 16832 Recreation Services Manager 13180 13839 14531 15258 16021 Senior Engineer 13848 14540 15267 16030 16832
Senior Human Resources Analyst 12239 12851 13494 14168 14877 Senior Management Analyst 12239 12851 13494 14168 14877 Water Pollution Control Manager 16460 17283 18148 19055 20008 Monthly