City of San Rafael Investment Policy
PROPOSED June 17, 2024
The City Council of the City of San Rafael (the City) has adopted this Investment Policy (the Policy) in order to establish the investment scope, objectives, delegation of authority, standards of prudence, reporting requirements, internal controls, eligible investments and transactions, diversification requirements, risk tolerance, and safekeeping and custodial procedures for the investment of the funds of the City. All such funds will be invested in accordance with this Policy and with applicable sections of the California Government Code.
This Policy was endorsed and adopted by the City Council on the approved date noted above.
It replaces any previous investment policy or investment procedures of the City.
SCOPE
It is intended that this Policy cover all short-term operating funds and investment activities of the City. These funds are accounted for in the annual audit report, and include:
• General Fund
• Special Revenue Funds
• Debt Service Funds
• Capital Projects Funds
• Enterprise Funds
• Internal Service Funds
• Fiduciary Funds
Additional funds that may be created from time to time shall be administered in accordance with the provisions of this Policy.
All cash shall be pooled for investment purposes. The investment income derived from the pooled investment account shall be allocated to the contributing funds based upon the proportion of the respective average balances relative to the total pooled balance in the investment portfolio. Investment income shall be distributed to the individual funds not less than annually.
OBJECTIVES
The City’s funds shall be invested in compliance with all applicable City Municipal Codes, California State statutes, and Federal regulations, and in a manner designed to accomplish the following objectives, which are listed in priority order:
1. Preservation of capital and protection of investment principal.
2. Maintenance of sufficient liquidity to meet anticipated cash flows.
3. Attainment of a market value rate of return.
4. Diversification to avoid incurring unreasonable market risks.
City of San Rafael
Investment Policy
June 17, 2024
DELEGATION OF AUTHORITY
The management responsibility for the City’s investment program is delegated annually by the City Council to the Treasurer pursuant to California Government Code Section 53607.
The Treasurer may delegate the authority to conduct investment transactions and to manage the operation of the investment portfolio to other specifically authorized staff members. The Treasurer shall maintain a list of persons authorized to transact securities business for the City. No person may engage in an investment transaction except as expressly provided under the terms of this Policy.
The City Manager and the Treasurer jointly shall develop written administrative procedures and internal controls, consistent with this Policy, for the operation of the City's investment program. Such procedures shall be designed to prevent losses of public funds arising from fraud, employee error, misrepresentation by third parties, or imprudent actions by employees of the City.
The City may engage the support services of outside investment advisors in regard to its investment program, so long as it can be clearly demonstrated that these services produce a net financial advantage or necessary financial protection of the City's financial resources.
PRUDENCE
The standard of prudence to be used for managing the City's investments shall be California Government Code Section 53600.3, the prudent investor standard which states, “When investing, reinvesting, purchasing, acquiring, exchanging, selling, or managing public funds, a trustee shall act with care, skill, prudence, and diligence under the circumstances then prevailing, including, but not limited to, the general economic conditions and the anticipated needs of the agency, that a prudent person acting in a like capacity and familiarity with those matters would use in the conduct of funds of a like character and with like aims, to safeguard the principal and maintain the liquidity needs of the agency.” The City's overall investment program shall be designed and managed with a degree of professionalism that is worthy of the public trust. The City recognizes that no investment is totally without risk and that the investment activities of the City are a matter of public record.
Accordingly, the City recognizes that occasional measured losses may be desirable in a diversified portfolio and shall be considered within the context of the overall portfolio's return, provided that adequate diversification has been implemented and that the sale of a security is in the best long-term interest of the City.
The Treasurer and authorized investment personnel acting in accordance with written procedures and exercising due diligence shall be relieved of personal responsibility for an individual security's credit risk or market price changes, provided that the deviations from expectations are reported in a timely fashion to the City Manager and appropriate action is taken to control adverse developments.
City of San Rafael
Investment Policy
June 17, 2024
ETHICS AND CONFLICTS OF INTEREST
Elected officials and employees involved in the investment process shall refrain from personal business activity that could conflict with proper execution of the investment program or that could impair or create the appearance of an impairment of their ability to make impartial investment decisions. Employees and investment officials shall disclose to the City Manager any business interests they have in financial institutions that conduct business with the City and they shall subordinate their personal investment transactions to those of the City. In addition, the City Manager and the Treasurer shall file a Statement of Economic Interests each year pursuant to California Government Code Section 87203 and regulations of the Fair Political Practices Commission.
AUTHORIZED SECURITIES AND TRANSACTIONS
All investments and deposits of the City shall be made in accordance with California Government Code Sections 16429.1, 53600-53609 and 53630-53686, except that, pursuant to California Government Code Section 5903(e), proceeds of bonds and any moneys set aside or pledged to secure payment of the bonds may be invested in securities or obligations described in the ordinance, resolution, indenture, agreement, or other instrument providing for the issuance of the bonds. Within the investments permitted by the Code, the City seeks to further restrict eligible investments to the guidelines listed below. In the event a discrepancy is found between this policy and the Code, the more restrictive parameters will take precedence. In accordance with California Government Code listed above, the “Total Portfolio” includes all investments and deposits including funds in any money market accounts and governmental pools such as LAIF. Any percentage limitations are deemed to be calculated on the “Total Portfolio” and are measured based on the market value of the investment at the time of purchase. Minimum credit quality requirements apply at time of purchase.
The City has further restricted the eligible types of securities and transactions as follows:
1. United States Treasury bills, notes and bonds and other government obligations for which the full faith and credit of the United States are pledged for the payment of principal and interest with a final maturity not exceeding five years from the date of trade settlement.
There are no limits on the dollar amount or percentage that the City may invest in U.S.
Treasury obligations
2. Federal Agency securities or United States Government-Sponsored Enterprise obligations, participations, or other instruments, including those issued by or fully guaranteed as to principal and interest by federal agencies or United States governmentsponsored enterprises with a final maturity not exceeding five years from the date of trade settlement. No more than 30% of the portfolio may be invested in any single Agency/GSE issuer. The maximum percent of agency callable securities in the portfolio will be 20%.
3. Mortgage and Asset-Backed Obligations: Any mortgage pass-through security, collateralized mortgage obligation, mortgage-backed or other pay-through bond, equipment lease-backed certificate, consumer receivable-pass-through certificate, or consumer receivable-backed bond from issuers not defined in paragraphs 1 and 2 of the City of San Rafael
Investment Policy
June 17, 2024
Authorized Securities and Transactions section of this policy, with a final maturity not exceeding five years from the date of trade settlement. Investments in mortgage and asset-backed obligations shall be be rated in a rating category of “AA” or the equivalent or better by at least one nationally recognized statistical rating organization (NRSRO).
Purchases of securities authorized by this section may not exceed 20% of the City’s total portfolio. No more than 5% of the portfolio may be invested in any single asset-backed or commercial mortgage security issuer.
4. Supranational Securities: United States dollar denominated, senior unsecured and unsubordinated obligations issued or unconditionally guaranteed by the International Bank for Reconstruction and Development, International Finance Corporation, or InterAmerican Development Bank, with a maximum maturity not exceeding five years from the date of trade settlement, and eligible for purchase and sale within the United States.
Investments in supranational securities shall be rated in a rating category of “AA” or the equivalent or better by at least one NRSRO and shall not exceed 30% of the City’s total portfolio. No more than 10% of the portfolio may be invested in any single issuer.
5. Medium-Term Notes issued by corporations organized and operating within the United States or by depository institutions licensed by the United States or any state and operating within the United States, with a final maturity not exceeding five years from the date of trade settlement, and rated in a rating category of “A” or the equivalent or better by at least one NRSRO. No more than 5% of the portfolio shall be invested in mediumterm notes of any one issuer, and the aggregate investment in medium-term notes shall not exceed 30% of the City’s total portfolio.
6. Negotiable Certificates of Deposits (CDs) issued by a nationally or state-chartered bank, a savings association or a federal association, a state or federal credit union, or by a federally licensed or state-licensed branch of a foreign bank rated at least A-1, or the equivalent or better by at least one NRSRO, or with long-term obligations rated in a rating category of “A” or the equivalent or better by at least one NRSRO, with maturities not exceeding five years from the date of trade settlement. Amounts up to the FDIC limit do not require any credit ratings. Amounts above the FDIC limit must follow the credit requirements listed above. In addition, the City may not invest in the CD of a state or federal credit union where any person with investment decision making authority at the City also serves on the board of directors, or any committee appointed by the board of directors, or the credit committee or the supervisory committee of the state or federal credit union issuing the negotiable certificates of deposit. No more than 5% of the portfolio may be invested in the CDs of any one issuer, and the aggregate investment in CDs shall not exceed 30% of the portfolio.
7. Non-negotiable Certificates of Deposit and savings deposits with a maturity not exceeding five years from the date of trade settlement, in FDIC insured state or nationally chartered banks or savings banks that qualify as a depository of public funds in the State of California as defined in California Government Code Section 53630.5. No more than 5% of the portfolio may be invested in the CDs of any one issuer, and the aggregate investment in CDs shall not exceed 20% of the portfolio.
Deposits in excess of the insured amount shall be secured pursuant to California Government Code Section 53651 and 53652. The City shall comply with and act to secure City of San Rafael
Investment Policy
June 17, 2024
compliance with the security (collateralization) system specified in the Government Code Section 53649 and 56652.
Deposits may be placed using a private sector entity that assists in the placement of deposits per section 53601.8 and 53635.8 in the Government Code. No more than 5% of the portfolio may be invested through any one private sector entity that assists in the placement of such deposits and the aggregate investment in CDs shall not exceed 20% of the portfolio.
8. Municipal Securities including obligations of the State of California and any local agency within the State of California, including Special Assessment District Obligations issued by the City of San Rafael as Limited Obligation Improvement Bonds related to special assessment districts and special tax districts. Municipal securities shall be rated in a rating category of “A” or its equivalent or better by at least one NRSRO. No more than 5% of the portfolio may be invested in any single issuer. No more than 30% of the portfolio may be in Municipal Securities. The maximum maturity shall not exceed five (5) years. Investment in Special Assessment District Obligations issued by the City of San Rafael as Limited Obligation Improvement Bonds requires the approval of the City Council and maturities may extend to 30 years from the date of trade settlement.
9. Municipal Securities (Registered Treasury Notes or Bonds) of any of the other 49 states in addition to California, including bonds payable solely out of the revenues from a revenue-producing property owned, controlled, or operated by a state or by a department, board, agency, or authority of any of the other 49 states, in addition to California. The securities are rated in a rating category of “A” or its equivalent or better by at least one NRSRO. No more than 5% of the portfolio may be invested in any single issuer. No more than 30% of the portfolio may be in Municipal Securities. The maximum maturity does not exceed five (5) years.
10. Prime Commercial Paper with a maturity not exceeding 270 days from the date of purchase with the highest ranking or of the highest letter and number rating as provided for by at least one NRSRO. The entity that issues the commercial paper shall meet all of the following conditions in either sub-paragraph A. or sub-paragraph B. below:
A. The entity shall (1) be organized and operating in the United States as a general corporation, (2) have total assets in excess of five $500,000,000 and (3) Have debt other than commercial paper, if any, that is rated “A” or higher by a NRSRO.
B. The entity shall (1) be organized within the United States as a special purpose corporation, trust, or limited liability company, (2) have program-wide credit enhancements, including, but not limited to, over collateralization, letters of credit or surety bond and (3) have commercial paper that is rated “A-1” or higher, or the equivalent, by a NRSRO.
Purchases of eligible commercial paper may not represent more than 10% of the outstanding commercial paper of any single corporate issuer. No more than 5% of the City’s total portfolio, shall be invested in the commercial paper of any one issuer, and the City of San Rafael
Investment Policy
June 17, 2024
aggregate investment in commercial paper shall not exceed 25% of the City’s total portfolio.
11. Eligible Banker’s Acceptances issued by FDIC insured commercial banks, rated at least A-1 or the equivalent or better by at least one NRSRO with maturities not exceeding 180 days from the date of purchase. If issuers have senior debt outstanding, it shall be rated in a rating category of at least “A” or the equivalent or better by at least one NRSRO. No more than $2,000,000 shall be invested in banker’s acceptances of any one commercial bank, and the aggregate investment in banker’s acceptances shall not exceed 40% of the City’s total portfolio.
12. Repurchase Agreements with a final termination date not exceeding one year collateralized by U.S. Treasury obligations, Federal Agency securities, or Federal Instrumentality securities listed in items 1 or 2 above with the maturity of the collateral not exceeding five years. For the purpose of this section, the term collateral shall mean purchased securities under the terms of the City’s approved Master Repurchase Agreement. The purchased securities shall have a minimum market value including accrued interest of 102% of the dollar value of the funds borrowed. Collateral shall be held in the City's custodian bank, as safekeeping agent, and the market value of the collateral securities shall be marked-to-the-market daily.
Repurchase Agreements shall be entered into only with broker/dealers who are recognized as Primary Dealers by the Federal Reserve Bank of New York or have a primary dealer within their holding company structure. Repurchase agreement counterparties shall execute a City approved Master Repurchase Agreement with the City.
The Treasurer shall maintain a copy of the City's approved Master Repurchase Agreement along with a list of the broker/dealers who have executed same.
13. State of California’s Local Agency Investment Fund (LAIF), pursuant to California Government Code Section 16429.1.
14. Money Market Funds registered under the Investment Company Act of 1940 that (1) are “no-load” (meaning no commission or fee shall be charged on purchases or sales of shares); (2) have a constant daily net asset value per share of $1.00; (3) invest only in United States Treasury securities, United States Agency securities and Federal Instrumentality securities and (4) have a rating equivalenting the highest letter and numerical rating by at least two NRSROs. The aggregate investment in money market funds shall not exceed 20% of the City’s total portfolio.
15. Collateralized Bank Deposits. City’s deposits with financial institutions will be collateralized with pledged securities per California Government Code, Section 53651. There are no limits on the dollar amount or percentage that the City may invest in collateralized bank deposits.
It is the intent of the City that the foregoing list of authorized securities and transactions is strictly interpreted.
City of San Rafael
Investment Policy
June 17, 2024
PROHIBITED INVESTMENT VEHICLES AND PRACTICES
• State law notwithstanding, any investments not specifically described herein are prohibited, including, but not limited to futures and options. • In accordance with Government Code, Section 53601.6, investment in inverse floaters, range notes, or mortgage derived interest-only strips is prohibited. • Investment in any security that could result in a zero interest accrual if held to maturity is prohibited. Under a provision sunsetting on January 1, 2026, securities backed by the U.S. Government that could result in a zero- or negative-interest accrual if held to maturity are permitted.
• Trading securities for the sole purpose of speculating on the future direction of interest rates is prohibited.
• Purchasing or selling securities on margin is prohibited. • The use of reverse repurchase agreements, securities lending or any other form of borrowing or leverage is prohibited.
• The purchase of foreign currency denominated securities is prohibited. • Agencies that are not Qualified Institutional Buyers (QIB) as defined by the Securities and Exchange Commission are prohibited from purchasing Private Placement Securities. The SEC defines a QIB as having at least $100,000,000 in securities owned and invested.
• Direct investments in issuers whose primary business revenue is derived from the exploration, extraction, and processing of fossil fuels.
INVESTMENT POOLS/MUTUAL FUNDS
The City shall conduct a thorough investigation of any pool or mutual fund prior to making an investment, and on a continual basis thereafter. The Treasurer shall develop a questionnaire which will answer the following general questions:
• A description of eligible investment securities, and a written statement of investment policy and objectives.
• A description of interest calculations and how it is distributed, and how gains and losses are treated.
• A description of how the securities are safeguarded (including the settlement processes), and how often the securities are priced and the program audited. • A description of who may invest in the program, how often, what size deposit and withdrawal are allowed.
• A schedule for receiving statements and portfolio listings. • Are reserves, retained earnings, etc. utilized by the pool/fund? • A fee schedule, and when and how is it assessed.
• Is the pool/fund eligible for bond proceeds and/or will it accept such proceeds?
PORTFOLIO MATURITIES AND LIQUIDITY
City of San Rafael
Investment Policy
June 17, 2024
To the extent possible, investments shall be matched with anticipated cash flow requirements and known future liabilities. The City will not invest in securities maturing more than five years from the date of purchase, unless the City Council has by resolution granted authority to make such an investment at least three months prior to the date of investment.
MAXIMUM MATURITY
To the extent possible, investments shall be matched with anticipated cash flow requirements and known future liabilities.
The City will not invest in securities maturing more than five (5) years from the date of trade settlement, unless the City Council has granted authority to make such an investment either specifically or as a part of an investment program approved by the City Council no less than three months prior to the investment. Investment in Special Assessment District Obligations issued by the City of San Rafael as Limited Obligation Improvement Bonds requires the approval of the City Council and maturities may extend to 30 years from the date of trade settlement.
RISK MANAGEMENT AND DIVERSIFICATION
Mitigating Credit Risk in the Portfolio
Credit risk is the risk that a security or a portfolio will lose some or all its value due to a real or perceived change in the ability of the issuer to repay its debt. The City will mitigate credit risk by adopting the following strategies:
• The diversification requirements included in the “Authorized Investments” section of this policy are designed to mitigate credit risk in the portfolio. • No more than 5% of the total portfolio may be deposited with or invested in securities issued by any single issuer unless otherwise specified in this policy. • The City may elect to sell a security prior to its maturity and record a capital gain or loss in order to manage the quality, liquidity or yield of the portfolio in response to market conditions or City’s risk preferences.
• If a security owned by the City is downgraded to a level below the requirements of this policy, making the security ineligible for additional purchases, the following steps will be taken:
• Any actions taken related to the downgrade by the investment manager will be communicated to the Treasurer in a timely manner.
• If a decision is made to retain the security, the credit situation will be monitored and reported to the City Council.
Mitigating Market Risk in the Portfolio
City of San Rafael
Investment Policy
June 17, 2024
Market risk is the risk that the portfolio value will fluctuate due to changes in the general level of interest rates. The City recognizes that, over time, longer-term portfolios have the potential to achieve higher returns. On the other hand, longer-term portfolios have higher volatility of return. The City will mitigate market risk by providing adequate liquidity for short-term cash needs, and by making longer-term investments only with funds that are not needed for current cash flow purposes.
The City further recognizes that certain types of securities, including variable rate securities, securities with principal paydowns prior to maturity, and securities with embedded options, will affect the market risk profile of the portfolio differently in different interest rate environments. The City, therefore, adopts the following strategies to control and mitigate its exposure to market risk:
• The City will maintain a minimum of six months of budgeted operating expenditures in short term investments to provide sufficient liquidity for expected disbursements. • The maximum stated final maturity of individual securities in the portfolio will be five (5) years, except as otherwise stated in this policy.
• The duration of the portfolio will generally be approximately equal to the duration (typically, plus or minus 20%) of a Market Benchmark, an index selected by the City based on the City’s investment objectives, constraints and risk tolerances.
SELECTION OF BROKER/DEALERS
The Treasurer shall maintain a list of broker/dealers authorized for investment purposes, and it shall be the policy of the City to purchase securities only from those authorized firms. To be eligible, a firm must be licensed by the State of California as a broker/dealer as defined in Section 25004 of the California Corporations Code, and:
1. be recognized as a Primary Dealer by the Federal Reserve Bank of New York or have a primary dealer within its holding company structure, or
2. report voluntarily to the Federal Reserve Bank of New York, or
3. qualify under Securities and Exchange Commission (SEC) Rule 15c3-1 (Uniform Net Capital Rule).
The City may engage the services of investment advisory firms to assist in the management of the portfolio and investment advisors may utilize their own list of approved Broker/Dealers.
Selection of broker/dealers used by an external investment adviser retained by the City will be at the sole discretion of the advisor and the list of approved firms shall be provided to the City on an annual basis or upon request.
In the event that an external investment advisor is not used in the process of recommending a particular transaction in the City’s portfolio, authorized broker/dealers shall attest in writing that they have received and reviewed a copy of this policy and annually update a City approved Broker/Dealer Information Request form which includes the firm's most recent financial statements. The Treasurer shall maintain a list of the broker/dealers that have been City of San Rafael
Investment Policy
June 17, 2024
approved by the City, along with each firm's most recent broker/dealer Information Request form.
The City may purchase commercial paper from direct issuers even though they are not on the approved broker/dealer list as long as they meet the criteria outlined in Item 5 of the Authorized Securities and Transactions section of this Policy.
COLLATERALIZATION
Certificates of Deposit (CDs). The City shall require any commercial bank or savings and loan association to deposit eligible securities with a City of a depository approved by the State Banking Department to secure any uninsured portion of a Non-Negotiable Certificate of Deposit. The value of eligible securities as defined pursuant to California Government Code, Section 53651, pledged against a Certificate of Deposit shall be equal to 150% of the face value of the CD if the securities are classified as mortgages and 110% of the face value of the CD for all other classes of security.
Collateralization of Bank Deposits. This is the process by which a bank or financial institution pledges securities, or other deposits for the purpose of securing repayment of deposited funds. The City shall require any bank or financial institution to comply with the collateralization criteria defined in California Government Code, Section 53651.
Repurchase Agreements. The City requires that Repurchase Agreements be collateralized only by securities authorized in accordance with California Government Code:
• The securities which collateralize the repurchase agreement shall be priced at Market Value, including any Accrued Interest plus a margin. The Market Value of the securities that collateralize a repurchase agreement shall be valued at 102% or greater of the funds borrowed against those securities. • Financial institutions shall mark the value of the collateral to market at least monthly and increase or decrease the collateral to satisfy the ratio requirement described above.
• The City shall receive monthly statements of collateral.
COMPETITIVE TRANSACTIONS
Where possible, each investment transaction shall be competitively transacted with authorized broker/dealers. At least three broker/dealers shall be contacted for each transaction and their bid and offering prices shall be recorded.
If the City is offered a security for which there is no other readily available competitive offering, the Treasurer will document quotations for comparable or alternative securities. . When purchasing original issue instrumentality securities, no competitive offerings will be required as all dealers in the selling group offer those securities at the same original issue price.
SELECTION OF BANKS
City of San Rafael
Investment Policy
June 17, 2024
The Treasurer shall maintain a list of banks that are approved to provide banking services for the City. To be eligible for authorization, a bank must be a member of the FDIC and shall qualify as a depository of public funds in the State of California as defined in California Government Code Section 53630.5.
SAFEKEEPING AND CUSTODY
The Treasurer shall select one or more banks to provide safekeeping and custodial services for the City, in accordance with the provisions of Section 53608 of the California Government Code. A Safekeeping Agreement approved by the City shall be executed with each custodian bank prior to utilizing that bank's safekeeping services. Custodian banks will be selected on the basis of their ability to provide services for the City's account and the competitive pricing of their safekeeping related services.
The purchase and sale of securities and repurchase agreement transactions shall be settled on a delivery versus payment basis. All securities shall be perfected in the name of the City.
Sufficient evidence to title shall be consistent with modern investment, banking and commercial practices.
All investment securities purchased by the City will be delivered by book entry and will be held in third-party safekeeping by a City approved custodian bank, or its Depository Trust Company (DTC) participant account.
The City’s custodian shall be required to furnish the City a list of holdings on at least a monthly basis and safekeeping receipts or customer confirmations shall be issued for each transaction.
PORTFOLIO PERFORMANCE
The investment portfolio shall be designed to attain a market rate of return throughout budgetary and economic cycles, taking into account prevailing market conditions, risk constraints for eligible securities, and cash flow requirements. The performance of the City’s investments shall be compared to the return of a similar duration readily available market benchmark.
REPORTING
On a quarterly basis, the Treasurer shall submit to the Council a report of the investment earnings and performance results of the City’s investment portfolio. The report shall include the following information:
1. Investment type, issuer, date of purchase, purchase price, date of maturity, par value, current rate of interest and dollar amount invested in all securities, and investments and monies held by the City;
2. A description of the funds, investments and programs; City of San Rafael
Investment Policy
June 17, 2024
3. A market value as of the date of the report (or the most recent valuation as to assets not valued monthly) and the source of the valuation;
4. Overall portfolio yield based on historical cost;
5. Weighted average final maturity and weighted average effective maturity;
6. A statement of compliance with this Policy or an explanation for not-compliance;
7. A description of any of the City's funds, investments or programs that are under the management of contracted parties, including lending programs; and
8. A statement of the ability to meet expenditure requirements for six months, as well as an explanation of why money will not be available if that is the case.
The Treasurer shall submit to the Council a report of any changes affecting more than 15% of the investment portfolio within 30 days of such change.
POLICY REVIEW
This Investment Policy shall be reviewed and approved by City Council annually to ensure its consistency with the overall objectives of preservation of principal, liquidity, yield and diversification and its relevance to current law and economic trends. Any additional amendments to this Investment Policy shall be submitted to the City Council for approval.
City of San Rafael
Investment Policy
June 17, 2024
GLOSSARY OF INVESTMENT TERMS
AGENCIES. Shorthand market terminology for any obligation issued by a governmentsponsored entity (GSE), or a federally related institution. Most obligations of GSEs are not guaranteed by the full faith and credit of the US government. Examples are:
FFCB. The Federal Farm Credit Bank System provides credit and liquidity in the agricultural industry. FFCB issues discount notes and bonds.
FHLB. The Federal Home Loan Bank provides credit and liquidity in the housing market. FHLB issues discount notes and bonds.
FHLMC. Like FHLB, the Federal Home Loan Mortgage Corporation provides credit and liquidity in the housing market. FHLMC, also called “FreddieMac” issues discount notes, bonds and mortgage pass-through securities.
FNMA. Like FHLB and FreddieMac, the Federal National Mortgage Association was established to provide credit and liquidity in the housing market. FNMA, also known as “FannieMae,” issues discount notes, bonds and mortgage pass-through securities.
GNMA. The Government National Mortgage Association, known as “GinnieMae,” issues mortgage pass-through securities, which are guaranteed by the full faith and credit of the US Government.
PEFCO. The Private Export Funding Corporation assists exporters. Obligations of PEFCO are not guaranteed by the full faith and credit of the US government.
TVA. The Tennessee Valley Authority provides flood control and power and promotes development in portions of the Tennessee, Ohio, and Mississippi River valleys.
TVA currently issues discount notes and bonds.
ASKED. The price at which a seller offers to sell a security.
ASSET BACKED SECURITIES. Securities supported by pools of installment loans or leases or by pools of revolving lines of credit.
AVERAGE LIFE. In mortgage-related investments, including CMOs, the average time to expected receipt of principal payments, weighted by the amount of principal expected.
BANKER’S ACCEPTANCE. A money market instrument created to facilitate international trade transactions. It is highly liquid and safe because the risk of the trade transaction is transferred to the bank which “accepts” the obligation to pay the investor.
BENCHMARK. A comparison security or portfolio. A performance benchmark is a partial market index, which reflects the mix of securities allowed under a specific investment policy.
BID. The price at which a buyer offers to buy a security.
BROKER. A broker brings buyers and sellers together for a transaction for which the broker receives a commission. A broker does not sell securities from his own position.
CALLABLE. A callable security gives the issuer the option to call it from the investor prior to its maturity. The main cause of a call is a decline in interest rates. If interest rates decline since an issuer issues securities, it will likely call its current securities and reissue them at a lower rate of interest. Callable securities have reinvestment risk as the investor City of San Rafael
Investment Policy
June 17, 2024
may receive its principal back when interest rates are lower than when the investment was initially made.
CERTIFICATE OF DEPOSIT (CD). A time deposit with a specific maturity evidenced by a certificate. Large denomination CDs may be marketable.
CERTIFICATE OF DEPOSIT ACCOUNT REGISTRY SYSTEM (CDARS). A private placement service that allows local agencies to purchase more than $250,000 in CDs from a single financial institution (must be a participating institution of CDARS) while still maintaining FDIC insurance coverage. CDARS is currently the only entity providing this service. CDARS facilitates the trading of deposits between the California institution and other participating institutions in amounts that are less than $250,000 each, so that FDIC coverage is maintained.
COLLATERAL. Securities or cash pledged by a borrower to secure repayment of a loan or repurchase agreement. Also, securities pledged by a financial institution to secure deposits of public monies.
COLLATERALIZED MORTGAGE OBLIGATIONS (CMO). Classes of bonds that redistribute the cash flows of mortgage securities (and whole loans) to create securities that have different levels of prepayment risk, as compared to the underlying mortgage securities.
COMMERCIAL PAPER. The short-term unsecured debt of corporations.
COST YIELD. The annual income from an investment divided by the purchase cost. Because it does not give effect to premiums and discounts which may have been included in the purchase cost, it is an incomplete measure of return.
COUPON. The rate of return at which interest is paid on a bond.
CREDIT RISK. The risk that principal and/or interest on an investment will not be paid in a timely manner due to changes in the condition of the issuer.
CURRENT YIELD. The annual income from an investment divided by the current market value.
Since the mathematical calculation relies on the current market value rather than the investor’s cost, current yield is unrelated to the actual return the investor will earn if the security is held to maturity.
DEALER. A dealer acts as a principal in security transactions, selling securities from and buying securities for his own position.
DEBENTURE. A bond secured only by the general credit of the issuer.
DELIVERY VS. PAYMENT (DVP). A securities industry procedure whereby payment for a security must be made at the time the security is delivered to the purchaser’s agent.
DERIVATIVE. Any security that has principal and/or interest payments which are subject to uncertainty (but not for reasons of default or credit risk) as to timing and/or amount, or any security which represents a component of another security which has been separated from other components (“Stripped” coupons and principal). A derivative is also defined as a financial instrument the value of which is totally or partially derived from the value of another instrument, interest rate, or index.
DISCOUNT. The difference between the par value of a bond and the cost of the bond, when the cost is below par. Some short-term securities, such as T-bills and banker’s acceptances, are known as discount securities. They sell at a discount from par, and return the par value to the investor at maturity without additional interest. Other City of San Rafael
Investment Policy
June 17, 2024
securities, which have fixed coupons, trade at a discount when the coupon rate is lower than the current market rate for securities of that maturity and/or quality.
DIVERSIFICATION. Dividing investment funds among a variety of investments to avoid excessive exposure to any one source of risk.
DURATION. The weighted average time to maturity of a bond where the weights are the present values of the future cash flows. Duration measures the price sensitivity of a bond to changes in interest rates. (See modified duration).
FEDERAL FUNDS RATE. The rate of interest charged by banks for short-term loans to other banks. The Federal Reserve Bank through open-market operations establishes it.
FEDERAL OPEN MARKET COMMITTEE. A committee of the Federal Reserve Board that establishes monetary policy and executes it through temporary and permanent changes to the supply of bank reserves.
LEVERAGE. Borrowing funds in order to invest in securities that have the potential to pay earnings at a rate higher than the cost of borrowing.
LIQUIDITY. The speed and ease with which an asset can be converted to cash.
LOCAL AGENCY INVESTMENT FUND (LAIF). A voluntary investment fund open to government entities and certain non-profit organizations in California that is managed by the State Treasurer’s Office.
LOCAL GOVERNMENT INVESTMENT POOL. Investment pools that range from the State Treasurer’s Office Local Agency Investment Fund (LAIF) to county pools, to Joint Powers Authorities (JPAs). These funds are not subject to the same SEC rules applicable to money market mutual funds.
MAKE WHOLE CALL. A type of call provision on a bond that allows the issuer to pay off the remaining debt early. Unlike a call option, with a make whole call provision, the issuer makes a lump sum payment that equals the net present value (NPV) of future coupon payments that will not be paid because of the call. With this type of call, an investor is compensated, or "made whole."
MARGIN. The difference between the market value of a security and the loan a broker makes using that security as collateral.
MARKET RISK. The risk that the value of securities will fluctuate with changes in overall market conditions or interest rates.
MARKET VALUE. The price at which a security can be traded.
MARKING TO MARKET. The process of posting current market values for securities in a portfolio.
MATURITY. The final date upon which the principal of a security becomes due and payable.
MEDIUM TERM NOTES. Unsecured, investment-grade senior debt securities of major corporations which are sold in relatively small amounts on either a continuous or an intermittent basis. MTNs are highly flexible debt instruments that can be structured to respond to market opportunities or to investor preferences.
MODIFIED DURATION. The percent change in price for a 100 basis point change in yields.
Modified duration is the best single measure of a portfolio’s or security’s exposure to market risk.
City of San Rafael
Investment Policy
June 17, 2024
MONEY MARKET. The market in which short-term debt instruments (T-bills, discount notes, commercial paper, and banker’s acceptances) are issued and traded.
MORTGAGE PASS-THROUGH SECURITIES. A securitized participation in the interest and principal cash flows from a specified pool of mortgages. Principal and interest payments made on the mortgages are passed through to the holder of the security.
MUNICIPAL SECURITIES. Securities issued by state and local agencies to finance capital and operating expenses.
MUTUAL FUND. An entity which pools the funds of investors and invests those funds in a set of securities which is specifically defined in the fund’s prospectus. Mutual funds can be invested in various types of domestic and/or international stocks, bonds, and money market instruments, as set forth in the individual fund’s prospectus. For most large, institutional investors, the costs associated with investing in mutual funds are higher than the investor can obtain through an individually managed portfolio.
NATIONALLY RECOGNIZED STATISTICAL RATING ORGANIZATION (NRSRO).
A credit rating agency that the Securities and Exchange Commission in the United States uses for regulatory purposes. Credit rating agencies provide assessments of an investment's risk. The issuers of investments, especially debt securities, pay credit rating agencies to provide them with ratings. The three most prominent NRSROs are Fitch, S&P, and Moody's.
NEGOTIABLE CD. A short-term debt instrument that pays interest and is issued by a bank, savings or federal association, state or federal credit union, or state-licensed branch of a foreign bank. Negotiable CDs are traded in a secondary market and are payable upon order to the bearer or initial depositor (investor).
PREMIUM. The difference between the par value of a bond and the cost of the bond, when the cost is above par.
PREPAYMENT SPEED. A measure of how quickly principal is repaid to investors in mortgage securities.
PREPAYMENT WINDOW. The time period over which principal repayments will be received on mortgage securities at a specified prepayment speed.
PRIMARY DEALER. A financial institution (1) that is a trading counterparty with the Federal Reserve in its execution of market operations to carry out U.S. monetary policy, and (2) that participates for statistical reporting purposes in compiling data on activity in the U.S. Government securities market.
PRUDENT PERSON (PRUDENT INVESTOR) RULE. A standard of responsibility which applies to fiduciaries. In California, the rule is stated as “Investments shall be managed with the care, skill, prudence and diligence, under the circumstances then prevailing, that a prudent person, acting in a like capacity and familiar with such matters, would use in the conduct of an enterprise of like character and with like aims to accomplish similar purposes.”
REALIZED YIELD. The change in value of the portfolio due to interest received and interest earned and realized gains and losses. It does not give effect to changes in market value on securities, which have not been sold from the portfolio.
City of San Rafael
Investment Policy
June 17, 2024
REGIONAL DEALER. A financial intermediary that buys and sells securities for the benefit of its customers without maintaining substantial inventories of securities and that is not a primary dealer.
REPURCHASE AGREEMENT. Short-term purchases of securities with a simultaneous agreement to sell the securities back at a higher price. From the seller’s point of view, the same transaction is a reverse repurchase agreement.
SAFEKEEPING. A service to bank customers whereby securities are held by the bank in the customer’s name.
STRUCTURED NOTE. A complex, fixed income instrument, which pays interest, based on a formula tied to other interest rates, commodities or indices. Examples include inverse floating rate notes which have coupons that increase when other interest rates are falling, and which fall when other interest rates are rising, and "dual index floaters," which pay interest based on the relationship between two other interest rates - for example, the yield on the ten-year Treasury note minus the SOFR rate. Issuers of such notes lock in a reduced cost of borrowing by purchasing interest rate swap agreements.
SUPRANATIONAL. A Supranational is a multi-national organization whereby member states transcend national boundaries or interests to share in the decision making to promote economic development in the member countries.
TOTAL RATE OF RETURN. A measure of a portfolio’s performance over time. It is the internal rate of return, which equates the beginning value of the portfolio with the ending value; it includes interest earnings, realized and unrealized gains, and losses in the portfolio.
U.S. TREASURY OBLIGATIONS. Securities issued by the U.S. Treasury and backed by the full faith and credit of the United States. Treasuries are considered to have no credit risk, and are the benchmark for interest rates on all other securities in the US and overseas.
The Treasury issues both discounted securities and fixed coupon notes and bonds.
TREASURY BILLS. All securities issued with initial maturities of one year or less are issued as discounted instruments, and are called Treasury bills. The Treasury currently issues three- and six-month T-bills at regular weekly auctions. It also issues “cash management” bills as needed to smooth out cash flows.
TREASURY NOTES. All securities issued with initial maturities of two to ten years are called Treasury notes, and pay interest semi-annually.
TREASURY BONDS. All securities issued with initial maturities greater than ten years are called Treasury bonds. Like Treasury notes, they pay interest semi-annually.
VOLATILITY. The rate at which security prices change with changes in general economic conditions or the general level of interest rates.
YIELD TO MATURITY. The annualized internal rate of return on an investment which equates the expected cash flows from the investment to its cost.
City of San Rafael Investment Policy
PROPOSED June 2117, 20222024
The City Council of the City of San Rafael (the City) has adopted this Investment Policy (the Policy) in order to establish the investment scope, objectives, delegation of authority, standards of prudence, reporting requirements, internal controls, eligible investments and transactions, diversification requirements, risk tolerance, and safekeeping and custodial procedures for the investment of the funds of the City. All such funds will be invested in accordance with this Policy and with applicable sections of the California Government Code.
This Policy was endorsed and adopted by the City Council on the approved date noted above.
It replaces any previous investment policy or investment procedures of the City.
SCOPE
It is intended that this Policy cover all short-term operating funds and investment activities of the City. These funds are accounted for in the annual audit report, and include:
• General Fund
• Special Revenue Funds
• Debt Service Funds
• Capital Projects Funds
• Enterprise Funds
• Internal Service Funds
• Fiduciary Funds
Additional funds that may be created from time to time shall be administered in accordance with the provisions of this Policy.
All cash shall be pooled for investment purposes. The investment income derived from the pooled investment account shall be allocated to the contributing funds based upon the proportion of the respective average balances relative to the total pooled balance in the investment portfolio. Investment income shall be distributed to the individual funds not less than annually.
OBJECTIVES
The City’s funds shall be invested in compliance with all applicable City Municipal Codes, California State statutes, and Federal regulations, and in a manner designed to accomplish the following objectives, which are listed in priority order:
1. Preservation of capital and protection of investment principal.
2. Maintenance of sufficient liquidity to meet anticipated cash flows.
3. Attainment of a market value rate of return.
4. Diversification to avoid incurring unreasonable market risks.
City of San Rafael
Investment Policy
June 2117, 20224
DELEGATION OF AUTHORITY
The management responsibility for the City’s investment program is delegated annually by the City Council to the Treasurer pursuant to California Government Code Section 53607.
The Treasurer may delegate the authority to conduct investment transactions and to manage the operation of the investment portfolio to other specifically authorized staff members. The Treasurer shall maintain a list of persons authorized to transact securities business for the City. No person may engage in an investment transaction except as expressly provided under the terms of this Policy.
The City Manager and the Treasurer jointly shall develop written administrative procedures and internal controls, consistent with this Policy, for the operation of the City's investment program. Such procedures shall be designed to prevent losses of public funds arising from fraud, employee error, misrepresentation by third parties, or imprudent actions by employees of the City.
The City may engage the support services of outside investment advisors in regard to its investment program, so long as it can be clearly demonstrated that these services produce a net financial advantage or necessary financial protection of the City's financial resources.
PRUDENCE
The standard of prudence to be used for managing the City's investments shall be California Government Code Section 53600.3, the prudent investor standard which states, “When investing, reinvesting, purchasing, acquiring, exchanging, selling, or managing public funds, a trustee shall act with care, skill, prudence, and diligence under the circumstances then prevailing, including, but not limited to, the general economic conditions and the anticipated needs of the agency, that a prudent person acting in a like capacity and familiarity with those matters would use in the conduct of funds of a like character and with like aims, to safeguard the principal and maintain the liquidity needs of the agency.” The City's overall investment program shall be designed and managed with a degree of professionalism that is worthy of the public trust. The City recognizes that no investment is totally without risk and that the investment activities of the City are a matter of public record.
Accordingly, the City recognizes that occasional measured losses may be desirable in a diversified portfolio and shall be considered within the context of the overall portfolio's return, provided that adequate diversification has been implemented and that the sale of a security is in the best long-term interest of the City.
The Treasurer and authorized investment personnel acting in accordance with written procedures and exercising due diligence shall be relieved of personal responsibility for an individual security's credit risk or market price changes, provided that the deviations from expectations are reported in a timely fashion to the City Manager and appropriate action is taken to control adverse developments.
City of San Rafael
Investment Policy
June 2117, 20224
ETHICS AND CONFLICTS OF INTEREST
Elected officials and employees involved in the investment process shall refrain from personal business activity that could conflict with proper execution of the investment program or that could impair or create the appearance of an impairment of their ability to make impartial investment decisions. Employees and investment officials shall disclose to the City Manager any business interests they have in financial institutions that conduct business with the City and they shall subordinate their personal investment transactions to those of the City. In addition, the City Manager and the Treasurer shall file a Statement of Economic Interests each year pursuant to California Government Code Section 87203 and regulations of the Fair Political Practices Commission.
AUTHORIZED SECURITIES AND TRANSACTIONS
All investments and deposits of the City shall be made in accordance with California Government Code Sections 16429.1, 53600-53609 and 53630-53686, except that, pursuant to California Government Code Section 5903(e), proceeds of bonds and any moneys set aside or pledged to secure payment of the bonds may be invested in securities or obligations described in the ordinance, resolution, indenture, agreement, or other instrument providing for the issuance of the bonds. Within the investments permitted by the Code, the City seeks to further restrict eligible investments to the guidelines listed below. In the event a discrepancy is found between this policy and the Code, the more restrictive parameters will take precedence. Any revisions or extensions of these code sections will be assumed to be part of this Policy immediately upon being enacted. However, in the event that amendments to these sections conflict with this Policy and past City investment practices, the City may delay adherence to the new requirements when it is deemed in the best interest of the City to do so.
In such instances, after consultation with the City’s attorney, the City Manager and the Treasurer will present a recommended course of action to the City Council for approval. In accordance with California Government Code listed above, the “Total Portfolio” includes all investments and deposits including funds in any money market accounts and governmental pools such as LAIF. Any percentage limitations are deemed to be calculated on the “Total Portfolio” and are measured based on the cost market value of the investment at the time of purchase. Minimum credit quality requirements apply at time of purchase.
The City has further restricted the eligible types of securities and transactions as follows:
1. United States Treasury bills, notes and bonds and other government obligations for which the full faith and credit of the United States are pledged for the payment of principal and interest with a final maturity not exceeding five years from the date of trade settlement.
There are no limits on the dollar amount or percentage that the City may invest in U.S.
Treasury obligations
2. Federal Agency securities or United States Government-Sponsored Enterprise obligations, participations, or other instruments, including those issued by or fully guaranteed as to principal and interest by federal agencies or United States governmentsponsored enterprises with a final maturity not exceeding five years from the date of trade settlement. No more than 30% of the portfolio may be invested in any single Agency/GSE issuer. The maximum percent of agency callable securities in the portfolio will be 20%.
City of San Rafael
Investment Policy
June 2117, 20224
3. Federal Instrumentality (government sponsored enterprise) debentures, discount notes, callable and step-up securities, with a final maturity not exceeding five years from the date of trade settlement.
4.3. Mortgage and Asset-Backed Obligations: Any mortgage pass-through security, collateralized mortgage obligation, mortgage-backed or other pay-through bond, equipment lease-backed certificate, consumer receivable-pass-through certificate, or consumer receivable-backed bond from issuers not defined in paragraphs 1 and 2 of the Authorized Securities and Transactions section of this policy, with a final maturity not exceeding five years from the date of trade settlement. Investments in mortgage and asset-backed obligations shall be issued by an issuer rated at least “A” or the equivalent by a nationally recognized statistical rating organization (NRSRO) and the security shall be rated at least in a rating category of “AA” or the equivalent or better by at least one nationally recognized statistical rating organization (NRSRO). Purchases of securities authorized by this section may not exceed 20% of the City’s total portfolio. No more than 5% of the portfolio may be invested in any single asset-backed or commercial mortgage security issuer.
5.4. Supranational Securities: United States dollar denominated, senior unsecured and unsubordinated obligations issued or unconditionally guaranteed by the International Bank for Reconstruction and Development, International Finance Corporation, or InterAmerican Development Bank, with a maximum maturity not exceeding five years from the date of trade settlement, and eligible for purchase and sale within the United States.
Investments in supranational securities shall be rated at leastin a rating category of “AA” or the equivalent or better by at least one NRSRO and shall not exceed 1530% of the City’s total portfolio. No more than 10% of the portfolio may be invested in any single issuer.
6.5. Medium-Term Notes issued by corporations organized and operating within the United States or by depository institutions licensed by the United States or any state and operating within the United States, with a final maturity not exceeding five years from the date of trade settlement, and rated at leastin a rating category of “A” or the equivalent or better by at least one NRSRO. No more than 5% of the portfolio shall be invested in medium-term notes of any one issuer, and the aggregate investment in medium-term notes shall not exceed 30% of the City’s total portfolio.
7.6. Negotiable Certificates of Deposits (CDs) issued by a nationally or state-chartered bank, a savings association or a federal association, a state or federal credit union, or by a federally licensed or state-licensed branch of a foreign bank of commercial banks rated at least A-1, or the equivalent or better by at least one NRSRO, or with long-term obligations rated in a rating category of “A” or the equivalent or better by at least one NRSRO, with maturities not exceeding five years from the date of trade settlement.
Amounts up to the FDIC limit do not require any credit ratings. Amounts above the FDIC limit must follow the credit requirements listed above. In addition, the City may not invest in the CD of a state or federal credit union where any person with investment decision making authority at the City also serves on the board of directors, or any committee appointed by the board of directors, or the credit committee or the supervisory committee of the state or federal credit union issuing the negotiable certificates of deposit. No more City of San Rafael
Investment Policy
June 2117, 20224
than 5% of the portfolio may be invested in the CDs of any one issuer, and the aggregate investment in CDs shall not exceed 30% of the portfolio.
8.7. Non-negotiable Certificates of Deposit and savings deposits with a maturity not exceeding five years from the date of trade settlement, in FDIC insured state or nationally chartered banks or savings banks that qualify as a depository of public funds in the State of California as defined in California Government Code Section 53630.5. No more than 5% of the portfolio may be invested in the CDs of any one issuer, and the aggregate investment in CDs shall not exceed 3020% of the portfolio.
Deposits in excess of the insured amount shall be secured pursuant to California Government Code Section 53651 and 53652. The City shall comply with and act to secure compliance with the security (collateralization) system specified in the Government Code Section 53649 and 56652.
Deposits may be placed using a private sector entity that assists in the placement of deposits per section 53601.8 and 53635.8 in the Government Code. No more than 5% of the portfolio may be invested through any one private sector entity that assists in the placement of such deposits and the aggregate investment in CDs shall not exceed 3020% of the portfolio.
8. Municipal Securities including obligations of the State of California and any local agency within the State of California, including Special Assessment District Obligations issued by the City of San Rafael as Limited Obligation Improvement Bonds related to special assessment districts and special tax districts. Municipal securities shall be rated in a rating category of “A” or its equivalent or better by at least one NRSRO. No more than 5% of the portfolio may be invested in any single issuer. No more than 30% of the portfolio may be in Municipal Securities. The maximum maturity shall not exceed five (5) years. Investment in Special Assessment District Obligations issued by the City of San Rafael as Limited Obligation Improvement Bonds such obligations requires the approval of the City Council and maturities may extend to 30 years from the date of trade settlement.
9. Municipal Securities (Registered Treasury Notes or Bonds) of any of the other 49 states in addition to California, including bonds payable solely out of the revenues from a revenue-producing property owned, controlled, or operated by a state or by a department, board, agency, or authority of any of the other 49 states, in addition to California. The securities are rated in a rating category of “A” or its equivalent or better by at least one NRSRO. No more than 5% of the portfolio may be invested in any single issuer. No more than 30% of the portfolio may be in Municipal Securities. The maximum maturity does not exceed five (5) years.
9.10. Prime Commercial Paper with a maturity not exceeding 270 days from the date of purchase with the highest ranking or of the highest letter and number rating as provided for by a at least one NRSRO. The entity that issues the commercial paper shall meet all of the following conditions in either sub-paragraph A. or sub-paragraph B. below:
A. The entity shall (1) be organized and operating in the United States as a general corporation, (2) have total assets in excess of five $500,000,000 and City of San Rafael
Investment Policy
June 2117, 20224
(3) Have debt other than commercial paper, if any, that is rated “A” or higher by a NRSRO.
B. The entity shall (1) be organized within the United States as a special purpose corporation, trust, or limited liability company, (2) have program-wide credit enhancements, including, but not limited to, over collateralization, letters of credit or surety bond and (3) have commercial paper that is rated “A-1” or higher, or the equivalent, by a NRSRO.
Purchases of eligible commercial paper may not represent more than 10% of the outstanding commercial paper of any single corporate issuer. No more than 5% of the City’s total portfolio, shall be invested in the commercial paper of any one issuer, and the aggregate investment in commercial paper shall not exceed 25% of the City’s total portfolio.
10.11. Eligible Banker’s Acceptances issued by FDIC insured commercial banks, rated at least A-1 or the equivalent or better by at least one NRSRO with maturities not exceeding 180 days from the date of purchase. If issuers have senior debt outstanding, it shall be rated in a rating category of at least “A” or the equivalent or better by at least one NRSRO.
No more than $2,000,000 shall be invested in banker’s acceptances of any one commercial bank, and the aggregate investment in banker’s acceptances shall not exceed 40% of the City’s total portfolio.
11.12. Repurchase Agreements with a final termination date not exceeding one year collateralized by U.S. Treasury obligations, Federal Agency securities, or Federal Instrumentality securities listed in items 1 or, 2 and 3 above with the maturity of the collateral not exceeding five years. For the purpose of this section, the term collateral shall mean purchased securities under the terms of the City’s approved Master Repurchase Agreement. The purchased securities shall have a minimum market value including accrued interest of 102% of the dollar value of the funds borrowed. Collateral shall be held in the City's custodian bank, as safekeeping agent, and the market value of the collateral securities shall be marked-to-the-market daily.
Repurchase Agreements shall be entered into only with broker/dealers who are recognized as Primary Dealers by the Federal Reserve Bank of New York or have a primary dealer within their holding company structure. Repurchase agreement counterparties shall execute a City approved Master Repurchase Agreement with the City.
The Treasurer shall maintain a copy of the City's approved Master Repurchase Agreement along with a list of the broker/dealers who have executed same.
12.13. State of California’s Local Agency Investment Fund (LAIF), pursuant to California Government Code Section 16429.1.
14. Money Market Funds registered under the Investment Company Act of 1940 that (1) are “no-load” (meaning no commission or fee shall be charged on purchases or sales of shares); (2) have a constant daily net asset value per share of $1.00; (3) invest only in United States Treasury securities, United States Agency securities and Federal Instrumentality securities and (4) have a rating of at least AAA or the equivalentequivalenting the highest letter and numerical rating by at least two NRSROs.
City of San Rafael
Investment Policy
June 2117, 20224
The aggregate investment in money market funds shall not exceed 1020% of the City’s total portfolio.
13.15. Collateralized Bank Deposits. City’s deposits with financial institutions will be collateralized with pledged securities per California Government Code, Section 53651.
There are no limits on the dollar amount or percentage that the City may invest in collateralized bank deposits.
It is the intent of the City that the foregoing list of authorized securities and transactions is strictly interpreted. Any deviation from this list must be preapproved by resolution of the City Council.
PROHIBITED INVESTMENT VEHICLES AND PRACTICES
• State law notwithstanding, any investments not specifically described herein are prohibited, including, but not limited to futures and options. • In accordance with Government Code, Section 53601.6, investment in inverse floaters, range notes, or mortgage derived interest-only strips is prohibited. • Investment in any security that could result in a zero interest accrual if held to maturity is prohibited. Under a provision sunsetting on January 1, 2026, securities backed by the U.S. Government that could result in a zero- or negative-interest accrual if held to maturity are permitted.
• Trading securities for the sole purpose of speculating on the future direction of interest rates is prohibited.
• Purchasing or selling securities on margin is prohibited. • The use of reverse repurchase agreements, securities lending or any other form of borrowing or leverage is prohibited.
• The purchase of foreign currency denominated securities is prohibited. • Agencies that are not Qualified Institutional Buyers (QIB) as defined by the Securities and Exchange Commission are prohibited from purchasing Private Placement Securities. The SEC defines a QIB as having at least $100,000,000 in securities owned and invested.
• Direct investments in issuers whose primary business revenue is derived from the exploration, extraction, and processing of fossil fuels.
INVESTMENT POOLS/MUTUAL FUNDS
The City shall conduct a thorough investigation of any pool or mutual fund prior to making an investment, and on a continual basis thereafter. The Treasurer shall develop a questionnaire which will answer the following general questions:
City of San Rafael
Investment Policy
June 2117, 20224
• A description of eligible investment securities, and a written statement of investment policy and objectives.
• A description of interest calculations and how it is distributed, and how gains and losses are treated.
• A description of how the securities are safeguarded (including the settlement processes), and how often the securities are priced and the program audited. • A description of who may invest in the program, how often, what size deposit and withdrawal are allowed.
• A schedule for receiving statements and portfolio listings. • Are reserves, retained earnings, etc. utilized by the pool/fund? • A fee schedule, and when and how is it assessed.
• Is the pool/fund eligible for bond proceeds and/or will it accept such proceeds?
PORTFOLIO MATURITIES AND LIQUIDITY
To the extent possible, investments shall be matched with anticipated cash flow requirements and known future liabilities. The City will not invest in securities maturing more than five years from the date of purchase, unless the City Council has by resolution granted authority to make such an investment at least three months prior to the date of investment.
MAXIMUM MATURITY
To the extent possible, investments shall be matched with anticipated cash flow requirements and known future liabilities.
The City will not invest in securities maturing more than five (5) years from the date of trade settlement, unless the City Council has granted authority to make such an investment either specifically or as a part of an investment program approved by the City Council no less than three months prior to the investment. Investment in Special Assessment District Obligations issued by the City of San Rafael as Limited Obligation Improvement Bonds requires the approval of the City Council and maturities may extend to 30 years from the date of trade settlement.
RISK MANAGEMENT AND DIVERSIFICATION
Mitigating Credit Risk in the Portfolio
Credit risk is the risk that a security or a portfolio will lose some or all its value due to a real or perceived change in the ability of the issuer to repay its debt. The City will mitigate credit risk by adopting the following strategies:
City of San Rafael
Investment Policy
June 2117, 20224
• The diversification requirements included in the “Authorized Investments” section of this policy are designed to mitigate credit risk in the portfolio. • No more than 5% of the total portfolio may be deposited with or invested in securities issued by any single issuer unless otherwise specified in this policy. • The City may elect to sell a security prior to its maturity and record a capital gain or loss in order to manage the quality, liquidity or yield of the portfolio in response to market conditions or City’s risk preferences.
• If a security owned by the City is downgraded to a level below the requirements of this policy, making the security ineligible for additional purchases, the following steps will be taken:
• Any actions taken related to the downgrade by the investment manager will be communicated to the Treasurer in a timely manner.
• If a decision is made to retain the security, the credit situation will be monitored and reported to the City Council.
Mitigating Market Risk in the Portfolio
Market risk is the risk that the portfolio value will fluctuate due to changes in the general level of interest rates. The City recognizes that, over time, longer-term portfolios have the potential to achieve higher returns. On the other hand, longer-term portfolios have higher volatility of return. The City will mitigate market risk by providing adequate liquidity for short-term cash needs, and by making longer-term investments only with funds that are not needed for current cash flow purposes.
The City further recognizes that certain types of securities, including variable rate securities, securities with principal paydowns prior to maturity, and securities with embedded options, will affect the market risk profile of the portfolio differently in different interest rate environments. The City, therefore, adopts the following strategies to control and mitigate its exposure to market risk:
• The City will maintain a minimum of six months of budgeted operating expenditures in short term investments to provide sufficient liquidity for expected disbursements. • The maximum stated final maturity of individual securities in the portfolio will be five (5) years, except as otherwise stated in this policy.
• The duration of the portfolio will generally be approximately equal to the duration (typically, plus or minus 20%) of a Market Benchmark, an index selected by the City based on the City’s investment objectives, constraints and risk tolerances.
SELECTION OF BROKER/DEALERS
The Treasurer shall maintain a list of broker/dealers authorized for investment purposes, and it shall be the policy of the City to purchase securities only from those authorized firms. To City of San Rafael
Investment Policy
June 2117, 20224
be eligible, a firm must be licensed by the State of California as a broker/dealer as defined in Section 25004 of the California Corporations Code, and:
1. be recognized as a Primary Dealer by the Federal Reserve Bank of New York or have a primary dealer within its holding company structure, or
2. report voluntarily to the Federal Reserve Bank of New York, or
3. qualify under Securities and Exchange Commission (SEC) Rule 15c3-1 (Uniform Net Capital Rule).
The City may engage the services of investment advisory firms to assist in the management of the portfolio and investment advisors may utilize their own list of approved Broker/Dealers.
Selection of broker/dealers used by an external investment adviser retained by the City will be at the sole discretion of the advisor Such Broker/Dealers will comply with the selection criteria above and the list of approved firms shall be provided to the City on an annual basis or upon request.
In the event that an external investment advisor is not used in the process of recommending a particular transaction in the City’s portfolio, authorized broker/dealers shall attest in writing that they have received and reviewed a copy of this policy and annually update a City approved Broker/Dealer Information Request form which includes the firm's most recent financial statements. The Treasurer shall maintain a list of the broker/dealers that have been approved by the City, along with each firm's most recent broker/dealer Information Request form.
The City may purchase commercial paper from direct issuers even though they are not on the approved broker/dealer list as long as they meet the criteria outlined in Item 5 of the Authorized Securities and Transactions section of this Policy.
COLLATERALIZATION
Certificates of Deposit (CDs). The City shall require any commercial bank or savings and loan association to deposit eligible securities with a City of a depository approved by the State Banking Department to secure any uninsured portion of a Non-Negotiable Certificate of Deposit. The value of eligible securities as defined pursuant to California Government Code, Section 53651, pledged against a Certificate of Deposit shall be equal to 150% of the face value of the CD if the securities are classified as mortgages and 110% of the face value of the CD for all other classes of security.
Collateralization of Bank Deposits. This is the process by which a bank or financial institution pledges securities, or other deposits for the purpose of securing repayment of deposited funds. The City shall require any bank or financial institution to comply with the collateralization criteria defined in California Government Code, Section 53651.
Repurchase Agreements. The City requires that Repurchase Agreements be collateralized only by securities authorized in accordance with California Government Code:
City of San Rafael
Investment Policy
June 2117, 20224
• The securities which collateralize the repurchase agreement shall be priced at Market Value, including any Accrued Interest plus a margin. The Market Value of the securities that collateralize a repurchase agreement shall be valued at 102% or greater of the funds borrowed against those securities. • Financial institutions shall mark the value of the collateral to market at least monthly and increase or decrease the collateral to satisfy the ratio requirement described above.
• The City shall receive monthly statements of collateral.
COMPETITIVE TRANSACTIONS
Where possible, Eeach investment transaction shall be competitively transacted with authorized broker/dealers. At least three broker/dealers shall be contacted for each transaction and their bid and offering prices shall be recorded.
If the City is offered a security for which there is no other readily available competitive offering, the Treasurer will document quotations for comparable or alternative securities. . When purchasing original issue instrumentality securities, no competitive offerings will be required as all dealers in the selling group offer those securities at the same original issue price.
SELECTION OF BANKS
The Treasurer shall maintain a list of banks that are approved to provide banking services for the City. To be eligible for authorization, a bank must be a member of the FDIC and shall qualify as a depository of public funds in the State of California as defined in California Government Code Section 53630.5.
SAFEKEEPING AND CUSTODY
The Treasurer shall select one or more banks to provide safekeeping and custodial services for the City, in accordance with the provisions of Section 53608 of the California Government Code. A Safekeeping Agreement approved by the City shall be executed with each custodian bank prior to utilizing that bank's safekeeping services. Custodian banks will be selected on the basis of their ability to provide services for the City's account and the competitive pricing of their safekeeping related services.
The purchase and sale of securities and repurchase agreement transactions shall be settled on a delivery versus payment basis. All securities shall be perfected in the name of the City.
Sufficient evidence to title shall be consistent with modern investment, banking and commercial practices.
All investment securities purchased by the City will be delivered by book entry and will be held in third-party safekeeping by a City approved custodian bank, or its Depository Trust Company (DTC) participant account.
City of San Rafael
Investment Policy
June 2117, 20224
The City’s custodian shall be required to furnish the City a list of holdings on at least a monthly basis and safekeeping receipts or customer confirmations shall be issued for each transaction.
PORTFOLIO PERFORMANCE
The investment portfolio shall be designed to attain a market rate of return throughout budgetary and economic cycles, taking into account prevailing market conditions, risk constraints for eligible securities, and cash flow requirements. The performance of the City’s investments shall be compared to the average yield on the U.S. Treasury security that most closely corresponds to the portfolio’s actual weighted average effective maturity. When comparing the performance of the City’s portfolio, its rate of return will be computed net of all fees and expensesreturn of a similar duration readily available market benchmark.
REPORTING
On a quarterly basis, the Treasurer shall submit to the Council a report of the investment earnings and performance results of the City’s investment portfolio. The report shall include the following information:
1. Investment type, issuer, date of purchase, purchase price, date of maturity, par value, current rate of interest and dollar amount invested in all securities, and investments and monies held by the City;
2. A description of the funds, investments and programs;
3. A market value as of the date of the report (or the most recent valuation as to assets not valued monthly) and the source of the valuation;
4. Overall portfolio yield based on historical cost;
5. Weighted average final maturity and weighted average effective maturity;
6. A statement of compliance with this Policy or an explanation for not-compliance;
7. A description of any of the City's funds, investments or programs that are under the management of contracted parties, including lending programs; and
8. A statement of the ability to meet expenditure requirements for six months, as well as an explanation of why money will not be available if that is the case.
The Treasurer shall submit to the Council a report of any changes affecting more than 15% of the investment portfolio within 30 days of such change.
POLICY REVIEW
This Investment Policy shall be reviewed and approved by City Council annually to ensure its consistency with the overall objectives of preservation of principal, liquidity, yield and diversification and its relevance to current law and economic trends. Any additional amendments to this Investment Policy shall be submitted to the City Council for approval.
City of San Rafael
Investment Policy
June 2117, 20224
City of San Rafael
Investment Policy
June 2117, 20224
GLOSSARY OF INVESTMENT TERMS
AGENCIES. Shorthand market terminology for any obligation issued by a governmentsponsored entity (GSE), or a federally related institution. Most obligations of GSEs are not guaranteed by the full faith and credit of the US government. Examples are:
FFCB. The Federal Farm Credit Bank System provides credit and liquidity in the agricultural industry. FFCB issues discount notes and bonds.
FHLB. The Federal Home Loan Bank provides credit and liquidity in the housing market. FHLB issues discount notes and bonds.
FHLMC. Like FHLB, the Federal Home Loan Mortgage Corporation provides credit and liquidity in the housing market. FHLMC, also called “FreddieMac” issues discount notes, bonds and mortgage pass-through securities.
FNMA. Like FHLB and FreddieMac, the Federal National Mortgage Association was established to provide credit and liquidity in the housing market. FNMA, also known as “FannieMae,” issues discount notes, bonds and mortgage pass-through securities.
GNMA. The Government National Mortgage Association, known as “GinnieMae,” issues mortgage pass-through securities, which are guaranteed by the full faith and credit of the US Government.
PEFCO. The Private Export Funding Corporation assists exporters. Obligations of PEFCO are not guaranteed by the full faith and credit of the US government.
TVA. The Tennessee Valley Authority provides flood control and power and promotes development in portions of the Tennessee, Ohio, and Mississippi River valleys.
TVA currently issues discount notes and bonds.
ASKED. The price at which a seller offers to sell a security.
ASSET BACKED SECURITIES. Securities supported by pools of installment loans or leases or by pools of revolving lines of credit.
AVERAGE LIFE. In mortgage-related investments, including CMOs, the average time to expected receipt of principal payments, weighted by the amount of principal expected.
BANKER’S ACCEPTANCE. A money market instrument created to facilitate international trade transactions. It is highly liquid and safe because the risk of the trade transaction is transferred to the bank which “accepts” the obligation to pay the investor.
BENCHMARK. A comparison security or portfolio. A performance benchmark is a partial market index, which reflects the mix of securities allowed under a specific investment policy.
BID. The price at which a buyer offers to buy a security.
BROKER. A broker brings buyers and sellers together for a transaction for which the broker receives a commission. A broker does not sell securities from his own position.
CALLABLE. A callable security gives the issuer the option to call it from the investor prior to its maturity. The main cause of a call is a decline in interest rates. If interest rates decline since an issuer issues securities, it will likely call its current securities and reissue them at a lower rate of interest. Callable securities have reinvestment risk as the investor City of San Rafael
Investment Policy
June 2117, 20224
may receive its principal back when interest rates are lower than when the investment was initially made.
CERTIFICATE OF DEPOSIT (CD). A time deposit with a specific maturity evidenced by a certificate. Large denomination CDs may be marketable.
CERTIFICATE OF DEPOSIT ACCOUNT REGISTRY SYSTEM (CDARS). A private placement service that allows local agencies to purchase more than $250,000 in CDs from a single financial institution (must be a participating institution of CDARS) while still maintaining FDIC insurance coverage. CDARS is currently the only entity providing this service. CDARS facilitates the trading of deposits between the California institution and other participating institutions in amounts that are less than $250,000 each, so that FDIC coverage is maintained.
COLLATERAL. Securities or cash pledged by a borrower to secure repayment of a loan or repurchase agreement. Also, securities pledged by a financial institution to secure deposits of public monies.
COLLATERALIZED MORTGAGE OBLIGATIONS (CMO). Classes of bonds that redistribute the cash flows of mortgage securities (and whole loans) to create securities that have different levels of prepayment risk, as compared to the underlying mortgage securities.
COMMERCIAL PAPER. The short-term unsecured debt of corporations.
COST YIELD. The annual income from an investment divided by the purchase cost. Because it does not give effect to premiums and discounts which may have been included in the purchase cost, it is an incomplete measure of return.
COUPON. The rate of return at which interest is paid on a bond.
CREDIT RISK. The risk that principal and/or interest on an investment will not be paid in a timely manner due to changes in the condition of the issuer.
CURRENT YIELD. The annual income from an investment divided by the current market value.
Since the mathematical calculation relies on the current market value rather than the investor’s cost, current yield is unrelated to the actual return the investor will earn if the security is held to maturity.
DEALER. A dealer acts as a principal in security transactions, selling securities from and buying securities for his own position.
DEBENTURE. A bond secured only by the general credit of the issuer.
DELIVERY VS. PAYMENT (DVP). A securities industry procedure whereby payment for a security must be made at the time the security is delivered to the purchaser’s agent.
DERIVATIVE. Any security that has principal and/or interest payments which are subject to uncertainty (but not for reasons of default or credit risk) as to timing and/or amount, or any security which represents a component of another security which has been separated from other components (“Stripped” coupons and principal). A derivative is also defined as a financial instrument the value of which is totally or partially derived from the value of another instrument, interest rate, or index.
DISCOUNT. The difference between the par value of a bond and the cost of the bond, when the cost is below par. Some short-term securities, such as T-bills and banker’s acceptances, are known as discount securities. They sell at a discount from par, and return the par value to the investor at maturity without additional interest. Other City of San Rafael
Investment Policy
June 2117, 20224
securities, which have fixed coupons, trade at a discount when the coupon rate is lower than the current market rate for securities of that maturity and/or quality.
DIVERSIFICATION. Dividing investment funds among a variety of investments to avoid excessive exposure to any one source of risk.
DURATION. The weighted average time to maturity of a bond where the weights are the present values of the future cash flows. Duration measures the price sensitivity of a bond to changes in interest rates. (See modified duration).
FEDERAL FUNDS RATE. The rate of interest charged by banks for short-term loans to other banks. The Federal Reserve Bank through open-market operations establishes it.
FEDERAL OPEN MARKET COMMITTEE. A committee of the Federal Reserve Board that establishes monetary policy and executes it through temporary and permanent changes to the supply of bank reserves.
LEVERAGE. Borrowing funds in order to invest in securities that have the potential to pay earnings at a rate higher than the cost of borrowing.
LIQUIDITY. The speed and ease with which an asset can be converted to cash.
LOCAL AGENCY INVESTMENT FUND (LAIF). A voluntary investment fund open to government entities and certain non-profit organizations in California that is managed by the State Treasurer’s Office.
LOCAL GOVERNMENT INVESTMENT POOL. Investment pools that range from the State Treasurer’s Office Local Agency Investment Fund (LAIF) to county pools, to Joint Powers Authorities (JPAs). These funds are not subject to the same SEC rules applicable to money market mutual funds.
MAKE WHOLE CALL. A type of call provision on a bond that allows the issuer to pay off the remaining debt early. Unlike a call option, with a make whole call provision, the issuer makes a lump sum payment that equals the net present value (NPV) of future coupon payments that will not be paid because of the call. With this type of call, an investor is compensated, or "made whole."
MARGIN. The difference between the market value of a security and the loan a broker makes using that security as collateral.
MARKET RISK. The risk that the value of securities will fluctuate with changes in overall market conditions or interest rates.
MARKET VALUE. The price at which a security can be traded.
MARKING TO MARKET. The process of posting current market values for securities in a portfolio.
MATURITY. The final date upon which the principal of a security becomes due and payable.
MEDIUM TERM NOTES. Unsecured, investment-grade senior debt securities of major corporations which are sold in relatively small amounts on either a continuous or an intermittent basis. MTNs are highly flexible debt instruments that can be structured to respond to market opportunities or to investor preferences.
MODIFIED DURATION. The percent change in price for a 100 basis point change in yields.
Modified duration is the best single measure of a portfolio’s or security’s exposure to market risk.
City of San Rafael
Investment Policy
June 2117, 20224
MONEY MARKET. The market in which short-term debt instruments (T-bills, discount notes, commercial paper, and banker’s acceptances) are issued and traded.
MORTGAGE PASS-THROUGH SECURITIES. A securitized participation in the interest and principal cash flows from a specified pool of mortgages. Principal and interest payments made on the mortgages are passed through to the holder of the security.
MUNICIPAL SECURITIES. Securities issued by state and local agencies to finance capital and operating expenses.
MUTUAL FUND. An entity which pools the funds of investors and invests those funds in a set of securities which is specifically defined in the fund’s prospectus. Mutual funds can be invested in various types of domestic and/or international stocks, bonds, and money market instruments, as set forth in the individual fund’s prospectus. For most large, institutional investors, the costs associated with investing in mutual funds are higher than the investor can obtain through an individually managed portfolio.
NATIONALLY RECOGNIZED STATISTICAL RATING ORGANIZATION (NRSRO).
A credit rating agency that the Securities and Exchange Commission in the United States uses for regulatory purposes. Credit rating agencies provide assessments of an investment's risk. The issuers of investments, especially debt securities, pay credit rating agencies to provide them with ratings. The three most prominent NRSROs are Fitch, S&P, and Moody's.
NEGOTIABLE CD. A short-term debt instrument that pays interest and is issued by a bank, savings or federal association, state or federal credit union, or state-licensed branch of a foreign bank. Negotiable CDs are traded in a secondary market and are payable upon order to the bearer or initial depositor (investor).
PREMIUM. The difference between the par value of a bond and the cost of the bond, when the cost is above par.
PREPAYMENT SPEED. A measure of how quickly principal is repaid to investors in mortgage securities.
PREPAYMENT WINDOW. The time period over which principal repayments will be received on mortgage securities at a specified prepayment speed.
PRIMARY DEALER. A financial institution (1) that is a trading counterparty with the Federal Reserve in its execution of market operations to carry out U.S. monetary policy, and (2) that participates for statistical reporting purposes in compiling data on activity in the U.S. Government securities market.
PRUDENT PERSON (PRUDENT INVESTOR) RULE. A standard of responsibility which applies to fiduciaries. In California, the rule is stated as “Investments shall be managed with the care, skill, prudence and diligence, under the circumstances then prevailing, that a prudent person, acting in a like capacity and familiar with such matters, would use in the conduct of an enterprise of like character and with like aims to accomplish similar purposes.”
REALIZED YIELD. The change in value of the portfolio due to interest received and interest earned and realized gains and losses. It does not give effect to changes in market value on securities, which have not been sold from the portfolio.
City of San Rafael
Investment Policy
June 2117, 20224
REGIONAL DEALER. A financial intermediary that buys and sells securities for the benefit of its customers without maintaining substantial inventories of securities and that is not a primary dealer.
REPURCHASE AGREEMENT. Short-term purchases of securities with a simultaneous agreement to sell the securities back at a higher price. From the seller’s point of view, the same transaction is a reverse repurchase agreement.
SAFEKEEPING. A service to bank customers whereby securities are held by the bank in the customer’s name.
STRUCTURED NOTE. A complex, fixed income instrument, which pays interest, based on a formula tied to other interest rates, commodities or indices. Examples include inverse floating rate notes which have coupons that increase when other interest rates are falling, and which fall when other interest rates are rising, and "dual index floaters," which pay interest based on the relationship between two other interest rates - for example, the yield on the ten-year Treasury note minus the SOFR rate. Issuers of such notes lock in a reduced cost of borrowing by purchasing interest rate swap agreements.
SUPRANATIONAL. A Supranational is a multi-national organization whereby member states transcend national boundaries or interests to share in the decision making to promote economic development in the member countries.
TOTAL RATE OF RETURN. A measure of a portfolio’s performance over time. It is the internal rate of return, which equates the beginning value of the portfolio with the ending value; it includes interest earnings, realized and unrealized gains, and losses in the portfolio.
U.S. TREASURY OBLIGATIONS. Securities issued by the U.S. Treasury and backed by the full faith and credit of the United States. Treasuries are considered to have no credit risk, and are the benchmark for interest rates on all other securities in the US and overseas.
The Treasury issues both discounted securities and fixed coupon notes and bonds.
TREASURY BILLS. All securities issued with initial maturities of one year or less are issued as discounted instruments, and are called Treasury bills. The Treasury currently issues three- and six-month T-bills at regular weekly auctions. It also issues “cash management” bills as needed to smooth out cash flows.
TREASURY NOTES. All securities issued with initial maturities of two to ten years are called Treasury notes, and pay interest semi-annually.
TREASURY BONDS. All securities issued with initial maturities greater than ten years are called Treasury bonds. Like Treasury notes, they pay interest semi-annually.
VOLATILITY. The rate at which security prices change with changes in general economic conditions or the general level of interest rates.
YIELD TO MATURITY. The annualized internal rate of return on an investment which equates the expected cash flows from the investment to its cost.
December 29, 2022
William Dennehy II, CFA, Co-Chief Investment Officer
Carlos Oblites, Senior Portfolio Strategist
Chandler Asset Management
6225 Lusk Boulevard
San Diego, CA 92121
RE: Client Directive Regarding Management of the City of San Rafael Investment Program Dear Messrs. Dennehy and Oblites,
The City of San Rafael entered into a discretionary investment advisory agreement with Chandler Asset Management, a SEC-registered investment advisor, to manage a portion of the City’s investment assets in a disciplined, active manner that complies with the City’s primary objectives of safety, liquidity and return on investment, as stated in the City of San Rafael Investment Policy.
After a recent consultation with Chandler’s investment team, the City agreed to implement a strategy for its core funds that invests in a diversified portfolio of US dollar-denominated fixed income securities managed in compliance with the City’s investment policy. • Chandler will make best efforts to maintain the City’s market risk, as measured by modified duration, within +/- 10% of the duration of the ICE BofA 1-3 Year US Treasury & Agency Index. • Chandler will implement the strategy incrementally, as market changes provide opportunities to position the target duration.
• Until further notice, Chandler Asset Management will refrain from making any direct investments in issuers whose primary business revenue is derived from the exploration, extraction, and processing of fossil fuels.
This directive is in effect as of the date of this memo and will remain in effect until it is replaced by a revised directive.
Respectfully,
Nadine Atieh Hade
Administrative Services Director
City of San Rafael, California
Agenda Item 6.c
Final Citywide Budget for
Fiscal Year 2024-25
https://www.cityofsanrafael.net/council/6-c-finalcitywide-budget-for-fiscal-year-2024-25.pdf ____________________________________________________________________________________
FOR CITY CLERK ONLY
Council Meeting: _______________________
Disposition: ___________________________
Agenda Item No: 6.d
Meeting Date: June 17, 2024
SAN RAFAEL CITY COUNCIL AGENDA REPORT
Department: City Manager’s Office/Human Resources
Prepared by: Angela Robinson Piñon,
Assistant City Manager
Marissa Sanchez, Human
Resources Director
City Manager Approval: ______________
TOPIC: SUCCESSOR MEMORANDUM OF UNDERSTANDING WITH AMERICAN FEDERATION OF STATE, COUNTY & MUNICIPAL EMPLOYEES, LOCAL 1 (AFSCME/LOCAL 1)
SUBJECT: RESOLUTION APPROVING A SUCCESSOR MEMORANDUM OF UNDERSTANDING
PERTAINING TO COMPENSATION AND WORKING CONDITIONS FOR AMERICAN FEDERATION OF STATE, COUNTY & MUNICIPAL EMPLOYEES, LOCAL 1 (AFSCME/LOCAL 1), BEGINNING JULY 1, 2024 THROUGH JUNE 30, 2027 RECOMMENDATION:
Adopt a resolution approving a successor memorandum of understanding (MOU) pertaining to compensation and working conditions for the American Federation of State, County & Municipal Employees, Local 1 (AFSCME/Local 1) beginning July 1, 2024, and ending June 30, 2027.
BACKGROUND:
The American Federation of State, County & Municipal Employees, Local 1 (AFSCME/Local 1) represents seven employees in various departments within the City of San Rafael. The most recent Memorandum of Understanding (“MOU”) for AFSCME/Local 1 will expire on June 30, 2024.
Representatives of the City and AFSCME/Local 1 have met in good faith and worked diligently to negotiate the terms of a successor MOU. The City and AFSCME/Local 1 signed a total package tentative agreement for a three-year successor MOU effective July 1, 2024, and AFSCME/Local 1 membership ratified the proposal on June 7, 2024.
The City’s negotiations were informed by the following:
• Fiscal Sustainability and Predictability
o Revenue Assumptions
o Expenditure Assumptions
o Inflation and recession predictions
• Three-year MOUs
• Recruitment and Retention of Employees
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 2
o Vacancy and Attrition Rates
o Hard to fill job classifications
• Compensation of Comparable Agencies as Specified in the Current MOU • Internal Equity and Compaction
ANALYSIS:
The following Article summarizes the terms and significant economic items in the successor MOU between the City and AFSCME/Local 1. In addition to the economic items, some operational items were addressed in the final agreement.
1. Term of the Agreement: July 1, 2024, through June 30, 2027
2. Salary Increase (Article 3.1.2): All classifications in the bargaining group will receive a 3.0% general salary increase each year of the MOU. In addition, individual classifications will receive equity adjustments based on the labor market adjustment agreed to for each position. The total value of the salary increases applied across the bargaining group is as follows:
a. Year 1: A 3.0% cost of living increase and a 1.0% to 6.0% equity adjustment (dependent upon position) for a total increase of 4.0% to 9.0%
b. Year 2: A 3.0% cost of living increase and a 1.0% to 5.0% equity adjustment (dependent upon position) for a total increase of 4.0% to 8.0%
c. Year 3: A 3.0% cost of living increase and a 1.0% to 4.0% equity adjustment (dependent upon position) for a total increase of 4.0% to 7.0%
The salary schedule included in the attached MOU authorizes the proposed new salary range for each position.
3. Full Flex Cafeteria Plan (Article 4.2.1): To address rising healthcare costs and improve the City’s ability to recruit and retain employees and to improve the market position among comparator agencies, employees will receive an increase in their monthly Flex Dollar Allowance as noted below:
Health Tier Current Increase Effective
Dec 2024
Employee Only $ 878.00 $ 72.00 $ 950.00
Employee +1 dependent $ 1,756.00 $ 144.00 $ 1,900.00
Employee + Family $ 1,935.33 $ 464.67 $ 2,400.00
For the term of this MOU, on December 15, 2025, and December 15, 2026, the flex dollar amount shall increase up to a maximum of 5%, based on the Kaiser Bay Area premium rate increase. If the Kaiser Bay Area premium rate increase is between 10%-15%, the City and employees represented by SRFCOA will split the cost of the increase above ten percent (10%) evenly. Should the rate increase exceed 15%, the City and the Association agree to reopen the MOU to negotiate the employer’s contribution to healthcare. Upon expiration of the MOU, the flex dollar amount increase shall revert back to a maximum of 3%, based on the Kaiser Bay Area premium rate increase.
4. Bilingual Pay (Article 3.5.3): Increases compensation for employees fluent in a language other SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 3
than English. Employees who demonstrate proficiency in speaking and writing a language may receive up to an additional $250.00 monthly.
5. Non-Economic Items: In addition to the items discussed above, an agreement was reached on other proposals, which reflect minor changes to existing provisions with no additional cost. The attached MOU includes all the changes agreed to by the parties. A brief overview of these negotiated MOU Articles includes:
• Gender Neutral Language (Throughout MOU): Replaced references to “he,” “she,” “his,” and “hers” with “they,” “them,” and “their.”
• Holidays – Days Observed (Article 5.3.1): Incorporates side letter recognizing Juneteenth as a City holiday.
• Bereavement Leave (Article 5.4.1): Updated existing bereavement language to comply with changes in state law.
• Paid Parental Leave (Article 5.4.9): Provides 300 hours of paid parent leave for employees following the birth or adoption of a child.
• End of Life Care Leave (Article 5.4.10): Provides up to 80 hours of paid leave for an employee who is providing care to a family member at the end of their life.
FISCAL IMPACT:
The current total annual salary and benefit cost for the 7 employees of AFSCME/Local 1 is $1,089,680.
The additional ongoing incremental cost of the successor MOU beyond the fiscal year 2023-24 budget is:
Incremental
FY 2024-25
Incremental
FY 2025-26
Incremental
FY 2026-27
Wages:
Salary $38,367 $38,825 $34,285
Other Costs:
Pension* $16,718 $16,921 $14,920
Taxes (Medicare, WC) $1,466 $1,483 $1,310
Benefits $12,422 $6,238 $6,415
Total Annual Incremental Costs: $68,973 $63,467 $56,930 Total Over Term of Contract $206,919 $126,934 $56,930
$390,783
*This incremental pension cost results only from the negotiated wage increase and does not include the cost of associated MCERA rate changes. The terms and conditions of the pension benefit plan remain unchanged.
Over the term of the agreement, the contract costs are $390,783 for an effective date of July 1, 2024.
The increase in compensation included in this resolution is being reflected in the City’s FY2024/25 budget and updated budget projections.
OPTIONS:
The City Council has the following options to consider in this matter:
• Adopt the resolution
• Adopt resolution with modifications.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 4
• Direct staff to return with more information.
• Take no action.
RECOMMENDED ACTION:
Adopt a resolution approving a successor memorandum of understanding (MOU) pertaining to compensation and working conditions for the American Federation of State, County & Municipal Employees, Local 1 (AFSCME/Local 1) beginning July 1, 2024, and ending June 30, 2027.
ATTACHMENTS:
1. Resolution with attached MOU between the City of San Rafael and the American Federation of State, County & Municipal Employees, Local 1 (AFSCME/Local 1) for July 1, 2024, to June 30, 2027 (and all attachments)
2. Draft MOU with tracked changes
RESOLUTION NO.
RESOLUTION OF THE SAN RAFAEL CITY COUNCIL APPROVING A MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND AMERICAN FEDERATION OF STATE, COUNTY & MUNICIPAL EMPLOYEES, LOCAL 1 (AFSCME/LOCAL 1) PERTAINING TO COMPENSATION AND WORKING CONDITIONS (JULY 1, 2024 THROUGH JUNE 30, 2027) WHEREAS, the City of San Rafael and representatives of American Federation of State, County & Municipal Employees, Local 1 (AFSCME/Local 1) have met and conferred in good faith with regard to wages, hours and working conditions in accordance with the provisions of the MeyersMilias-Brown Act; and WHEREAS, a Memorandum of Understanding (“MOU”) pertaining to the three-year period from July 1, 2024, through June 30, 2027, has been ratified by AFSCME/Local 1 members.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN RAFAEL DOES RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
Section 1: From and after the date of adoption of this Resolution, the City of San Rafael and AFSCME/Local 1 shall utilize the MOU for the period beginning July 1, 2024, attached hereto, as the official document of reference respecting compensation and working conditions for employees represented by AFSCME/Local 1.
Section 2: The schedules describing classes of positions and salary ranges are attached to said MOU and, together with the MOU itself, are hereby adopted and shall be attached hereto and incorporated in full.
I, Lindsay Lara, Clerk of the City of San Rafael, hereby certify that the foregoing Resolution was duly and regularly introduced and adopted at a regular meeting of the City Council of the City of San Rafael, held on the 17th of June 2024, by the following vote, to wit:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
Lindsay Lara, City Clerk
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
AFSCME / Local 1
JULY 1, 2024 - JUNE 30, 2027
Local 1 MOU 2024 - 2027 2
This page intentionally left blank
Local 1 MOU 2024 - 2027 i
TABLE OF CONTENTS
1 GENERAL PROVISIONS ......................................................................................................................1
1.1 INTRODUCTION ...........................................................................................................................................1
1.1.1 Scope of Agreement................................................................................................................................1
1.1.2 Term of MOU............................................................................................................................................1
1.2 RECOGNITION.............................................................................................................................................1
1.2.1 Bargaining Unit.........................................................................................................................................1
1.2.2 Notice to Employees................................................................................................................................1
1.3 NON-DISCRIMINATION................................................................................................................................2
1.3.1 In General .................................................................................................................................................2
1.3.2 Bargaining Unit Discrimination...............................................................................................................2
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING...............................................................................2
1.5 EXISTING LAWS, REGULATIONS & POLICIES ............................................................................................2
1.6 STRIKES & LOCKOUTS...............................................................................................................................2
1.7 SEVERABILITY ............................................................................................................................................2
1.8 PREVAILING RIGHTS...................................................................................................................................2
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER.....................................................................................3
1.9.1 Understanding ..........................................................................................................................................3
1.9.2 Waiver & Modification..............................................................................................................................3 2 MMBA...........................................................................................................................................................3
2.1 BARGAINING UNIT RIGHTS.........................................................................................................................3
2.1.1 Bargaining Unit Stewards Designation .................................................................................................3
2.1.2 Bulletin Boards .........................................................................................................................................3
2.1.3 Union Orientation of New Employees...................................................................................................3
2.1.4 Employee Information .............................................................................................................................4
2.2 DUES DEDUCTION ......................................................................................................................................4
2.2.1 Collection of Dues....................................................................................................................................4
2.2.2 Dues Collection during Separation from Employment .......................................................................4
2.2.3 Indemnification .........................................................................................................................................4
2.3 MANAGEMENT RIGHTS...............................................................................................................................4 3 COMPENSATION.....................................................................................................................................5
3.1 GENERAL WAGES AND COMPENSATION...................................................................................................5
3.1.1 Pay Dates..................................................................................................................................................5
3.1.2 General Wage Increase ..........................................................................................................................5
3.1.3 Definitions .................................................................................................................................................6
3.1.4 Compensation Plan .................................................................................................................................6
3.2 STEP INCREASES .......................................................................................................................................7
3.2.1 Entry Level Step.......................................................................................................................................7
3.2.2 Consideration for Step Increases ..........................................................................................................7
3.2.3 Merit Increases.........................................................................................................................................7
3.2.4 Anniversary Date .....................................................................................................................................7
3.2.5 Promotions................................................................................................................................................7
3.2.6 Performance Evaluations........................................................................................................................7
3.3 SALARY CHANGE ON RECLASSIFICATION.................................................................................................8
3.3.1 To a Lower Classification........................................................................................................................8
3.3.2 To a Different Classification with the Same Salary Range................................................................8
3.3.3 To a Higher Classification.......................................................................................................................8
3.4 OUT OF CLASS COMPENSATION................................................................................................................8
3.5 ADDITIONAL PAY........................................................................................................................................8
3.5.1 Confidential Pay .......................................................................................................................................8
3.5.2 Educational Pay .......................................................................................................................................8
3.5.3 Bilingual Pay .............................................................................................................................................8 Local 1 MOU 2024 - 2027 ii
3.5.4 Uniform Allowance...................................................................................................................................9 4 BENEFITS...................................................................................................................................................9
4.1 EMPLOYEE BENEFITS COMMITTEE ............................................................................................................9
4.2 HEALTH & WELFARE .................................................................................................................................9
4.2.1 Full Flex Cafeteria Plan...........................................................................................................................9
4.2.2 Retirees Health Insurance ....................................................................................................................11
4.2.3 Pro Rata Benefit Rules..........................................................................................................................11
4.2.4 Health and Dependent Care Spending Accounts .............................................................................12
4.2.5 Health Insurance Providers ..................................................................................................................12
4.3 DENTAL PLAN ..........................................................................................................................................12
4.4 VISION PLAN.............................................................................................................................................12
4.5 RETIREMENT CONTRIBUTION...................................................................................................................12
4.5.1 Member Contribution.............................................................................................................................13
4.5.2 Retirement Plans ...................................................................................................................................13
4.5.3 Member Cost of Living Rates...............................................................................................................13
4.5.4 Pension Committee ...............................................................................................................................13
4.6 STATE DISABILITY INSURANCE (SDI) AND PAID FAMILY LEAVE (PFL).................................................13
4.7 DEFERRED COMPENSATION ....................................................................................................................13
4.8 GYM REIMBURSEMENT.............................................................................................................................14
4.9 BENEFIT REOPENER ................................................................................................................................14 5 LEAVES .....................................................................................................................................................14
5.1 SICK LEAVE..............................................................................................................................................14
5.1.1 Eligibility ..................................................................................................................................................14
5.1.2 Sick Leave Accrual ................................................................................................................................14
5.1.3 Use of Sick Leave..................................................................................................................................14
5.1.4 Advance of Sick Leave..........................................................................................................................15
5.1.5 Service Credit for Sick Leave...............................................................................................................15
5.1.6 Compensation for Unused Portion ......................................................................................................15
5.2 VACATION LEAVE.....................................................................................................................................15
5.2.1 Eligibility ..................................................................................................................................................15
5.2.2 Rate of Accrual.......................................................................................................................................15
5.2.3 Administration of Vacation Leave........................................................................................................16
5.2.4 Vacation Cash-In ...................................................................................................................................16
5.3 HOLIDAYS.................................................................................................................................................16
5.4 OTHER LEAVE ..........................................................................................................................................17
5.4.1 Bereavement Leave ..............................................................................................................................17
5.4.2 Jury Duty .................................................................................................................................................17
5.4.3 Military Leave .........................................................................................................................................17
5.4.4 Leave of Absence Without Pay............................................................................................................17
5.4.5 Industrial Injury Leave ...........................................................................................................................18
5.4.6 Family Medical Leave............................................................................................................................18
5.4.7 Catastrophic Leave................................................................................................................................19
5.4.8 Administrative Leave .............................................................................................................................19
5.4.9 Paid Parental Leave ..............................................................................................................................19
5.4.10 End of Life Care Leave..........................................................................................................................20 6 TERMS & CONDITIONS OF EMPLOYMENT.............................................................................21
6.1 HOURS OF WORK.....................................................................................................................................21
6.2 OVERTIME.................................................................................................................................................21
6.3 COMPENSATORY TIME POLICY................................................................................................................21
6.3.1 Accrual Limit ...........................................................................................................................................21
6.3.2 Overtime Rate ........................................................................................................................................21
6.4 PROBATIONARY PERIOD ..........................................................................................................................22
6.4.1 Purpose of Probation.............................................................................................................................22
6.4.2 Length of Probationary Period .............................................................................................................22
6.4.3 Rejection During Probation ..................................................................................................................22 Local 1 MOU 2024 - 2027 iii
6.4.4 Notification of Rejection ........................................................................................................................22
6.4.5 Extension of Probationary Period........................................................................................................22
6.4.6 Regular Status........................................................................................................................................22
6.4.7 Promotion of Probationary Employee .................................................................................................22
6.4.8 Unsuccessful Passage of Promotional Probattion............................................................................22
6.4.9 Lateral Transfer Probation....................................................................................................................22
6.5 TRANSFERS / REASSIGNMENTS...............................................................................................................23
6.5.1 Types of Transfers.................................................................................................................................23
6.5.2 Minimum Qualifications & Probation ...................................................................................................23
6.5.3 Transfer Procedures..............................................................................................................................23
6.6 PERSONNEL RULES & REGULATIONS .....................................................................................................23
6.6.1 Confidential Nature of Personnel Records.........................................................................................23
6.6.2 Confidential Nature of Medical Records.............................................................................................24
6.6.3 Outside Employment Policy .................................................................................................................24
6.6.4 Use of City Vehicle ................................................................................................................................24
6.6.5 Safety Policy ...........................................................................................................................................24
6.7 MISCELLANEOUS......................................................................................................................................24
6.7.1 Hazardous Materials..............................................................................................................................24
6.7.2 Gratuities / Solicitation of Contributions..............................................................................................24
6.7.3 Return of City Equipment......................................................................................................................24
6.7.4 Political Activity.......................................................................................................................................24
6.7.5 Employment of Relatives ......................................................................................................................25
6.7.6 Labor / Management Meetings ............................................................................................................25
6.7.7 Contract Orientation Work Sessions...................................................................................................25
6.7.8 Harassment Policy.................................................................................................................................25
6.7.9 Work Place Conduct..............................................................................................................................25 7 PROCEDURES ........................................................................................................................................25
7.1 DEMOTION & SUSPENSION ......................................................................................................................25
7.1.1 Demotion.................................................................................................................................................25
7.1.2 Suspension .............................................................................................................................................26
7.2 TERMINATION OF EMPLOYMENT ..............................................................................................................26
7.2.1 Resignation.............................................................................................................................................26
7.2.2 Termination - Layoff (Lack of work or funds) .....................................................................................26
7.2.3 Termination - Disciplinary Action .........................................................................................................26
7.2.4 Retirement ..............................................................................................................................................26
7.2.5 Rejection During Probation ..................................................................................................................26
7.3 DISCIPLINARY ACTION .............................................................................................................................26
7.3.1 Notification of Weingarten Rights ........................................................................................................26
7.3.2 Right to Discipline & Discharge ...........................................................................................................26
7.3.3 Preliminary Notice..................................................................................................................................27
7.3.4 Disciplinary Action and Appeal ............................................................................................................27
7.4 GRIEVANCE PROCEDURE.........................................................................................................................27
7.4.1 Definition .................................................................................................................................................28
7.4.2 Procedure................................................................................................................................................28
7.4.3 Arbitration................................................................................................................................................28
7.4.4 General Provisions ................................................................................................................................29
7.5 POSITION RECLASSIFICATION..................................................................................................................29
7.5.1 Purpose ...................................................................................................................................................29
7.5.2 Policy .......................................................................................................................................................30
7.5.3 Creation of New Position ......................................................................................................................30
7.5.4 Reclassification ......................................................................................................................................30
7.6 FURLOUGH PROGRAM .............................................................................................................................31
7.6.1 Voluntary Time Off (VTO).....................................................................................................................31
7.6.2 Mandatory Time Off (MTO) ..................................................................................................................31
7.7 REDUCTION IN FORCE..............................................................................................................................32 Local 1 MOU 2024 - 2027 iv
7.7.1 Authority ..................................................................................................................................................32
7.7.2 Notice.......................................................................................................................................................32
7.7.3 Order of Layoff .......................................................................................................................................32
7.7.4 Seniority ..................................................................................................................................................32
7.7.5 Bumping Rights......................................................................................................................................32
7.7.6 Transfer Rights.......................................................................................................................................33
7.7.7 Layoff Procedure Notification...............................................................................................................33
7.8 RE-EMPLOYMENT.....................................................................................................................................33
7.8.1 General Guidelines................................................................................................................................33
7.8.2 Right to Re-Employment.......................................................................................................................33
7.8.3 Time Limits..............................................................................................................................................33
7.8.4 Availability ...............................................................................................................................................33
7.8.5 Probationary Status ...............................................................................................................................33
7.8.6 Restoration of Benefits..........................................................................................................................33
LIST OF EXHIBITS
Exhibit A Salary Schedule for July 1, 2024 – June 30, 2027 Exhibit B Temporary Employees
Local 1 MOU 2024 - 2027 1
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
AFSCME / PUBLIC EMPLOYEES UNION, LOCAL 1
This Memorandum of Understanding is entered into pursuant to the provisions of Section 3500, et seq. of the Government Code of the State of California.
The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in said representation unit, and have freely exchanged information, opinions and proposals and have reached agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
This Memorandum of Understanding shall be presented to the City Council of the City of San Rafael as the joint recommendation of the undersigned parties for salary and employee benefit adjustments for the period commencing July 1, 2024 through June 30, 2027.
As used in this Memorandum of Understanding, the words “days” or “working days” shall be deemed to mean those days of the week that the City Hall of the City of San Rafael is open for business, unless there is a specific reference to calendar days. 1 GENERAL PROVISIONS
1.1 INTRODUCTION
1.1.1 Scope of Agreement
The salaries, hours, fringe benefits and working conditions set forth have been mutually agreed upon by the designated bargaining representatives of the City of San Rafael (herein-after called "CITY") and the Public Employees Union AFSCME / Local 1 (herein-after called “AFSCME / Local 1”) and shall apply to all employees of the City working in the classifications and bargaining unit set forth herein.
1.1.2 Term of MOU
This agreement shall be in effect from July 1, 2024 through June 30, 2027.
1.2 RECOGNITION
1.2.1 Bargaining Unit
City hereby recognizes AFSCME / Local 1 as bargaining representative for the purpose of establishing salaries, hours, fringe benefits and working conditions for all employees within the Bargaining Unit.
1.2.2 Notice to Employees
Whenever a person is hired in any of the job classifications set forth herein, City shall notify such person that AFSCME / Local 1 is the recognized bargaining representative for employees in that classification.
Local 1 MOU 2024 - 2027 2
1.3 NON-DISCRIMINATION
1.3.1 In General
The parties to this contract agree that they shall not, in any manner, discriminate against any person whatsoever because of race, color, age, religion, ancestry, national origin, sex, sexual orientation, marital status, medical condition or disability. Any employee alleging such discrimination should use the internal, administrative process explained in the City of San Rafael’s Policy Against Harassment, Discrimination and Retaliation to redress the situation. Such employees shall be entitled to AFSCME / Local 1 representation but are not entitled to seek redress using the grievance procedure of this MOU.
1.3.2 Bargaining Unit Discrimination
No member, official, or representative of AFSCME / Local 1 shall, in any way, suffer any type of discrimination in connection with continued employment, promotion, or otherwise by virtue of membership in or representation by the Bargaining Unit.
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING
Both the City and AFSCME / Local 1 agree to keep duplicate originals of this Memorandum on file in a readily accessible location available for inspection by any employee or member of the public upon request.
1.5 EXISTING LAWS, REGULATIONS & POLICIES
This agreement is subject to all applicable laws of the State of California, ordinances, regulations, and policies of the City of San Rafael.
1.6 STRIKES & LOCKOUTS
During the term of this Memorandum, the City agrees that it will not lock out employees, and AFSCME / Local 1 agrees that it will not agree to, encourage or approve any strike or slowdown growing out of any dispute relating to the terms of this Agreement. The Bargaining Unit will take whatever lawful steps are necessary to prevent any interruption of work in violation of this Agreement, recognizing with the City that all matters of controversy within the scope of this Agreement shall be settled by established procedures set forth in the City's Charter, ordinances, and regulations, as may be amended from time to time.
1.7 SEVERABILITY
If any article, paragraph or section of this Memorandum shall be held to be invalid by operation of law, or by any tribunal of competent jurisdiction, or if compliance with or any enforcement of any provision hereof be restrained by such tribunal, the remainder of this Memorandum shall not be affected thereby, and the parties shall, if possible, enter into meet-and-confer sessions for the sole purpose of arriving at a mutually satisfactory replacement for such article, paragraph or section.
1.8 PREVAILING RIGHTS
All matters within the scope of meeting and conferring which have previously been adopted through rules, regulation, ordinance or resolution, which are not specifically superseded by this Memorandum of Understanding, shall remain in full force and effect throughout the term of this Agreement.
Local 1 MOU 2024 - 2027 3
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER
1.9.1 Understanding
The parties jointly represent to the City Council that this Memorandum of Understanding set forth the full and entire understanding of the parties regarding the matters set forth herein.
1.9.2 Waiver & Modification
Except as specifically otherwise provided herein, it is agreed and understood that each party hereto voluntarily and unqualifiedly waives its right, and agrees that the other shall not be required to meet and confer with respect to any subject or matter covered herein, nor as to wages or fringe benefits during the period of the term of this Memorandum.
The foregoing shall not preclude the parties hereto from meeting and conferring at any time during the term of this Agreement with respect to any subject matter within the scope of meeting and conferring by mutual agreement.
2 MMBA
2.1 BARGAINING UNIT RIGHTS
2.1.1 Bargaining Unit Stewards Designation
The Bargaining Unit shall, by written notice to the City Manager, designate certain of its members as AFSCME / Local 1 Representatives. AFSCME / Local 1 Representatives shall be permitted reasonable time for Bargaining Unit activities including grievance representation. In all cases, the Representatives shall secure permission from the Representative's supervisor before leaving a work assignment. Such permission shall not be unreasonably withheld.
AFSCME / Local 1 Representatives, for salary discussions, shall be in accordance with MeyersMilias-Brown Act (MMBA.
2.1.2 Bulletin Boards
Authorized representatives of the Bargaining Unit shall be allowed to post AFSCME / Local 1 notices on specified bulletin boards maintained on City premises.
2.1.3 Union Orientation of New Employees
Whenever the City hires an employee within any classification covered by this Memorandum of Understanding and represented by the Union, as soon as possible the City will inform the employee that they are represented by the Union, inform the employee of the terms and provisions of this Memorandum of Understanding and will provide said employee with a copy of the current Memorandum of Understanding. The City shall make available up to two hours, at a mutually agreeable time, during the initial thirty (30) days of employment for new employee orientation by the Union. In addition, the City will also provide reasonable advance written notice to the Union of all employee orientations conducted by the City for its members, to include the date, time, and location of the orientation. Written notice shall be via email.
The Union will be afforded the opportunity to have the Business Agent and/or a bargaining unit member (City employee) as representatives to meet with the new employee(s). The Union’s new employee orientation will be conducted during regular working hours on paid City time and at a mutually agreeable time approved by department management. At no time shall the Union’s new employee orientation result in any overtime or additional costs to the City. The Union will provide the City advance notice of the name(s) of the bargaining unit member(s) who they wish to attend the orientation.
Local 1 MOU 2024 - 2027 4
2.1.4 Employee Information
The City shall provide the Union with the name, job title, department, work location, work, home and personal cell phone numbers, home address and personal email address on file with the City for all employees within the Union every 120 days. In addition, a report with similar information of each Union new hire will be provided to the Union within 30 days of the hire date.
2.2 DUES DEDUCTION
2.2.1 Collection of Dues
City agrees, upon receipt of a written request by the Bargaining Unit to deduct dues and voluntary Bargaining Unit deductions selected by members, as established by AFSCME / Local 1, from the salaries of its members. The Bargaining Unit shall notify the City in writing as to the amount of such dues uniformly required of all members of AFSCME / Local 1. The sums so withheld shall be remitted by City, without delay, along with a list of employees and their respective dues and voluntary deductions. The Bargaining Unit bears responsibility for allocating dues and voluntary deductions pursuant to employees’ requests.
The employee's earnings must be regularly sufficient after other legal and required deductions are made to cover the amount of the dues or service fees check off authorized. When an employee is in a non-pay status for an entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of an employee who is in a non-pay status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions have priority over AFSCME / Local 1 dues.
2.2.2 Dues Collection during Separation from Employment The provisions specified above (Section 2.2.1.) shall not apply during periods of separation from the Bargaining Unit by any such employee but shall reapply to such employee commencing with the next full pay period following the return of the employee to representation by the Bargaining Unit. The term separation includes transfer out of the Bargaining Unit, layoff, and leave without pay absences with duration of more than five (5) working days.
2.2.3 Indemnification
Moneys withheld by the City shall be transmitted to the Treasurer (as identified in writing by AFSCME / Local 1) at the address specified. The Bargaining Unit shall indemnify, defend, and hold the City harmless against any claims made, and against any suit instituted against the City on account of check off of employee organization dues or service fees. In addition, the Bargaining Unit shall refund to the City any amount paid to it in error upon presentation of supporting evidence.
2.3 MANAGEMENT RIGHTS
The City reserves, retains, and is vested with, solely and excessively, all rights of management which have not been expressly abridged by specific provision of this Memorandum of Understanding or by law to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of management, as they are not abridged by this Agreement or by law, shall include, but not be limited to, the following rights:
1. To manage the City generally and to determine the issues of policy;
2. To determine the existence of facts which are the basis of the management decision;
3. To determine the necessity of any organization or any service or activity conducted by the City and expand or diminish services;
Local 1 MOU 2024 - 2027 5
4. To determine the nature, manner, means, technology and extent of services to be provided to the public;
5. Methods of financing;
6. Types of equipment or technology to be used;
7. To determine and/or change the facilities, methods, technology, means and size of the work force by which the City operations are to be conducted;
8. To determine and change the number of locations, re-locations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right (after effect bargaining) to contract for or subcontract any work or operation of the City;
9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments;
10. To relieve employees from duties for lack of work or other legitimate reasons;
11. To discharge, suspend, demote or otherwise discipline employees for proper cause in accordance with the provisions and procedures set forth in City Personnel Rules and Regulations and this MOU;
12. To determine job classifications and to reclassify employees;
13. To hire, transfer, promote and demote employees in accordance with this Memorandum of Understanding and the City's Rules and Regulations;
14. To determine policies, procedures and standards for selection, training and promotion of employees;
15. To establish and modify employee and organizational performance and productivity standards and programs including but not limited to, quality and quantity standards; and to require compliance therewith;
16. To maintain order and efficiency in its facilities and operations;
17. To establish and promulgate and/or modify rules and regulations to maintain order and safety in the City which are not in contravention with this Agreement;
18. To take any and all necessary action to carry out the mission of the City in emergencies.
The City and AFSCME / Local 1 agree and understand that if, in the exercise of any of the rights set forth above, the effect of said exercise of rights by the City impacts an area within the scope of representation as set forth in the Meyers-Milias-Brown Act (MMBA), case law interpreting said acts, and/or Federal law, the City shall have the duty to meet and confer with the Bargaining Unit regarding the impact of its decision/exercise of rights. 3 COMPENSATION
3.1 GENERAL WAGES AND COMPENSATION
3.1.1 Pay Dates
City employees are paid twice per month on the 15th and the last working day of the month. When a holiday falls on a payday, the payday will be transferred to the following day of regular business unless Finance is able to complete the payroll by the previous work day. The method of distributing the payroll shall be established by the Finance Director.
3.1.2 General Wage Increase
The City shall provide the following salary increases for the listed positions in each year of the MOU, with Year 1 salary increases to become effective July 1, 2024; or, on the first pay period after Council’s approval – whichever occurs later in time:
Local 1 MOU 2024 - 2027 6
Administrative Assistant to Police Chief, Administrative Assistant to the City Manager, Senior Administrative Assistant (Confidential), Administrative Assistant I/II (Confidential):
• 3.0% cost of living adjustment plus 3.0% equity adjustment (6.0% total) in Year 1 • 3.0% cost of living adjustment plus 2.5% equity adjustment (5.5% total) in Year 2 • 3.0% cost of living adjustment plus 2.0% equity adjustment (5.0% total) in Year 3 Legal Assistant I/II, Human Resources Representative I/II, and Human Resources Assistant • 3.0% cost of living adjustment plus 2.5% equity adjustment (5.5% total) in Year(s) 1 and 2 • 3.0% cost of living adjustment plus 1.0% equity adjustment (4.0% total) in Year 3 Payroll Technician and Payroll Administrator
• 3.0% cost of living adjustment plus 1.0% equity adjustment (4.0% total) in Year(s) 1, 2, and 3
Management Analyst and Associate Management Analyst
• 3.0% cost of living adjustment plus 6.0% equity adjustment (9.0% total) in Year 1 • 3.0% cost of living adjustment plus 5.0% equity adjustment (8.0% total) in Year 2 • 3.0% cost of living adjustment plus 4.0% equity adjustment (7.0% total) in Year 3 Principal Accountant and Senior Accountant
• 3.0% cost of living adjustment plus 2.0% equity adjustment (5.0% total) in Year(s) 1 and 2 • 3.0% cost of living adjustment plus 1.0% equity adjustment (4.0% total) in Year 3 All Other Classifications
• 3.0% cost of living adjustment plus 1.0% equity adjustment (4.0% total) in Year(s) 1, 2, and 3
3.1.3 Definitions
Total Compensation shall be defined as: Top step salary (excluding longevity pay steps), educational incentive pay, bilingual pay, confidential pay, holiday pay, uniform allowance, employer paid deferred compensation (except for such portion that may be part of employee cafeteria plan), employer’s contribution towards employees’ share of retirement, employer’s retirement contribution, employer paid contributions toward insurance premiums for health, life, long term disability, dental and vision plans, and employer paid cafeteria/flexible spending accounts.
The CPI shall be the percentage change in the San Francisco-Oakland-San Jose Area All Urban Consumer index as published by the Bureau of Labor Statistics for the one-year period ending each October during the term of the contract.
3.1.4 Compensation Plan
The Compensation Plan adopted by the City Council shall provide for salary schedules, rates, ranges, steps and any other special circumstances or items related to the total compensation paid employees.
Local 1 MOU 2024 - 2027 7
Each position within the classified services shall be allocated to its appropriate class in the classification plan on the basis of duties and responsibilities. Each class shall be assigned a salary range or a rate established in the salary plan. All persons entering the classified service shall be compensated in accordance with the salary plan then in effect.
All initial employment shall be at the first step of the salary range. The City Manager or their designee may authorize, upon the recommendation of the Appointing Authority, a position at an appropriate higher salary when, in their opinion, it is necessary in order to obtain qualified personnel or when it appears that the education or experience of a proposed employee is substantially superior to the minimum requirements of the class and justifies a beginning salary in excess of the first step.
3.2 STEP INCREASES
3.2.1 Entry Level Step
All initial employment shall be at the first step of the salary range, provided that the City Manager may make an appointment to a position at an appropriate higher salary when, in their opinion, it is necessary to obtain qualified personnel, or when it appears that the education or experience of a proposed employee is substantially superior to the minimum requirements of the class and justifies a beginning salary in excess of the first step.
3.2.2 Consideration for Step Increases
An employee may be considered for an annual salary step increase in accordance with their anniversary date and the parameters of the salary schedule, as referenced in Exhibit A. Unless otherwise noted, salary schedule increases within established salary ranges are scheduled at yearly intervals. Advancement to a higher salary step within an established salary range is granted for continued improvements and efficient and effective work by the employee in the performance of their duties.
3.2.3 Merit Increases
Accelerated merit performance step increases of five percent (5%) may be granted an employee based upon the recommendation of the Department Director and approval of the City Manager.
Employees at the maximum step of their salary range may be granted a merit performance step increase of five percent (5%) above and beyond their salary range, either in a one-time lump sum payment or as a percent increase per paycheck for the designated period of time. Merit pay awards may be granted in recognition of meritorious performance on complex special project(s) of significant value to the organization and beyond the scope of regular duties in response to extraordinary conditions. A merit step increase may be effective for up to one (1) year. A merit step increase may be withdrawn and is not a disciplinary action and is not appealable.
3.2.4 Anniversary Date
Effective 1-1-89, the anniversary date for employees promoted on or after this date shall remain unchanged. Based upon job performance, as measured by a Performance Evaluation, employees may receive consideration for a step increase within their salary range on their anniversary date.
3.2.5 Promotions
Employees promoted to higher-level positions shall be placed at the step in the new salary range that will provide, at a minimum, a five (5%) increase (unless that would exceed the top step in the salary range).
3.2.6 Performance Evaluations
Local 1 MOU 2024 - 2027 8
Prior to the completion of the probationary period, a minimum of one performance evaluation report shall be reviewed with the employee, but such report and review shall not be required prior to separating an employee during the probationary period.
Upon completion of the probationary period, a performance report shall be prepared and reviewed yearly thereafter for each employee in the Classified Service, as a means of determining whether in-grade salary increases are merited, and/or as a means of improving employee performance and communication between supervisors and subordinates.
3.3 SALARY CHANGE ON RECLASSIFICATION
If an occupied position is reclassified the incumbent shall be affected as outlined below:
3.3.1 To a Lower Classification
When a position is re-allocated to a lower classification, the incumbent is either:
1. Transferred to a vacant position in the former classification; or
2. If the incumbent's current salary is greater than the top step of the lower classification, Yrated at the current salary until the salary of the lower classification is at or above the Yrate.
3.3.2 To a Different Classification with the Same Salary Range When a position is reallocated to a different classification with the same salary range, the incumbent shall be granted the same status in the new classification, in which they shall be paid at the same step of the range and shall maintain the same salary rights.
3.3.3 To a Higher Classification
When a position is reclassified to a classification with a higher salary range, the incumbent is moved into the higher classification with the position, except in the circumstances prescribed below. Placement in the salary range shall be in accordance with the appropriate salary schedule.
If the duties upon which the reclassification are based could have been assigned to any of a number of employees in that classification within the division or department, then a promotional exam is held for the reclassified position. Such an exam is a departmental only recruitment limited to employees within that classification. If the incumbent is not successful in this competitive process, she/he is assigned to the position vacated by the promotion.
3.4 OUT OF CLASS COMPENSATION
Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. The out-ofclass increase shall be retroactive to the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater.
3.5 ADDITIONAL PAY
3.5.1 Confidential Pay
Effective 2009, the Confidential Pay incentive for all members is included in the base salary.
3.5.2 Educational Pay
Education Pay is included in the base salary.
3.5.3 Bilingual Pay
Local 1 MOU 2024 - 2027 9
Within the job classifications represented by the Bargaining Unit, provisions are hereby established whereby an employee may receive bilingual pay for full fluency in a foreign language.
Full fluency is defined as a skill level that will allow the employee to fully assist someone else who does not speak English in coping with situations or problems by translating for, conversing with and/or reading or writing written material.
An employee can petition to their Department Director for this bilingual pay incentive. With the Department Director’s recommendation and on review by the Human Resources Director and approval of the City Manager, the employee may begin to receive this bilingual pay incentive.
Criteria for approval of the bilingual pay incentive by the City Manager include:
a. Certification by a recognized school of the appropriate skill level; and/or b. Demonstrated ability of the proficiency level on the job; and c. Department Director’s recommendation and statement that the bilingual skill of the employee can be of value to the department and the employee in the completion of their regular work assignments.
An employee approved for the bilingual pay incentive and required in the performance of their duties to converse with the public in a language other than English shall receive an additional $200.00 per month above their base salary.
Employees who also translate official written documents to or from a language other than English shall receive an additional $50.00 for a total of $250.00 per month above their base salary.
This bilingual pay incentive shall be reviewed annually and as long as the employee demonstrates (by work experience or re-testing, as determined by the City of San Rafael) the full fluency skill level; and as long as the Department Director indicates the value of this skill to the department and the employee in the completion of their regular work assignments.
Removal of the bilingual pay incentive would be considered a non-disciplinary action and as such would not be subject to any appeal/grievance procedure.
3.5.4 Uniform Allowance
Any AFSCME / Local 1 member required to purchase a uniform to meet departmental regulations shall be reimbursed for such cost.
4 BENEFITS
4.1 EMPLOYEE BENEFITS COMMITTEE
Both parties agree to continue to utilize the Employee Benefits Committee for ongoing review of benefit programs, cost containment and cost savings options. The Committee shall be made up of representatives of the SEIU, Police, Police Mid-Management, Fire, Fire Chief Officers Association, Western Council of Engineers, AFSCME / Local 1, Mid-Management Employees Association and Executive employees.
4.2 HEALTH & WELFARE
4.2.1 Full Flex Cafeteria Plan
Effective January 1, 2010, the City implemented a Full Flex Cafeteria Plan for active employees, in accordance with IRS Code Section 125. Active employees participating in the City’s Full Flex Cafeteria Plan shall receive a monthly flex dollar allowance to purchase benefits under the plan.
The monthly flex dollar allowance effective the paycheck of July 1, 2024 shall be:
Local 1 MOU 2024 - 2027 10
For employee only: $ 878.00
For employee and one dependent: $1,756.00
For employee and two or more dependents: $1,935.33
The monthly flex dollar allowance effective the paycheck of December 15, 2024 shall be:
For employee only: $ 950.00
For employee and one dependent: $1,900.00
For employee and two or more dependents: $2.400.00
Flex Dollar Increases for this MOU Term
Effective December 15, 2025, and December 15, 2026, the flex dollar allowances shall increase on the December 15th paycheck up to a maximum of five percent {5.0%) on an annual basis. If the Kaiser Bay Area premium rate increase is less than five percent {5.0%), the flex dollar allowance shall only increase the amount of the Kaiser Bay Area premium increase. In the event that the Kaiser Bay Area premium rate increase for the upcoming calendar year exceeds ten percent {10%) and is less than fifteen percent {15%), the City and the employee will split the cost of the increase above ten percent {10%) evenly; each paying 50% of the dollar value of the increase between 10- 15%. In the unlikely event that the Kaiser Bay Area premium rate increases for the upcoming calendar year in 2026 or 2027 to an amount exceeding fifteen percent (15%), the City and AFSCME/Local 1 agree to reopen the MOU to negotiate the employer's contribution to healthcare.
The parties agree that this provision will sunset upon the expiration of the MOU.
Upon expiration of the MOU, the flex dollar allowances shall increase on the December 15 th
paycheck of each subsequent year up to a maximum of three percent (3%) on an annual basis, based on but not to exceed the Kaiser Bay Area premium rate increase for the upcoming calendar year.
The City shall contribute to the cost of medical coverage for each eligible employee and their dependents, an amount not to exceed the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution, as determined by CalPERS on an annual basis. This portion of the monthly flex dollar allowance is identified as the City’s contribution towards PEMHCA. The balance of the monthly flex dollar allowance (after the PEMHCA minimum contribution) may be used in accordance with the terms of the cafeteria plan to purchase health benefits or may be converted to taxable income.
Conditional Opt-Out Arrangement: An employee may elect to waive the City’s health insurance coverage and receive a $300 monthly Opt-Out payment in accordance with the terms of the cafeteria plan, and the Affordable Care Act, if the employee complies with the following conditions:
1) The employee certifies that the employee and all individuals in the employee’s tax family for whom coverage is waived have alternative Minimum Essential Coverage as defined by the Patient Protection and Affordable Care Act through a provider other than a federal marketplace, a state exchange, or an individual policy. 2) During the City’s annual open enrollment period, the employee must complete an annual written attestation confirming that the employee and the other members of the employee’s tax family are enrolled in alternative Minimum Essential Coverage.
The employee agrees to notify the City no later than 30 days if the employee or other member(s) of the employee’s tax family lose coverage under the alternative Minimum Coverage Plan.
Local 1 MOU 2024 - 2027 11
3) The employee understands that the City is legally required to immediately stop conditional opt-out payments if City learns that the employee and/or members of the employee’s family do not have the alternative Minimal Essential Coverage.
The City reserves the right to modify at any time, the amount an employee is eligible to receive under this paragraph, if required by IRS Cafeteria Plan regulations, other legislation, or Federal and/or California agency guidance.
The City shall be responsible for paying premiums for a life insurance and Accidental Death and Dismemberment (AD&D) policy for each employee. The life and AD&D policy shall provide a $5,000 life insurance and a $5,000 AD&D benefit.
The City shall be responsible for paying premiums for a Long-Term Disability Policy for each employee that satisfies the eligibility provisions of the long-term disability policy. The Long-Term Disability policy shall provide for salary replacement of 66.67% of an individual’s salary up to a maximum disability benefit of $1,000 per month.
4.2.2 Retirees Health Insurance
Employees represented by AFSCME / Local 1 who retire from the Marin County Employees’ Retirement Association (MCERA) within 120 days of leaving their City of San Rafael position (and who comply with the appropriate retirement provisions under the MCERA laws and regulations) are eligible to continue in the City’s retiree group health insurance program offered through PEMHCA. The City’s contribution towards retiree coverage shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. a. Employees hired on or before January 1, 2010. The City shall make a monthly retiree health insurance payment into a Retiree Healthcare Reimbursement Trust (Retiree HRA Trust) on behalf of employees hired before January 1, 2010 and who retire from the City of San Rafael as described in this Section. The City’s total payment, which includes the PEMHCA minimum contribution, shall not exceed $659 per month. The City’s retiree health contribution shall continue for the lifetime of the retiree and retiree’s spouse, in accordance with PEMHCA eligibility provisions for coverage.
Employees receive the pro-rated amount based on their status at the time of retirement.
For example: if an employee works parttime and retires while working part-time, then the employee receives a pro-rated contribution based on the employee’s parttime status at the point of retirement.
b. Employees hired on or after January 1, 2010 and who meet the eligibility requirements for retiree health insurance are eligible to continue in the City’s group health insurance program. The City’s maximum contribution towards retiree coverage under this subsection 4.2.2.b, shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. The City shall not be responsible for making any contributions towards the cost of coverage of the retiree’s spouse, registered domestic partner, or dependents upon the employee’s retirement from the City in excess of the PEMHCA minimum contribution as required by CalPERS.
The City shall additionally make available a retiree health care trust to enable these employees (hired on or after January 1, 2010) to prefund retiree health care premiums while employed by the City. The retiree health care trust shall be funded by annual conversion of 50 hours of sick time in service on July 1 of each year, provided an employee has a remaining balance of 125 hours of sick leave time after the conversions.
4.2.3 Pro Rata Benefit Rules
Local 1 MOU 2024 - 2027 12
Employees covered by this Agreement who work less than full time but more than twenty (20) hours per week on a regular basis shall be eligible to receive: a) pro-rated leave benefits; b) a pro-rated share of the monthly dollar contribution made by the City to be used for enrollment in City offered group health, life, and long term disability insurance plans which the employee may be eligible for based upon the regular hours the employee works, and c) pro-rated share shall be equivalent to the part time employee position’s ratio of hours worked to full time equivalency.
4.2.4 Health and Dependent Care Spending Accounts
City will offer as part of its Section 125 Plan, for as long as such a plan is desired by AFSCME / Local 1 and available pursuant to the IRS Code, Health and Dependent Care Spending Accounts.
The Flexible Spending Accounts offered by the City include:
a. Healthcare Spending Account: Out-of-pocket medical expenses that qualify under the IRS Code effective January 1, 2003 at IRS Code limit, not to exceed $2,500. Employees are responsible to pay the monthly administrative fee and any increase established by the third-party administrator.
b. Dependent Care Spending Account: Dependent care expenses that qualify under the IRS Code at the IRS Code limit (currently $5,000). Employees are responsible to pay the monthly administrative fee and any increase established by the third-party administrator. c. Premium Only Plan: Excess Medical premiums shall be deducted from employee’s pay with pre-tax dollars as long as such deduction is allowable under the applicable IRS Code.
The City shall establish an annual enrollment period and each employee must re-enroll annually for either plan noted in a. and/or b. above. The City shall have the authority to implement changes to the 125 Programs to comply with changes in applicable IRS laws without having to go through the meet and confer process.
4.2.5 Health Insurance Providers
The City shall have the option, after meeting and consulting with representatives of AFSCME / Local 1, of either contracting with the Public Employees Retirement System (PERS) Health Benefits Division for health insurance or contracting directly with some or all of the providers of health insurance under the PERS program; provided, however, contracting directly with the providers shall not cause any material reduction in insurance benefits from those benefits available under the PERS program.
4.3 DENTAL PLAN
The City will provide a dental insurance program which offers 100% coverage for diagnostic and preventative care; $25.00 deductible on corrective care (80/20); and an 80% payment of eligible costs associated with crown and cast restoration per patient per calendar year and orthodontic coverage for eligible dependents (50/50). The dental provider will provide payments for covered services at the percentage indicated in the plan booklet up to a maximum of $1,500 for each enrollee in each calendar year.
Dental insurance enrollment will be available to part time, permanent employees working at least 20 hours per week (FTE level of position). The City’s contribution towards the monthly dental insurance premium will be prorated based on the FTE level of the part time employee.
4.4 VISION PLAN
The City will contract for and pay for a vision plan for employee only vision benefits. Employees will be eligible to enroll qualified family members and will pay the premium for such enrollment.
4.5 RETIREMENT CONTRIBUTION
Local 1 MOU 2024 - 2027 13
4.5.1 Member Contribution
AFSCME / Local 1 members shall pay the full share of the employee's contribution to the Marin County Retirement System.
Effective when feasible in accordance with MCERA and City administrative requirements all unit employees will pay an additional contribution of one percent (1%) of pensionable compensation toward the normal cost of pension provided by the Marin County Employees Retirement Association, in addition to the current employee contribution towards pension as determined by MCERA.
The City of San Rafael acknowledges that under its current practice, the employee’s share of their retirement contribution is deducted with pretax dollars. This practice will continue until changed through the Meet and Confer process or until IRS regulations change.
4.5.2 Retirement Plans
The City shall provide the Marin County Employee Retirement Association 2.7% at 55-retirement program to all eligible AFSCME / Local 1 members, as defined under the 1937 Act Government Code Section 31676, subject to Marin County Employee Retirement Association procedures and regulations and applicable 1937 Act laws that govern such plans. This is based on an employee’s single highest year of compensation.
Employees hired on or after July 1, 2011 will receive an MCERA retirement benefit at the formula 2% at 55, calculated based on the average of their highest three years of compensation, in accordance with MCERA regulations. The annual pension adjustment shall be a maximum of 2% COLA. Minimum retirement age is 55.
Employees hired by the City on or after January 1, 2013 who are defined as “new members” of MCERA in accordance with the Public Employees’ Pension Reform Act (PEPRA) of 2013, shall be enrolled in the MCERA 2% @ 62 plan for Miscellaneous members.
Final compensation will be based upon the highest annual average compensation earnable during the thirty-six (36) consecutive months of employment immediately preceding the effective date of their retirement or some other period designated by the retiring employee.
4.5.3 Member Cost of Living Rates
AFSCME / Local 1 members who are eligible to participate in the Marin County Employee Retirement Association will pay their full share of members’ cost of living rates as allowed under Articles 6 and 6.8 of the 1937 Retirement Act. AFSCME / Local 1 member contribution rates include both the basic and COLA portions (50% of COLA is charged to members as defined in the 1937 Act).
4.5.4 Pension Committee
A representative of the Union will participate in the City-wide pension committee.
4.6 STATE DISABILITY INSURANCE (SDI) AND PAID FAMILY LEAVE (PFL) Employees will have the full premium cost for SDI or PFL coverage automatically deducted from their paycheck and no City contribution will be made toward participation in the plan.
It is incumbent upon the employee to keep the City advised of their medical status and eligibility for SDI or PFL. With this notification, SDI or PFL benefits, as determined by the State, shall be integrated with accrued sick and vacation leave.
4.7 DEFERRED COMPENSATION
Local 1 MOU 2024 - 2027 14
Effective simultaneously with the increase in employee contribution by one percent (1%) to be contributed toward the normal cost of pension benefits provided by MCERA as described in Article 4.1.4, the City will contribute one percent (1%) of pensionable compensation toward a City-provided deferred compensation plan.
The City will make an additional contribution equivalent to one and six hundredths percent (1.06%) of base pay into a City-provided deferred compensation plan for each member of the unit to be paid in installments on a pay period basis following agreement.
4.8 GYM REIMBURSEMENT
Employees are eligible to receive up to $16.50 per month reimbursement for paid gym membership. Such reimbursement shall be processed annually and reported as taxable income to the employee.
4.9 BENEFIT REOPENER
The City may reopen negotiations during the term of this Agreement to meet and confer on a replacement health, dental and life insurance/AD&D plan provider. 5 LEAVES
5.1 SICK LEAVE
5.1.1 Eligibility
Sick leave with pay shall be granted to each eligible employee. Sick leave may not be used at an employee's discretion but shall be allowed only in case of necessity and actual sickness or disability. The employee is required to notify employee's immediate supervisor or Department Director according to department Rules and Regulations at the beginning of their daily duties. The City has the right to request medical verification from an employee who is absent from their duties for three (3) or more consecutive work days.
5.1.2 Sick Leave Accrual
All eligible full-time employees shall earn sick leave credits at the rate of one (1) working day per month commencing with the date of employment. Unused sick leave may be accumulated to any amount, but a cap exists for payoff purposes (see Section 5.1.6). The sick leave accrual rate is prorated for eligible part time employees.
5.1.3 Use of Sick Leave
An employee may use accrued sick leave during their probationary period. An employee eligible for sick leave with pay shall be granted such leave for the following reasons:
1. Personal illness of the employee or illness within the immediate family (family member means an employee’s spouse, registered domestic partner, sibling, parent, parent-in-law, grandchild, grandparent and any unmarried child, including adopted child, a stepchild, or recognized natural child who lives with the employee in a regular parent-child relationship), or physical incapacity of the employee resulting from causes beyond the employee’s control; or
2. Enforced quarantine of the employee in accordance with community health regulations; or
3. Medical appointments that cannot be scheduled during non-working hours shall be charged to sick leave.
4. Personal illness of an employee’s parent that requires the employee to attend to their care.
Local 1 MOU 2024 - 2027 15
5.1.4 Advance of Sick Leave
Whenever circumstances require, and with the approval of the City Manager, sick leave may be taken in advance of accrual up to a maximum determined by the City Manager, provided that any employee separated from the service who has been granted sick leave that is un-accrued at the time of such separation shall reimburse the City of all salary paid in connection with such unaccrued leave.
5.1.5 Service Credit for Sick Leave
Employees who retire from the City of San Rafael within 120 days of leaving City employment (excludes deferred retirements) shall receive employment service credit for retirement purposes only, for all hours of accrued, unused sick leave (exclusive of any sick leave hours they are eligible to receive and they elect to receive in compensation for at the time of retirement (see Section
5.1.6).
Employees hired on or after July 1, 2009 are not eligible to receive employment service credit of all accrued, unused sick leave for retirement purposes.
5.1.6 Compensation for Unused Portion
Upon termination of employment by resignation, retirement or death, a regular employee who leaves the City service in good standing shall receive compensation for all accumulated unused sick leave based upon the following formula: a rate of three percent (3%) for each year of service (i.e., 3% times number of employment service years). The maximum number of accumulated, unused sick leave an employee may be compensated for upon termination of employment is 600 hours. See Section 5.1.5 regarding service credit option for accumulated, unused sick leave that the employee is not compensated for upon termination.
5.2 VACATION LEAVE
5.2.1 Eligibility
Annual vacation with pay shall be granted to each eligible employee. Vacation leave accrued shall be prorated for those employees working less than full time. Employees will be permitted to use their accrued vacation leave as outlined in Article 5.2.3 subject to the approval of the Department Director.
5.2.2 Rate of Accrual
Vacation benefits shall accrue during the probationary period. Each regular full-time employee (part time regular are prorated) shall accrue vacation at the following rate for continuous service.
Each service year in the chart begins on the first working day and ends on the last day of the service year:
Service Year Annual Hours Hours Per Month
1 75.000 hours 6.2500
2 75.000 hours 6.2500
3 75.000 hours 6.2500
4 112.500 hours 9.3750
5 117.867 hours 9.8222
6 123.234 hours 10.2695
7 128.601 hours 10.7167
8 133.968 hours 11.1640
Local 1 MOU 2024 - 2027 16
9 139.335 hours 11.6110
10 144.702 hours 12.0580
11 150.000 hours 12.5000
12 157.500 hours 13.1250
13 165.000 hours 13.7500
14 172.500 hours 14.3750
15 180.000 hours 15.0000
16 plus 187.500 hours 15.6250
When an employee is on an approved leave without pay, vacation accrual is prorated based upon paid hours in the pay period.
5.2.3 Administration of Vacation Leave
The City Manager, upon the recommendation of the Department Director, may advance vacation credits to any permanent regular and permanent part time employee.
No employee may accrue more than 250 hours. Vacation accruals will resume once the employee’s accumulated vacation balance falls below the allowable cap limit.
The time at which an employee may use their accrued vacation leave and the amount to be taken at any one time, shall be determined by employee's Department Director with regard for the needs of the City but also, insofar as possible, considering the wishes of the employee. In the event that one or more City holidays falls within an annual vacation leave, the vacation hours that shall be charged against any employee’s accrued vacation shall be those hours that the employee is regularly scheduled to work.
Employees who terminate their employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination.
5.2.4 Vacation Cash-In
An employee who has taken at least ten (10) days of vacation in the preceding twelve (12) months may request that accrued vacation, not to exceed seven (7) days, be converted to cash payments and the request may be granted at the discretion of the City Manager. Employees cannot cash in more than seven (7) days of vacation in any one twelve (12) month period.
5.3 HOLIDAYS
In order to be eligible for compensation for the paid holiday, the employee must both be in paid status on the day before the holiday and on the day after the holiday.
All employees who are eligible for compensation for the paid holiday, other than a day on which an election is held throughout the state, shall be paid at the applicable rate of pay for the number of hours actually worked.
When a holiday falls on Saturday or Sunday, the Friday preceding a Saturday holiday or the Monday following a Sunday holiday shall be deemed to be a holiday in lieu of the day observed.
The following paid holidays will be observed:
January 1st New Year’s Day
The third Monday in January Martin Luther King Jr. Day
The third Monday in February Washington’s Birthday/President’s Day Local 1 MOU 2024 - 2027 17
March 31st Cesar Chavez Day
The last Monday in May Memorial Day
June 19th Juneteenth
July 4th Independence Day
The first Monday in September Labor Day
November 11th Veteran’s Day
The fourth Thursday in November Thanksgiving Day
The fourth Friday in November Day after Thanksgiving
December 25th Christmas Day
In addition to designated holidays, employees in this Bargaining Unit receive one (1) floating holiday provided in January of each year. Floating holidays not used by the end of the calendar year are added to the employee's vacation balance.
5.4 OTHER LEAVE
5.4.1 Bereavement Leave
In the event of the death of an employee's spouse, registered domestic partner, child, parent, parent-in-law, sibling, grandparent, grandchild or relative who lives or has lived in the home of the employee to such an extent that the relative was considered a member of the immediate family and/or another individual who has a legal familial relationship to the employee and resided in the employee's household, up to five (5) days may be granted for paid bereavement leave. All bereavement leave must be exhausted within 3 months of the date of the death of the family member and may be taken intermittently.
In those cases where the death involves an individual who had such a relationship with the employee, as defined above, the employee shall sign a simple affidavit describing the relationship and submit this to the Department Director as part of the request for bereavement leave.
Unit members may make a request to the Human Resources Director, or their designee, to use bereavement leave for a relative other than those listed above.
The above bereavement clause shall also apply in the event of a reproductive loss for an employee. The City agrees to maintain employee confidentiality related to the reproductive loss leave.
5.4.2 Jury Duty
Employees required to report to jury duty shall be granted a leave of absence with pay from their assigned duties until released by the court, provided that the employee provides advance notice to the Appointing Authority and remits to the City all per diem service fees except mileage or subsistence allowance within thirty days from the termination of such duty.
5.4.3 Military Leave
Military leave shall be granted in accordance with the State of California Military and Veteran's Code as amended from time to time. All employees entitled to military leave shall give the appointing authority and the Department Director an opportunity, within the limits of military regulations, to determine when such leave shall be taken.
5.4.4 Leave of Absence Without Pay
Local 1 MOU 2024 - 2027 18
Leave of absence without pay may be granted by the City Manager upon the written request of the employee. Accrued vacation leave must be exhausted prior to the granting of leave without pay.
5.4.5 Industrial Injury Leave
For benefits under Workers Compensation, an employee should report any on the job injury to their supervisor as soon as possible, preferably within twenty-four (24) hours. The Human Resources Department coordinates benefits for Worker's Compensation claims. For further information, see the City’s Workers’ Compensation policy located on the Intranet at https://intranet.cityofsanrafael.org.
Employees of the City who have suffered any disability arising out of and in the course of their employment as defined by the Worker's Compensation Insurance and Safety Act of the State of California are entitled to all benefits allowed them by the Workers’ Compensation Insurance and Safety Act of the State of California.
Temporary disability payments (TD) are made to all employees (full and part-time) when a physician reports an employee is unable to perform their job duties due to an industrial injury and the City cannot accommodate the restrictions mandated by their physician. TD is set by State law and is approximately two-thirds of full salary with state-mandated minimums and maximums.
For full-time, regular employees, however, the City augments TD payments with salary continuation, as follows:
Workers Compensation leave payments shall not exceed the employee's regular full pay for the first three (3) calendar months and three-fourths (3/4) of the regular full pay for the following six (6) calendar months.
Sick Leave Usage Post Industrial Injury/Illness
The following rule applies to employees who have an accepted industrial injury/illness: Available accrued sick leave cannot be used for more than 60 calendar days after one of the following has been determined:
a. The employee has reached maximum medical improvement and/or has been determined “permanent and stationary.”
b. The employee has been determined to be unable to return to their usual and customary occupation, with or without reasonable accommodation.
Given the above has occurred next steps would include:
a. The interactive process; attempt to locate other appropriate employment within the City b. If none available proceed with termination process, including disability retirement application and/or Skelly process, if appropriate.
5.4.6 Family Medical Leave
Family leave shall be granted in accordance with the federal Family and Medical Leave Act of 1993 and the California Family Rights Act of 1991. Requests for Family Care Leave are submitted to the employee’s Department Director for approval and reviewed by the Human Resources Director for consistency with the law prior to approval. Employees approved for this type of leave must use appropriate accrued and unused vacation leave and/or compensatory time before going on leave without pay status. Accrued and unused sick leave may be used if appropriate and requested. Sick leave usage is to be consistent with sick leave provisions of the MOU. To be eligible for this family leave benefit, an employee must have worked continuously for the City of San Rafael for at least 12 months and have worked a minimum of 1250 hours in the previous 12- Local 1 MOU 2024 - 2027 19
month period. For details, please see the City’s FMLA policy located on the Intranet at https://intranet.cityofsanrafael.org.
5.4.7 Catastrophic Leave
Catastrophic Leave shall be in accordance with the City-wide Catastrophic Leave Policy located on the City’s Intranet at https://intranet.cityofsanrafael.org.
5.4.8 Administrative Leave
Employees filling positions designated as exempt from overtime shall receive five (5) days of Administrative Leave each calendar year subject to the approval of the Department Director and the City Manager. Unused Administrative Leave shall not carry over from one calendar year to the next, nor shall unused Administrative Leave Balances be paid to an exempt confidential employee upon their resignation.
5.4.9 Paid Parental Leave
Effective July 1, 2024, any full time, regular or probationary employee who has been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for Paid Parental Leave (PPL) to use within 12 months of the following eligible events:
1. Birth of a child of the employee, the employee’s spouse, or the employee’s registered domestic partner.
2. Placement of a child with the employee for adoption.
For the purposes of PPL, the definition of “parent” and “child” are as defined by the California Family Rights Act.
Benefit and Use:
1. Eligible employees shall be granted 300 PPL hours to use within 12 months of the qualifying event for the purposes of disability due to pregnancy and/or baby bonding.
Regular part-time employees shall be eligible for a prorated number of PPL hours, based on scheduled and budgeted FTE.
2. PPL is based on a 12-month rolling calendar. No more than 300 PPL hours may be used in any 12- month period. PPL may not be used or extended beyond the 12-month time frame and any accrued and unused PPL will be forfeited at the end of the 12-month period for the qualifying event.
3. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused PPL for which they were eligible.
4. PPL is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.
5. PPL shall be used in a block of continuous time or on an intermittent or reduced schedule.
Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.
6. PPL shall run concurrently with FMLA/CFRA and with PDL as set forth in paragraph 7, below. Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.
Local 1 MOU 2024 - 2027 20
7. Pregnancy Disability Leave (PDL): An eligible employee on PDL must reduce their sick leave balance to 40 hours or less to use PPL concurrently with PDL. An eligible employee is not required to further reduce their balance once they have reached the initial threshold of 40 hours or less.
8. Use of this leave constitutes a “compelling personal situation during which time the employee was unable to work” under Article 6.4.5 of this MOU and the probationary period for any probationary employee who uses this leave shall be extended for the length of time the employee was off work using this leave.
Coordination of Benefits & Leaves:
• PPL taken under this policy will run concurrently with leave under the FMLA, CFRA, and PDL once the eligible employee’s sick leave balance is reduced to 40 hours or less. • PPL will be fully integrated with any short-term disability or California Paid Family Leave program but shall not exceed one hundred percent (100%) of the employee’s normal gross salary rate.
• The use of Short-Term Disability (STD) and Paid Family Leave (PFL) will not reduce available hours under the PPL leave entitlement.
• For time covered by FMLA/CFRA job protected leave for baby bonding purposes, PPL must be used prior to other accrued leave or unpaid leave except as discussed in number 7 above.
• If an employee has exhausted FMLA/CFRA entitlements for reasons other than baby bonding, PPL must be used prior to other accrued leaves or Leave Without Pay for arranged leaves for the purpose of baby bonding. Scheduling of non-FMLA/CFRA protected PPL is subject to department approval.
• An employee who is eligible for PPL but is on leave for other reasons cannot use PPL except as described in paragraph 7 above.
5.4.10 End of Life Care Leave
Eligibility:
Effective July 1, 2024, any full time, regular or probationary employee who has been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for End of Life Care leave to provide end of life care for an immediate family member, which shall include an employee’s spouse, registered domestic partner, child, parent, sibling, parent, parent in-law(s), grandparent, or grandchild.
End of Life care may be used to provide support, assistance and care to an immediate family member, as defined above, who is receiving end of life services through hospice or a medical facility.
Benefit and Use:
1. Eligible employees shall receive 80 hours of End of Life Care leave to be used during their employment with the City for use to support an immediate family member near the end of life, as described above.
2. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused End of Life Care leave for which they were eligible. Further, if an employee leaves City employment and returns to City service later in their career, the employee shall receive any unused hours from their previous employment with the City but shall not be granted any additional hours of for End of Life Care Leave.
Local 1 MOU 2024 - 2027 21
3. End of Life Care leave is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.
4. End of Life Care leave shall be used in a block of continuous time or on an intermittent or reduced schedule. Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.
5. End of Life Care shall run concurrently with FMLA/CFRA. Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.
6. An employee who is eligible for End of Life Care Leave but is on leave for other reasons cannot use PPL except as described in paragraph 5 above.
7. Use of this leave constitutes a “compelling personal situation during which time the employee was unable to work” under Article 6.4.5 of this MOU and the probationary period for any probationary employee who uses this leave shall be extended for the length of time the employee was off work using this leave.
6 TERMS & CONDITIONS OF EMPLOYMENT
6.1 HOURS OF WORK
The WORK WEEK will reflect thirty-seven and one-half (37.5) hours for all represented job classes. Unless otherwise designated, the normal business hours for vacation, sick and administrative leave deduction and sick and administrative leave accrual purposes shall be 7.5 hours per day.
6.2 OVERTIME
Overtime shall mean actual time authorized and worked beyond thirty-seven and one half (37.5) hours in the regular work week. A work or duty week shall be defined as seven (7) consecutive calendar days. Overtime is compensable to the nearest half-hour and must have prior authorization and approval of the Department Director.
Each Department Director shall have the authority to designate certain job classifications for mandatory overtime in emergencies. In the event the Department Director determines that there is a staffing need during an emergency, the Department Director shall first make a reasonable effort to seek qualified volunteers to work overtime during the emergency. If the Department Director determines that there are an insufficient number of volunteers, or if time constraints prevent the soliciting of volunteers, the Department Director may order employees in the designated classifications to report to work in overtime status to address the emergency.
6.3 COMPENSATORY TIME POLICY
With the Department Director's approval, compensatory time, in lieu of overtime pay, may be taken subject to the following rules:
6.3.1 Accrual Limit
Employees may accrue up to 125 hours of compensatory time after which said employee must accept overtime pay in lieu of accruing additional compensatory time.
6.3.2 Overtime Rate
Local 1 MOU 2024 - 2027 22
Employees who work overtime may be paid for it at the rate of time and one-half or may accrue compensatory time at a rate of time and one-half subject to the limitations in Section 6.3.1.
Employees who elect compensatory time must take the time off, preferably within the quarter during which it was earned, and shall not be paid for it.
6.4 PROBATIONARY PERIOD
6.4.1 Purpose of Probation
After passing an examination and accepting appointment, each employee shall serve a period of probation beginning on the date of appointment. Such period shall be for the purpose of determining the employee's ability to perform satisfactorily the duties prescribed for the position.
6.4.2 Length of Probationary Period
The probationary period on original and promotional appointment shall be for one (1) year.
6.4.3 Rejection During Probation
During the probationary period an employee may be rejected at any time by the Appointing Authority without the right of appeal.
6.4.4 Notification of Rejection
On determining that a probationary employee's work is not satisfactory, the Appointing Authority shall notify the Human Resources Director in writing of their intention to terminate the employee.
After discussion with the Human Resources Director, the Appointing Authority shall notify the employee in writing of the rejection.
6.4.5 Extension of Probationary Period
The probationary period shall not be extended except in the case of extended illness or injury or compelling personal situation during which time the employee was unable to work. In such cases, the probationary period may be extended for the length of time the ill or injured employee was unable to work.
6.4.6 Regular Status
Regular status shall commence with the day following the expiration date of the probationary period.
6.4.7 Promotion of Probationary Employee
An employee serving a probationary period may be promoted to a position in a higher position classification provided they are certified from the appropriate Eligible List. The employee promoted in this manner shall serve a new probationary period for the position to which employee is promoted and the new probationary period and promotional appointment shall be effective the same date.
6.4.8 Unsuccessful Passage of Promotional Probattion
An employee who does not successfully pass their promotional probationary period shall be reinstated to the position in which the employee held regular status prior to their promotion.
Provided, however, that if the cause for not passing the promotional probationary period was sufficient grounds for dismissal, the employee shall be subject to dismissal without reinstatement to the lower position.
6.4.9 Lateral Transfer Probation
Local 1 MOU 2024 - 2027 23
Voluntary transfers to another job classification, within the same salary range, shall require a six (6) month probationary period. In the event of unsuccessful passage of this period refer to Section
6.4.8. 6.5 TRANSFERS / REASSIGNMENTS
6.5.1 Types of Transfers
Transfers may be within the same department (intra-departmental) or between departments (inter-departmental). The requirements for each are as follows:
a. Intra-departmental transfers.
The Appointing Authority shall have the authority to transfer an employee from a position in one division of a department to a position in the same or similar classification with the same salary range, in the same division or to another division of the same department (at any time and for any duration).
b. Inter-departmental transfers.
An employee may transfer from a position in one (1) department to a position in the same or similar classification in another department, provided the consent of the two Appointing Authorities and the City Manager is obtained.
c. Voluntary Transfers.
An employee may make a written request for transfer to the Human Resources Director to a position in the same or similar classification with the same salary range. Such a transfer may be made on the recommendation of the affected Department Director(s) and the approval of the City Manager.
6.5.2 Minimum Qualifications & Probation
Any persons transferred to a different position shall possess the minimum qualifications for the position.
6.5.3 Transfer Procedures
The City Manager may authorize the transfer of an employee from one position to another of the same or comparable class of work and where the same general type of examination is given for entrance to such a position.
Transfers from one department to another department having a different jurisdiction or different function shall be done only with the consent of the Department Directors, involved, unless such a transfer is ordered by the City Manager for purpose of economy or efficiency.
Any person transferred to a different position shall possess the minimum qualifications for the position.
Employees who have completed their initial probation may seek voluntary transfers to positions within the same job class, and/or lower level job classes as long as the employee meets the minimum qualifications for the position. Employees seeking transfer should submit a completed application to the Human Resources Department. As vacancies occur, transfer candidates may receive consideration along with those on the eligibility list.
6.6 PERSONNEL RULES & REGULATIONS
AFSCME / Local 1 agrees to accept the City’s Personnel Rules and Regulations.
6.6.1 Confidential Nature of Personnel Records
All personnel records and files and examination materials are confidential. The Human Resources Director shall take all necessary steps to protect the confidentiality of those materials. Disclosure Local 1 MOU 2024 - 2027 24
of such records shall be governed by the Public Records Act, Government Code Sections 6250, et. seq. Individual employees may review their official personnel file maintained by Human Resources Department and/or respective appointing authority. With the written consent of the employee, the authorized representative of the recognized employee organization may also review that personnel file.
6.6.2 Confidential Nature of Medical Records
All medical records and files are the property of the City of San Rafael. These confidential records and files are to be maintained in a file separate from the employee's personnel file in the Human Resources Department. Disclosure of such records shall be governed by the Public Records Act, Government Code, Section 6250, et. seq.
6.6.3 Outside Employment Policy
AFSCME / Local 1 members should refer to the City wide Policy on outside employment, located on the City’s Intranet (https://intranet.cityofsanrafael.org) for policies and procedures related to outside employment.
6.6.4 Use of City Vehicle
At the discretion of the Department Director, a AFSCME / Local 1 employee may be assigned a City vehicle for job related duties during regular working hours. Only in emergency conditions will an employee be allowed to take a City vehicle home and only with prior approval of the Department Director.
6.6.5 Safety Policy
The City of San Rafael is committed to providing a safe and healthy place to work. The City shall furnish safety devices and safeguards, and shall adopt and use methods and processes adequate to ensure that the work place is safe and healthy. Employees are expected to obey safety rules and make proper use of safety gear and equipment. The City's safety policies and procedures shall comply with all applicable state laws related to a safe work environment.
6.7 MISCELLANEOUS
6.7.1 Hazardous Materials
First responders at this level (awareness only) are those who are likely to witness or discover a hazardous substance release and who have been trained to initiate an emergency response operations level. "Awareness” individuals take no action beyond notifying the designated authorities of the release. The Deputy Fire Marshal is the Hazardous Materials Coordinator for the City of San Rafael.
It is understood and agreed by both parties that employees represented by AFSCME / Local 1 do not have any responsibility to clean up, mitigate or otherwise dispose of hazardous materials.
The Fire Department personnel and/or contract personnel have the direct responsibility of dealing with hazardous materials.
6.7.2 Gratuities / Solicitation of Contributions
Gratuities and solicitation of gratuities shall be governed by the City's Personnel Rules and Regulations.
6.7.3 Return of City Equipment
Upon termination of employment, all tools, equipment, and other City property assigned to an employee shall be returned.
6.7.4 Political Activity
Local 1 MOU 2024 - 2027 25
The political activity of City employees shall comply with pertinent provisions of State and Federal Law.
6.7.5 Employment of Relatives
Employment of relatives shall be governed by the City's Personnel Rules and Regulations.
6.7.6 Labor / Management Meetings
During the term of the Agreement, the City and the Bargaining Unit agree that consultation meetings may contribute to improved employer-employee relations. Issues relating to the usage of volunteers and temporary/part-time/seasonal employees, promotional opportunities and the implementation of safety programs will serve as a basis for initial agenda items to be discussed and acted upon.
The committee shall be comprised of two (2) AFSCME / Local 1 representatives and three (3) representatives from City Management. The parties agree that committee members may change depending on the subject matter.
Meetings may be requested by either party. The party requesting the meeting shall submit a proposed agenda and the receiving party shall acknowledge and confirm the date, time and location of the requested meeting. It is intended that the subject matter will not include issues subject to Article 7.4 Grievance Procedures.
6.7.7 Contract Orientation Work Sessions
The City and the Bargaining Unit agree that the individuals having responsibility for the enforcement of the Agreement, AFSCME / Local 1 Representatives and Department Directors/Supervisors, shall participate in an Annual Contract Orientation Work Session for the purpose of obtaining a better understanding of the provisions of the contract. These work sessions shall be held on City time and facilities.
6.7.8 Harassment Policy
Employees shall adhere to the City’s Policy against Harassment, located on the City’s Intranet (https://intranet.cityofsanrafael.org).
6.7.9 Work Place Conduct
Employees, managers and supervisors will treat each other, regardless of position or profession, with dignity, courtesy, trust and respect. Disputes over the interpretation or application of this section will not be subject to the arbitration process of this agreement. 7 PROCEDURES
7.1 DEMOTION & SUSPENSION
7.1.1 Demotion
The Appointing Authority may demote an employee when the following occurs:
a. The employee FAILS to perform their required duties. b. An employee requests such a demotion. No employee shall be demoted to a classification for which they do not possess the minimum qualifications. When the action is initiated by the Appointing Authority, written notice of demotion shall be provided to an employee at least ten (10) working days before the effective date of the demotion, and a copy filed with the Human Resources Department.
Local 1 MOU 2024 - 2027 26
Withholding a salary step increase or withdrawing a merit step increase within or above the salary range of the employee's position shall not be deemed a demotion.
Disciplinary demotion action shall be in accordance with Article 7.3, "Disciplinary Action."
7.1.2 Suspension
The Appointing Authority may suspend an employee from a position at any time for a disciplinary purpose. The intended suspension action shall be reported immediately to the Human Resources Director, and shall be taken in accordance with Article 7.3, "Disciplinary Action".
7.2 TERMINATION OF EMPLOYMENT
7.2.1 Resignation
An employee wishing to leave City service in good standing shall file with their immediate supervisor, at least fourteen (14) days before leaving the service, a written resignation stating the effective date and reason for leaving. A copy of the resignation shall be forwarded to the Appointing Authority and the Human Resources Department.
7.2.2 Termination - Layoff (Lack of work or funds)
The Appointing Authority may terminate an employee because of changes in duties or organization, abolishment of position, shortage of work or funds, or completion of work for which employment was made.
The City will not layoff any employees in the bargaining unit between July 1, 2011 and December 31, 2011, unless the City is subject to significant revenue reduction (a reduction of one percent (1%) or more in General Fund revenue) due to state cuts or reduction in other revenue sources.
7.2.3 Termination - Disciplinary Action
An employee may be terminated at any time for disciplinary action, as provided in Article 7.3, "Disciplinary Action".
7.2.4 Retirement
Retirement from City services shall, except as otherwise provided, be subject to the terms and conditions of the City's contract as amended from time to time, with the Marin County Retirement System.
7.2.5 Rejection During Probation
An employee may be terminated from their position during the probationary period of their initial appointment to the City's classified service without Right of Appeal.
7.3 DISCIPLINARY ACTION
7.3.1 Notification of Weingarten Rights
The City will inform all members of their rights to Union representation (Weingarten Rights) prior to any meetings in which disciplinary action may be a result.
7.3.2 Right to Discipline & Discharge
Upon completion of the designated probationary period an employee shall be designated as a non-probationary employee and the City shall have the right to discharge or discipline any such employee for dishonesty, insubordination, drunkenness, incompetence, negligence, failure to perform work as required or to observe the Department's safety rules and regulations or for engaging during the term of this Memorandum of Understanding, in strikes, individual or group slowdowns or work stoppages, or for violating or ordering the violation of the Memorandum of Local 1 MOU 2024 - 2027 27
Understanding. The City shall use progressive disciplinary steps (i.e., reprimand, suspension, demotion, discharge) unless the violation is such as to justify termination. Disciplinary action shall mean discharge/dismissal, demotion, reduction in salary, and suspension resulting in loss of pay.
In addition, the City may discipline or discharge an employee for the following: Fraud in securing appointment; negligence of duty; violation of safety rules; unacceptable attendance record including tardiness, overstaying lunch or break periods; possession, distribution or under the influence of alcoholic beverages, non-prescription or unauthorized narcotics or dangerous drugs during working hours; inability, unwillingness, refusal or failure to perform work as assigned, required or directed; unauthorized soliciting on City property or time; conviction of a felony or conviction of a misdemeanor involving moral turpitude; unacceptable behavior toward (mistreatment of discourteousness to) the general public or fellow employees or officers of the City; falsifying employment application materials, time reports, records, or payroll documents or other City records; misuse of City property; violation of any of the provisions of these working rules and regulations or departmental rules and regulations; disorderly conduct, participation in fights, horseplay or brawls; dishonesty or theft; establishment of a pattern of violations of any City policy or rules and regulations over an extended period of time in which a specific incident in and of itself would not warrant disciplinary action, however, the cumulative effect would warrant such action; failure to perform to an acceptable level of work quality and quantity; insubordination; other acts inimical to the public service; inability or refusal to provide medical statement on cause of illness or disability.
7.3.3 Preliminary Notice
A non-probationary employee shall receive a preliminary written notice from the employee's Supervisor of any proposed disciplinary action that involves the loss of pay. The notice must contain a specific statement of charges or grounds upon which the proposed disciplinary action is based and the date the disciplinary action will be effective.
Any known written materials, reports or documents upon which the disciplinary action is based must be attached to the notice.
Upon the receipt of the notice, the employee shall have five (5) days to appeal the matter in writing to Step 2 of the Grievance Procedure. If a written appeal is filed, no disciplinary action shall be imposed until the Department Director has conducted a hearing with the employee and employee's representative present and having heard the response of the employee. If no written appeal is filed within five (5) days, the employee shall be deemed to have waived their right to proceed with the steps for appeal in the Grievance Procedure.
7.3.4 Disciplinary Action and Appeal
After hearing the response of the employee, the Department Director may order that the proposed disciplinary action or modification thereof be imposed. Such notification shall be issued in writing within 10 days of the meeting.
If the employee elects to appeal the Department Director action, they may request a confidential settlement conference with the City Manager. Participation in the confidential settlement conference shall be voluntary. For pre-termination disciplinary action, the decision of the City Manager shall be final and binding.
For disciplinary discharges only, if the matter is still unresolved after the confidential settlement conference, the employee shall notify the City within ten (10) days that the discharge is appealed to Step 4 (Arbitration) of the Grievance Procedure. The discharge appeal shall then proceed in accordance with the Grievance Procedure.
7.4 GRIEVANCE PROCEDURE
Local 1 MOU 2024 - 2027 28
7.4.1 Definition
1. Grievance is a dispute, which involves the interpretation or application of any provision of this Memorandum of Understanding. All ordinances, resolutions, rules and regulations, which are not specifically covered by the provisions of this Memorandum shall not be subject to the Grievance Procedure.
2. Day shall mean any day that the City Office is open for business, excluding Saturdays, Sundays and the holidays recognized by the City.
3. Grievant may be an individual employee or a group of employees or AFSCME / Local 1 on the behalf of a group of employees or AFSCME / Local 1 on its own behalf on matters involving the City and AFSCME / Local 1 relationship.
Time limits begin with the day following the event causing the grievance or the day following receipt of a grievance decision.
7.4.2 Procedure
Step 1
Within seven (7) working days of when the grievant knew or should have known of the act or omission causing the grievance the grievant shall present either in writing or verbally a clear and concise statement of the grievance to the immediate supervisor. Within five (5) working days thereafter the immediate supervisor shall investigate and respond to the allegations of the grievant.
Step 2
If the grievant is not satisfied with the resolution at Step 1 the grievant must reduce the grievance to writing and present it to the Department Director within five working (5) days. The written grievance shall contain a statement of facts about the nature of the grievance and shall identify the specific provisions of this Memorandum of Understanding alleged to be violated, applicable times, places and names of those involved, the remedy or relief requested, and shall be signed by the grievant. The Department Director shall confer with the grievant and within ten (10) working days respond to the allegations in writing.
Step 3
If the grievant is not satisfied with the resolution at Step 2, the grievant shall, within five (5) working days, appeal the matter to the City Manager.
The City Manager shall investigate the matter, conduct a hearing if the City Manager deems it appropriate and within ten (10) working days, thereafter, respond to the allegations in writing.
Step 4
If the grievance remains unresolved after Step 3, the Bargaining Unit may give written notice to the City’s Human Resources Department within ten (10) working days after receipt of the response in Step 3; notify the City that AFSCME / Local 1 wishes to appeal the grievance to final and binding arbitration. The parties shall attempt to agree upon an arbitrator. If no agreement is reached, they shall request a list from the State Conciliation Service of nine (9) names. The selection process will include a review of the arbitrator’s availability for the hearing. Each party shall then alternately strike a name until only one (1) name remains, said person to be the arbitrator. The order of striking shall be determined by the flip of a coin.
7.4.3 Arbitration
The arbitrator shall be empowered to conduct a hearing and to hear and receive evidence presented by the parties. The hearing should be held within 60 calendar days of the selection of the arbitrator. The hearing shall be informal and need not be conducted according to technical Local 1 MOU 2024 - 2027 29
rules of evidence. Repetitious evidence may be excluded and oral evidence shall be taken only under oath. The arbitrator shall determine what evidence is relevant and pertinent, as well as any procedural matters, and they may call, recall and examine witnesses, as they deem proper.
The burden of proof shall be upon AFSCME / Local 1 in grievance matters and upon the City in disciplinary discharge matters.
After the conclusion of any hearing and the submission of any post hearing evidence or briefs agreed upon by the parties, the arbitrator shall render a written decision which shall be final and binding upon the City, AFSCME / Local 1 and any employee(s) involved in the grievance or disciplinary discharge.
The arbitrator shall not be empowered to add to, subtract from, or in any way modify or alter any provision of this Memorandum of Understanding. The arbitrator shall only determine whether a grievance exists in the manner alleged by the grievant, and what the proper remedy, if any, shall be, or in the case of disciplinary discharge matters, whether the City allegations are accurate and the appropriateness of the disciplinary discharge.
The fees and expenses of the arbitrator shall be shared equally by AFSCME / Local 1 and the City. All other expenses shall be borne by the party incurring them. The cost of the services for the court reporter shall be borne by the requesting party unless there is a mutual agreement to share the cost or unless the arbitrator so requests. Then the costs will be shared.
7.4.4 General Provisions
1. Employees who participate in the Grievance Procedure, by filing a grievance or acting, as a witness on the behalf of either party shall be free from discrimination by either AFSCME / Local 1 or the City.
2. A grievant has the right to be represented at each stage of the procedure, to cross examine witnesses, and have access to all information regarding the basis of the grievance upon which the City relies in making its determinations.
3. If the City management fails to respond within the specified time limits, the grievance shall, at the request of AFSCME / Local 1, be moved to the next step of the procedure. If AFSCME / Local 1 or a grievant fails to process or appeal a grievance within the specified time limits, the matter shall be deemed withdrawn with prejudice. The parties may, by mutual agreement, waive the steps in the procedure.
4. If a hearing is held during work hours of employee witnesses, such employees shall be released from duties without loss of pay or benefits to appear at the hearing. Witnesses requested by the parties shall be compelled to attend said hearings.
5. The Human Resources Department shall act as the central repository for all grievances.
6. Time limits contained herein may be extended by mutual agreement of the parties.
Absence for bona fide reasons by a grievant, AFSCME / Local 1 Representative or any management official involved in responding to the grievance shall automatically extend the time limits by the same number of days of absence.
7.5 POSITION RECLASSIFICATION
The process by which an individual position may be audited to review the appropriateness of its classification is provided in this Article.
7.5.1 Purpose
This administrative procedure shall establish consistent guidelines for the creation and/or review of a position's job classification.
Local 1 MOU 2024 - 2027 30
7.5.2 Policy
The City of San Rafael seeks to maintain a classification system and process whereby all positions are accurately classified on the basis of current and ongoing job responsibilities officially assigned to said position(s).
7.5.3 Creation of New Position
The Appointing Authority or their designee may during the budget process request the creation of a new job classification by:
1. Completion of prescribed personnel form(s) and a position description questionnaire form.
2. Completed forms shall be submitted to the City’s Human Resources Department.
3. Human Resources Department staff shall within 60 calendar days of receipt of the forms complete a formal audit of the proposed job class and prepare a written report.
4. The written report shall be submitted to the City Manager and the City Council for final approval.
5. Creation of a new job classification shall be effective with the start of the new fiscal year.
7.5.4 Reclassification
The Appointing Authority or their designee or an incumbent of a position or AFSCME / Local 1 on behalf of an employee may request, in writing, a classification review. This classification review may be requested if the position has not been reviewed within the previous twelve (12) months and either permanent and substantial changes have been made in the duties and responsibilities assigned to the position or there is evidence that the majority (50% or more) of the work being performed is not appropriate for the position's current classification.
1. All requests for reclassification must be submitted to the Human Resources Department on prescribed personnel form(s) by the appointing authority. Reclassification requests must be accompanied by a current job description approved by the position's immediate supervisor and appointing authority.
2. Employee initiated reclassification requests must first be directed to the employee's Appointing Authority. The appointing authority shall forward the employee's request to the Human Resources Director within ten (10) days of receipt.
3. The Human Resources Director shall ensure the review (audit) of the employee's position is completed within sixty (60) calendar days of receipt of the request in the Human Resources Department.
4. Based upon the analysis and evaluation of a position, the Human Resources Department reviewer may recommend that the position be sustained in its current class or be reclassified (up or down) to the proper classification based upon the assigned work. The City Manager or their designee shall review all reclassification recommendations made by the Human Resources Department.
5. Within ten (10) days of receipt of the written audit decision the affected employee(s) may, in writing, submit a request for review of this decision to the City Manager. This request for review must show substantial error and/or omission on the part of the auditor. The City Manager may render a decision on the appeal on the basis of the written material or may interview the involved parties to discuss the specific error or omission prior to rendering a decision.
6. The City Manager shall have final decision-making authority on all reclassifications.
Local 1 MOU 2024 - 2027 31
7. Reclassifications shall be effective the first of the month following final approval of the action. Any changes of pay as a result of the reallocation shall be in accordance with the City's Personnel Rules and Regulations in effect at the time.
7.6 FURLOUGH PROGRAM
Both the City of San Rafael and AFSCME / Local 1 recognize the unpredictable shifts in funding that affect City finances. Through this recognition and in a cooperative spirit the City of San Rafael and AFSCME / Local 1 have worked expeditiously on the development of a Furlough Program.
This Agreement does not mean the City will necessarily implement furloughs; but in the event it is necessary to implement due to continued economic problems in the City of San Rafael, the City shall meet and consult with the Bargaining Unit at least 60 days prior to implementation of the Furlough Program. The procedures for this Furlough Program shall provide for both Voluntary Time Off (herein described as VTO) and Mandatory Time Off (herein described as MTO).
7.6.1 Voluntary Time Off (VTO)
The needs of the City and the respective departments (as determined by the Department Director and City Manager) will need to be considered in the actual granting of VTO. Any VTO time granted and the resulting savings will have a corresponding impact on the time needed through MTO.
1. An employee's VTO time would count in determining how many hours of MTO an employee needed to take during the fiscal year.
2. An employee selecting at least a 5% reduction of hours through the VTO would receive “float days” as described in Section 7.6.2, item 4.b.
3. Employees who take VTO at a time other than when MTO is taken by other employees will have to take vacation leave, compensatory time off or leave without pay if the MTO results in the closure of the department.
4. Employees will be allowed to exceed a 5% reduction of hours through the VTO with review of the Department Director and approval of the City Manager and such approval shall be revocable should the City determine that the impact of the absence can not be absorbed by the Department. Prior to revoking approval, the City will contact the employee and review pertinent information which would impact the employee’s ability to return to work.
Should the City need to remove additional VTO, such removal would be considered a nondisciplinary action and would not be subject to any appeal/grievance procedure.
7.6.2 Mandatory Time Off (MTO)
MTO will be taken by the employee during the MTO period when feasible in their respective department (as determined by the Department Director and City Manager) and after consultation with AFSCME / Local 1.
1. Employees may not take paid vacation time in lieu of designated MTO time.
2. MTO time shall be considered time in pay status for the accrual of leave and eligibility for holidays. MTO time will not impact health, dental and life insurance benefits. At this time MTO time will not impact Marin County retirement calculations of average compensation or service credit as the City and employee will continue to fund the full amounts. If the Marin County Retirement Association changes its policy on this, the City will, effective the first of the month following notice from the Marin County Retirement Association, make the necessary change in the program's administration to correspond with the change in the policy.
3. MTO time shall apply toward time in service for step increases and completion of probation.
Local 1 MOU 2024 - 2027 32
4. Other Terms and Conditions:
a. The MTO program shall be limited to a maximum five percent (5%) reduction in work hours/pay for the fiscal year. When the maximum MTO reduction (5%) is implemented, the involved employee shall be credited with three (3) days of float time. b. Float time accrued through the MTO Program must be taken in the next fiscal year following the furlough, with supervisory approval or the leave will be forfeited. The float days have no cash value upon termination of employment. If an employee is laid off before having the opportunity to take unused furlough induced float time, said employee would be eligible to take the unused float time during the thirty-day layoff notice period.
c. Should the City of San Rafael experience a financial windfall during the fiscal year that furloughs are implemented, the City and AFSCME / Local 1 agree to re-open negotiations on this Furlough Plan.
7.7 REDUCTION IN FORCE
7.7.1 Authority
The Appointing Authority may lay off, without prejudice, any regular employee because of lack of work or funds, or organizational alterations, or for reasons of economy or organizational efficiency.
7.7.2 Notice
Regular employees designated for layoff or demotion shall be notified in writing at least thirty (30) calendar days prior to the anticipated date of termination or demotion. The employee organization shall also be notified.
7.7.3 Order of Layoff
Layoffs and/or reductions in force shall be made by classification. A classification is defined as a position or number of positions having the same title, job description and salary. Extra hire employees shall be laid off before permanent employees in the affected classification. In effecting the preceding order, a part-time permanent employee with more seniority can displace a full time permanent employee.
7.7.4 Seniority
If two or more employees within a classification have achieved permanent status, such employees will be laid off or reduced on the following basis:
a. Seniority within the affected classification will be determinative. Such seniority shall include time served in higher classification(s). The computation of seniority for part-time employees will be credited on a pro rata basis to full time service. Time spent on a City Manager approved leave of absence without pay does not count toward seniority. b. If the seniority of two or more employees in the affected classification or higher classification(s) is equal, departmental seniority shall be determinative. c. If all of the above factors are equal, the date regular status in City service is achieved shall be determinative.
d. If all of the above are equal, date of certification for appointment shall be determinative.
7.7.5 Bumping Rights
An employee designated to be laid off may bump into a class at the same salary level, or into the next lower classification in which such employee has previously held regular status. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.
Local 1 MOU 2024 - 2027 33
7.7.6 Transfer Rights
The Human Resources Director will make every effort to transfer an employee who is to be affected by a reduction in force to another vacant position for which such employee may qualify.
The length of eligibility for such transfer will be the period of notification as provided in Section
7.7.3, but no longer than the effective date of such layoff or reduction.
7.7.7 Layoff Procedure Notification
Once the decision has been made to reduce the workforce per this MOU, the City will meet with the Bargaining Unit to review and receive feedback on the procedure to be used to inform and process the lay-offs. The information gained in this meeting from the Bargaining Unit by the City will be advisory and non-binding.
7.8 RE-EMPLOYMENT
7.8.1 General Guidelines
Individuals who have been laid off or demoted shall be offered re-appointment to the same or similar classification in which they held status in the order of seniority in the classification.
Individuals demoted in lieu of reduction in force shall be offered restoration to the highest class in which they held status and in which there is a vacancy prior to the appointment of individuals who have been laid off.
7.8.2 Right to Re-Employment
Each person who has been laid off or demoted in lieu of a layoff from a position the person held, shall, in writing, be offered re-appointment in the same classification should a vacancy occur in the classification within two years after the layoff or demotion. Prior to being re-employed, the employee must pass a physical exam administered by a City appointed physician and must pass the background check administered by the City.
7.8.3 Time Limits
Should the person not accept the re-appointment within seven (7) calendar days after the date of the offer, or should the person decline or be unable to begin work within two weeks after the date of acceptance of the offer, the person shall be considered unavailable for employment, shall forfeit the right to re-employment and be removed from the re-employment list.
7.8.4 Availability
Whenever a person is unavailable for re-employment, the next senior person who is eligible on the re-employment list shall be offered re-employment.
7.8.5 Probationary Status
Employees re-appointed under the provisions above will not be required to complete a new probationary period if they had previously held permanent status in the classification. Employees who had not completed their probationary period shall serve the remainder of the probationary period upon re-appointment.
7.8.6 Restoration of Benefits
Employees restored to previously held positions shall be deemed to have returned from a leave of absence for the purpose of all rights and benefits legally permissible. Time not on the payroll will not count as time worked for the purposes of seniority accrual.
Local 1 MOU 2024 - 2027 34
AFSCME / Local 1: CITY OF SAN RAFAEL:
Lisa Davis, Business Agent
AFSCME / Local 1
Allison Hernandez, Chief Negotiator
Burke Williams Sorensen
Anita Rose, Administrative Assistant to
the Police Chief, AFSCME / Local 1
Nick Biss, Principal HR Analyst
Laraine Gittens, Legal Assistant II
AFSCME / Local 1
Walter Gonzalez, Management Analyst
AFSCME / Local 1
Date Date
Grade Position A B C D E
7122 ADMIN ASST I (CONFIDENTIAL) $5,185 $5,444 $5,716 $6,002 $6,302 7123 ADMIN ASST II (CONFIDENTIAL) $5,716 $6,002 $6,302 $6,617 $6,948 7215 ADMIN ASSISTANT TO THE CM $6,762 $7,100 $7,455 $7,827 $8,219 7207 ADMIN ASST TO THE CHIEF OF POLICE $5,977 $6,276 $6,590 $6,920 $7,266 2106 ASSOCIATE MANAGEMENT ANALYST $6,574 $6,903 $7,248 $7,610 $7,991 2138 HUMAN RESOURCES ANALYST I $7,177 $7,536 $7,912 $8,308 $8,723 2139 HUMAN RESOURCES ANALYST II $7,894 $8,288 $8,703 $9,138 $9,595 7124 HUMAN RESOURCES ASSISTANT $6,106 $6,411 $6,732 $7,068 $7,422 2109 HUMAN RESOURCES REPRESENTATIVE I $6,480 $6,804 $7,144 $7,501 $7,876 2110 HUMAN RESOURCES REPRESENTATIVE II $7,138 $7,495 $7,870 $8,263 $8,676 7242 LEGAL ASSISTANT I $6,633 $6,964 $7,313 $7,678 $8,062 9205 LEGAL ASSISTANT II $7,309 $7,674 $8,058 $8,461 $8,884 7204 MANAGEMENT ANALYST $7,232 $7,593 $7,973 $8,372 $8,790 7301 PAYROLL ADMINISTRATOR $6,973 $7,321 $7,688 $8,072 $8,476 7203 PAYROLL TECHNICIAN $6,544 $6,872 $7,215 $7,576 $7,955 7316 PRINCIPAL ACCOUNTANT $8,995 $9,444 $9,917 $10,412 $10,933 2136 SENIOR ADMIN ASST (CONFIDENTIAL) $6,275 $6,589 $6,919 $7,265 $7,628 2130 SENIOR ACCOUNTANT $8,014 $8,414 $8,835 $9,277 $9,741 AFSCME / LOCAL 1 - CONFIDENTIAL
SALARY SCHEDULE
Effective July 1, 2024
Grade Position A B C D E
7122 ADMIN ASST I (CONFIDENTIAL) $5,470 $5,743 $6,030 $6,332 $6,649 7123 ADMIN ASST II (CONFIDENTIAL) $6,031 $6,332 $6,649 $6,981 $7,330 7215 ADMIN ASSISTANT TO THE CM $7,134 $7,490 $7,865 $8,258 $8,671 7207 ADMIN ASST TO THE CHIEF OF POLICE $6,306 $6,622 $6,953 $7,300 $7,665 2106 ASSOCIATE MANAGEMENT ANALYST $7,100 $7,455 $7,828 $8,219 $8,630 2138 HUMAN RESOURCES ANALYST I $7,464 $7,837 $8,229 $8,640 $9,072 2139 HUMAN RESOURCES ANALYST II $8,210 $8,620 $9,051 $9,504 $9,979 7124 HUMAN RESOURCES ASSISTANT $6,442 $6,764 $7,102 $7,457 $7,830 2109 HUMAN RESOURCES REPRESENTATIVE I $6,836 $7,178 $7,537 $7,914 $8,309 2110 HUMAN RESOURCES REPRESENTATIVE II $7,531 $7,907 $8,303 $8,718 $9,154 7242 LEGAL ASSISTANT I $6,997 $7,347 $7,715 $8,100 $8,505 9205 LEGAL ASSISTANT II $7,711 $8,096 $8,501 $8,926 $9,372 7204 MANAGEMENT ANALYST $7,810 $8,201 $8,611 $9,042 $9,494 7301 PAYROLL ADMINISTRATOR* $7,252 $7,614 $7,995 $8,395 $8,815 7203 PAYROLL TECHNICIAN $6,806 $7,146 $7,504 $7,879 $8,273 7316 PRINCIPAL ACCOUNTANT $9,444 $9,917 $10,412 $10,933 $11,480 2136 SENIOR ADMIN ASST (CONFIDENTIAL) $6,621 $6,952 $7,299 $7,664 $8,047 2130 SENIOR ACCOUNTANT $8,414 $8,835 $9,277 $9,741 $10,228 AFSCME / LOCAL 1 - CONFIDENTIAL
SALARY SCHEDULE
Effective July 1, 2025
Grade Position A B C D E
7122 ADMIN ASST I (CONFIDENTIAL) $5,743 $6,030 $6,332 $6,649 $6,981 7123 ADMIN ASST II (CONFIDENTIAL) $6,332 $6,649 $6,981 $7,330 $7,697 7215 ADMIN ASSISTANT TO THE CM $7,490 $7,865 $8,258 $8,671 $9,104 7207 ADMIN ASST TO THE CHIEF OF POLICE $6,622 $6,953 $7,300 $7,665 $8,049 2106 ASSOCIATE MANAGEMENT ANALYST $7,597 $7,977 $8,376 $8,794 $9,234 2138 HUMAN RESOURCES ANALYST I $7,762 $8,150 $8,558 $8,986 $9,435 2139 HUMAN RESOURCES ANALYST II $8,538 $8,965 $9,413 $9,884 $10,378 7124 HUMAN RESOURCES ASSISTANT $6,700 $7,034 $7,386 $7,756 $8,143 2109 HUMAN RESOURCES REPRESENTATIVE I $7,110 $7,465 $7,838 $8,230 $8,642 2110 HUMAN RESOURCES REPRESENTATIVE II $7,832 $8,223 $8,635 $9,066 $9,520 7242 LEGAL ASSISTANT I $7,277 $7,641 $8,023 $8,424 $8,846 9205 LEGAL ASSISTANT II $8,019 $8,420 $8,841 $9,283 $9,747 7204 MANAGEMENT ANALYST $8,357 $8,775 $9,214 $9,674 $10,158 7301 PAYROLL ADMINISTRATOR* $7,542 $7,919 $8,315 $8,731 $9,167 7203 PAYROLL TECHNICIAN $7,078 $7,432 $7,804 $8,194 $8,604 7316 PRINCIPAL ACCOUNTANT $9,822 $10,313 $10,829 $11,370 $11,939 2136 SENIOR ADMIN ASST (CONFIDENTIAL) $6,952 $7,299 $7,664 $8,047 $8,450 2130 SENIOR ACCOUNTANT $8,751 $9,189 $9,648 $10,130 $10,637 AFSCME / LOCAL 1 - CONFIDENTIAL
SALARY SCHEDULE
Effective July 1, 2026
City of San Rafael & AFSCME / Local 1
Exhibit B of July 1, 2024 – June 30, 2027 Memorandum of Understanding Effective June 5, 2024, any fixed term or temporary worker hired into the classification listed in the recognition petition shall be placed within the AFSCME/Local 1 bargaining unit.
A “temporary employe” is broadly defined as temporary, casual, seasonal, periodic, extra-help, relief, limited-term, fixed term, per diem and any other public employee who has not been hired for a permanent position.
The City of San Rafael shall provide, upon hire, each temporary employee with:
(a) their job description,
(b) wage rates,
(c) eligibility for employment,
(d) anticipated length of employment, and
(e) procedures to apply for open, permanent positions.
The same information shall be provided to AFSCME/Local 1 within five business days of hiring a temporary employee.
When providing AFSCME/Local 1 with Employee Information under Article 2.1.4, the City shall also provide the anticipated end date of employment for each temporary employee or actual end date if the temporary employee has been released from service since the last list was provided.
In an effort to ensure a successor Memorandum of Understanding is timely ratified, and because there are no temporary employees currently represented by the Union, the Parties agree to continue to meet beginning in August 2024 and continue to negotiate the specific wages, hours, and terms and conditions of employment for the temporary employees represented by AFSCME/Local 1 in an addendum to the MOU.
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
AFSCME / Local 1
JULY 1, 20241 - JUNE 30, 20274
Local 1 MOU 20241 - 20274 2
This page intentionally left blank
Local 1 MOU 20241 - 20274 i
TABLE OF CONTENTS
1 GENERAL PROVISIONS ......................................................................................................................1
1.1 INTRODUCTION ...........................................................................................................................................1
1.1.1 Scope of Agreement................................................................................................................................1
1.1.2 Term of MOU............................................................................................................................................1
1.2 RECOGNITION.............................................................................................................................................1
1.2.1 Bargaining Unit.........................................................................................................................................1
1.2.2 Notice to Employees................................................................................................................................1
1.3 NON-DISCRIMINATION................................................................................................................................2
1.3.1 In General .................................................................................................................................................2
1.3.2 Bargaining Unit Discrimination...............................................................................................................2
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING...............................................................................2
1.5 EXISTING LAWS, REGULATIONS & POLICIES ............................................................................................2
1.6 STRIKES & LOCKOUTS...............................................................................................................................2
1.7 SEVERABILITY ............................................................................................................................................2
1.8 PREVAILING RIGHTS...................................................................................................................................2
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER.....................................................................................3
1.9.1 Understanding ..........................................................................................................................................3
1.9.2 Waiver & Modification..............................................................................................................................3 2 MMBA...........................................................................................................................................................3
2.1 BARGAINING UNIT RIGHTS.........................................................................................................................3
2.1.1 Bargaining Unit Stewards Designation ................................................................................................. 3
2.1.2 Bulletin Boards .........................................................................................................................................3
2.1.3 Union Orientation of New Employees...................................................................................................3
2.1.4 Employee Information .............................................................................................................................4
2.2 DUES DEDUCTION ......................................................................................................................................4
2.2.1 Collection of Dues....................................................................................................................................4
2.2.2 Dues Collection during Separation from Employment .......................................................................4
2.2.3 Indemnification .........................................................................................................................................4
2.3 MANAGEMENT RIGHTS...............................................................................................................................4 3 COMPENSATION.....................................................................................................................................5
3.1 GENERAL WAGES AND COMPENSATION...................................................................................................5
3.1.1 Pay Dates..................................................................................................................................................5
3.1.2 General Wage Increase..........................................................................................................................5
3.1.3 Definitions .................................................................................................................................................7
3.1.4 Compensation Plan ................................................................................................................................. 7
3.2 STEP INCREASES .......................................................................................................................................7
3.2.1 Entry Level Step.......................................................................................................................................7
3.2.2 Consideration for Step Increases ..........................................................................................................7
3.2.3 Merit Increases.........................................................................................................................................8
3.2.4 Anniversary Date .....................................................................................................................................8
3.2.5 Promotions................................................................................................................................................8
3.2.6 Performance Evaluations........................................................................................................................8
3.3 SALARY CHANGE ON RECLASSIFICATION................................................................................................. 8
3.3.1 To a Lower Classification........................................................................................................................8
3.3.2 To a Different Classification with the Same Salary Range................................................................8
3.3.3 To a Higher Classification.......................................................................................................................8
3.4 OUT OF CLASS COMPENSATION................................................................................................................9
3.5 ADDITIONAL PAY........................................................................................................................................9
3.5.1 Confidential Pay .......................................................................................................................................9
3.5.2 Educational Pay .......................................................................................................................................9
3.5.3 Bilingual Pay .............................................................................................................................................9 Local 1 MOU 20241 - 20274 ii
3.5.4 Uniform Allowance................................................................................................................................. 10 4 BENEFITS.................................................................................................................................................10
4.1 EMPLOYEE BENEFITS COMMITTEE ..........................................................................................................10
4.2 HEALTH & WELFARE ...............................................................................................................................10
4.2.1 Full Flex Cafeteria Plan.........................................................................................................................10
4.2.2 Retirees Health Insurance....................................................................................................................11
4.2.3 Pro Rata Benefit Rules..........................................................................................................................12
4.2.4 Health and Dependent Care Spending Accounts .............................................................................12
4.2.5 Health Insurance Providers ..................................................................................................................13
4.3 DENTAL PLAN ..........................................................................................................................................13
4.4 VISION PLAN.............................................................................................................................................13
4.5 RETIREMENT CONTRIBUTION...................................................................................................................13
4.5.1 Member Contribution.............................................................................................................................13
4.5.2 Retirement Plans ...................................................................................................................................13
4.5.3 Member Cost of Living Rates...............................................................................................................14
4.5.4 Pension Committee ...............................................................................................................................14
4.6 STATE DISABILITY INSURANCE (SDI) AND PAID FAMILY LEAVE (PFL).................................................14
4.7 DEFERRED COMPENSATION ....................................................................................................................14
4.8 GYM REIMBURSEMENT.............................................................................................................................14
4.9 BENEFIT REOPENER ................................................................................................................................14 5 LEAVES .....................................................................................................................................................14
5.1 SICK LEAVE..............................................................................................................................................14
5.1.1 Eligibility ..................................................................................................................................................14
5.1.2 Sick Leave Accrual ................................................................................................................................15
5.1.3 Use of Sick Leave..................................................................................................................................15
5.1.4 Advance of Sick Leave..........................................................................................................................15
5.1.5 Service Credit for Sick Leave...............................................................................................................15
5.1.6 Compensation for Unused Portion ......................................................................................................15
5.2 VACATION LEAVE.....................................................................................................................................16
5.2.1 Eligibility ..................................................................................................................................................16
5.2.2 Rate of Accrual.......................................................................................................................................16
5.2.3 Administration of Vacation Leave........................................................................................................16
5.2.4 Vacation Cash-In ...................................................................................................................................17
5.3 HOLIDAYS.................................................................................................................................................17
5.4 OTHER LEAVE ..........................................................................................................................................17
5.4.1 Bereavement Leave ..............................................................................................................................17
5.4.2 Jury Duty .................................................................................................................................................18
5.4.3 Military Leave .........................................................................................................................................18
5.4.4 Leave of Absence Without Pay............................................................................................................18
5.4.5 Industrial Injury Leave ...........................................................................................................................18
5.4.6 Family Medical Leave............................................................................................................................19
5.4.7 Catastrophic Leave................................................................................................................................19
5.4.8 Administrative Leave .............................................................................................................................19
5.4.9 Paid Parental Leave ..............................................................................................................................19
5.4.10 End of Life Care Leave..........................................................................................................................21 6 TERMS & CONDITIONS OF EMPLOYMENT.............................................................................21
6.1 HOURS OF WORK.....................................................................................................................................21
6.2 OVERTIME.................................................................................................................................................22
6.3 COMPENSATORY TIME POLICY................................................................................................................22
6.3.1 Accrual Limit ...........................................................................................................................................22
6.3.2 Overtime Rate ........................................................................................................................................22
6.4 PROBATIONARY PERIOD ..........................................................................................................................22
6.4.1 Purpose of Probation.............................................................................................................................22
6.4.2 Length of Probationary Period .............................................................................................................22
6.4.3 Rejection During Probation ..................................................................................................................22 Local 1 MOU 20241 - 20274 iii
6.4.4 Notification of Rejection ........................................................................................................................22
6.4.5 Extension of Probationary Period........................................................................................................23
6.4.6 Regular Status........................................................................................................................................23
6.4.7 Promotion of Probationary Employee ................................................................................................. 23
6.4.8 Unsuccessful Passage of Promotional Probattion............................................................................23
6.4.9 Lateral Transfer Probation....................................................................................................................23
6.5 TRANSFERS / REASSIGNMENTS...............................................................................................................23
6.5.1 Types of Transfers................................................................................................................................. 23
6.5.2 Minimum Qualifications & Probation ...................................................................................................23
6.5.3 Transfer Procedures..............................................................................................................................24
6.6 PERSONNEL RULES & REGULATIONS .....................................................................................................24
6.6.1 Confidential Nature of Personnel Records.........................................................................................24
6.6.2 Confidential Nature of Medical Records.............................................................................................24
6.6.3 Outside Employment Policy .................................................................................................................24
6.6.4 Use of City Vehicle ................................................................................................................................24
6.6.5 Safety Policy ...........................................................................................................................................25
6.7 MISCELLANEOUS......................................................................................................................................25
6.7.1 Hazardous Materials..............................................................................................................................25
6.7.2 Gratuities / Solicitation of Contributions..............................................................................................25
6.7.3 Return of City Equipment......................................................................................................................25
6.7.4 Political Activity.......................................................................................................................................25
6.7.5 Employment of Relatives ......................................................................................................................25
6.7.6 Labor / Management Meetings ............................................................................................................25
6.7.7 Contract Orientation Work Sessions...................................................................................................25
6.7.8 Harassment Policy................................................................................................................................. 26
6.7.9 Work Place Conduct..............................................................................................................................26 7 PROCEDURES ........................................................................................................................................26
7.1 DEMOTION & SUSPENSION ......................................................................................................................26
7.1.1 Demotion.................................................................................................................................................26
7.1.2 Suspension .............................................................................................................................................26
7.2 TERMINATION OF EMPLOYMENT ..............................................................................................................26
7.2.1 Resignation.............................................................................................................................................26
7.2.2 Termination - Layoff (Lack of work or funds) .....................................................................................26
7.2.3 Termination - Disciplinary Action.........................................................................................................27
7.2.4 Retirement ..............................................................................................................................................27
7.2.5 Rejection During Probation ..................................................................................................................27
7.3 DISCIPLINARY ACTION .............................................................................................................................27
7.3.1 Notification of Weingarten Rights ........................................................................................................27
7.3.2 Right to Discipline & Discharge ...........................................................................................................27
7.3.3 Preliminary Notice..................................................................................................................................28
7.3.4 Disciplinary Action and Appeal ............................................................................................................28
7.4 GRIEVANCE PROCEDURE.........................................................................................................................28
7.4.1 Definition .................................................................................................................................................28
7.4.2 Procedure................................................................................................................................................28
7.4.3 Arbitration................................................................................................................................................29
7.4.4 General Provisions ................................................................................................................................30
7.5 POSITION RECLASSIFICATION..................................................................................................................30
7.5.1 Purpose ...................................................................................................................................................30
7.5.2 Policy .......................................................................................................................................................30
7.5.3 Creation of New Position ......................................................................................................................30
7.5.4 Reclassification ......................................................................................................................................30
7.6 FURLOUGH PROGRAM .............................................................................................................................31
7.6.1 Voluntary Time Off (VTO).....................................................................................................................31
7.6.2 Mandatory Time Off (MTO) ..................................................................................................................32
7.7 REDUCTION IN FORCE..............................................................................................................................32 Local 1 MOU 20241 - 20274 iv
7.7.1 Authority ..................................................................................................................................................32
7.7.2 Notice.......................................................................................................................................................33
7.7.3 Order of Layoff .......................................................................................................................................33
7.7.4 Seniority ..................................................................................................................................................33
7.7.5 Bumping Rights......................................................................................................................................33
7.7.6 Transfer Rights.......................................................................................................................................33
7.7.7 Layoff Procedure Notification...............................................................................................................33
7.8 RE-EMPLOYMENT.....................................................................................................................................33
7.8.1 General Guidelines................................................................................................................................33
7.8.2 Right to Re-Employment.......................................................................................................................34
7.8.3 Time Limits..............................................................................................................................................34
7.8.4 Availability ...............................................................................................................................................34
7.8.5 Probationary Status ...............................................................................................................................34
7.8.6 Restoration of Benefits..........................................................................................................................34 1 GENERAL PROVISIONS ...................................................................................................................... 1
1.1 INTRODUCTION ........................................................................................................................................... 1
1.1.1 Scope of Agreement................................................................................................................................ 1
1.1.2 Term of MOU............................................................................................................................................ 1
1.2 RECOGNITION............................................................................................................................................. 1
1.2.1 Bargaining Unit......................................................................................................................................... 1
1.2.2 Notice to Employees................................................................................................................................ 1
1.3 NON-DISCRIMINATION................................................................................................................................ 2
1.3.1 In General ................................................................................................................................................. 2
1.3.2 Bargaining Unit Discrimination............................................................................................................... 2
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING............................................................................... 2
1.5 EXISTING LAWS, REGULATIONS & POLICIES ............................................................................................ 2
1.6 STRIKES & LOCKOUTS............................................................................................................................... 2
1.7 SEVERABILITY ............................................................................................................................................ 2
1.8 PREVAILING RIGHTS................................................................................................................................... 2
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER..................................................................................... 3
1.9.1 Understanding .......................................................................................................................................... 3
1.9.2 Waiver & Modification.............................................................................................................................. 3 2 MMBA........................................................................................................................................................... 3
2.1 BARGAINING UNIT RIGHTS......................................................................................................................... 3
2.1.1 Bargaining Unit Stewards Designation ................................................................................................. 3
2.1.2 Bulletin Boards ......................................................................................................................................... 3
2.1.3 Union Orientation of New Employees................................................................................................... 3
2.1.4 Employee Information ............................................................................................................................. 4
2.2 DUES DEDUCTION ...................................................................................................................................... 4
2.2.1 Collection of Dues.................................................................................................................................... 4
2.2.2 Dues Collection during Separation from Employment ....................................................................... 4
2.2.3 Indemnification ......................................................................................................................................... 4
2.3 MANAGEMENT RIGHTS............................................................................................................................... 4 3 COMPENSATION..................................................................................................................................... 5
3.1 GENERAL WAGES AND COMPENSATION................................................................................................... 5
3.1.1 Pay Dates.................................................................................................................................................. 5
3.1.2 General Wage Increase.......................................................................................................................... 5
3.1.3 One-Time Payment ................................................................................................................................. 6
3.1.4 Definitions ................................................................................................................................................. 7
3.1.5 Compensation Plan ................................................................................................................................. 7
3.2 STEP INCREASES ....................................................................................................................................... 7
3.2.1 Entry Level Step....................................................................................................................................... 7
3.2.2 Consideration for Step Increases .......................................................................................................... 7
3.2.3 Merit Increases......................................................................................................................................... 7
3.2.4 Anniversary Date ..................................................................................................................................... 8 Local 1 MOU 20241 - 20274 v
3.2.5 Promotions................................................................................................................................................ 8
3.2.6 Performance Evaluations........................................................................................................................ 8
3.3 SALARY CHANGE ON RECLASSIFICATION................................................................................................. 8
3.3.1 To a Lower Classification........................................................................................................................ 8
3.3.2 To a Different Classification with the Same Salary Range................................................................ 8
3.3.3 To a Higher Classification....................................................................................................................... 8
3.4 OUT OF CLASS COMPENSATION................................................................................................................ 9
3.5 ADDITIONAL PAY........................................................................................................................................ 9
3.5.1 Confidential Pay ....................................................................................................................................... 9
3.5.2 Educational Pay ....................................................................................................................................... 9
3.5.3 Bilingual Pay ............................................................................................................................................. 9
3.5.4 Uniform Allowance................................................................................................................................... 9 4 BENEFITS.................................................................................................................................................10
4.1 EMPLOYEE BENEFITS COMMITTEE ..........................................................................................................10
4.2 HEALTH & WELFARE ...............................................................................................................................10
4.2.1 Full Flex Cafeteria Plan.........................................................................................................................10
4.2.2 Retirees Health Insurance....................................................................................................................11
4.2.3 Pro Rata Benefit Rules..........................................................................................................................11
4.2.4 Health and Dependent Care Spending Accounts .............................................................................12
4.2.5 Health Insurance Providers ..................................................................................................................12
4.3 DENTAL PLAN ..........................................................................................................................................12
4.4 VISION PLAN.............................................................................................................................................12
4.5 RETIREMENT CONTRIBUTION...................................................................................................................13
4.5.1 Member Contribution.............................................................................................................................13
4.5.2 Retirement Plans ...................................................................................................................................13
4.5.3 Member Cost of Living Rates...............................................................................................................13
4.5.4 Pension Committee ...............................................................................................................................13
4.6 STATE DISABILITY INSURANCE (SDI) AND PAID FAMILY LEAVE (PFL).................................................13
4.7 DEFERRED COMPENSATION ....................................................................................................................14
4.8 GYM REIMBURSEMENT.............................................................................................................................14
4.9 BENEFIT REOPENER ................................................................................................................................14 5 LEAVES .....................................................................................................................................................14
5.1 SICK LEAVE..............................................................................................................................................14
5.1.1 Eligibility ..................................................................................................................................................14
5.1.2 Sick Leave Accrual ................................................................................................................................14
5.1.3 Use of Sick Leave..................................................................................................................................14
5.1.4 Advance of Sick Leave..........................................................................................................................15
5.1.5 Service Credit for Sick Leave...............................................................................................................15
5.1.6 Compensation for Unused Portion ......................................................................................................15
5.2 VACATION LEAVE.....................................................................................................................................15
5.2.1 Eligibility ..................................................................................................................................................15
5.2.2 Rate of Accrual.......................................................................................................................................15
5.2.3 Administration of Vacation Leave........................................................................................................16
5.2.4 Vacation Cash-In ...................................................................................................................................16
5.3 HOLIDAYS.................................................................................................................................................16
5.4 OTHER LEAVE ..........................................................................................................................................17
5.4.1 Bereavement Leave ..............................................................................................................................17
5.4.2 Jury Duty .................................................................................................................................................17
5.4.3 Military Leave .........................................................................................................................................17
5.4.4 Leave of Absence Without Pay............................................................................................................17
5.4.5 Industrial Injury Leave ...........................................................................................................................17
5.4.6 Family Medical Leave............................................................................................................................18
5.4.7 Catastrophic Leave................................................................................................................................18
5.4.8 Administrative Leave .............................................................................................................................18 6 TERMS & CONDITIONS OF EMPLOYMENT.............................................................................19 Local 1 MOU 20241 - 20274 vi
6.1 HOURS OF WORK.....................................................................................................................................19
6.2 OVERTIME.................................................................................................................................................19
6.3 COMPENSATORY TIME POLICY................................................................................................................19
6.3.1 Accrual Limit ...........................................................................................................................................19
6.3.2 Overtime Rate ........................................................................................................................................19
6.4 PROBATIONARY PERIOD ..........................................................................................................................19
6.4.1 Purpose of Probation.............................................................................................................................19
6.4.2 Length of Probationary Period .............................................................................................................19
6.4.3 Rejection During Probation ..................................................................................................................19
6.4.4 Notification of Rejection ........................................................................................................................20
6.4.5 Extension of Probationary Period........................................................................................................20
6.4.6 Regular Status........................................................................................................................................20
6.4.7 Promotion of Probationary Employee ................................................................................................. 20
6.4.8 Unsuccessful Passage of Promotional Probation.............................................................................20
6.4.9 Lateral Transfer Probation....................................................................................................................20
6.5 TRANSFERS / REASSIGNMENTS...............................................................................................................20
6.5.1 Types of Transfers................................................................................................................................. 20
6.5.2 Minimum Qualifications & Probation ...................................................................................................21
6.5.3 Transfer Procedures..............................................................................................................................21
6.6 PERSONNEL RULES & REGULATIONS .....................................................................................................21
6.6.1 Confidential Nature of Personnel Records.........................................................................................21
6.6.2 Confidential Nature of Medical Records.............................................................................................21
6.6.3 Outside Employment Policy .................................................................................................................21
6.6.4 Use of City Vehicle ................................................................................................................................22
6.6.5 Safety Policy ...........................................................................................................................................22
6.7 MISCELLANEOUS......................................................................................................................................22
6.7.1 Hazardous Materials..............................................................................................................................22
6.7.2 Gratuities / Solicitation of Contributions..............................................................................................22
6.7.3 Return of City Equipment......................................................................................................................22
6.7.4 Political Activity.......................................................................................................................................22
6.7.5 Employment of Relatives ......................................................................................................................22
6.7.6 Labor / Management Meetings ............................................................................................................22
6.7.7 Contract Orientation Work Sessions...................................................................................................23
6.7.8 Harassment Policy................................................................................................................................. 23
6.7.9 Work Place Conduct..............................................................................................................................23 7 PROCEDURES ........................................................................................................................................23
7.1 DEMOTION & SUSPENSION ......................................................................................................................23
7.1.1 Demotion.................................................................................................................................................23
7.1.2 Suspension .............................................................................................................................................23
7.2 TERMINATION OF EMPLOYMENT ..............................................................................................................23
7.2.1 Resignation.............................................................................................................................................23
7.2.2 Termination - Layoff (Lack of work or funds) .....................................................................................24
7.2.3 Termination - Disciplinary Action.........................................................................................................24
7.2.4 Retirement ..............................................................................................................................................24
7.2.5 Rejection During Probation ..................................................................................................................24
7.3 DISCIPLINARY ACTION .............................................................................................................................24
7.3.1 Notification of Weingarten Rights ........................................................................................................24
7.3.2 Right to Discipline & Discharge ...........................................................................................................24
7.3.3 Preliminary Notice..................................................................................................................................25
7.3.4 Disciplinary Action and Appeal ............................................................................................................25
7.4 GRIEVANCE PROCEDURE.........................................................................................................................25
7.4.1 Definition .................................................................................................................................................25
7.4.2 Procedure................................................................................................................................................26
7.4.3 Arbitration................................................................................................................................................26
7.4.4 General Provisions ................................................................................................................................27 Local 1 MOU 20241 - 20274 vii
7.5 POSITION RECLASSIFICATION..................................................................................................................27
7.5.1 Purpose ...................................................................................................................................................27
7.5.2 Policy .......................................................................................................................................................27
7.5.3 Creation of New Position ......................................................................................................................27
7.5.4 Reclassification ......................................................................................................................................28
7.6 FURLOUGH PROGRAM .............................................................................................................................28
7.6.1 Voluntary Time Off (VTO).....................................................................................................................29
7.6.2 Mandatory Time Off (MTO) ..................................................................................................................29
7.7 REDUCTION IN FORCE..............................................................................................................................30
7.7.1 Authority ..................................................................................................................................................30
7.7.2 Notice.......................................................................................................................................................30
7.7.3 Order of Layoff .......................................................................................................................................30
7.7.4 Seniority ..................................................................................................................................................30
7.7.5 Bumping Rights......................................................................................................................................30
7.7.6 Transfer Rights.......................................................................................................................................30
7.7.7 Layoff Procedure Notification...............................................................................................................31
7.8 RE-EMPLOYMENT.....................................................................................................................................31
7.8.1 General Guidelines................................................................................................................................31
7.8.2 Right to Re-Employment.......................................................................................................................31
7.8.3 Time Limits..............................................................................................................................................31
7.8.4 Availability ...............................................................................................................................................31
7.8.5 Probationary Status ...............................................................................................................................31
7.8.6 Restoration of Benefits..........................................................................................................................31
LIST OF EXHIBITS
Exhibit A Salary Schedule for July 1, 20241 – June 30, 20274 Exhibit B Temporary Employees
Local 1 MOU 20241 - 20274 1
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
AFSCME / PUBLIC EMPLOYEES UNION AFSCME / , LOCAL 1
This Memorandum of Understanding is entered into pursuant to the provisions of Section 3500, et seq. of the Government Code of the State of California.
The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in said representation unit, and have freely exchanged information, opinions and proposals and have reached agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
This Memorandum of Understanding shall be presented to the City Council of the City of San Rafael as the joint recommendation of the undersigned parties for salary and employee benefit adjustments for the period commencing July 1, 20241 through June 30, 20274.
As used in this Memorandum of Understanding, the words “days” or “working days” shall be deemed to mean those days of the week that the City Hall of the City of San Rafael is open for business, unless there is a specific reference to calendar days. 1 GENERAL PROVISIONS
1.1 INTRODUCTION
1.1.1 Scope of Agreement
The salaries, hours, fringe benefits and working conditions set forth have been mutually agreed upon by the designated bargaining representatives of the City of San Rafael (herein-after called "CITY") and the Public Employees Union AFSCME / Local 1 (herein-after called “AFSCME / Local 1”) and shall apply to all employees of the City working in the classifications and bargaining unit set forth herein.
1.1.2 Term of MOU
This agreement shall be in effect from July 1, 20241 through June 30, 20274.
1.2 RECOGNITION
1.2.1 Bargaining Unit
City hereby recognizes AFSCME / Local 1 as bargaining representative for the purpose of establishing salaries, hours, fringe benefits and working conditions for all employees within the Bargaining Unit.
1.2.2 Notice to Employees
Whenever a person is hired in any of the job classifications set forth herein, City shall notify such person that AFSCME / Local 1 is the recognized bargaining representative for employees in that classification.
Local 1 MOU 20241 - 20274 2
1.3 NON-DISCRIMINATION
1.3.1 In General
The parties to this contract agree that they shall not, in any manner, discriminate against any person whatsoever because of race, color, age, religion, ancestry, national origin, sex, sexual orientation, marital status, medical condition or disability. Any employee alleging such discrimination should use the internal, administrative process explained in the City of San Rafael’s Policy Against Harassment, Discrimination and Retaliation to redress the situation. Such employees shall be entitled to AFSCME / Local 1 representation but are not entitled to seek redress using the grievance procedure of this MOU.
1.3.2 Bargaining Unit Discrimination
No member, official, or representative of AFSCME / Local 1 shall, in any way, suffer any type of discrimination in connection with continued employment, promotion, or otherwise by virtue of membership in or representation by the Bargaining Unit.
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING
Both the City and AFSCME / Local 1 agree to keep duplicate originals of this Memorandum on file in a readily accessible location available for inspection by any employee or member of the public upon request.
1.5 EXISTING LAWS, REGULATIONS & POLICIES
This agreement is subject to all applicable laws of the State of California, ordinances, regulations, and policies of the City of San Rafael.
1.6 STRIKES & LOCKOUTS
During the term of this Memorandum, the City agrees that it will not lock out employees, and AFSCME / Local 1 agrees that it will not agree to, encourage or approve any strike or slowdown growing out of any dispute relating to the terms of this Agreement. The Bargaining Unit will take whatever lawful steps are necessary to prevent any interruption of work in violation of this Agreement, recognizing with the City that all matters of controversy within the scope of this Agreement shall be settled by established procedures set forth in the City's Charter, ordinances, and regulations, as may be amended from time to time.
1.7 SEVERABILITY
If any article, paragraph or section of this Memorandum shall be held to be invalid by operation of law, or by any tribunal of competent jurisdiction, or if compliance with or any enforcement of any provision hereof be restrained by such tribunal, the remainder of this Memorandum shall not be affected thereby, and the parties shall, if possible, enter into meet-and-confer sessions for the sole purpose of arriving at a mutually satisfactory replacement for such article, paragraph or section.
1.8 PREVAILING RIGHTS
All matters within the scope of meeting and conferring which have previously been adopted through rules, regulation, ordinance or resolution, which are not specifically superseded by this Memorandum of Understanding, shall remain in full force and effect throughout the term of this Agreement.
Local 1 MOU 20241 - 20274 3
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER
1.9.1 Understanding
The parties jointly represent to the City Council that this Memorandum of Understanding set forth the full and entire understanding of the parties regarding the matters set forth herein.
1.9.2 Waiver & Modification
Except as specifically otherwise provided herein, it is agreed and understood that each party hereto voluntarily and unqualifiedly waives its right, and agrees that the other shall not be required to meet and confer with respect to any subject or matter covered herein, nor as to wages or fringe benefits during the period of the term of this Memorandum.
The foregoing shall not preclude the parties hereto from meeting and conferring at any time during the term of this Agreement with respect to any subject matter within the scope of meeting and conferring by mutual agreement.
2 MMBA
2.1 BARGAINING UNIT RIGHTS
2.1.1 Bargaining Unit Stewards Designation
The Bargaining Unit shall, by written notice to the City Manager, designate certain of its members as AFSCME / Local 1 Representatives. AFSCME / Local 1 Representatives shall be permitted reasonable time for Bargaining Unit activities including grievance representation. In all cases, the Representatives shall secure permission from the Representative's supervisor before leaving a work assignment. Such permission shall not be unreasonably withheld.
AFSCME / Local 1 Representatives, for salary discussions, shall be in accordance with MeyersMilias-Brown Act (MMBA.
2.1.2 Bulletin Boards
Authorized representatives of the Bargaining Unit shall be allowed to post AFSCME / Local 1 notices on specified bulletin boards maintained on City premises.
2.1.3 Union Orientation of New Employees
Whenever the City hires an employee within any classification covered by this Memorandum of Understanding and represented by the Union, as soon as possible the City will inform the employee that they are represented by the Union, inform the employee of the terms and provisions of this Memorandum of Understanding and will provide said employee with a copy of the current Memorandum of Understanding. The City shall make available up to two hours, at a mutually agreeable time, during the initial thirty (30) days of employment for new employee orientation by the Union. In addition, the City will also provide reasonable advance written notice to the Union of all employee orientations conducted by the City for its members, to include the date, time, and location of the orientation. Written notice shall be via email.
The Union will be afforded the opportunity to have the Business Agent and/or a bargaining unit member (City employee) as representatives to meet with the new employee(s). The Union’s new employee orientation will be conducted during regular working hours on paid City time and at a mutually agreeable time approved by department management. At no time shall the Union’s new employee orientation result in any overtime or additional costs to the City. The Union will provide the City advance notice of the name(s) of the bargaining unit member(s) who they wish to attend the orientation.
Local 1 MOU 20241 - 20274 4
2.1.4 Employee Information
The City shall provide the Union with the name, job title, department, work location, work, home and personal cell phone numbers, home address and personal email address on file with the City for all employees within the Union every 120 days. In addition, a report with similar information of each Union new hire will be provided to the Union within 30 days of the hire date.
2.2 DUES DEDUCTION
2.2.1 Collection of Dues
City agrees, upon receipt of a written request by the Bargaining Unit to deduct dues and voluntary Bargaining Unit deductions selected by members, as established by AFSCME / Local 1, from the salaries of its members. The Bargaining Unit shall notify the City in writing as to the amount of such dues uniformly required of all members of AFSCME / Local 1. The sums so withheld shall be remitted by City, without delay, along with a list of employees and their respective dues and voluntary deductions. The Bargaining Unit bears responsibility for allocating dues and voluntary deductions pursuant to employees’ requests.
The employee's earnings must be regularly sufficient after other legal and required deductions are made to cover the amount of the dues or service fees check off authorized. When an employee is in a non-pay status for an entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of an employee who is in a non-pay status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions have priority over AFSCME / Local 1 dues.
2.2.2 Dues Collection during Separation from Employment The provisions specified above (Section 2.2.1.) shall not apply during periods of separation from the Bargaining Unit by any such employee but shall reapply to such employee commencing with the next full pay period following the return of the employee to representation by the Bargaining Unit. The term separation includes transfer out of the Bargaining Unit, layoff, and leave without pay absences with duration of more than five (5) working days.
2.2.3 Indemnification
Moneys withheld by the City shall be transmitted to the Treasurer (as identified in writing by AFSCME / Local 1) at the address specified. The Bargaining Unit shall indemnify, defend, and hold the City harmless against any claims made, and against any suit instituted against the City on account of check off of employee organization dues or service fees. In addition, the Bargaining Unit shall refund to the City any amount paid to it in error upon presentation of supporting evidence.
2.3 MANAGEMENT RIGHTS
The City reserves, retains, and is vested with, solely and excessively, all rights of management which have not been expressly abridged by specific provision of this Memorandum of Understanding or by law to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of management, as they are not abridged by this Agreement or by law, shall include, but not be limited to, the following rights:
1. To manage the City generally and to determine the issues of policy;
2. To determine the existence of facts which are the basis of the management decision;
3. To determine the necessity of any organization or any service or activity conducted by the City and expand or diminish services;
Local 1 MOU 20241 - 20274 5
4. To determine the nature, manner, means, technology and extent of services to be provided to the public;
5. Methods of financing;
6. Types of equipment or technology to be used;
7. To determine and/or change the facilities, methods, technology, means and size of the work force by which the City operations are to be conducted;
8. To determine and change the number of locations, re-locations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right (after effect bargaining) to contract for or subcontract any work or operation of the City;
9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments;
10. To relieve employees from duties for lack of work or other legitimate reasons;
11. To discharge, suspend, demote or otherwise discipline employees for proper cause in accordance with the provisions and procedures set forth in City Personnel Rules and Regulations and this MOU;
12. To determine job classifications and to reclassify employees;
13. To hire, transfer, promote and demote employees in accordance with this Memorandum of Understanding and the City's Rules and Regulations;
14. To determine policies, procedures and standards for selection, training and promotion of employees;
15. To establish and modify employee and organizational performance and productivity standards and programs including but not limited to, quality and quantity standards; and to require compliance therewith;
16. To maintain order and efficiency in its facilities and operations;
17. To establish and promulgate and/or modify rules and regulations to maintain order and safety in the City which are not in contravention with this Agreement;
18. To take any and all necessary action to carry out the mission of the City in emergencies.
The City and AFSCME / Local 1 agree and understand that if, in the exercise of any of the rights set forth above, the effect of said exercise of rights by the City impacts an area within the scope of representation as set forth in the Meyers-Milias-Brown Act (MMBA), case law interpreting said acts, and/or Federal law, the City shall have the duty to meet and confer with the Bargaining Unit regarding the impact of its decision/exercise of rights. 3 COMPENSATION
3.1 GENERAL WAGES AND COMPENSATION
3.1.1 Pay Dates
City employees are paid twice per month on the 15th and the last working day of the month. When a holiday falls on a payday, the payday will be transferred to the following day of regular business unless Finance is able to complete the payroll by the previous work day. The method of distributing the payroll shall be established by the Finance Director.
3.1.2 General Wage Increase
Prior year contract extension – restoration of 3% base wage: For FY 20-21, all bargaining groups (except WCE, AFSCME / Local 1, Mid-Management and Executive Management) received a 3% base wage increase for the 1-year contract extension, which was implemented for FY 20/21. The Local 1 MOU 20241 - 20274 6
timing of the COVID-19 pandemic and the associated financial losses which were projected at that time, resulted in an unintended disparate treatment of the bargaining groups. WCE, AFSCME / Local 1, Mid-Management and Executive Management did not receive this same 3% base wage increase for FY 20-21. However, the City is now in a financial position to “restore” the 3% base wage increase to those groups. The 3% base wage increase will apply to all AFSCME / Local 1 positions and is reflected in the attached revised salary schedules, effective on July 1, 2021.
The City shall provide the following salary increases for the listed positions in each year of the MOU, with Year 1 salary increases to become effective July 1, 20212024; or, on the first pay period after Council’s approval – whichever occurs later in time.:
Administrative Assistant to Police Chief, Administrative Assistant to the City Manager, and Senior Administrative Assistant (Confidential), Administrative Assistant I/II (Confidential):
• 1.63.0% cost of living adjustmentgeneral salary increase plus 1.93.0% equity adjustment (36.500% total) in Year(s) 1, 2 and 3
• 3.0% cost of living adjustment plus 2.5% equity adjustment (5.5% total) in Year 2 • 3.0% cost of living adjustment plus 2.0% equity adjustment (5.0% total) in Year 3 Legal Assistant I/II, Human Resources Representative I/II, and Human Resources Assistant • 1.63.0% general salary increasecost of living adjustment plus 1.42.5% equity adjustment (35.005% total) in Year(s) 1 and, 2 and 3
• 3.0% cost of living adjustment plus 1.0% equity adjustment (4.0% total) in Year 3 Payroll Technician and Payroll Administrator
• 1.63.0% general salary increasecost of living adjustment plus .91.0% equity adjustment (24. 50% total) in Year(s) 1, 2, and 3
HR Representative I/II
• 1.6% general salary increase plus 2.4% equity adjustment (4.00% total) in Year 1 • 1.6% general salary increase plus .9% equity adjustment (2.50% total) in Years 2 and 3 Management Analyst and Associate Management Analyst
• 1.63.0% general salary increasecost of living adjustment plus 6.0. 9% equity adjustment (29.50% total) in Year 1
• 1.63.0% general salary increasecost of living adjustment plus .45.0% equity adjustment (28. 00% total) in Years 2 and 3
• 3.0% cost of living adjustment plus 4.0% equity adjustment (7.0% total) in Year 3 Principal Accountant and Senior Accountant
• 1.63.0% general salary increasecost of living adjustment plus 2.42.0% equity adjustment (45.00% total) in Year(s) 1, and 2, and 3
• 3.0% cost of living adjustment plus 1.0% equity adjustment (4.0% total) in Year 3 Administrative Assistant I and Administrative Assistant II (Confidential)All Other Classifications • 1.63.0% general salary increasecost of living adjustment plus 1.90% equity adjustment (34.500% total) in Year(s) 1, 2, and 3
• 1.6% general salary increase plus .9% equity adjustment (2.50% total) in Years 2 and 3 Local 1 MOU 20241 - 20274 7
3.1.3 One-Time Payment
Effective the pay period including July 1, 2021 or the first full pay period following Council ratification of a new MOU, whichever occurs later, each employee in the bargaining unit will receive a one-time payment of $2,250 in exchange for the elimination of the Revenue Sharing provision from the MOU. This payment will not contribute to Classic or PEPRA employees’ pensions and is subject to normal payroll taxation.
3.1.43.1.3 Definitions
Total Compensation shall be defined as: Top step salary (excluding longevity pay steps), educational incentive pay, bilingual pay, confidential pay, holiday pay, uniform allowance, employer paid deferred compensation (except for such portion that may be part of employee cafeteria plan), employer’s contribution towards employees’ share of retirement, employer’s retirement contribution, employer paid contributions toward insurance premiums for health, life, long term disability, dental and vision plans, and employer paid cafeteria/flexible spending accounts.
The CPI shall be the percentage change in the San Francisco-Oakland-San Jose Area All Urban Consumer index as published by the Bureau of Labor Statistics for the one-year period ending each October during the term of the contract.
3.1.53.1.4 Compensation Plan
The Compensation Plan adopted by the City Council shall provide for salary schedules, rates, ranges, steps and any other special circumstances or items related to the total compensation paid employees.
Each position within the classified services shall be allocated to its appropriate class in the classification plan on the basis of duties and responsibilities. Each class shall be assigned a salary range or a rate established in the salary plan. All persons entering the classified service shall be compensated in accordance with the salary plan then in effect.
All initial employments shall be at the first step of the salary range. The City Manager or his/hertheir designee may authorize, upon the recommendation of the Appointing Authority, a position at an appropriate higher salary when, in his/hertheir opinion, it is necessary in order to obtain qualified personnel or when it appears that the education or experience of a proposed employee is substantially superior to the minimum requirements of the class and justifies a beginning salary in excess of the first step.
3.2 STEP INCREASES
3.2.1 Entry Level Step
All initial employment shall be at the first step of the salary range, provided that the City Manager may make an appointment to a position at an appropriate higher salary when, in his/hertheir opinion, it is necessary to obtain qualified personnel, or when it appears that the education or experience of a proposed employee is substantially superior to the minimum requirements of the class and justifies a beginning salary in excess of the first step.
3.2.2 Consideration for Step Increases
An employee may be considered for an annual salary step increase in accordance with their anniversary date and the parameters of the salary schedule, as referenced in Exhibit A. Unless otherwise noted, salary schedule increases within established salary ranges are scheduled at yearly intervals. Advancement to a higher salary step within an established salary range is Local 1 MOU 20241 - 20274 8
granted for continued improvements and efficient and effective work by the employee in the performance of his/hertheir duties.
3.2.3 Merit Increases
Accelerated merit performance step increases of five percent (5%) may be granted an employee based upon the recommendation of the Department Director and approval of the City Manager.
Employees at the maximum step of their salary range may be granted a merit performance step increase of five percent (5%) above and beyond their salary range, either in a one-time lump sum payment or as a percent increase per paycheck for the designated period of time. Merit pay awards may be granted in recognition of meritorious performance on complex special project(s) of significant value to the organization and beyond the scope of regular duties in response to extraordinary conditions. A merit step increase may be effective for up to one (1) year. A merit step increase may be withdrawn and is not a disciplinary action and is not appealable.
3.2.4 Anniversary Date
Effective 1-1-89, the anniversary date for employees promoted on or after this date shall remain unchanged. Based upon job performance, as measured by a Performance Evaluation, employees may receive consideration for a step increase within their salary range on their anniversary date.
3.2.5 Promotions
Employees promoted to higher-level positions shall be placed at the step in the new salary range that will provide, at a minimum, a five (5%) increase (unless that would exceed the top step in the salary range).
3.2.6 Performance Evaluations
Prior to the completion of the probationary period, a minimum of one performance evaluation report shall be reviewed with the employee, but such report and review shall not be required prior to separating an employee during the probationary period.
Upon completion of the probationary period, a performance report shall be prepared and reviewed yearly thereafter for each employee in the Classified Service, as a means of determining whether in-grade salary increases are merited, and/or as a means of improving employee performance and communication between supervisors and subordinates.
3.3 SALARY CHANGE ON RECLASSIFICATION
If an occupied position is reclassified the incumbent shall be affected as outlined below:
3.3.1 To a Lower Classification
When a position is re-allocated to a lower classification, the incumbent is either:
1. Transferred to a vacant position in the former classification; or
2. If the incumbent's current salary is greater than the top step of the lower classification, Yrated at the current salary until the salary of the lower classification is at or above the Yrate.
3.3.2 To a Different Classification with the Same Salary Range When a position is reallocated to a different classification with the same salary range, the incumbent shall be granted the same status in the new classification, in which he/shethey shall be paid at the same step of the range and shall maintain the same salary rights.
3.3.3 To a Higher Classification
Local 1 MOU 20241 - 20274 9
When a position is reclassified to a classification with a higher salary range, the incumbent is moved into the higher classification with the position, except in the circumstances prescribed below. Placement in the salary range shall be in accordance with the appropriate salary schedule.
If the duties upon which the reclassification are based could have been assigned to any of a number of employees in that classification within the division or department, then a promotional exam is held for the reclassified position. Such an exam is a departmental only recruitment limited to employees within that classification. If the incumbent is not successful in this competitive process, she/he is assigned to the position vacated by the promotion.
3.4 OUT OF CLASS COMPENSATION
Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. The out-ofclass increase shall be retroactive to the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater.
3.5 ADDITIONAL PAY
3.5.1 Confidential Pay
Effective 2009, the Confidential Pay incentive for all members is included in the base salary.
3.5.2 Educational Pay
Education Pay is included in the base salary.
3.5.3 Bilingual Pay
Within the job classifications represented by the Bargaining Unit, provisions are hereby established whereby an employee may receive bilingual pay for full fluency in a foreign language.
Full fluency is defined as a skill level that will allow the employee to fully assist someone else who does not speak English in coping with situations or problems by translating for, conversing with and/or reading or writing written material.
An employee can petition to his/hertheir Department Director for this bilingual pay incentive. With the Department Director’s recommendation and on review by the Human Resources Director and approval of the City Manager, the employee may begin to receive this bilingual pay incentive.
Criteria for approval of the bilingual pay incentive by the City Manager include:
a. Certification by a recognized school of the appropriate skill level; and/or b. Demonstrated ability of the proficiency level on the job; and c. Department Director’s recommendation and statement that the bilingual skill of the employee can be of value to the department and the employee in the completion of their regular work assignments.
An employee approved for the bilingual pay incentive and required in the performance of their duties to converse with the public in a language other than English shall receive an additional $200.00 per month above their base salary.
Employees who also translate official written documents to or from a language other than English shall receive an additional $50.00 for a total of $250.00 per month above their base salary.
This bilingual pay incentive shall be reviewed annually and as long as the employee demonstrates (by work experience or re-testing, as determined by the City of San Rafael) the full fluency skill Local 1 MOU 20241 - 20274 10
level; and as long as the Department Director indicates the value of this skill to the department and the employee in the completion of their regular work assignments.
Removal of the bilingual pay incentive would be considered a non-disciplinary action and as such would not be subject to any appeal/grievance procedure.
3.5.4 Uniform Allowance
Any AFSCME / Local 1 member required to purchase a uniform to meet departmental regulations shall be reimbursed for such cost.
4 BENEFITS
4.1 EMPLOYEE BENEFITS COMMITTEE
Both parties agree to continue to utilize the Employee Benefits Committee for ongoing review of benefit programs, cost containment and cost savings options. The Committee shall be made up of representatives of the SEIU, SEIU - Childcare, Police, Police Mid-Management, Fire, Fire Chief Officers Association, Western Council of Engineers, AFSCME / Local 1, Mid-Management Employees Association and Management Executive employees.
4.2 HEALTH & WELFARE
4.2.1 Full Flex Cafeteria Plan
Effective January 1, 2010, the City implemented a Full Flex Cafeteria Plan for active employees, in accordance with IRS Code Section 125. Active employees participating in the City’s Full Flex Cafeteria Plan shall receive a monthly flex dollar allowance to purchase benefits under the plan.
The monthly flex dollar allowance effective the paycheck of July 1, 2024December 15, 2020 shall be:
For employee only: $ 878.0003.50
For employee and one dependent: $1,756.00606.99
For employee and two or more dependents: $1,935.33771.10 The monthly flex dollar allowance effective the paycheck of December 15, 2024 shall be:
For employee only: $ 950.00
For employee and one dependent: $1,900.00
For employee and two or more dependents: $2.400.00
Flex Dollar Increases for this MOU Term
Effective December 15, 2025, and December 15, 2026, the flex dollar allowances shall increase on the December 15th paycheck up to a maximum of five percent {5.0%) on an annual basis. If the Kaiser Bay Area premium rate increase is less than five percent {5.0%), the flex dollar allowance shall only increase the amount of the Kaiser Bay Area premium increase. In the event that the Kaiser Bay Area premium rate increase for the upcoming calendar year exceeds ten percent {10%) and is less than fifteen percent {15%), the City and the employee will split the cost of the increase above ten percent {10%) evenly; each paying 50% of the dollar value of the increase between 10- 15%. In the unlikely event that the Kaiser Bay Area premium rate increases for the upcoming calendar year in 2026 or 2027 to an amount exceeding fifteen percent (15%), the City and AFSCME/Local 1 agree to reopen the MOU to negotiate the employer's contribution to healthcare.
The parties agree that this provision will sunset upon the expiration of the MOU.
Local 1 MOU 20241 - 20274 11
Upon expiration of the MOU,Flex the flex dollar allowances shall increase on the December 15th paycheck of each subsequent year up to a maximum of three percent (3%) on an annual basis, based on but not to exceed the Kaiser Bay Area premium rate increase for the upcoming calendar year.
The City shall contribute to the cost of medical coverage for each eligible employee and his/hertheir dependents, an amount not to exceed the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution, as determined by CalPERS on an annual basis. This portion of the monthly flex dollar allowance is identified as the City’s contribution towards PEMHCA. The balance of the monthly flex dollar allowance (after the PEMHCA minimum contribution) may be used in accordance with the terms of the cafeteria plan to purchase health benefits or may be converted to taxable income.
Conditional Opt-Out Arrangement: An employee may elect to waive the City’s health insurance coverage and receive a $300 monthly Opt-Out payment in accordance with the terms of the cafeteria plan, and the Affordable Care Act, if the employee complies with the following conditions:
1) The employee certifies that the employee and all individuals in the employee’s tax family for whom coverage is waived have alternative Minimum Essential Coverage as defined by the Patient Protection and Affordable Care Act through a provider other than a federal marketplace, a state exchange, or an individual policy. 2) During the City’s annual open enrollment period, the employee must complete an annual written attestation confirming that the employee and the other members of the employee’s tax family are enrolled in alternative Minimum Essential Coverage.
The employee agrees to notify the City no later than 30 days if the employee or other member(s) of the employee’s tax family lose coverage under the alternative Minimum Coverage Plan.
3) The employee understands that the City is legally required to immediately stop conditional opt-out payments if City learns that the employee and/or members of the employee’s family do not have the alternative Minimal Essential Coverage.
The City reserves the right to modify at any time, the amount an employee is eligible to receive under this paragraph, if required by IRS Cafeteria Plan regulations, other legislation, or Federal and/or California agency guidance.
The City shall be responsible for paying premiums for a life insurance and Accidental Death and Dismemberment (AD&D) policy for each employee. The life and AD&D policy shall provide a $5,000 life insurance and a $5,000 AD&D benefit.
The City shall be responsible for paying premiums for a Long-Term Disability Policy for each employee that satisfies the eligibility provisions of the long-term disability policy. The Long-Term Disability policy shall provide for salary replacement of 66.67% of an individual’s salary up to a maximum disability benefit of $1,000 per month.
4.2.2 Retirees Health Insurance
Employees represented by AFSCME / Local 1 who retire from the Marin County Employees’ Retirement Association (MCERA) within 120 days of leaving their City of San Rafael position (and who comply with the appropriate retirement provisions under the MCERA laws and regulations) are eligible to continue in the City’s retiree group health insurance program offered through PEMHCA. The City’s contribution towards retiree coverage shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis.
Local 1 MOU 20241 - 20274 12
a. Employees hired on or before January 1, 2010. The City shall make a monthly retiree health insurance payment into a Retiree Healthcare Reimbursement Trust (Retiree HRA Trust) on behalf of employees hired before January 1, 2010 and who retire from the City of San Rafael as described in this Section. The City’s total payment, which includes the PEMHCA minimum contribution, shall not exceed $659 per month. The City’s retiree health contribution shall continue for the lifetime of the retiree and retiree’s spouse, in accordance with PEMHCA eligibility provisions for coverage.
Employees receive the pro-rated amount based on their status at the time of retirement.
For example: if an employee works parttime and retires while working part-time, then the employee receives a pro-rated contribution based on the employee’s parttime status at the point of retirement.
b. Employees hired on or after January 1, 2010 and who meet the eligibility requirements for retiree health insurance are eligible to continue in the City’s group health insurance program. The City’s maximum contribution towards retiree coverage under this subsection 4.2.2.b, shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. The City shall not be responsible for making any contributions towards the cost of coverage of the retiree’s spouse, registered domestic partner, or dependents upon the employee’s retirement from the City in excess of the PEMHCA minimum contribution as required by CalPERS.
The City shall additionally make available a retiree health care trust to enable these employees (hired on or after January 1, 2010) to prefund retiree health care premiums while employed by the City. The retiree health care trust shall be funded by annual conversion of 50 hours of sick time in service on July 1 of each year, provided an employee has a remaining balance of 125 hours of sick leave time after the conversions.
4.2.3 Pro Rata Benefit Rules
Employees covered by this Agreement who work less than full time but more than twenty (20) hours per week on a regular basis shall be eligible to receive: a) pro-rated leave benefits; b) a pro-rated share of the monthly dollar contribution made by the City to be used for enrollment in City offered group health, life, and long term disability insurance plans which the employee may be eligible for based upon the regular hours the employee works, and c) pro-rated share shall be equivalent to the part time employee position’s ratio of hours worked to full time equivalency.
4.2.4 Health and Dependent Care Spending Accounts
City will offer as part of its Section 125 Plan, for as long as such a plan is desired by AFSCME / Local 1 and available pursuant to the IRS Code, Health and Dependent Care Spending Accounts.
The Flexible Spending Accounts offered by the City include:
a. Healthcare Spending Account: Out-of-pocket medical expenses that qualify under the IRS Code effective January 1, 2003 at IRS Code limit, not to exceed $2,500. Employees are responsible to pay the monthly administrative fee and any increase established by the third-party administrator.
b. Dependent Care Spending Account: Dependent care expenses that qualify under the IRS Code at the IRS Code limit (currently $5,000). Employees are responsible to pay the monthly administrative fee and any increase established by the third-party administrator. c. Premium Only Plan: Excess Medical premiums shall be deducted from employee’s pay with pre-tax dollars as long as such deduction is allowable under the applicable IRS Code.
The City shall establish an annual enrollment period and each employee must re-enroll annually for either plan noted in a. and/or b. above. The City shall have the authority to implement changes Local 1 MOU 20241 - 20274 13
to the 125 Programs to comply with changes in applicable IRS laws without having to go through the meet and confer process.
4.2.5 Health Insurance Providers
The City shall have the option, after meeting and consulting with representatives of AFSCME / Local 1, of either contracting with the Public Employees Retirement System (PERS) Health Benefits Division for health insurance or contracting directly with some or all of the providers of health insurance under the PERS program; provided, however, contracting directly with the providers shall not cause any material reduction in insurance benefits from those benefits available under the PERS program.
4.3 DENTAL PLAN
The City will provide a dental insurance program which offers 100% coverage for diagnostic and preventative care; $25.00 deductible on corrective care (80/20); and an 80% payment of eligible costs associated with crown and cast restoration per patient per calendar year and orthodontic coverage for eligible dependents (50/50). The dental provider will provide payments for covered services at the percentage indicated in the plan booklet up to a maximum of $1,500 for each enrollee in each calendar year.
Dental insurance enrollment will be available to part time, permanent employees working at least 20 hours per week (FTE level of position). The City’s contribution towards the monthly dental insurance premium will be prorated based on the FTE level of the part time employee.
4.4 VISION PLAN
The City will contract for and pay for a vision plan for employee only vision benefits. Employees will be eligible to enroll qualified family members and will pay the premium for such enrollment.
4.5 RETIREMENT CONTRIBUTION
4.5.1 Member Contribution
AFSCME / Local 1 members shall pay the full share of the employee's contribution to the Marin County Retirement System.
Effective when feasible in accordance with MCERA and City administrative requirements all unit employees will pay an additional contribution of one percent (1%) of pensionable compensation toward the normal cost of pension provided by the Marin County Employees Retirement Association, in addition to the current employee contribution towards pension as determined by MCERA.
The City of San Rafael acknowledges that under its current practice, the employee’s share of their retirement contribution is deducted with pretax dollars. This practice will continue until changed through the Meet and Confer process or until IRS regulations change.
4.5.2 Retirement Plans
The City shall provide the Marin County Employee Retirement Association 2.7% at 55-retirement program to all eligible AFSCME / Local 1 members, as defined under the 1937 Act Government Code Section 31676, subject to Marin County Employee Retirement Association procedures and regulations and applicable 1937 Act laws that govern such plans. This is based on an employee’s single highest year of compensation.
Employees hired on or after July 1, 2011 will receive an MCERA retirement benefit at the formula 2% at 55, calculated based on the average of their highest three years of compensation, in Local 1 MOU 20241 - 20274 14
accordance with MCERA regulations. The annual pension adjustment shall be a maximum of 2% COLA. Minimum retirement age is 55.
Employees hired by the City on or after January 1, 2013 who are defined as “new members” of MCERA in accordance with the Public Employees’ Pension Reform Act (PEPRA) of 2013, shall be enrolled in the MCERA 2% @ 62 plan for Miscellaneous members.
Final compensation will be based upon the highest annual average compensation earnable during the thirty-six (36) consecutive months of employment immediately preceding the effective date of his or hertheir retirement or some other period designated by the retiring employee.
4.5.3 Member Cost of Living Rates
AFSCME / Local 1 members who are eligible to participate in the Marin County Employee Retirement Association will pay their full share of members’ cost of living rates as allowed under Articles 6 and 6.8 of the 1937 Retirement Act. AFSCME / Local 1 member contribution rates include both the basic and COLA portions (50% of COLA is charged to members as defined in the 1937 Act).
4.5.4 Pension Committee
A representative of the Union will participate in the City-wide pension committee.
4.6 STATE DISABILITY INSURANCE (SDI) AND PAID FAMILY LEAVE (PFL) Employees will have the full premium cost for SDI or PFL coverage automatically deducted from their paycheck and no City contribution will be made toward participation in the plan.
It is incumbent upon the employee to keep the City advised of their medical status and eligibility for SDI or PFL. With this notification, SDI or PFL benefits, as determined by the State, shall be integrated with accrued sick and vacation leave.
4.7 DEFERRED COMPENSATION
Effective simultaneously with the increase in employee contribution by one percent (1%) to be contributed toward the normal cost of pension benefits provided by MCERA as described in Article 4.1.4, the City will contribute one percent (1%) of pensionable compensation toward a City-provided deferred compensation plan.
The City will make an additional contribution equivalent to one and six hundredths percent (1.06%) of base pay into a City-provided deferred compensation plan for each member of the unit to be paid in installments on a pay period basis following agreement.
4.8 GYM REIMBURSEMENT
Employees are eligible to receive up to $16.50 per month reimbursement for paid gym membership. Such reimbursement shall be processed annually and reported as taxable income to the employee.
4.9 BENEFIT REOPENER
The City may reopen negotiations during the term of this Agreement to meet and confer on a replacement health, dental and life insurance/AD&D plan provider. 5 LEAVES
5.1 SICK LEAVE
5.1.1 Eligibility
Local 1 MOU 20241 - 20274 15
Sick leave with pay shall be granted to each eligible employee. Sick leave may not be used at an employee's discretion but shall be allowed only in case of necessity and actual sickness or disability. The employee is required to notify employee's immediate supervisor or Department Director according to department Rules and Regulations at the beginning of his/hertheir daily duties. The City has the right to request medical verification from an employee who is absent from his/hertheir duties for three (3) or more consecutive work days.
5.1.2 Sick Leave Accrual
All eligible full-time employees shall earn sick leave credits at the rate of one (1) working day per month commencing with the date of employment. Unused sick leave may be accumulated to any amount, but a cap exists for payoff purposes (see Section 5.1.6). The sick leave accrual rate is prorated for eligible part time employees.
5.1.3 Use of Sick Leave
An employee may use accrued sick leave during their probationary period. An employee eligible for sick leave with pay shall be granted such leave for the following reasons:
1. Personal illness of the employee or illness within the immediate family (family member means an employee’s spouse, registered domestic partner, sibling, parent, parent-in-law, grandchild, grandparent and any unmarried child, including adopted child, a stepchild, or recognized natural child who lives with the employee in a regular parent-child relationship), or physical incapacity of the employee resulting from causes beyond the employee’s control; or
2. Enforced quarantine of the employee in accordance with community health regulations; or
3. Medical appointments that cannot be scheduled during non-working hours shall be charged to sick leave.
4. Personal illness of an employee’s parent that requires the employee to attend to their care.
5.1.4 Advance of Sick Leave
Whenever circumstances require, and with the approval of the City Manager, sick leave may be taken in advance of accrual up to a maximum determined by the City Manager, provided that any employee separated from the service who has been granted sick leave that is un-accrued at the time of such separation shall reimburse the City of all salary paid in connection with such unaccrued leave.
5.1.5 Service Credit for Sick Leave
Employees who retire from the City of San Rafael within 120 days of leaving City employment (excludes deferred retirements) shall receive employment service credit for retirement purposes only, for all hours of accrued, unused sick leave (exclusive of any sick leave hours they are eligible to receive and they elect to receive in compensation for at the time of retirement (see Section
5.1.6).
Employees hired on or after July 1, 2009 are not eligible to receive employment service credit of all accrued, unused sick leave for retirement purposes.
5.1.6 Compensation for Unused Portion
Upon termination of employment by resignation, retirement or death, a regular employee who leaves the City service in good standing shall receive compensation for all accumulated unused sick leave based upon the following formula: a rate of three percent (3%) for each year of service (i.e., 3% times number of employment service years). The maximum number of accumulated, Local 1 MOU 20241 - 20274 16
unused sick leave an employee may be compensated for upon termination of employment is 600 hours. See Section 5.1.5 regarding service credit option for accumulated, unused sick leave that the employee is not compensated for upon termination.
5.2 VACATION LEAVE
5.2.1 Eligibility
Annual vacation with pay shall be granted to each eligible employee. Vacation leave accrued shall be prorated for those employees working less than full time. Employees will be permitted to use their accrued vacation leave after six (6) months of employmentas outlined in Article 5.2.3 subject to the approval of the Department Director.
5.2.2 Rate of Accrual
Vacation benefits shall accrue during the probationary period. Each regular full-time employee (part time regular are prorated) shall accrue vacation at the following rate for continuous service.
Each service year in the chart begins on the first working day and ends on the last day of the service year:
Service Year Annual Hours Hours Per Month
1 75.000 hours 6.2500
2 75.000 hours 6.2500
3 75.000 hours 6.2500
4 112.500 hours 9.3750
5 117.867 hours 9.8222
6 123.234 hours 10.2695
7 128.601 hours 10.7167
8 133.968 hours 11.1640
9 139.335 hours 11.6110
10 144.702 hours 12.0580
11 150.000 hours 12.5000
12 157.500 hours 13.1250
13 165.000 hours 13.7500
14 172.500 hours 14.3750
15 180.000 hours 15.0000
16 plus 187.500 hours 15.6250
When an employee is on an approved leave without pay, vacation accrual is prorated based upon paid hours in the pay period.
5.2.3 Administration of Vacation Leave
The City Manager, upon the recommendation of the Department Director, may advance vacation credits to any permanent regular and permanent part time employee.
No employee may accrue more than 250 hours. Vacation accruals will resume once the employee’s accumulated vacation balance falls below the allowable cap limit.
The time at which an employee may use his/hertheir accrued vacation leave and the amount to be taken at any one time, shall be determined by employee's Department Director with particular regard for the needs of the City but also, insofar as possible, considering the wishes of the Local 1 MOU 20241 - 20274 17
employee. In the event that one or more City holidays falls within an annual vacation leave, the vacation hours that shall be charged against any employee’s accrued vacation shall be those hours that the employee is regularly scheduled to work.
Employees who terminate their employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination.
5.2.4 Vacation Cash-In
An employee who has taken at least ten (10) days of vacation in the preceding twelve (12) months may request that accrued vacation, not to exceed seven (7) days, be converted to cash payments and the request may be granted at the discretion of the City Manager. Employees cannot cash in more than seven (7) days of vacation in any one twelve (12) month period.
5.3 HOLIDAYS
In order to be eligible for compensation for the paid holiday, the employee must both be in paid status on the day before the holiday and on the day after the holiday.
All employees who are required to work on a day designated as an authorized holidayeligible for compensation for the paid holiday, other than a day on which an election is held throughout the state, shall be paid at the applicable rate of pay for the number of hours actually worked.
When a holiday falls on Saturday or Sunday, the Friday preceding a Saturday holiday or the Monday following a Sunday holiday shall be deemed to be a holiday in lieu of the day observed.
The following paid holidays will be observed:
January 1st New Year’s Day
The third Monday in January Martin Luther King Jr. Day
The third Monday in February Washington’s Birthday/President’s Day March 31st Cesar Chavez Day
The last Monday in May Memorial Day
June 19th Juneteenth
July 4th Independence Day
The first Monday in September Labor Day
November 11th Veteran’s Day
The fourth Thursday in November Thanksgiving Day
The fourth Friday in November Day after Thanksgiving
December 25th Christmas Day
In addition to designated holidays, employees in this Bargaining Unit receive onetwo (12) floating holidays provided in January of each year. Floating holidays not used by the end of the calendar year are added to the employee's vacation balance.
5.4 OTHER LEAVE
5.4.1 Bereavement Leave
In the event of the death of an employee's spouse, registered domestic partner, child, parent, parent-in-law, sibling, grandparent, grandchild or relative who lives or has lived in the home of the employee to such an extent that the relative was considered a member of the immediate family and/or another individual who has a legal familial relationship to the employee and resided in the Local 1 MOU 20241 - 20274 18
employee's household, up to five (5) days may be granted for paid bereavement leave. All bereavement leave must be exhausted within 3 months of the date of the death of the family member and may be taken intermittently.
In those cases where the death involves an individual who had such a relationship with the employee, as defined above, the employee shall sign a simple affidavit describing the relationship and submit this to the Department Director as part of the request for bereavement leave.
Unit members may make a request to the Human Resources Director, or their designee, to use bereavement leave for a relative other than those listed above.
The above bereavement clause shall also apply in the event of a reproductive loss for an employee. The City agrees to maintain employee confidentiality related to the reproductive loss leave.
5.4.2 Jury Duty
Employees required to report to jury duty shall be granted a leave of absence with pay from their assigned duties until released by the court, provided that the employee provides advance notice to the Appointing Authority and remits to the City all per diem service fees except mileage or subsistence allowance within thirty days from the termination of such duty.
5.4.3 Military Leave
Military leave shall be granted in accordance with the State of California Military and Veteran's Code as amended from time to time. All employees entitled to military leave shall give the appointing authority and the Department Director an opportunity, within the limits of military regulations, to determine when such leave shall be taken.
5.4.4 Leave of Absence Without Pay
Leave of absence without pay may be granted by the City Manager upon the written request of the employee. Accrued vacation leave must be exhausted prior to the granting of leave without pay.
5.4.5 Industrial Injury Leave
For benefits under Workers Compensation, an employee should report any on the job injury to his/hertheir supervisor as soon as possible, preferably within twenty-four (24) hours. The Human Resources Department coordinates benefits for Worker's Compensation claims. For further information, see the City’s Workers’ Compensation policy located on the Intranet at https://intranet.cityofsanrafael.org.
Employees of the City who have suffered any disability arising out of and in the course of their employment as defined by the Worker's Compensation Insurance and Safety Act of the State of California are entitled to all benefits allowed them by the Workers’ Compensation Insurance and Safety Act of the State of California.
Temporary disability payments (TD) are made to all employees (full and part-time) when a physician reports an employee is unable to perform their job duties due to an industrial injury and the City cannot accommodate the restrictions mandated by their physician. TD is set by State law and is approximately two-thirds of full salary with state-mandated minimums and maximums.
For full-time, regular employees, however, the City augments TD payments with salary continuation, as follows:
Workers Compensation leave payments shall not exceed the employee's regular full pay for the first three (3) calendar months and three-fourths (3/4) of the regular full pay for the following six (6) calendar months.
Local 1 MOU 20241 - 20274 19
Sick Leave Usage Post Industrial Injury/Illness
The following rule applies to employees who have an accepted industrial injury/illness: Available accrued sick leave cannot be used for more than 60 calendar days after one of the following has been determined:
a. The employee has reached maximum medical improvement and/or has been determined “permanent and stationary.”
b. The employee has been determined to be unable to return to their usual and customary occupation, with or without reasonable accommodation.
Given the above has occurred next steps would include:
a. The interactive process; attempt to locate other appropriate employment within the City b. If none available proceed with termination process, including disability retirement application and/or Skelly process, if appropriate.
5.4.6 Family Medical Leave
Family leave shall be granted in accordance with the federal Family and Medical Leave Act of 1993 and the California Family Rights Act of 1991. Requests for Family Care Leave are submitted to the employee’s Department Director for approval and reviewed by the Human Resources Director for consistency with the law prior to approval. Employees approved for this type of leave must use appropriate accrued and unused vacation leave and/or compensatory time before going on leave without pay status. Accrued and unused sick leave may be used if appropriate and requested. Sick leave usage is to be consistent with sick leave provisions of the MOU. To be eligible for this family leave benefit, an employee must have worked continuously for the City of San Rafael for at least 12 months and have worked a minimum of 1250 hours in the previous 12- month period. For details, please see the City’s FMLA policy located on the Intranet at https://intranet.cityofsanrafael.orghttps://intranet.cityofsanrafael.org.
5.4.7 Catastrophic Leave
Catastrophic Leave shall be in accordance with the City-wide Catastrophic Leave Policy located on the City’s Intranet at https://intranet.cityofsanrafael.org.
5.4.8 Administrative Leave
Employees filling positions designated as exempt from overtime shall receive five (5) days of Administrative Leave each calendar year subject to the approval of the Department Director and the City Manager. Unused Administrative Leave shall not carry over from one calendar year to the next, nor shall unused Administrative Leave Balances be paid to an exempt confidential employee upon his/hertheir resignation.
5.4.9 Paid Parental Leave
Effective July 1, 2024, any full time, regular or probationary employee who has been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for Paid Parental Leave (PPL) to use within 12 months of the following eligible events:
1. Birth of a child of the employee, the employee’s spouse, or the employee’s registered domestic partner.
2. Placement of a child with the employee for adoption.
For the purposes of PPL, the definition of “parent” and “child” are as defined by the California Family Rights Act.
Benefit and Use:
Local 1 MOU 20241 - 20274 20
1. Eligible employees shall be granted 300 PPL hours to use within 12 months of the qualifying event for the purposes of disability due to pregnancy and/or baby bonding.
Regular part-time employees shall be eligible for a prorated number of PPL hours, based on scheduled and budgeted FTE.
2. PPL is based on a 12-month rolling calendar. No more than 300 PPL hours may be used in any 12- month period. PPL may not be used or extended beyond the 12-month time frame and any accrued and unused PPL will be forfeited at the end of the 12-month period for the qualifying event.
3. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused PPL for which they were eligible.
4. PPL is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.
5. PPL shall be used in a block of continuous time or on an intermittent or reduced schedule.
Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.
6. PPL shall run concurrently with FMLA/CFRA and with PDL as set forth in paragraph 7, below. Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.
7. Pregnancy Disability Leave (PDL): An eligible employee on PDL must reduce their sick leave balance to 40 hours or less to use PPL concurrently with PDL. An eligible employee is not required to further reduce their balance once they have reached the initial threshold of 40 hours or less.
8. Use of this leave constitutes a “compelling personal situation during which time the employee was unable to work” under Article 6.4.5 of this MOU and the probationary period for any probationary employee who uses this leave shall be extended for the length of time the employee was off work using this leave.
Coordination of Benefits & Leaves:
• PPL taken under this policy will run concurrently with leave under the FMLA, CFRA, and PDL once the eligible employee’s sick leave balance is reduced to 40 hours or less. • PPL will be fully integrated with any short-term disability or California Paid Family Leave program but shall not exceed one hundred percent (100%) of the employee’s normal gross salary rate.
• The use of Short-Term Disability (STD) and Paid Family Leave (PFL) will not reduce available hours under the PPL leave entitlement.
• For time covered by FMLA/CFRA job protected leave for baby bonding purposes, PPL must be used prior to other accrued leave or unpaid leave except as discussed in number 7 above.
• If an employee has exhausted FMLA/CFRA entitlements for reasons other than baby bonding, PPL must be used prior to other accrued leaves or Leave Without Pay for arranged leaves for the purpose of baby bonding. Scheduling of non-FMLA/CFRA protected PPL is subject to department approval.
Local 1 MOU 20241 - 20274 21
• An employee who is eligible for PPL but is on leave for other reasons cannot use PPL except as described in paragraph 7 above.
5.4.10 End of Life Care Leave
Eligibility:
Effective July 1, 2024, any full time, regular or probationary employee who has been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for End of Life Care leave to provide end of life care for an immediate family member, which shall include an employee’s spouse, registered domestic partner, child, parent, sibling, parent, parent in-law(s), grandparent, or grandchild.
End of Life care may be used to provide support, assistance and care to an immediate family member, as defined above, who is receiving end of life services through hospice or a medical facility.
Benefit and Use:
1. Eligible employees shall receive 80 hours of End of Life Care leave to be used during their employment with the City for use to support an immediate family member near the end of life, as described above.
2. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused End of Life Care leave for which they were eligible. Further, if an employee leaves City employment and returns to City service later in their career, the employee shall receive any unused hours from their previous employment with the City but shall not be granted any additional hours of for End of Life Care Leave.
3. End of Life Care leave is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.
4. End of Life Care leave shall be used in a block of continuous time or on an intermittent or reduced schedule. Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.
5. End of Life Care shall run concurrently with FMLA/CFRA. Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.
6. An employee who is eligible for End of Life Care Leave but is on leave for other reasons cannot use PPL except as described in paragraph 5 above.
1.7. Use of this leave constitutes a “compelling personal situation during which time the employee was unable to work” under Article 6.4.5 of this MOU and the probationary period for any probationary employee who uses this leave shall be extended for the length of time the employee was off work using this leave.
6 TERMS & CONDITIONS OF EMPLOYMENT
6.1 HOURS OF WORK
The WORK WEEK will reflect thirty-seven and one-half (37.5) hours for all represented job classes. Unless otherwise designated, the normal business hours for vacation, sick and Local 1 MOU 20241 - 20274 22
administrative leave deduction and sick and administrative leave accrual purposes shall be 7.5 hours per day.
6.2 OVERTIME
Overtime shall mean actual time authorized and worked beyond thirty-seven and one half (37.5) hours in the regular work week. A work or duty week shall be defined as seven (7) consecutive calendar days. Overtime is compensable to the nearest half-hour and must have prior authorization and approval of the Department Director.
Each Department Director shall have the authority to designate certain job classifications for mandatory overtime in emergencies. In the event the Department Director determines that there is a staffing need during an emergency, the Department Director shall first make a reasonable effort to seek qualified volunteers to work overtime during the emergency. If the Department Director determines that there are an insufficient number of volunteers, or if time constraints prevent the soliciting of volunteers, the Department Director may order employees in the designated classifications to report to work in overtime status to address the emergency.
6.3 COMPENSATORY TIME POLICY
With the Department Director's approval, compensatory time, in lieu of overtime pay, may be taken subject to the following rules:
6.3.1 Accrual Limit
Employees may accrue up to 125 hours of compensatory time after which said employee must accept overtime pay in lieu of accruing additional compensatory time.
6.3.2 Overtime Rate
Employees who work overtime may be paid for it at the rate of time and one-half or may accrue compensatory time at a rate of time and one-half subject to the limitations in Section 6.3.1.
Employees who elect compensatory time must take the time off, preferably within the quarter during which it was earned, and shall not be paid for it.
6.4 PROBATIONARY PERIOD
6.4.1 Purpose of Probation
After passing an examination and accepting appointment, each employee shall serve a period of probation beginning on the date of appointment. Such period shall be for the purpose of determining the employee's ability to perform satisfactorily the duties prescribed for the position.
6.4.2 Length of Probationary Period
The probationary period on original and promotional appointment shall be for one (1) year.
6.4.3 Rejection During Probation
During the probationary period an employee may be rejected at any time by the Appointing Authority without the right of appeal.
6.4.4 Notification of Rejection
On determining that a probationary employee's work is not satisfactory, the Appointing Authority shall notify the Human Resources Director in writing of his/hertheir intention to terminate the employee. After discussion with the Human Resources Director, the Appointing Authority shall notify the employee in writing of his/herthe rejection.
Local 1 MOU 20241 - 20274 23
6.4.5 Extension of Probationary Period
The probationary period shall not be extended except in the case of extended illness or injury or compelling personal situation during which time the employee was unable to work. In such cases, the probationary period may be extended for the length of time the ill or injured employee was unable to work.
6.4.6 Regular Status
Regular status shall commence with the day following the expiration date of the probationary period.
6.4.7 Promotion of Probationary Employee
An employee serving a probationary period may be promoted to a position in a higher position classification provided he/she isthey are certified from the appropriate Eligible List. The employee promoted in this manner shall serve a new probationary period for the position to which employee is promoted and the new probationary period and promotional appointment shall be effective the same date.
6.4.8 Unsuccessful Passage of Promotional Probattion
An employee who does not successfully pass his/hertheir promotional probationary period shall be reinstated to the position in which the employee held regular status prior to his/hertheir promotion. Provided, however, that if the cause for not passing the promotional probationary period was sufficient grounds for dismissal, the employee shall be subject to dismissal without reinstatement to the lower position.
6.4.9 Lateral Transfer Probation
Voluntary transfers to another job classification, within the same salary range, shall require a six (6) month probationary period. In the event of unsuccessful passage of this period refer to Section
6.4.8. 6.5 TRANSFERS / REASSIGNMENTS
6.5.1 Types of Transfers
Transfers may be within the same department (intra-departmental) or between departments (inter-departmental). The requirements for each are as follows:
a. Intra-departmental transfers.
The Appointing Authority shall have the authority to transfer an employee from a position in one division of a department to a position in the same or similar classification with the same salary range, in the same division or to another division of the same department (at any time and for any duration).
b. Inter-departmental transfers.
An employee may transfer from a position in one (1) department to a position in the same or similar classification in another department, provided the consent of the two Appointing Authorities and the City Manager is obtained.
c. Voluntary Transfers.
An employee may make a written request for transfer to the Human Resources Director to a position in the same or similar classification with the same salary range. Such a transfer may be made on the recommendation of the affected Department Director(s) and the approval of the City Manager.
6.5.2 Minimum Qualifications & Probation
Local 1 MOU 20241 - 20274 24
Any persons transferred to a different position shall possess the minimum qualifications for the position.
6.5.3 Transfer Procedures
The City Manager may authorize the transfer of an employee from one position to another of the same or comparable class of work and where the same general type of examination is given for entrance to such a position.
Transfers from one department to another department having a different jurisdiction or different function shall be done only with the consent of the Department Directors, involved, unless such a transfer is ordered by the City Manager for purpose of economy or efficiency.
Any person transferred to a different position shall possess the minimum qualifications for the position.
Employees who have completed their initial probation may seek voluntary transfers to positions within the same job class, and/or lower level job classes as long as the employee meets the minimum qualifications for the position. Employees seeking transfer should submit a completed application to the Human Resources Department. As vacancies occur, transfer candidates may receive consideration along with those on the eligibility list.
6.6 PERSONNEL RULES & REGULATIONS
AFSCME / Local 1 agrees to accept the City’s Personnel Rules and Regulations.
6.6.1 Confidential Nature of Personnel Records
All personnel records and files and examination materials are confidential. The Human Resources Director shall take all necessary steps to protect the confidentiality of those materials. Disclosure of such records shall be governed by the Public Records Act, Government Code Sections 6250, et. seq. Individual employees may review their official personnel file maintained by Human Resources Department and/or respective appointing authority. With the written consent of the employee, the authorized representative of the recognized employee organization may also review that personnel file.
6.6.2 Confidential Nature of Medical Records
All medical records and files are the property of the City of San Rafael. These confidential records and files are to be maintained in a file separate from the employee's personnel file in the Human Resources Department. Disclosure of such records shall be governed by the Public Records Act, Government Code, Section 6250, et. seq.
6.6.3 Outside Employment Policy
AFSCME / Local 1 members should refer to the City wide Policy on outside employment, located on the City’s Intranet (https://intranet.cityofsanrafael.org) for policies and procedures related to outside employment.
6.6.4 Use of City Vehicle
At the discretion of the Department Director, a AFSCME / Local 1 employee may be assigned a City vehicle for job related duties during regular working hours. Only in emergency conditions will an employee be allowed to take a City vehicle home and only with prior approval of the Department Director.
Local 1 MOU 20241 - 20274 25
6.6.5 Safety Policy
The City of San Rafael is committed to providing a safe and healthy place to work. The City shall furnish safety devices and safeguards, and shall adopt and use methods and processes adequate to ensure that the work place is safe and healthy. Employees are expected to obey safety rules and make proper use of safety gear and equipment. The City's safety policies and procedures shall comply with all applicable state laws related to a safe work environment.
6.7 MISCELLANEOUS
6.7.1 Hazardous Materials
First responders at this level (awareness only) are those who are likely to witness or discover a hazardous substance release and who have been trained to initiate an emergency response operations level. "Awareness” individuals take no action beyond notifying the designated authorities of the release. The Deputy Fire Marshal is the Hazardous Materials Coordinator for the City of San Rafael.
It is understood and agreed by both parties that employees represented by AFSCME / Local 1 do not have any responsibility to clean up, mitigate or otherwise dispose of hazardous materials.
The Fire Department personnel and/or contract personnel have the direct responsibility of dealing with hazardous materials.
6.7.2 Gratuities / Solicitation of Contributions
Gratuities and solicitation of gratuities shall be governed by the City's Personnel Rules and Regulations.
6.7.3 Return of City Equipment
Upon termination of employment, all tools, equipment, and other City property assigned to an employee shall be returned.
6.7.4 Political Activity
The political activity of City employees shall comply with pertinent provisions of State and Federal Law.
6.7.5 Employment of Relatives
Employment of relatives shall be governed by the City's Personnel Rules and Regulations.
6.7.6 Labor / Management Meetings
During the term of the Agreement, the City and the Bargaining Unit agree that consultation meetings may contribute to improved employer-employee relations. Issues relating to the usage of volunteers and temporary/part-time/seasonal employees, promotional opportunities and the implementation of safety programs will serve as a basis for initial agenda items to be discussed and acted upon.
The committee shall be comprised of two (2) AFSCME / Local 1 representatives and three (3) representatives from City Management. The parties agree that committee members may change depending on the subject matter.
Meetings may be requested by either party. The party requesting the meeting shall submit a proposed agenda and the receiving party shall acknowledge and confirm the date, time and location of the requested meeting. It is intended that the subject matter will not include issues subject to Article 7.4 Grievance Procedures.
6.7.7 Contract Orientation Work Sessions
Local 1 MOU 20241 - 20274 26
The City and the Bargaining Unit agree that the individuals having responsibility for the enforcement of the Agreement, AFSCME / Local 1 Representatives and Department Directors/Supervisors, shall participate in an Annual Contract Orientation Work Session for the purpose of obtaining a better understanding of the provisions of the contract. These work sessions shall be held on City time and facilities.
6.7.8 Harassment Policy
Employees shall adhere to the City’s Policy against Harassment, located on the City’s Intranet (https://intranet.cityofsanrafael.org).
6.7.9 Work Place Conduct
Employees, managers and supervisors will treat each other, regardless of position or profession, with dignity, courtesy, trust and respect. Disputes over the interpretation or application of this section will not be subject to the arbitration process of this agreement. 7 PROCEDURES
7.1 DEMOTION & SUSPENSION
7.1.1 Demotion
The Appointing Authority may demote an employee when the following occurs:
a. The employee FAILS to perform his/hertheir required duties. b. An employee requests such a demotion. No employee shall be demoted to a classification for which he/she doesthey do not possess the minimum qualifications. When the action is initiated by the Appointing Authority, written notice of demotion shall be provided to an employee at least ten (10) working days before the effective date of the demotion, and a copy filed with the Human Resources Department.
Withholding a salary step increase or withdrawing a merit step increase within or above the salary range of the employee's position shall not be deemed a demotion.
Disciplinary demotion action shall be in accordance with Article 7.3, "Disciplinary Action."
7.1.2 Suspension
The Appointing Authority may suspend an employee from a position at any time for a disciplinary purpose. The intended suspension action shall be reported immediately to the Human Resources Director, and shall be taken in accordance with Article 7.3, "Disciplinary Action".
7.2 TERMINATION OF EMPLOYMENT
7.2.1 Resignation
An employee wishing to leave City service in good standing shall file with his/hertheir immediate supervisor, at least fourteen (14) days before leaving the service, a written resignation stating the effective date and reason for leaving. A copy of the resignation shall be forwarded to the Appointing Authority and the Human Resources Department.
7.2.2 Termination - Layoff (Lack of work or funds)
The Appointing Authority may terminate an employee because of changes in duties or organization, abolishment of position, shortage of work or funds, or completion of work for which employment was made.
Local 1 MOU 20241 - 20274 27
The City will not layoff any employees in the bargaining unit between July 1, 2011 and December 31, 2011, unless the City is subject to significant revenue reduction (a reduction of one percent (1%) or more in General Fund revenue) due to state cuts or reduction in other revenue sources.
7.2.3 Termination - Disciplinary Action
An employee may be terminated at any time for disciplinary action, as provided in Article 7.3, "Disciplinary Action".
7.2.4 Retirement
Retirement from City services shall, except as otherwise provided, be subject to the terms and conditions of the City's contract as amended from time to time, with the Marin County Retirement System.
7.2.5 Rejection During Probation
An employee may be terminated from their position during the probationary period of their initial appointment to the City's classified service without Right of Appeal.
7.3 DISCIPLINARY ACTION
7.3.1 Notification of Weingarten Rights
The City will inform all members of their rights to Union representation (Weingarten Rights) prior to any meetings in which disciplinary action may be a result.
7.3.2 Right to Discipline & Discharge
Upon completion of the designated probationary period an employee shall be designated as a non-probationary employee and the City shall have the right to discharge or discipline any such employee for dishonesty, insubordination, drunkenness, incompetence, negligence, failure to perform work as required or to observe the Department's safety rules and regulations or for engaging during the term of this Memorandum of Understanding, in strikes, individual or group slowdowns or work stoppages, or for violating or ordering the violation of the Memorandum of Understanding. The City shall use progressive disciplinary steps (i.e., reprimand, suspension, demotion, discharge) unless the violation is such as to justify termination. Disciplinary action shall mean discharge/dismissal, demotion, reduction in salary, and suspension resulting in loss of pay.
In addition, the City may discipline or discharge an employee for the following: Fraud in securing appointment; negligence of duty; violation of safety rules; unacceptable attendance record including tardiness, overstaying lunch or break periods; possession, distribution or under the influence of alcoholic beverages, non-prescription or unauthorized narcotics or dangerous drugs during working hours; inability, unwillingness, refusal or failure to perform work as assigned, required or directed; unauthorized soliciting on City property or time; conviction of a felony or conviction of a misdemeanor involving moral turpitude; unacceptable behavior toward (mistreatment of discourteousness to) the general public or fellow employees or officers of the City; falsifying employment application materials, time reports, records, or payroll documents or other City records; misuse of City property; violation of any of the provisions of these working rules and regulations or departmental rules and regulations; disorderly conduct, participation in fights, horseplay or brawls; dishonesty or theft; establishment of a pattern of violations of any City policy or rules and regulations over an extended period of time in which a specific incident in and of itself would not warrant disciplinary action, however, the cumulative effect would warrant such action; failure to perform to an acceptable level of work quality and quantity; insubordination; other acts inimical to the public service; inability or refusal to provide medical statement on cause of illness or disability.
Local 1 MOU 20241 - 20274 28
7.3.3 Preliminary Notice
A non-probationary employee shall receive a preliminary written notice from the employee's Supervisor of any proposed disciplinary action that involves the loss of pay. The notice must contain a specific statement of charges or grounds upon which the proposed disciplinary action is based and the date the disciplinary action will be effective.
Any known written materials, reports or documents upon which the disciplinary action is based must be attached to the notice.
Upon the receipt of the notice, the employee shall have five (5) days to appeal the matter in writing to Step 2 of the Grievance Procedure. If a written appeal is filed, no disciplinary action shall be imposed until the Department Director has conducted a hearing with the employee and employee's representative present and having heard the response of the employee. If no written appeal is filed within five (5) days, the employee shall be deemed to have waived theirhis right to proceed with the steps for appeal in the Grievance Procedure.
7.3.4 Disciplinary Action and Appeal
After hearing the response of the employee, the Department Director may order that the proposed disciplinary action or modification thereof be imposed. Such notification shall be issued in writing within 10 days of the meeting.
If the employee elects to appeal the Department Director action, he/shethey may request a confidential settlement conference with the City Manager. Participation in the confidential settlement conference shall be voluntary. For pre-termination disciplinary action, the decision of the City Manager shall be final and binding.
For disciplinary discharges only, if the matter is still unresolved after the confidential settlement conference, the employee shall notify the City within ten (10) days that the discharge is appealed to Step 4 (Arbitration) of the Grievance Procedure. The discharge appeal shall then proceed in accordance with the Grievance Procedure.
7.4 GRIEVANCE PROCEDURE
7.4.1 Definition
1. Grievance is a dispute, which involves the interpretation or application of any provision of this Memorandum of Understanding. All ordinances, resolutions, rules and regulations, which are not specifically covered by the provisions of this Memorandum shall not be subject to the Grievance Procedure.
2. Day shall mean any day that the City Office is open for business, excluding Saturdays, Sundays and the holidays recognized by the City.
3. Grievant may be an individual employee or a group of employees or AFSCME / Local 1 on the behalf of a group of employees or AFSCME / Local 1 on its own behalf on matters involving the City and AFSCME / Local 1 relationship.
Time limits begin with the day following the event causing the grievance or the day following receipt of a grievance decision.
7.4.2 Procedure
Step 1
Within seven (7) working days of when the grievant knew or should have known of the act or omission causing the grievance the grievant shall present either in writing or verbally a clear and concise statement of the grievance to the immediate supervisor. Within five (5) working Local 1 MOU 20241 - 20274 29
days thereafter the immediate supervisor shall investigate and respond to the allegations of the grievant.
Step 2
If the grievant is not satisfied with the resolution at Step 1 the grievant must reduce the grievance to writing and present it to the Department Director within five working (5) days. The written grievance shall contain a statement of facts about the nature of the grievance and shall identify the specific provisions of this Memorandum of Understanding alleged to be violated, applicable times, places and names of those involved, the remedy or relief requested, and shall be signed by the grievant. The Department Director shall confer with the grievant and within ten (10) working days respond to the allegations in writing.
Step 3
If the grievant is not satisfied with the resolution at Step 2, the grievant shall, within five (5) working days, appeal the matter to the City Manager.
The City Manager shall investigate the matter, conduct a hearing if the City Manager deems it appropriate and within ten (10) working days, thereafter, respond to the allegations in writing.
Step 4
If the grievance remains unresolved after Step 3, the Bargaining Unit may give written notice to the City’s Human Resources Department within ten (10) working days after receipt of the response in Step 3; notify the City that AFSCME / Local 1 wishes to appeal the grievance to final and binding arbitration. The parties shall attempt to agree upon an arbitrator. If no agreement is reached, they shall request a list from the State Conciliation Service of nine (9) names. The selection process will include a review of the arbitrator’s availability for the hearing. Each party shall then alternately strike a name until only one (1) name remains, said person to be the arbitrator. The order of striking shall be determined by the flip of a coin.
7.4.3 Arbitration
The arbitrator shall be empowered to conduct a hearing and to hear and receive evidence presented by the parties. The hearing should be held within 60 calendar days of the selection of the arbitrator. The hearing shall be informal and need not be conducted according to technical rules of evidence. Repetitious evidence may be excluded and oral evidence shall be taken only under oath. The arbitrator shall determine what evidence is relevant and pertinent, as well as any procedural matters, and he/shethey may call, recall and examine witnesses, as she/shethey deems proper.
The burden of proof shall be upon AFSCME / Local 1 in grievance matters and upon the City in disciplinary discharge matters.
After the conclusion of any hearing and the submission of any post hearing evidence or briefs agreed upon by the parties, the arbitrator shall render a written decision which shall be final and binding upon the City, AFSCME / Local 1 and any employee(s) involved in the grievance or disciplinary discharge.
The arbitrator shall not be empowered to add to, subtract from, or in any way modify or alter any provision of this Memorandum of Understanding. The arbitrator shall only determine whether a grievance exists in the manner alleged by the grievant, and what the proper remedy, if any, shall be, or in the case of disciplinary discharge matters, whether the City allegations are accurate and the appropriateness of the disciplinary discharge.
The fees and expenses of the arbitrator shall be shared equally by AFSCME / Local 1 and the City. All other expenses shall be borne by the party incurring them. The cost of the services for Local 1 MOU 20241 - 20274 30
the court reporter shall be borne by the requesting party unless there is a mutual agreement to share the cost or unless the arbitrator so requests. Then the costs will be shared.
7.4.4 General Provisions
1. Employees who participate in the Grievance Procedure, by filing a grievance or acting, as a witness on the behalf of either party shall be free from discrimination by either AFSCME / Local 1 or the City.
2. A grievant has the right to be represented at each stage of the procedure, to cross examine witnesses, and have access to all information regarding the basis of the grievance upon which the City relies in making its determinations.
3. If the City management fails to respond within the specified time limits, the grievance shall, at the request of AFSCME / Local 1, be moved to the next step of the procedure. If AFSCME / Local 1 or a grievant fails to process or appeal a grievance within the specified time limits, the matter shall be deemed withdrawn with prejudice. The parties may, by mutual agreement, waive the steps in the procedure.
4. If a hearing is held during work hours of employee witnesses, such employees shall be released from duties without loss of pay or benefits to appear at the hearing. Witnesses requested by the parties shall be compelled to attend said hearings.
5. The Human Resources Department shall act as the central repository for all grievances.
6. Time limits contained herein may be extended by mutual agreement of the parties.
Absence for bona fide reasons by a grievant, AFSCME / Local 1 Representative or any management official involved in responding to the grievance shall automatically extend the time limits by the same number of days of absence.
7.5 POSITION RECLASSIFICATION
The process by which an individual position may be audited to review the appropriateness of its classification is provided in this Article.
7.5.1 Purpose
This administrative procedure shall establish consistent guidelines for the creation and/or review of a position's job classification.
7.5.2 Policy
The City of San Rafael seeks to maintain a classification system and process whereby all positions are accurately classified on the basis of current and ongoing job responsibilities officially assigned to said position(s).
7.5.3 Creation of New Position
The Appointing Authority or their designee may during the budget process request the creation of a new job classification by:
1. Completion of prescribed personnel form(s) and a position description questionnaire form.
2. Completed forms shall be submitted to the City’s Human Resources Department.
3. Human Resources Department staff shall within 60 calendar days of receipt of the forms complete a formal audit of the proposed job class and prepare a written report.
4. The written report shall be submitted to the City Manager and the City Council for final approval.
5. Creation of a new job classification shall be effective with the start of the new fiscal year.
7.5.4 Reclassification
Local 1 MOU 20241 - 20274 31
The Appointing Authority or their designee or an incumbent of a position or AFSCME / Local 1 on behalf of an employee may request, in writing, a classification review. This classification review may be requested if the position has not been reviewed within the previous twelve (12) months and either permanent and substantial changes have been made in the duties and responsibilities assigned to the position or there is evidence that the majority (50% or more) of the work being performed is not appropriate for the position's current classification.
1. All requests for reclassification must be submitted to the Human Resources Department on prescribed personnel form(s) by the appointing authority. Reclassification requests must be accompanied by a current job description approved by the position's immediate supervisor and appointing authority.
2. Employee initiated reclassification requests must first be directed to the employee's Appointing Authority. The appointing authority shall forward the employee's request to the Human Resources Director within ten (10) days of receipt.
3. The Human Resources Director shall ensure the review (audit) of the employee's position is completed within sixty (60) calendar days of receipt of the request in the Human Resources Department.
4. Based upon the analysis and evaluation of a position, the Human Resources Department reviewer may recommend that the position be sustained in its current class or be reclassified (up or down) to the proper classification based upon the assigned work. The City Manager or their designee shall review all reclassification recommendations made by the Human Resources Department.
5. Within ten (10) days of receipt of the written audit decision the affected employee(s) may, in writing, submit a request for review of this decision to the City Manager. This request for review must show substantial error and/or omission on the part of the auditor. The City Manager may render a decision on the appeal on the basis of the written material or may interview the involved parties to discuss the specific error or omission prior to rendering a decision.
6. The City Manager shall have final decision-making authority on all reclassifications.
7. Reclassifications shall be effective the first of the month following final approval of the action. Any changes of pay as a result of the reallocation shall be in accordance with the City's Personnel Rules and Regulations in effect at the time.
7.6 FURLOUGH PROGRAM
Both the City of San Rafael and AFSCME / Local 1 recognize the unpredictable shifts in funding that affect City finances. Through this recognition and in a cooperative spirit the City of San Rafael and AFSCME / Local 1 have worked expeditiously on the development of a Furlough Program.
This Agreement does not mean the City will necessarily implement furloughs; but in the event it is necessary to implement due to continued economic problems in the City of San Rafael, the City shall meet and consult with the Bargaining Unit at least 60 days prior to implementation of the Furlough Program. The procedures for this Furlough Program shall provide for both Voluntary Time Off (herein described as VTO) and Mandatory Time Off (herein described as MTO).
7.6.1 Voluntary Time Off (VTO)
The needs of the City and the respective departments (as determined by the Department Director and City Manager) will need to be considered in the actual granting of VTO. Any VTO time granted and the resulting savings will have a corresponding impact on the time needed through MTO.
Local 1 MOU 20241 - 20274 32
1. An employee's VTO time would count in determining how many hours of MTO an employee needed to take during the fiscal year.
2. An employee selecting at least a 5% reduction of hours through the VTO would receive “float days” as described in Section 7.6.2, item 4.b.
3. Employees who take VTO at a time other than when MTO is taken by other employees will have to take vacation leave, compensatory time off or leave without pay if the MTO results in the closure of the department.
4. Employees will be allowed to exceed a 5% reduction of hours through the VTO with review of the Department Director and approval of the City Manager and such approval shall be revocable should the City determine that the impact of the absence can not be absorbed by the Department. Prior to revoking approval, the City will contact the employee and review pertinent information which would impact the employee’s ability to return to work.
Should the City need to remove additional VTO, such removal would be considered a nondisciplinary action and would not be subject to any appeal/grievance procedure.
7.6.2 Mandatory Time Off (MTO)
MTO will be taken by the employee during the MTO period when feasible in their respective department (as determined by the Department Director and City Manager) and after consultation with AFSCME / Local 1.
1. Employees may not take paid vacation time in lieu of designated MTO time.
2. MTO time shall be considered time in pay status for the accrual of leave and eligibility for holidays. MTO time will not impact health, dental and life insurance benefits. At this time MTO time will not impact Marin County retirement calculations of average compensation or service credit as the City and employee will continue to fund the full amounts. If the Marin County Retirement Association changes its policy on this, the City will, effective the first of the month following notice from the Marin County Retirement Association, make the necessary change in the program's administration to correspond with the change in the policy.
3. MTO time shall apply toward time in service for step increases and completion of probation.
4. Other Terms and Conditions:
a. The MTO program shall be limited to a maximum five percent (5%) reduction in work hours/pay for the fiscal year. When the maximum MTO reduction (5%) is implemented, the involved employee shall be credited with three (3) days of float time. b. Float time accrued through the MTO Program must be taken in the next fiscal year following the furlough, with supervisory approval or the leave will be forfeited. The float days have no cash value upon termination of employment. If an employee is laid off before having the opportunity to take unused furlough induced float time, said employee would be eligible to take the unused float time during the thirty-day layoff notice period.
c. Should the City of San Rafael experience a financial windfall during the fiscal year that furloughs are implemented, the City and AFSCME / Local 1 agree to re-open negotiations on this Furlough Plan.
7.7 REDUCTION IN FORCE
7.7.1 Authority
The Appointing Authority may lay off, without prejudice, any regular employee because of lack of work or funds, or organizational alterations, or for reasons of economy or organizational efficiency.
Local 1 MOU 20241 - 20274 33
7.7.2 Notice
Regular employees designated for layoff or demotion shall be notified in writing at least thirty (30) calendar days prior to the anticipated date of termination or demotion. The employee organization shall also be notified.
7.7.3 Order of Layoff
Layoffs and/or reductions in force shall be made by classification. A classification is defined as a position or number of positions having the same title, job description and salary. Extra hire employees shall be laid off before permanent employees in the affected classification. In effecting the preceding order, a part-time permanent employee with more seniority can displace a full time permanent employee.
7.7.4 Seniority
If two or more employees within a classification have achieved permanent status, such employees will be laid off or reduced on the following basis:
a. Seniority within the affected classification will be determinative. Such seniority shall include time served in higher classification(s). The computation of seniority for part-time employees will be credited on a pro rata basis to full time service. Time spent on a City Manager approved leave of absence without pay does not count toward seniority. b. If the seniority of two or more employees in the affected classification or higher classification(s) is equal, departmental seniority shall be determinative. c. If all of the above factors are equal, the date regular status in City service is achieved shall be determinative.
d. If all of the above are equal, date of certification for appointment shall be determinative.
7.7.5 Bumping Rights
An employee designated to be laid off may bump into a class at the same salary level, or into the next lower classification in which such employee has previously held regular status. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.
7.7.6 Transfer Rights
The Human Resources Director will make every effort to transfer an employee who is to be affected by a reduction in force to another vacant position for which such employee may qualify.
The length of eligibility for such transfer will be the period of notification as provided in Section
7.7.3, but no longer than the effective date of such layoff or reduction.
7.7.7 Layoff Procedure Notification
Once the decision has been made to reduce the workforce per this MOU, the City will meet with the Bargaining Unit to review and receive feedback on the procedure to be used to inform and process the lay-offs. The information gained in this meeting from the Bargaining Unit by the City will be advisory and non-binding.
7.8 RE-EMPLOYMENT
7.8.1 General Guidelines
Individuals who have been laid off or demoted shall be offered re-appointment to the same or similar classification in which they held status in the order of seniority in the classification.
Individuals demoted in lieu of reduction in force shall be offered restoration to the highest class in Local 1 MOU 20241 - 20274 34
which they held status and in which there is a vacancy prior to the appointment of individuals who have been laid off.
7.8.2 Right to Re-Employment
Each person who has been laid off or demoted in lieu of a layoff from a position the person held, shall, in writing, be offered re-appointment in the same classification should a vacancy occur in the classification within two years after the layoff or demotion. Prior to being re-employed, the employee must pass a physical exam administered by a City appointed physician and must pass the background check administered by the City.
7.8.3 Time Limits
Should the person not accept the re-appointment within seven (7) calendar days after the date of the offer, or should the person decline or be unable to begin work within two weeks after the date of acceptance of the offer, the person shall be considered unavailable for employment, shall forfeit the right to re-employment and be removed from the re-employment list.
7.8.4 Availability
Whenever a person is unavailable for re-employment, the next senior person who is eligible on the re-employment list shall be offered re-employment.
7.8.5 Probationary Status
Employees re-appointed under the provisions above will not be required to complete a new probationary period if they had previously held permanent status in the classification. Employees who had not completed their probationary period shall serve the remainder of the probationary period upon re-appointment.
7.8.6 Restoration of Benefits
Employees restored to previously held positions shall be deemed to have returned from a leave of absence for the purpose of all rights and benefits legally permissible. Time not on the payroll will not count as time worked for the purposes of seniority accrual.
Local 1 MOU 20241 - 20274 35
AFSCME / Local 1: CITY OF SAN RAFAEL:
Lisa Davis, Business Agent
AFSCME / Local 1
Allison Hernandez, Chief Negotiator
Burke Williams Sorensen
Anita Rose, Administrative Assistant to
the Police Chief, AFSCME / Local 1
Nick Biss, Principal HR Analyst
Laraine Gittens, Legal Assistant II
AFSCME / Local 1
Walter Gonzalez, Management Analyst
AFSCME / Local 1
Date Date
____________________________________________________________________________________
FOR CITY CLERK ONLY
Council Meeting: _______________________
Disposition: ___________________________
Agenda Item No: 6.e
Meeting Date: June 17, 2024
SAN RAFAEL CITY COUNCIL AGENDA REPORT
Department: City Manager’s Office/Human Resources
Prepared by: Angela Robinson Piñon,
Assistant City Manager
Marissa Sanchez, Human
Resources Director
City Manager Approval: ______________
TOPIC: SUCCESSOR MEMORANDUM OF UNDERSTANDING WITH WESTERN COUNCIL OF ENGINEERS’ (WCE)
SUBJECT: RESOLUTION APPROVING A SUCCESSOR MEMORANDUM OF UNDERSTANDING
PERTAINING TO COMPENSATION AND WORKING CONDITIONS FOR WESTERN COUNCIL OF ENGINEERS’ (WCE) BEGINNING JULY 1, 2024 THROUGH JUNE 30, 2027
RECOMMENDATION:
Adopt a resolution approving a successor memorandum of understanding (MOU) pertaining to compensation and working conditions for the Western Council of Engineers’ (WCE) beginning July 1, 2024, and ending June 30, 2027.
BACKGROUND:
The Western Council of Engineers’ (WCE) represents eleven employees in the San Rafael Department of Public Works and the San Rafael Sanitation District. The most recent Memorandum of Understanding (“MOU”) for WCE will expire on June 30, 2024. Representatives of the City and WCE have met in good faith and worked diligently to negotiate the terms of a successor MOU. The City and WCE signed a total package tentative agreement for a three-year successor MOU effective July 1, 2024, and WCE membership ratified the proposal on June 4, 2024.
The City’s negotiations were informed by the following:
• Fiscal Sustainability and Predictability
o Revenue Assumptions
o Expenditure Assumptions
o Inflation and recession predictions
• Three-year MOUs
• Recruitment and Retention of Employees
o Vacancy and Attrition Rates
o Hard to fill job classifications
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 2
• Compensation of Comparable Agencies as Specified in the Current MOU • Internal Equity and Compaction
ANALYSIS:
The following section summarizes the terms and significant economic items in the successor MOU between the City and WCE. In addition to the economic items, some operational items were addressed in the final agreement.
1. Term of the Agreement: July 1, 2024, through June 30, 2027
2. Salary Increase (Article 3.1.2): All classifications in the bargaining group will receive a 3.0% general salary increase each year of the MOU. In addition, individual classifications will receive equity adjustments based on the labor market adjustment agreed to for each position. The total value of the salary increases applied across the bargaining group is as follows:
a. Year 1: A 3.0% cost of living increase and a 2.5% to 3.5% equity adjustment (dependent upon position) for a total increase of 5.5% to 6.5%
b. Year 2: A 3.0% cost of living increase and a 2.5% to 3.5% equity adjustment (dependent upon position) for a total increase of 5.5% to 6.5%
c. Year 3: A 3.0% cost of living increase and a 2.5% to 3.5% equity adjustment (dependent upon position) for a total increase of 5.5% to 6.5%
The salary schedule included in the attached MOU authorizes the proposed new salary range for each position.
3. Full Flex Cafeteria Plan (Article 4.2.1): To address rising healthcare costs and improve the City’s ability to recruit and retain employees and to improve the market position among comparator agencies, employees will receive an increase in their monthly Flex Dollar Allowance as noted below:
Health Tier Current Increase Effective
Dec 2024
Employee Only $ 909.25 $ 40.75 $ 950.00
Employee +1 dependent $ 1,826.94 $ 73.06 $ 1,900.00
Employee + Family $ 1,982.82 $ 417.18 $ 2,400.00
For the term of this MOU, on December 15, 2025, and December 15, 2026, the flex dollar amount shall increase up to a maximum of 5%, based on the Kaiser Bay Area premium rate increase. If the Kaiser Bay Area premium rate increase is between 10%-15%, the City and represented employees will split the cost of the increase above ten percent (10%) evenly. Should the rate increase exceed 15%, the City and the Association agree to reopen the MOU to negotiate the employer’s contribution to healthcare. Upon expiration of the MOU, the flex dollar amount increase shall revert back to a maximum of 3%, based on the Kaiser Bay Area premium rate increase.
4. Professional Development (Article 3.5.2): Increases the annual professional development reimbursement from $500 to $1,000.
5. Bilingual Pay (Article 3.5.5): Increases compensation for employees fluent in a language other than English. Employees who demonstrate proficiency in speaking and writing a language may SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 3
receive up to an additional $250 monthly, an increase of $100 monthly from the current amount.
6. Non-Economic Items: In addition to the items discussed above, an agreement was reached on other proposals, which reflect minor changes to existing provisions with no additional cost. The attached MOU includes all the changes agreed to by the parties. A brief overview of these negotiated MOU sections includes:
• Gender Neutral Language (Throughout MOU): Replaced references to “he,” “she,” “his,” and “hers” with “they,” “them,” and “their.”
• Holidays – Days Observed (Article 5.3.1): Incorporates side letter recognizing Juneteenth as a City holiday.
• Bereavement Leave (Article 5.4.1): Updated existing bereavement language to comply with changes in state law.
• Paid Parental Leave (Article 5.4.8): Provides 300 hours of paid parent leave for employees following the birth or adoption of a child.
• End of Life Care Leave (Article 5.4.9): Provides up to 80 hours of paid leave for an employee who is providing care to a family member at the end of their life.
FISCAL IMPACT:
The current total annual salary and benefit cost for the 11 employees of WCE is $2,047,065. The additional ongoing incremental cost of the successor MOU beyond the fiscal year 2023-24 budget is:
Incremental
FY 2024-25
Incremental
FY 2025-26
Incremental
FY 2026-27
Wages:
Salary $ 72,812 $ 77,050 $ 81,536
Other Costs:
Pension* $ 30,683 $ 32,468 $ 34,357
Taxes (Medicare, WC) $ 1,864 $ 1,972 $ 2,087
Benefits $ 22,192 $ 11,060 $ 11,620
Total Annual Incremental Costs: $ 127,551 $ 122,550 $ 129,600 Total Over Term of Contract $ 382,653 $ 245,100 $ 129,600 $ 757,353
*This incremental pension cost results only from the negotiated wage increase and does not include the cost of associated MCERA rate changes. The terms and conditions of the pension benefit plan remain unchanged.
Over the term of the agreement, the contract costs are $757,353 for an effective date of July 1, 2024.
The increase in compensation included in this resolution is being reflected in the City’s FY 2024-25 budget and updated budget projections.
OPTIONS:
The City Council has the following options to consider in this matter:
• Adopt the resolution.
• Adopt resolution with modifications.
• Direct staff to return with more information.
• Take no action.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 4
RECOMMENDED ACTION:
Adopt a resolution approving a successor memorandum of understanding (MOU) pertaining to compensation and working conditions for the Western Council of Engineers’ (WCE) beginning July 1, 2024, and ending June 30, 2027.
ATTACHMENTS:
1. Resolution with attached MOU between the City of San Rafael and the Western Council of Engineers’ (WCE) for July 1, 2024, to June 30, 2027 (and all attachments)
2. Draft MOU with tracked changes
RESOLUTION NO.
RESOLUTION OF THE SAN RAFAEL CITY COUNCIL APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND WESTERN COUNCIL OF ENGINEERS’ (WCE) PERTAINING TO COMPENSATION AND WORKING CONDITIONS (JULY 1, 2024 THROUGH JUNE 30, 2027)
WHEREAS, the City of San Rafael and representatives of WCE have met and conferred in good faith with regard to wages, hours and working conditions in accordance with the provisions of the Meyers-Milias-Brown Act; and
WHEREAS, a Memorandum of Understanding (“MOU”) pertaining to the three-year period from July 1, 2024, through June 30, 2027, has been ratified by WCE members.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN RAFAEL DOES RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
Section 1: From and after the date of adoption of this Resolution, the City of San Rafael and Western Council of Engineers’ shall utilize the MOU for the period beginning July 1, 2024, attached hereto, as the official document of reference respecting compensation and working conditions for employees represented by WCE.
Section 2: The schedules describing classes of positions and salary ranges are attached to said MOU and, together with the MOU itself, are hereby adopted and shall be attached hereto and incorporated in full.
I, Lindsay Lara, Clerk of the City of San Rafael, hereby certify that the foregoing Resolution was duly and regularly introduced and adopted at a regular meeting of the City Council of the City of San Rafael, held on the 17th of June 2024, by the following vote, to wit:
AYES: Councilmembers:
NOES: Councilmembers:
ABSENT: Councilmembers:
Lindsay Lara, City Clerk
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
WESTERN COUNCIL OF ENGINEERS
JULY 1, 2024 - JUNE 30, 2027
WCE MOU 2024 - 2027 2
This page intentionally left blank
WCE MOU 2024 - 2027 i
TABLE OF CONTENTS
1 GENERAL PROVISIONS ....................................................................................................... 1
1.1 INTRODUCTION............................................................................................................................... 1
1.1.1 Scope of Agreement .................................................................................................................... 1
1.1.2 Term of MOU ............................................................................................................................... 1
1.2 RECOGNITION ................................................................................................................................ 1
1.2.1 Bargaining Unit ............................................................................................................................ 1
1.2.2 Notice to Employees.................................................................................................................... 1
1.3 NON-DISCRIMINATION .................................................................................................................... 1
1.3.1 In General .................................................................................................................................... 1
1.3.2 Union Discrimination.................................................................................................................... 2
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING ....................................................................... 2
1.5 EXISTING LAWS, REGULATIONS & POLICIES.................................................................................... 2
1.6 STRIKES & LOCKOUTS ................................................................................................................... 2
1.7 SEVERABILITY ............................................................................................................................... 2
1.8 PREVAILING RIGHTS....................................................................................................................... 2
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER............................................................................. 2
1.9.1 Understanding ............................................................................................................................. 2
1.9.2 Waiver & Modification .................................................................................................................. 2 2 MMBA......................................................................................................................................... 3
2.1 UNION RIGHTS............................................................................................................................... 3
2.1.1 Union Stewards Designation ....................................................................................................... 3
2.1.2 Bulletin Boards............................................................................................................................. 3
2.1.3 Association Orientation of New Employees................................................................................. 3
2.1.4 Employee Information.................................................................................................................. 3
2.2 DUES DEDUCTION.......................................................................................................................... 3
2.2.1 Collection of Dues........................................................................................................................ 3
2.2.2 Dues Collection during Separation from Employment................................................................. 4
2.2.3 Agency Shop ............................................................................................................................... 4
2.2.4 Indemnification............................................................................................................................. 4
2.3 MANAGEMENT RIGHTS ................................................................................................................... 4
2.4 COMMENCEMENT OF NEGOTIATIONS............................................................................................... 5 3 COMPENSATION .................................................................................................................... 5
3.1 GENERAL WAGES AND COMPENSATION.......................................................................................... 5
3.1.1 Pay Dates .................................................................................................................................... 5
3.1.2 General Wage Increase............................................................................................................... 6
3.1.3 Compensation Goal & Definitions................................................................................................ 6
3.1.4 Compensation Surveys................................................................................................................ 6
3.1.5 Compensation Plan ..................................................................................................................... 7
3.1.6 Fair Labor Standards Act............................................................................................................. 7
3.2 STEP INCREASES ........................................................................................................................... 7
3.2.1 Entry Level Step .......................................................................................................................... 7
3.2.2 Consideration for Step Increases ................................................................................................ 7
3.2.3 Merit Increases ............................................................................................................................ 7
3.2.4 Anniversary Date ......................................................................................................................... 8
3.2.5 Promotions................................................................................................................................... 8
3.2.6 Performance Evaluations............................................................................................................. 8
3.3 SALARY CHANGE ON RECLASSIFICATION........................................................................................ 8
3.3.1 To a Lower Classification............................................................................................................. 8
3.3.2 To a Different Classification with the Same Salary Range..........................................................8
3.3.3 To a Higher Classification............................................................................................................ 8
3.4 SPECIFIED WAGE ADJUSTMENTS / DIFFERENTIALS.......................................................................... 8
3.4.1 Out of Class Compensation......................................................................................................... 9 WCE MOU 2024 - 2027 ii
3.4.2 Shift Differential Pay .................................................................................................................... 9
3.5 ADDITIONAL PAY ........................................................................................................................... 9
3.5.1 Required Professional Licenses and Registration....................................................................... 9
3.5.2 Professional Development........................................................................................................... 9
3.5.3 Allowable Expenses...................................................................................................................10
3.5.4 Procedures for Reimbursement.................................................................................................10
3.5.5 Bilingual Pay ..............................................................................................................................10
3.5.6 Uniform Allowance.....................................................................................................................11 4 BENEFITS...............................................................................................................................11
4.1 EMPLOYEE BENEFITS COMMITTEE ................................................................................................11
4.2 HEALTH & WELFARE....................................................................................................................11
4.2.1 Full Flex Cafeteria Plan .............................................................................................................11
4.2.2 Retirees Health Insurance .........................................................................................................13
4.2.3 Pro Rata Benefit Rules ..............................................................................................................13
4.2.4 Health and Dependent Care Spending Accounts......................................................................13
4.2.5 Health Insurance Providers .......................................................................................................14
4.3 DENTAL PLAN..............................................................................................................................14
4.3.1 Dental Plan ................................................................................................................................14
4.4 VISION PLAN................................................................................................................................14
4.5 RETIREMENT CONTRIBUTION ........................................................................................................14
4.5.1 Member Contribution .................................................................................................................14
4.5.2 Retirement Plans .......................................................................................................................15
4.5.3 Member Cost of Living Rates ....................................................................................................15
4.5.4 Service Credit for Sick Leave ....................................................................................................15
4.5.5 Pension Committee ...................................................................................................................15
4.6 STATE DISABILITY INSURANCE (SDI)............................................................................................15
4.7 DEFERRED COMPENSATION..........................................................................................................16 5 LEAVES ...................................................................................................................................17
5.1 SICK LEAVE.................................................................................................................................17
5.1.1 Eligibility .....................................................................................................................................17
5.1.2 Sick Leave Accrual ....................................................................................................................17
5.1.3 Use of Sick Leave......................................................................................................................17
5.1.4 Advance of Sick Leave ..............................................................................................................17
5.1.5 Compensation for Unused Sick Leave ......................................................................................17
5.2 VACATION LEAVE.........................................................................................................................18
5.2.1 Eligibility .....................................................................................................................................18
5.2.2 Rate of Accrual ..........................................................................................................................18
5.2.3 Administration of Vacation Leave ..............................................................................................18
5.3 HOLIDAYS....................................................................................................................................19
5.3.1 Paid Holidays.............................................................................................................................19
5.4 OTHER LEAVES ...........................................................................................................................19
5.4.1 Bereavement Leave...................................................................................................................19
5.4.2 Jury Duty....................................................................................................................................20
5.4.3 Military Leave.............................................................................................................................20
5.4.4 Leave of Absence Without Pay .................................................................................................20
5.4.5 Industrial Injury Leave................................................................................................................20
5.4.6 Family Medical Leave ................................................................................................................21
5.4.7 Catastrophic Leave....................................................................................................................21
5.4.8 Paid Parental Leave ..................................................................................................................21
5.4.9 End of Life Care Leave ..............................................................................................................22 6 TERMS & CONDITIONS OF EMPLOYMENT .................................................................23
6.1 HOURS OF WORK..........................................................................................................................23
6.2 OVERTIME ...................................................................................................................................23
6.3 COMPENSATORY TIME POLICY .....................................................................................................24
6.3.1 Accrual Limit ..............................................................................................................................24 WCE MOU 2024 - 2027 iii
6.3.2 Overtime Rate............................................................................................................................24
6.4 STAND BY OR CALL BACK DUTY ..................................................................................................24
6.4.1 Compensation When Not Assigned to Call Back Duty..............................................................24
6.5 PROBATIONARY PERIOD...............................................................................................................24
6.5.1 Purpose of Probation .................................................................................................................24
6.5.2 Probationary Period ...................................................................................................................24
6.5.3 Rejection During Probation........................................................................................................24
6.5.4 Notification of Rejection.............................................................................................................24
6.5.5 Extension of Probationary Period ..............................................................................................24
6.5.6 Regular Status ...........................................................................................................................24
6.5.7 Promotion of Probationary Employee........................................................................................25
6.5.8 Unsuccessful Passage of Promotional Probation......................................................................25
6.5.9 Lateral Transfer Probation.........................................................................................................25
6.6 TRANSFERS / REASSIGNMENTS ....................................................................................................25
6.6.1 Minimum Qualifications & Probation..........................................................................................25
6.6.2 Transfer Procedures ..................................................................................................................25
6.7 PERSONNEL RULES & REGULATIONS............................................................................................26
6.7.1 Drug & Alcohol Policy ................................................................................................................26
6.7.2 Confidential Nature of Personnel Records ................................................................................26
6.7.3 Confidential Nature of Medical Records ....................................................................................26
6.7.4 Outside Employment Policy.......................................................................................................26
6.7.5 Use of City Vehicle ....................................................................................................................26
6.7.6 Safety Policy ..............................................................................................................................26
6.8 MISCELLANEOUS .........................................................................................................................26
6.8.1 Gratuities/Solicitation of Contributions.......................................................................................26
6.8.2 Return of City Equipment...........................................................................................................27
6.8.3 Political Activity ..........................................................................................................................27
6.8.4 Employment of Relatives ...........................................................................................................27
6.8.5 Labor / Management Meetings..................................................................................................27
6.8.6 Contract Orientation Work Sessions .........................................................................................27
6.8.7 Gym Reimbursement.................................................................................................................27 7 PROCEDURES .........................................................................................................................27
7.1 DEMOTION & SUSPENSION ...........................................................................................................27
7.1.1 Demotion....................................................................................................................................27
7.1.2 Suspension ................................................................................................................................28
7.2 TERMINATION OF EMPLOYMENT....................................................................................................28
7.2.1 Resignation................................................................................................................................28
7.2.2 Termination - Layoff (Lack of work or funds).............................................................................28
7.2.3 Termination - Disciplinary Action ...............................................................................................28
7.2.4 Retirement .................................................................................................................................28
7.2.5 Rejection During Probation........................................................................................................28
7.3 DISCIPLINARY ACTION..................................................................................................................28
7.3.1 Right to Discipline & Discharge .................................................................................................28
7.3.2 Preliminary Notice......................................................................................................................29
7.3.3 Disciplinary Action and Appeal ..................................................................................................29
7.3.4 Harassment Policy.....................................................................................................................30
7.4 GRIEVANCE PROCEDURE .............................................................................................................30
7.4.1 Definition....................................................................................................................................30
7.4.2 Procedure ..................................................................................................................................30
7.4.3 Arbitration...................................................................................................................................31
7.4.4 General Provisions ....................................................................................................................31
7.5 POSITION RECLASSIFICATION .......................................................................................................32
7.6 FURLOUGH PROGRAM..................................................................................................................32
7.6.1 Voluntary Time Off (VTO)..........................................................................................................32
7.6.2 Mandatory Time Off (MTO)........................................................................................................32
7.7 REDUCTION IN FORCE ..................................................................................................................33 WCE MOU 2024 - 2027 iv
7.7.1 Authority.....................................................................................................................................33
7.7.2 Notice.........................................................................................................................................33
7.7.3 Order of Layoff...........................................................................................................................33
7.7.4 Seniority .....................................................................................................................................33
7.7.5 Bumping Rights .........................................................................................................................34
7.7.6 Transfer Rights ..........................................................................................................................34
7.8 RE-EMPLOYMENT ........................................................................................................................34
7.8.1 General Guidelines ....................................................................................................................34
7.8.2 Right to Re-Employment............................................................................................................34
7.8.3 Time Limits.................................................................................................................................34
7.8.4 Availability ..................................................................................................................................34
7.8.5 Probationary Status ...................................................................................................................35
7.8.6 Restoration of Benefits ..............................................................................................................35
7.8.7 Layoff Procedure Notification.....................................................................................................35
LIST OF EXHIBITS
Exhibit A Salary Schedules for July 1, 2024 – June 30, 2027 Exhibit B Classification/Compensation Summary: Benchmark Linkages WCE MOU 2024 - 2027 1
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
WESTERN COUNCIL OF ENGINEERS
This Memorandum of Understanding is entered into pursuant to the provisions of Section 3500, et seq. of the Government Code of the State of California.
The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in said representation unit, and have freely exchanged information, opinions and proposals and have reached agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
This Memorandum of Understanding shall be presented to the City Council of the City of San Rafael as the joint recommendation of the undersigned parties for salary and employee benefit adjustments for the period commencing July 1, 2024 and ending June 30, 2027. 1 GENERAL PROVISIONS
1.1 INTRODUCTION
1.1.1 Scope of Agreement
The salaries, hours, fringe benefits and working conditions set forth have been mutually agreed upon by the designated bargaining representatives of the City of San Rafael (herein-after called "CITY") and the Engineering Unit employees as represented by the Western Council of Engineers (herein-after called "WCE") and shall apply to all employees of the City working in the classifications and bargaining unit set forth herein.
1.1.2 Term of MOU
This agreement shall be in effect from July 1, 2024 through June 30, 2027.
1.2 RECOGNITION
1.2.1 Bargaining Unit
The City hereby recognizes the Western Council of Engineers as the bargaining representative for purpose of establishing salaries, hours, fringe benefits and working conditions for all employees within the WCE. (As referenced in Exhibit "A" and “B” attached).
1.2.2 Notice to Employees
Whenever a person is hired in any of the job classifications set forth herein, the City shall notify such person that the Western Council of Engineers is the recognized bargaining representative for employees in that classification.
1.3 NON-DISCRIMINATION
1.3.1 In General
The parties to this contract agree that they shall not, in any manner, discriminate against any person whatsoever because of race, color, age, religion, ancestry, national origin, sex, sexual orientation, marital status, medical condition or disability. Any employee alleging such discrimination should use the internal administrative process explained in the City Policy against WCE MOU 2024 - 2027 2
Harassment, Discrimination and Retaliation which is available on the City’s Intranet website to redress the situation. Such employees shall be entitled to WCE representation but are not entitled to seek redress using the grievance procedure of this MOU.
1.3.2 Union Discrimination
No member, official, or representative of the WCE shall, in any way, suffer any type of discrimination in connection with continued employment, promotion, or otherwise by virtue of membership in or representation of WCE.
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING
Both the City and the WCE agree to keep duplicate originals of this Memorandum on file in a readily accessible location available for inspection by any employee or member of the public upon request.
1.5 EXISTING LAWS, REGULATIONS & POLICIES
This agreement is subject to all applicable laws of the State of California, and ordinances, regulations, and policies of the City of San Rafael.
1.6 STRIKES & LOCKOUTS
During the term of this Memorandum, the City agrees that it will not lock out employees, and the WCE agrees that it will not agree to, encourage or approve any strike, sympathy strike or slowdown growing out of any dispute relating to the terms of this Agreement. The WCE will take whatever lawful steps are necessary to prevent any interruption of work in violation of this Agreement, recognizing with the City that all matters of controversy within the scope of this Agreement shall be settled by established procedures set forth in the City's charter, ordinances, and regulations, as may be amended from time to time.
1.7 SEVERABILITY
If any article, paragraph or section of this Memorandum shall be held to be invalid by operation of law, or by any tribunal of competent jurisdiction, or if compliance with or any enforcement of any provision hereof be restrained by such tribunal, the remainder of this Memorandum shall not be affected thereby, and the parties shall, if possible, enter into meet-and-confer sessions for the sole purpose of arriving at a mutually satisfactory replacement for such article, paragraph or section.
1.8 PREVAILING RIGHTS
All matters within the scope of meeting and conferring which have previously been adopted through rules, regulation, ordinance or resolution, which are not specifically superseded by this Memorandum of Understanding shall remain in full force and effect throughout the term of this Agreement.
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER
1.9.1 Understanding
The parties jointly represent to the City Council that this Memorandum of Understanding set forth the full and entire understanding of the parties regarding the matters set forth herein.
1.9.2 Waiver & Modification
Except as specifically otherwise provided herein, it is agreed and understood that each party hereto voluntarily and unqualifiedly waives its right and agrees that the other shall not be WCE MOU 2024 - 2027 3
required to meet and confer with respect to any subject or matter covered herein, nor as to wages or fringe benefits during the period of the term of this Memorandum.
The foregoing shall not preclude the parties hereto from meeting and conferring at any time during the term of this Agreement with respect to any subject matter within the scope of meeting and conferring by mutual agreement.
2 MMBA
2.1 UNION RIGHTS
2.1.1 Union Stewards Designation
The WCE shall, by written notice to the City Manager, designate no more than two (2) of its members as WCE Officers. WCE Officers shall be permitted reasonable time for WCE activities including grievance representation. In all cases, the Officers shall secure permission from the Officer’s supervisor before leaving a work assignment. Such permission shall not be unreasonably withheld.
WCE Officers for salary discussions shall be in accordance with the Meyers-Milias-Brown (MMB) Act.
2.1.2 Bulletin Boards
Authorized representatives of the WCE shall be allowed to post WCE notices on specified bulletin boards maintained on City premises.
2.1.3 Association Orientation of New Employees
Whenever the City hires an employee within any classification covered by this Memorandum of Understanding and represented by the Association, the City will inform the employee, as soon as possible, of the terms and provisions of this Memorandum of Understanding and will provide said employee with a copy of the current Memorandum of Understanding. The City shall make available up to two hours, at a mutually agreeable time, during the initial thirty (30) days of employment for new employee orientation by the Association. In addition, the City will also provide reasonable advance notice to the Association of all employee orientations conducted by the City for its members.
2.1.4 Employee Information
The City shall provide the Association with the name, job title, department, work location, work, home and personal cell phone numbers, home address and personal email address on file with the City for all employees within the Association every 120 days. In addition, a report with similar information of each Association new hire will be provided to the Association within 30 days of the hire date.
2.2 DUES DEDUCTION
2.2.1 Collection of Dues
The City agrees to deduct dues and voluntary WCE deductions selected by members as established by the WCE, from the salaries of its members. The sums so withheld shall be remitted by the City, without delay, along with a list of employees and their respective dues and voluntary deductions. The WCE bears responsibility for allocating dues and voluntary deductions pursuant to employees’ requests.
WCE MOU 2024 - 2027 4
2.2.2 Dues Collection during Separation from Employment The provisions specified above (Section 2.2.1.) shall not apply during periods of separation from the WCE by any such employee but shall reapply to such employee commencing with the next full pay period following the return of the employee to the WCE. The term separation includes transfer out of the WCE, layoff, and leave without pay absences with a duration of more than five (5) working days.
2.2.3 Agency Shop
The parties hereto recognize that, within the Agency shop provisions of this agreement, WCE employees may opt to join the WCE or register as a fee payer during the first thirty (30) days of their employment. Neither the City nor the WCE will discriminate against any employee because of the exercise of their statutory rights. The WCE agrees to its obligation to represent all of the employees in the unit fairly and equally, without regard to their membership in the WCE.
All employees, as a condition of employment, either be required to belong to the WCE or to pay to the WCE an amount equal to a fair share percentage of that which would be paid by an employee who decides to become a member of the WCE at the time of employment. Note:
The WCE is obligated to annually inform the City of the fair share amount.
The employee's earnings must be regularly sufficient after other legal and required deductions are made to cover the amount of the dues or service fees check off authorized. When an employee is in a non-pay status for an entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of an employee who is in a non-pay status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions have priority over WCE dues.
The WCE shall notify the City in writing as to the amount of such dues uniformly required of all members of the WCE.
2.2.4 Indemnification
Moneys withheld by the City shall be transmitted to the Treasurer of the WCE at the address specified. The WCE shall indemnify, defend, and hold the City harmless against any claims made, and against any suit instituted against the City on account of check off of employee organization dues or service fees. In addition, the WCE shall refund to the City any amount paid to it in error upon presentation of supporting evidence.
2.3 MANAGEMENT RIGHTS
The City reserves, retains, and is vested with, solely and exclusively, all rights of management which have not been expressly abridged by specific provision of this Memorandum of Understanding or by law to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of management, as they are not abridged by this Agreement or by law, shall include, but not be limited to, the following rights:
1. To manage the City generally and to determine the issues of policy;
2. To determine the existence of facts which are the basis of the management decision;
3. To determine the necessity of any organization or any service or activity conducted by the City and expand or diminish services;
4. To determine the nature, manner, means, technology and extent of services to be provided to the public;
WCE MOU 2024 - 2027 5
5. Methods of financing;
6. Types of equipment or technology to be used;
7. To determine and/or change the facilities, methods, technology, means and size of the work force by which the City operations are to be conducted;
8. To determine and change the number of locations, re-locations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right (after effects bargaining) to contract for or subcontract any work or operation of the City;
9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments;
10. To relieve employees from duties for lack of work or other legitimate reasons;
11. To discharge, suspend, demote or otherwise discipline employees for proper cause in accordance with the provisions and procedures set forth in City Personnel Rules and Regulations and this MOU;
12. To determine job classifications and to reclassify employees;
13. To hire, transfer, promote and demote employees in accordance with this Memorandum of Understanding and the City's Rules and Regulations;
14. To determine policies, procedures and standards for selection, training and promotion of employees;
15. To establish and modify employee and organizational performance and productivity standards and programs including but not limited to, quality and quantity standards; and to require compliance therewith;
16. To maintain order and efficiency in its facilities and operations;
17. To establish and promulgate and/or modify rules and regulations to maintain order and safety in the City which are not in contravention with this Agreement;
18. To take any and all necessary action to carry out the mission of the City in emergencies.
The City and the Union agree and understand that if, in the exercise of any of the rights set forth above, the effect of said exercise of rights by the City impacts an area within the scope of representation as set forth in the Meyers/Milias/Brown Act, case law interpreting said acts, and/or Federal law, the City shall have the duty to meet and confer with the Union regarding the impact of its decision/exercise of rights.
2.4 COMMENCEMENT OF NEGOTIATIONS
It is mutually agreed to begin the Meet and Confer process no later than three (3) months before the expiration date of this MOU, regarding the terms and conditions applicable to successor MOUs. The process will be initiated by the Union through the submittal of potential meeting dates.
3 COMPENSATION
3.1 GENERAL WAGES AND COMPENSATION
3.1.1 Pay Dates
City employees are paid twice per month on the 15th and the last working day of the month.
When a holiday falls on a payday, the payday will be transferred to the following day of regular WCE MOU 2024 - 2027 6
business unless Finance is able to complete the payroll by the previous workday. The method of the distributing payroll shall be established by the Director of Finance. The City will modify its pay schedule to 26 pay periods effective when administratively feasible subject to addressing of technical issues and reaching of agreement with all bargaining groups.
3.1.2 General Wage Increase
The City shall provide the following salary increases for the listed positions in each year of the MOU, with Year 1 salary increases to become effective July 1, 2024; or, on the first pay period after Council’s approval – whichever occurs later in time.
Junior Engineer:
• 3.0% general salary increase plus 3.5% equity adjustment in Year 1 (6.5% total) • 3.0% general salary increase plus 3.5% equity adjustment in Year 2 (6.5% total) • 3.0% general salary increase plus 3.5% equity adjustment in Year 3 (6.5% total) Assistant Engineer, Associate Civil Engineer, Senior Civil Engineer (PW), Traffic Engineer, Engineering Technician I/II, and Traffic Engineering Technician I/II:
• 3.0% general salary increase plus 2.5% equity adjustment in Year 1 (5.5% total) • 3.0% general salary increase plus 2.5% equity adjustment in Year 2 (5.5% total) • 3.0% general salary increase plus 2.5% equity adjustment in Year 3 (5.5% total) Salary rates for all bargaining unit positions are shown in the salary table attached as Exhibit A.
3.1.3 Compensation Goal & Definitions
It is the goal of the City Council to try to achieve a total compensation package for all employees represented by the WCE in an amount equal to the following:
1. The average plus one dollar to the total compensation paid to the same or similar classifications in the following nine (9) cities: Fairfield, Vallejo, Hayward, San Leandro, Alameda, Napa, Novato, Santa Rosa and,
2. The highest total compensation paid to the same or similar classifications in the following agencies in Marin County: Marin County, Novato and the Jr. Engineering class for the Marin Municipal Water District.
Total Compensation for survey purposes shall be defined as: Top step salary (excluding longevity pay steps), educational incentive pay, holiday pay, uniform allowance, employer paid deferred compensation (except for such portion that may be part of employee cafeteria plan), employer’s contribution towards employees’ share of retirement, employer’s retirement contribution, employer paid contributions toward insurance premiums for health, life, long term disability, dental and vision plans, and employer paid cafeteria/flexible spending accounts.
The CPI shall be the percentage change in the San Francisco-Oakland-San Jose Area All Urban Consumer index as published by the Bureau of Labor Statistics for the one-year period ending each October during the term of the contract.
3.1.4 Compensation Surveys
To measure progress towards the above-stated goal, the City and WCE will jointly survey the identified benchmark position, Junior Engineer, in February of the final year of the contract.
Identified benchmark positions from other agencies include positions that are filled as well as those that may be unfilled, so long as the benchmark position is identified by the survey agency WCE MOU 2024 - 2027 7
as being on the salary schedule and having a job class description. Other city/agency positions are established as benchmark positions in San Rafael's compensation survey based upon similar work and similar job requirements.
Survey data will include all salary and benefit increases, as defined in 'total compensation'. The City and the WCE shall review the benchmark and related survey data for accuracy and completeness.
3.1.5 Compensation Plan
The Compensation Plan adopted by the City Council shall provide for salary schedules, rates, ranges, steps and any other special circumstances or items related to the total compensation paid employees.
Each position within the classified services shall be allocated to its appropriate class in the classification plan on the basis of duties and responsibilities. Each class shall be assigned a salary range or a rate established in the salary plan. All persons entering the classified service shall be compensated in accordance with the salary plan then in effect.
All initial employments shall be at the first step of the salary range. The City Manager or their designee may authorize, upon the recommendation of the Appointing Authority, a position at an appropriate higher salary when, in their opinion, it is necessary to obtain qualified personnel or when it appears that the education or experience of a proposed employee is substantially superior to the minimum requirements of the class and justifies a beginning salary in excess of the first step.
3.1.6 Fair Labor Standards Act
The City may reopen negotiations during the term of this Agreement to address changes in the law governing the regular rate of pay under the FLSA.
3.2 STEP INCREASES
3.2.1 Entry Level Step
All initial employment shall be at the first step of the salary range, provided that the Department Director may make an appointment to a position at an appropriate higher salary when, in their opinion, it is necessary to obtain qualified personnel, or when it appears that the education or experience of a proposed employee is substantially superior to the minimum requirements of the class and justifies a beginning salary in excess of the first step. City Manager approval is required for entry level appointment above Step C for any position.
3.2.2 Consideration for Step Increases
An employee may be considered for a salary step increase in accordance with the time interval established in the salary plan, as referenced in Exhibit "A". Unless otherwise noted, salary step increases within established salary ranges are scheduled at yearly intervals. Advancement to a higher salary step within an established salary range is granted for continued improvements and efficient and effective work by the employee in the performance of their duties.
3.2.3 Merit Increases
Accelerated merit performance step increases of five percent (5%) may be granted an employee based upon the recommendation of the Department Director and approved by the City Manager. Employees at the maximum step of their salary range may be granted a merit performance step increase of five percent (5%) above and beyond their salary range. A merit step increase may be effective for up to one (1) year. A merit step increase may be withdrawn and is not a disciplinary action and is not appealable.
WCE MOU 2024 - 2027 8
3.2.4 Anniversary Date
Based upon job performance as measured by a Performance Evaluation, employees may receive consideration for a step increase within their salary range on their anniversary date.
When an employee is promoted or reclassified to a new position, the first pay date at the new position shall constitute the employee’s new anniversary date for purposes of the annual Performance Evaluation.
3.2.5 Promotions
Employees promoted to higher-level positions shall be placed at the step in the new salary range that will provide, at a minimum, a five (5%) increase (unless that would exceed the top step in the salary range).
3.2.6 Performance Evaluations
Prior to the completion of the probationary period, a minimum of one performance evaluation report shall be reviewed with the employee, but such report and review shall not be required prior to separating an employee during the probationary period.
Upon completion of the probationary period, a performance report shall be prepared and reviewed yearly thereafter for each employee in the Classified Service, as a means of determining whether in-grade salary increases are merited, and/or as a means of improving employee performance and communication between supervisors and subordinates.
3.3 SALARY CHANGE ON RECLASSIFICATION
If an occupied position is reclassified, the incumbent shall be affected as outlined below:
3.3.1 To a Lower Classification
When a position is re-allocated to a lower classification the incumbent is either:
1. Transferred to a vacant position in the former classification; or
2. If the incumbent's current salary is greater than the top step of the lower classification, Yrated at the current salary until the salary of the lower classification is at or above the Yrate.
3.3.2 To a Different Classification with the Same Salary Range When a position is reallocated to a different classification with the same salary range, the incumbent shall be granted the same status in the new classification, in which they shall be paid at the same step of the range and shall maintain the same salary rights.
3.3.3 To a Higher Classification
When a position is reclassified to a classification with a higher salary range, the incumbent is moved into the higher classification with the position, except in the circumstances prescribed below. Placement in the salary range shall be in accordance with the appropriate salary pay plan.
If the duties upon which the reclassification are based could have been assigned to any of a number of employees in that classification within the division or department, then a promotional exam is held for the reclassified position. Such an exam is a departmental only recruitment limited to employees within that classification. If the incumbent is not successful in this competitive process, she/he is assigned to the position vacated by the promotion.
3.4 SPECIFIED WAGE ADJUSTMENTS / DIFFERENTIALS
WCE MOU 2024 - 2027 9
3.4.1 Out of Class Compensation
Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. Eligibility for Out-of-Class compensation requires a minimum assignment of five (5) consecutive workdays. The out-of-class increase shall be retroactive to the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater.
The Department Director is required to complete a Personnel Action Report (PAR), located on the Human Resources page of the Intranet, to initiate Out-of-Class Compensation.
3.4.2 Shift Differential Pay
• A three percent (3%) shift differential shall be paid for all employees in these represented bargaining groups who are regularly scheduled to work fifty percent (50%) or more of their shift between the hours of 5:00 p.m. and 11:00 p.m. • A five percent (5%) shift differential shall be paid for all employees in these represented bargaining groups who are regularly scheduled to work fifty percent (50%) or more of their shift between the hours of 11:00 p.m. and 7:00 a.m. • Employees in job classes not identified in this section who are assigned to work the swing or graveyard shift time periods on a temporary basis and/or on an overtime basis are excluded from shift differential pay for those time periods. • Shift differential shall not be considered an additional percentage on salary for personnel involved but shall apply only to hours actually worked; e.g., differential does not apply to sick leave, vacation or compensatory time, but does include overtime for employees regularly assigned to the swing or graveyard shifts.
3.5 ADDITIONAL PAY
3.5.1 Required Professional Licenses and Registration
The City shall continue to reimburse employees for the fee charged by the State of California for any renewal fees for their professional registration(s) as a Civil or Traffic Engineer, or for any other engineering registrations which employees may hereafter receive, which are required by the employee’s position. Verification of the renewal of the professional registration is required in order to receive the reimbursement.
3.5.2 Professional Development
For each year of this MOU, each employee shall receive reimbursement up to a maximum of one thousand dollars ($1,000.00) for professional development. The monies allocated under this section shall be job-related and/or related to an employee’s potential career advancement in their field. It is agreed that the Professional Development Expenditure is not a substitute for the Public Works’ Department’s training budget.
Bargaining Unit Members are eligible for up to two (2) working days per fiscal year to further their professional development that is directly relevant to their employment with the City.
Employees must submit requests for the time out of the office at least three (3) weeks in advance and obtain supervisor and/or director approval. Should the request be denied, the employee may submit the request in advance to Human Resources for appeal, whose decision will be final. These two (2) days are intended to be used when an employee wants to pay for their own professional development opportunity. Professional development opportunities that the department agrees to sponsor will be considered separate from these two (2) days out of WCE MOU 2024 - 2027 10
the office and will be designated as working time and will not be counted against the two additional working days described above in this section.
3.5.3 Allowable Expenses
Reimbursement under this Section is intended to include items which relate to an employee’s job classification and/or which promote and enhance an employee’s development of skills, expertise and education in their profession. The items may include, but are not limited to the following:
• Technical and educational books, including electronic books, publications and coursework;
• Subscriptions to professional journals or magazines, including on-line subscriptions; • Membership dues to professional organizations which are related to current employment, including but not limited to the American Society of Civil Engineers, traffic engineering associations and water engineering issues-related associations; • Registration, application, or examination fees for registration or certification within their profession, as well as for preparatory courses or materials for such a registration exam; • Tuition, fees and books for successful completion of courses related to an employee’s job or professional development including webinars and on-line courses. If the course is graded, reimbursement will be dependent upon at least a passing grade (C or better, Pass or Complete) in the course;
Registration fees, materials and expenses, including travel expenses, related to attendance at seminars and conferences to be job related and/or will assist the employee to prepare for career advancement, prior supervisor approval is necessary for this expense.
3.5.4 Procedures for Reimbursement
All receipts for reimbursement, whatever the aggregate value, must be submitted as soon as possible after the expense is incurred, but must, in any event, be submitted before the end of the fiscal year.
The decision as to whether expenditures under this section are eligible for reimbursement under this section will be made by the Department Director or designee, in consultation with the Human Resources Director. Requests for reimbursements will not be unreasonably denied. If the request for reimbursement is denied, the Department Director or designee must state, in writing, the reasons for the denial. The employee and a representative of WCE, if requested by the employee, shall meet with the Department Director or designee and Human Resources Director to discuss the reasons for the denial, and the employee will have an opportunity to state why such reimbursement is appropriate.
3.5.5 Bilingual Pay
Within the job classifications represented by the WCE, provisions are hereby established whereby an employee may receive bilingual pay for full fluency in a foreign language.
Full fluency is defined as a skill level that will allow the employee to fully assist someone else who does not speak English in coping with situations or problems by translating for, conversing with and/or reading or writing written material.
An employee can petition to their Department Director for this bilingual pay incentive. With the Department Director’s recommendation and on review by the Human Resources Director and approval of the City Manager the employee may begin to receive this bilingual pay incentive.
WCE MOU 2024 - 2027 11
Criteria for approval of the bilingual pay incentive by the City Manager includes:
a. Certification by a recognized school of the appropriate skill level; and/or b. Demonstrated ability of the proficiency level on the job; and c. Department Director’s recommendation and statement that the bilingual skill of the employee can be of value to the department and the employee in the completion of their regular work assignments.
Employees who have been approved for the bilingual pay incentive and are required in the performance of their duties to converse with the public in a language other than English shall receive an additional $200.00 per month above their base salary.
Employees who also translate official written documents to or from a language other than English shall receive an additional $50.00 for a total of $250.00 per month above their base salary.
This bilingual pay incentive shall be reviewed annually and shall continue as long as the employee demonstrates (by work experience or re-testing, as determined by the City of San Rafael) the full fluency skill level; and as long as the Department Director indicates the value of this skill to the department and the employee in the completion of their regular work assignments.
Removal of the bilingual pay incentive would be considered a non-disciplinary action and as such would not be subject to any appeal/grievance procedure.
3.5.6 Uniform Allowance
The safety shoe allowance of $170.00/year will be discontinued and the $170.00/year will be added to base pay effective July 2014.
4 BENEFITS
4.1 EMPLOYEE BENEFITS COMMITTEE
Both parties agree to continue to utilize the Employee Benefits Committee for ongoing review of benefit programs, cost containment and cost savings options. The Committee shall be made up of representatives of the SEIU, Western Council of Engineers, Local 1 - Confidential, Police, Police Mid-Management, Fire, Fire Mid-Management, Mid-Management Employees Association and Executive employees.
4.2 HEALTH & WELFARE
4.2.1 Full Flex Cafeteria Plan
Effective January 1, 2010, the City implemented a Full Flex Cafeteria plan for active employees, in accordance with IRS Code Section 125. Active employees participating in the City’s full flex cafeteria plan shall receive a monthly flex dollar allowance to purchase benefits under the plan.
Effective July 1, 2024, the monthly flex dollar allowance shall be:
For employee only: $ 909.25
For employee and one dependent: $1,826.94
For employee and two or more dependents: $1,982.82
The monthly flex dollar allowance effective the paycheck of December 15, 2024 shall be:
For employee only: $ 950.00
WCE MOU 2024 - 2027 12
For employee and one dependent: $1,900.00
For employee and two or more dependents: $2,400.00
Flex Dollar Increases for this MOU Term
Effective December 15, 2025, and December 15, 2026, the flex dollar allowances shall increase on the December 15th paycheck up to a maximum of five percent (5.0%) on an annual basis. If the Kaiser Bay Area premium rate increase is less than five percent (5.0%), the flex dollar allowance shall only increase the amount of the Kaiser Bay Area premium increase. In the event that the Kaiser Bay Area premium rate increase for the upcoming calendar year exceeds ten percent (10%) and is less than fifteen percent (15%), the City and the employee will split the cost of the increase above ten percent (10%) evenly; each paying 50% of the dollar value of the increase between 10-15%. In the unlikely event that the Kaiser Bay Area premium rate increases for the upcoming calendar year in 2026 or 2027 to an amount exceeding fifteen percent (15%), the City and the Association agree to reopen the MOU to negotiate the employer’s contribution to healthcare. The parties agree that this provision will sunset upon the expiration of the MOU.
Upon expiration of the MOU, the flex dollar allowances shall increase on the December 15 th
paycheck of each subsequent year up to a maximum of three percent (3%) on an annual basis, based on but not to exceed the Kaiser Bay Area premium rate increase for the upcoming calendar year.
The City shall contribute to the cost of medical coverage for each eligible employee and their dependents, an amount not to exceed the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution, as determined by CalPERS on an annual basis. This portion of the monthly flex dollar allowance is identified as the City’s contribution towards PEMHCA. The balance of the monthly flex dollar allowance (after the PEMHCA minimum contribution) may be used in accordance with the terms of the cafeteria plan to purchase health benefits.
Conditional Opt-Out Arrangement: An employee may elect to waive the City’s health insurance coverage and receive a $300 monthly Opt-Out payment in accordance with the terms of the cafeteria plan, and the Affordable Care Act, if the employee complies with the following conditions:
1) The employee certifies that the employee and all individuals in the employee’s tax family for whom coverage is waived have alternative Minimum Essential Coverage as defined by the Patient Protection and Affordable Care Act through a provider other than a federal marketplace, a state exchange, or an individual policy. 2) During the City’s annual open enrollment period, the employee must complete an annual written attestation confirming that the employee and the other members of the employee’s tax family are enrolled in alternative Minimum Essential Coverage. The employee agrees to notify the City no later than 30 days if the employee or other member(s) of the employee’s tax family lose coverage under the alternative Minimum Coverage Plan. 3) The employee understands that the City is legally required to immediately stop conditional opt-out payments if City learns that the employee and/or members of the employee’s family do not have the alternative Minimal Essential Coverage.
The City reserves the right to modify at any time, the amount an employee is eligible to receive under this paragraph, if required by IRS Cafeteria Plan regulations, other legislation or Federal and/or California agency guidance.
WCE MOU 2024 - 2027 13
The City shall be responsible for paying premiums for a life insurance and Accidental Death and Dismemberment (AD&D) policy for each employee. The life and AD&D policy shall provide a $5,000 life insurance and a $5,000 AD&D benefit.
The City shall be responsible for paying premiums for a Long-Term Disability Policy for each employee that satisfies the eligibility provisions of the long-term disability policy. The Long-Term Disability policy shall provide for salary replacement of 66.67% of an individual’s salary up to a maximum disability benefit of $1,000 per month.
4.2.2 Retirees Health Insurance
Employees represented by WCE who retire from the Marin County Employees’ Retirement Association (MCERA) within 120 days of leaving their City of San Rafael position (and who comply with the appropriate retirement provisions under the MCERA laws and regulations) are eligible to continue in the City’s retiree group health insurance program offered through PEMHCA. The City’s contribution towards retiree coverage shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. a. Employees hired on or before January 1, 2010 - The City shall make a retiree health insurance payment on behalf of employees hired before January 1, 2010 and who retire from the City of San Rafael as described in this Section. The City’s total payment, which includes the PEMHCA minimum contribution, shall not exceed $752 per month. The City’s retiree health contribution shall continue for the lifetime of the retiree and retiree’s spouse, in accordance with PEMHCA eligibility provisions for coverage.
Employees receive the pro-rated amount based on their status at the time of retirement. For example: if an employee works part-time, and retires while working part-time, then the employee receives a pro-rated contribution based on the employee’s part-time status at the point of retirement.
b. Employees hired on or after January 1, 2010 and who meet the eligibility requirements for retiree health insurance are eligible to continue in the City’s group health insurance program. The City’s maximum contribution towards retiree coverage under this subsection,
4.2.3 B, shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. The City shall not be responsible for making any contributions towards the cost of coverage of the retiree’s spouse, registered domestic partner, or dependents upon the employee’s retirement from the City in excess of the PEMHCA minimum contribution as required by CalPERS.
The City shall additionally make available a retiree health care trust to enable these employees (hired after January 1, 2010) to prefund retiree health care premiums while employed by the City. The retiree health care trust shall be funded by annual conversion of 50 hours of sick time in service on July 1 of each year, provided an employee has a remaining balance of 125 hours of sick leave after the conversion.
4.2.3 Pro Rata Benefit Rules
Employees covered by this Agreement who work less than full time but more than twenty (20) hours per week on a regular basis shall be eligible to receive: a) pro-rated leave benefits; b) a pro-rated share of the monthly dollar contribution made by the City to be used for enrollment in City offered group health, life, and long term disability insurance plans which the employee may be eligible for based upon the regular hours the employee works, and c) pro-rated share shall be equivalent to the part time employee position’s ratio of hours worked to full time equivalency.
4.2.4 Health and Dependent Care Spending Accounts
WCE MOU 2024 - 2027 14
The City will offer as part of its Section 125 Plan, for as long as such a plan is desired by the WCE and available pursuant to the IRS Code, Health and Dependent Care Spending Accounts.
The Flexible Spending Accounts offered by the City include:
a. Healthcare Spending Account: Out-of-pocket medical expenses that qualify under the IRS Code effective January 1, 2003 at IRS Code limit, not to exceed $2,500. Employees are responsible to pay the monthly administrative fee and any increase established by the third-party administrator.
b. Dependent Care Spending Account: Dependent care expenses that qualify under the IRS Code at the IRS Code limit (currently $5,000 per calendar year). Employees are responsible to pay the monthly administrative fee and any increase established by the third-party administrator.
c. Premium Only Plan: Excess Medical premiums shall be deducted from employee’s pay with pre-tax dollars as long as such deduction is allowable under the applicable IRS Code.
The City shall establish an annual enrollment period and each employee must re-enroll annually for either plan noted in a. and/or b. The City shall have the authority to implement changes to the 125 Programs to comply with changes in applicable IRS laws without having to go through the meet and confer process.
4.2.5 Health Insurance Providers
The City shall have the option, after meeting and consulting with WCE representatives, of either contracting with the Public Employees Retirement System (PERS) Health Benefits Division for health insurance or contracting directly with some or all of the providers of health insurance under the PERS program; provided, however, contracting directly with the providers shall not cause any material reduction in insurance benefits from those benefits available under the PERS program.
4.3 DENTAL PLAN
4.3.1 Dental Plan
The City will provide a dental insurance program which offers 100% coverage for diagnostic and preventative care; $25.00 deductible on corrective care (80/20); and an 80% payment of eligible costs associated with crown and cast restoration per patient per calendar year and orthodontic coverage for eligible dependents (50/50). The dental provider will provide payments for covered services at the percentage indicated in the plan booklet up to a maximum of $1,500 for each enrollee in each calendar year.
Dental insurance enrollment is available to part time, regular, permanent employees working at least 20 hours per week. The City’s contribution towards the monthly dental insurance premium will be prorated based on the FTE level of the part time employee.
4.4 VISION PLAN
The City will contract for a vision plan for employee only vision benefits. Employees will be eligible to enroll qualified family members and will pay the premium costs for such enrollment.
4.5 RETIREMENT CONTRIBUTION
4.5.1 Member Contribution
WCE members shall pay the full share of the employee's contribution to the Marin County Retirement System.
WCE MOU 2024 - 2027 15
Effective when feasible in accordance with MCERA and City administrative requirements, all unit employees will pay an additional contribution of one percent (1%) of pensionable compensation toward the normal cost of pension provided by the Marin County Employees Retirement Association, in addition to the current employee contribution towards pension as determined by MCERA.
The City of San Rafael acknowledges that, under its current practice, the employee’s share of their retirement contribution is deducted with pretax dollars. This practice will continue until changed through the Meet and Confer process or until IRS regulations change.
4.5.2 Retirement Plans
On July 1, 2004, the City provided the Marin County Employee Retirement Association 2.7% at 55-retirement program to all miscellaneous members, as defined under the 1937 Act Government Code Section 31676, subject to Marin County Employee Retirement Association procedures and regulations and applicable 1937 Act laws that govern such plans. This is based on an employee’s single highest year of compensation.
Employees hired on or after July 1, 2011 will receive an MCERA retirement benefit at the formula 2% at 55, calculated based on the average of their highest three years of compensation, in accordance with MCERA regulations. The annual pension adjustment shall be a maximum of 2% COLA. Minimum retirement age is 55.
Employees hired by the City on or after January 1, 2013 who are defined as “new members” of MCERA in accordance with the Public Employees’ Pension Reform Act (PEPRA) of 2013, shall be enrolled in the MCERA 2% @ 62 plan for Miscellaneous members. The employee is responsible for paying the employee contribution of half of the total normal cost of the plan, as defined by MCERA, through a payroll deduction. Final compensation will be based upon the highest annual average compensation earnable during the thirty-six (36) consecutive months of employment immediately preceding the effective date of their retirement or some other period designated by the retiring employee.
4.5.3 Member Cost of Living Rates
Association members who are eligible to participate in the Marin County Employee Retirement Association will pay their full share of members’ cost of living rates as allowed under Articles 6 and 6.8 of the 1937 Retirement Act. Miscellaneous and safety member contribution rates include both the basic and COLA portions (50% of COLA is charged to members as defined in the 1937 Act).
4.5.4 Service Credit for Sick Leave
Employees who retire from the City of San Rafael within 120 days of leaving City employment (excludes deferred retirements) shall receive employment service credit for retirement purposes only for all hours of accrued, unused sick leave (exclusive of any sick leave hours they are eligible to receive and they elect to receive in compensation at the time of retirement pursuant to Section 5.1.5. Compensation for Unused Sick Leave).
Employees hired on or after July 1, 2009 are not eligible to receive employment service credit of any accrued, unused sick leave for retirement purposes.
4.5.5 Pension Committee
A representative of the Union will participate in the City-wide pension committee.
4.6 STATE DISABILITY INSURANCE (SDI)
WCE MOU 2024 - 2027 16
Employees will have the full premium cost for SDI or PFL coverage automatically deducted from their paycheck and no City contribution will be made toward participation in the plan.
It is incumbent upon the employee to keep the City advised of their medical status, within HIPAA guidelines, and eligibility for SDI or PFL. With this notification, SDI or PFL benefits, as determined by the State, shall be integrated with accrued sick and vacation leave in the following manner:
1. Employee notifies supervisor of disability and need for time off. At the same time, employee files for SDI or PFL through the State Office.
2. Supervisor verifies from leave records the employee's accrual balances and projects whether or not employee would, under normal circumstances, be placed in a leave without pay status during the time off period.
3. Personnel Action Report (PAR) is completed by the supervisor to document request and approval of extended leave.
4. Human Resources Department, on receipt of the PAR, contacts employee and supervisor to discuss availability of coordination of SDI or PFL with leave benefits.
5. Once the employee begins receiving SDI or PFL compensation, the City will begin its integration. The City will do this by reducing the amount of SDI or PFL compensation from the employee’s normal compensation. The balance will be paid using available sick hours. If an employee exhausts sick leave, the balance will be paid using vacation or other accrued leave.
6. When an employee receives the first SDI or PFL payment (issued via an EDD debit card) and statement, the employee must provide a copy of the statement and a personal check to the City for the amount of the SDI or PFL payment that is received.
The City will then restore the sick or other accrued leave hours reflected in the SDI or PFL payment. To determine the leave hours to be restored, the City will divide the SDI or PFL payment by the employee’s hourly rate.
7. Once the City has determined the amount of the ongoing SDI or PFL payment, the City will automatically reduce the employee’s compensation by the amount of the state payment and apply the necessary amount of sick leave or other accrued leave as appropriate to equal full pay for the duration of the leave. The employee’s combined compensation from SDI or PFL and accrued leave may not exceed 100% of regular pay.
8. The Human Resources Department, after notification from Payroll, notifies the employee when they have used all accrued sick and/or vacation time and when leave without pay status (LWOP) begins. Excluding qualifying FMLA/CFRA leave, once the employee is on LWOP they will keep any SDI payments received and would be fully responsible for the monthly health, dental and life insurance premiums if they chose to remain in the group plans. FMLA/CFRA provide an exception and are referenced under Section 5.4.6.
4.7 DEFERRED COMPENSATION
Effective simultaneously with the above-described increase in employee contribution by one percent (1%) to be contributed toward the normal cost of pension benefits provided by MCERA as described in Article 4.4.1, the City will contribute one percent (1%) of pensionable compensation toward a City-provided, deferred compensation plan.
WCE MOU 2024 - 2027 17
5 LEAVES
5.1 SICK LEAVE
5.1.1 Eligibility
Sick leave with pay shall be granted to each eligible employee. Sick leave may not be used at an employee's discretion but shall be allowed only in case of necessity and actual sickness or disability. The employee is required to notify employee's immediate supervisor or Department Director according to department Rules and Regulations at the beginning of their daily duties.
The City has the right to request a medical verification from an employee who is absent from their duties for two (2) or more consecutive workdays. The verification shall be either a physician's certificate or the employee's personal affidavit verifying the employee’s eligibility for sick leave.
5.1.2 Sick Leave Accrual
All eligible full-time employees shall earn sick leave credits at the rate of one (1) working day per month commencing with the date of employment. Unused sick leave may be accumulated to any amount, but a cap exists for payoff purposes (see Section 5.1.5.). The sick leave accrual rate is prorated for eligible part time employees.
5.1.3 Use of Sick Leave
An employee may use accrued sick leave during their probationary period. An employee eligible for sick leave with pay shall be granted such leave for the following reasons:
1) Personal illness or physical incapacity of the employee or illness within the immediate family. Family is defined as an employee’s spouse, registered domestic partner, parent, parent-in-law, grandparent, grandchild, sibling or unmarried children including adopted children, stepchildren, or recognized natural children who live with the employee in a regular parent-child relationship.;
2) Enforced quarantine of the employee in accordance with community health regulations; 3) Medical appointments that cannot be scheduled during non-working hours.
5.1.4 Advance of Sick Leave
Whenever circumstances require, and with the approval of the City Manager, sick leave may be taken in advance of accrual up to a maximum determined by the City Manager, provided that any employee separated from the service who has been granted sick leave that is un-accrued at the time of such separation shall reimburse the City of all salary paid in connection with such un-accrued leave.
5.1.5 Compensation for Unused Sick Leave
Upon termination of employment by resignation, retirement or death, a regular employee who leaves the City service in good standing shall receive compensation for all accumulated unused sick leave based upon the following formula: a rate of three percent (3%) for each year of service (i.e., 3% times number of employment service years). The maximum number of accumulated, unused sick leave an employee may be compensated for upon termination of employment is 600 hours. See Section 4.5.4 regarding Service Credit option for accumulated, unused sick leave that the employee is not compensated for upon termination.
WCE MOU 2024 - 2027 18
5.2 VACATION LEAVE
5.2.1 Eligibility
Annual vacation with pay shall be granted each eligible employee. Vacation leave accrual shall be prorated for those employees working less than full time. Employees will be permitted to use accrued vacation leave subject to the approval of the Department Director.
5.2.2 Rate of Accrual
Vacation benefits shall accrue during the probationary period. Each regular full-time employee (part time regular are prorated) shall accrue vacation at the following rate for continuous service. (Each service year in the chart begins on the first working day and ends on the last days of the service year.)
Service Year Annual Hours Hours/Month
1-3 75.000 6.2500
4 112.500 9.3700
5 117.867 9.8222
6 123.234 10.2695
7 128.601 10.7167
8 133.968 11.1640
9 139.335 11.6110
10 144.702 12.0580
11 150.000 12.5000
12 157.500 13.1250
13 165.000 13.7500
14 172.500 14.3750
15 180.000 15.0000
16+ 187.500 15.6250
When an employee is on an approved leave without pay, vacation accrual is prorated based upon paid hours in the pay period.
5.2.3 Administration of Vacation Leave
The City Manager, upon the recommendation of the Department Director, may advance vacation credits to any permanent regular and permanent part-time employee.
No employee may accrue more than 250 hours. Vacation accruals will resume once the employee’s accumulated vacation balance falls below the allowable cap limit.
The time at which an employee may use their accrued vacation leave and the amount to be taken at any one time, shall be determined by employee’s Department Director with particular regard for the needs of the City but also, insofar as possible, considering the wishes of the employee.
The maximum amount of vacation leave that may be taken at any given time shall be that amount that has accrued to the employee concerned, subject to the Department Director’s approval. The minimum amount of vacation that may be taken at any given time shall be onehalf (1/2) hour. Vacation leave granted by the City and used by an employee shall be deducted from the employee’s vacation leave bank.
In the event that one or more City holidays falls within an annual vacation leave, only those hours that the employee is regularly scheduled to work shall be charged against any employee’s accrued vacation.
WCE MOU 2024 - 2027 19
Upon termination, an employee shall be compensated in cash at their current rate of pay for any vacation accrued but not taken, up to the maximum accrual cap, provided that the employee has successfully completed their initial probationary period.
5.3 HOLIDAYS
5.3.1 Paid Holidays
In order to be eligible for compensation for the paid holiday, the employee must both be in paid status on the day before the holiday and on the day after the holiday.
All employees who are eligible for compensation on the paid holiday, other than a day on which an election is held throughout the state, shall be paid at the applicable rate of pay for the number of hours actually worked.
When a holiday falls on Saturday or Sunday, the Friday preceding a Saturday holiday or the Monday following a Sunday holiday shall be deemed to be a holiday in lieu of the day observed.
The following holidays will be observed:
January 1st New Year’s Day
The third Monday in January Martin Luther King Jr. Day
The third Monday in February Washington’s Birthday/President’s Day March 31st Cesar Chavez Day
The last Monday in May Memorial Day
June 19th Juneteenth
July 4th Independence Day
The first Monday in September Labor Day
November 11th Veteran’s Day
The fourth Thursday in November Thanksgiving Day
The Friday after the fourth
Thursday in November Day after Thanksgiving
December 25th Christmas Day
In addition to designated holidays, employees in this Unit receive one (1) floating holiday provided in January of each year. Floating holidays not used by the end of the calendar year are added to the employee's vacation balance. Part-time employees will be paid for holidays on a pro-rated basis.
5.4 OTHER LEAVES
5.4.1 Bereavement Leave
In the event of the death of an employee's spouse, registered domestic partner, child, parent, sibling, parents in-laws, grandchild, grandparent relative who lives or has lived in the home of the employee to such an extent that the relative was considered a member of the immediate family and/or another individual who has a legal familial relationship to the employee and resided in the employee's household, up to five (5) days may be granted for paid bereavement leave. All bereavement leave must be exhausted within 3 months of the date of death of the family member and may be taken intermittently.
In those cases where the death involves an individual who had such a relationship with the employee, as defined above, the employee shall sign a simple affidavit describing the relationship and submit this to the Department Director as part of the request for bereavement leave.
WCE MOU 2024 - 2027 20
Unit members may make a request to the Human Resources Director, or their designee, to use bereavement leave for a relative other than those listed above.
The above bereavement clause shall also apply in the event of a reproductive loss for an employee. The City agrees to maintain employee confidentiality related to the reproductive loss leave.
5.4.2 Jury Duty
Employees required to report to jury duty shall be granted a leave of absence with pay from their assigned duties until released by the court, provided that the employee provides advance notice to the Appointing Authority and remits to the City all per diem service fees except mileage or subsistence allowance within thirty days from the termination of such duty.
5.4.3 Military Leave
Military leave shall be granted in accordance with the State of California Military and Veteran's Code as amended from time to time. All employees entitled to military leave shall give the appointing authority and the Department Director an opportunity, within the limits of military regulations, to determine when such leave shall be taken.
5.4.4 Leave of Absence Without Pay
Leave of absence without pay may be granted by the City Manager upon the written request of the employee. Accrued vacation leave must be exhausted prior to the granting of leave without pay.
5.4.5 Industrial Injury Leave
For benefits under Workers’ Compensation, an employee should report any on the job injury to their supervisor as soon as possible, preferably within twenty-four (24) hours. The Human Resources’ Department coordinates benefits for Workers’ Compensation claims. For further information, see the City’s Workers’ Compensation policy located on the Intranet (https://intranet.cityofsanrafael.org).
All regular, full time employees of the City who have suffered any disability arising out of and in the course of their employment as defined by the Workers’ Compensation Insurance and Safety Act of the State of California, may be entitled to compensation, as follows:
Temporary disability payments (TD) are made when a physician reports an employee is unable to perform their job duties and the City cannot accommodate any restrictions. The employee is not entitled to TD for the first 3 days of disability unless the employee is hospitalized as an inpatient, or off for more than 14 days. In this case, the employee shall be entitled to remain absent from duty with pay for these first 3 days. TD is set by State law and is based on potential wages lost (full or partial) due to the injury. It is approximately two-thirds of full salary with statemandated minimums and maximums. The City, however, augments regular employees’ disability payments to bring them to full salary for the first three (3) calendar months and to ¾ pay for the next 6 months. Compensation leave payments shall not exceed the employee's regular full pay for the first three (3) calendar months and three-fourths (3/4) of the regular full pay for the following six (6) calendar months.
All other employees shall be entitled to such compensation as may be allowed them by the Workers’ Compensation Insurance and Safety Act of the State of California.
Sick Leave Usage Post Industrial Injury/Illness
WCE MOU 2024 - 2027 21
The following rule applies to employees who have an accepted industrial injury/illness: Available accrued sick leave cannot be used for more than 60 calendar days after one of the following has been determined:
• The employee has reached maximum medical improvement and/or has been determined “permanent and stationary.”
• The employee has been determined to be unable to return to their usual and customary occupation, with or without reasonable accommodation.
Given the above has occurred, next steps would include:
• The interactive process; attempt to locate other appropriate employment within the City • If none available, proceed with termination process, including disability retirement application and/or Skelly process, if appropriate.
5.4.6 Family Medical Leave
Union members agree to adhere to the provisions of the City’s Family Medical Leave Policy which is available on the City’s Intranet Website.
5.4.7 Catastrophic Leave
Catastrophic leave shall be in accordance with City Catastrophic Leave Policy which is available on the City’s Intranet website.
5.4.8 Paid Parental Leave
Eligibility:
Effective July 1, 2024, any full time, regular or probationary employee who has been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for Paid Parental Leave (PPL) to use within 12 months of the following eligible events:
1. Birth of a child of the employee, the employee’s spouse, or the employee’s registered domestic partner.
2. Placement of a child with the employee for adoption.
For the purposes of PPL, the definition of “parent” and “child” are as defined by the California Family Rights Act.
Benefit and Use:
1. Eligible employees shall be granted 300 PPL hours to use within 12 months of the qualifying event for the purposes of disability due to pregnancy and/or baby bonding. Regular part-time employees shall be eligible for a prorated number of PPL hours, based on scheduled and budgeted FTE.
2. PPL is based on a 12-month rolling calendar. No more than 300 PPL hours may be used in any 12- month period. PPL may not be used or extended beyond the 12-month time frame and any accrued and unused PPL will be forfeited at the end of the 12-month period for the qualifying event.
3. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused PPL for which they were eligible.
4. PPL is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions. 22 5. PPL shall be used in a block of continuous time or on an intermittent or reduced schedule.
Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.
6. PPL shall run concurrently with FMLA/CFRA and with PDL as set forth in paragraph 7, below. Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.
7. Pregnancy Disability Leave (PDL): An eligible employee on PDL must reduce their sick leave balance to 40 hours or less to use PPL concurrently with PDL. An eligible employee is not required to further reduce their balance once they have reached the initial threshold of 40 hours or less.
8. Use of this leave constitutes a “compelling personal situation during which time the employee was unable to work” under Article 6.5.5 of this MOU and the probationary period for any probationary employee who uses this leave shall be extended for the length of time the employee was off work using this leave.
Coordination of Benefits & Leaves:
• PPL taken under this policy will run concurrently with leave under the FMLA, CFRA, and PDL once the eligible employee’s sick leave balance is reduced to 40 hours or less. • PPL will be fully integrated with any short-term disability or California Paid Family Leave program but shall not exceed one hundred percent (100%) of the employee’s normal gross salary rate.
• The use of Short-Term Disability (STD) and Paid Family Leave (PFL) will not reduce available hours under the PPL leave entitlement.
• For time covered by FMLA/CFRA job protected leave for baby bonding purposes, PPL must be used prior to other accrued leave or unpaid leave except as discussed in number 7 above.
• If an employee has exhausted FMLA/CFRA entitlements for reasons other than baby bonding, PPL must be used prior to other accrued leaves or Leave Without Pay for arranged leaves for the purpose of baby bonding. Scheduling of non-FMLA/CFRA protected PPL is subject to department approval.
• An employee who is eligible for PPL but is on leave for other reasons cannot use PPL except as described in paragraph 7 above.
5.4.9 End of Life Care Leave
Eligibility:
Effective July 1, 2024, any full time, regular or probationary employee who has been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for End of Life Care leave to provide end of life care for an immediate family member, which shall include an employee’s spouse, registered domestic partner, child, parent, sibling, parent, parent in-law(s), grandparent, or grandchild.
End of Life care may be used to provide support, assistance and care to an immediate family member, as defined above, who is receiving end of life services through hospice or a medical facility.
WCE MOU 2024 - 2027
WCE MOU 2024 - 2027 23
Benefit and Use:
1. Eligible employees shall receive 80 hours of End of Life Care leave to be used during their employment with the City for use to support an immediate family member near the end of life, as described above.
2. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused End of Life Care leave for which they were eligible. Further, if an employee leaves City employment and returns to City service later in their career, the employee shall receive any unused hours from their previous employment with the City but shall not be granted any additional hours of for End of Life Care Leave.
3. End of Life Care leave is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.
4. End of Life Care leave shall be used in a block of continuous time or on an intermittent or reduced schedule. Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.
5. End of Life Care shall run concurrently with FMLA/CFRA. Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.
6. An employee who is eligible for End of Life Care Leave but is on leave for other reasons cannot use PPL except as described in paragraph 5 above.
7. Use of this leave constitutes a “compelling personal situation during which time the employee was unable to work” under Article 6.5.5 of this MOU and the probationary period for any probationary employee who uses this leave shall be extended for the length of time the employee was off work using this leave. 6 TERMS & CONDITIONS OF EMPLOYMENT
6.1 HOURS OF WORK
The WORK WEEK will reflect thirty-seven and one-half (37.5) hours for all represented job classes. Unless otherwise designated, the normal business hours for vacation, sick and administrative leave deduction and sick and administrative leave accrual purposes shall be 7.5 hours per day.
6.2 OVERTIME
Overtime shall mean actual time authorized and worked beyond thirty-seven and one-half (37.5) hours in a regular work week. A work or duty week shall be defined as seven (7) consecutive calendar days. Overtime is compensable to the nearest half-hour, and must have prior authorization and approval of the Department Director.
Each Department Director shall have the authority to designate certain job classifications for mandatory overtime in emergencies. In the event the Department Director determines that there is a staffing need during an emergency, the Department Director shall first make a reasonable effort to seek qualified volunteers to work overtime during the emergency. If the Department Director determines that there are an insufficient number of volunteers, or if time constraints prevent the soliciting of volunteers, the Department Director may order employees in the designated classifications (may vary depending on the emergency but primarily relates to WCE MOU 2024 - 2027 24
job classifications in the Street Division of Public Works) to report to work in overtime status to address the emergency.
6.3 COMPENSATORY TIME POLICY
With the Department Director's approval, compensatory time, in lieu of overtime pay, may be taken subject to the following rules:
6.3.1 Accrual Limit
Employees may accrue up to 125 hours of compensatory time after which said employee must accept overtime pay in lieu of accruing additional compensatory time.
6.3.2 Overtime Rate
Employees who work overtime may be paid for it at the rate of time and one-half or may accrue compensatory time at a rate of time and one-half, subject to the limitations in Section 6.3.1.
Employees who elect compensatory time must take the time off, preferably within the quarter during which it was earned, and shall not be paid for it.
6.4 STAND BY OR CALL BACK DUTY
6.4.1 Compensation When Not Assigned to Call Back Duty
When an employee not assigned to standby duty is called back to duty, the employee shall receive compensation for a minimum of four (4) hours.
6.5 PROBATIONARY PERIOD
6.5.1 Purpose of Probation
After passing an examination and accepting appointment, each employee shall serve a period of probation beginning on the date of appointment. Such period shall be for the purpose of determining the employee's ability to perform satisfactorily the duties prescribed for the position.
6.5.2 Probationary Period
The probationary period on original and promotional appointment shall be for one (1) year.
Employees shall receive verbal feedback from their immediate supervisor throughout the probationary period.
6.5.3 Rejection During Probation
During the probationary period, an employee may be rejected at any time by the Appointing Authority without the right of appeal.
6.5.4 Notification of Rejection
On determining that a probationary employee's work is not satisfactory, the Appointing Authority shall notify the Human Resources Director of their intention to terminate the employee. After discussion with the Human Resources Director, the Appointing Authority shall notify employee in writing of the rejection.
6.5.5 Extension of Probationary Period
The probationary period shall not be extended except in the case of extended illness or injury or compelling personal situation during which time the employee was unable to work. In such cases, the probationary period may be extended for the length of time the ill or injured employee was unable to work.
6.5.6 Regular Status
WCE MOU 2024 - 2027 25
Regular status shall commence with the day following the expiration date of the probationary period.
6.5.7 Promotion of Probationary Employee
An employee serving a probationary period may be promoted to a position in a higher position classification provided they are certified from the appropriate Eligible List. The employee promoted in this manner shall serve a new probationary period for the position to which employee is promoted and the new probationary period and promotional appointment shall be effective the same date.
6.5.8 Unsuccessful Passage of Promotional Probation
An employee who does not successfully pass their promotional probationary period shall be reinstated to the position in which the employee held regular status prior to their promotion.
Provided, however, that if the cause for not passing the promotional probationary period was sufficient grounds for dismissal, the employee shall be subject to dismissal without reinstatement to the lower position.
6.5.9 Lateral Transfer Probation
Voluntary transfers to another job classification, within the same salary range, shall require a six (6) month probationary period. In the event of unsuccessful passage of this period refer to Section 6.5.8.
6.6 TRANSFERS / REASSIGNMENTS
Transfers may be within the same department (intra-departmental) or between departments (inter-departmental). The requirements for each are as follows:
a. Intra-departmental transfers.
The Appointing Authority shall have the authority to transfer an employee from a position in one division of a department to a position in the same or similar classification with the same salary range, in the same division or to another division of the same department (at any time and for any duration).
b. Inter-departmental transfers.
An employee may transfer from a position in one (1) department to a position in the same or similar classification in another department, provided the consent of the two Appointing Authorities and the City Manager is obtained. c. Voluntary Transfers.
An employee may make a written request for transfer to the Human Resources Director to a position in the same or similar classification with the same salary range. Such a transfer may be made on the recommendation of the affected Department Director(s) and the approval of the City Manager.
6.6.1 Minimum Qualifications & Probation
Any persons transferred to a different position shall possess the minimum qualifications for the position.
6.6.2 Transfer Procedures
The City Manager may authorize the transfer of an employee from one position to another of the same or comparable class of work and where the same general type of examination is given for entrance to such a position.
WCE MOU 2024 - 2027 26
Transfers from one department to another department having a different jurisdiction or different function shall be done only with the consent of the Department Directors, involved, unless such a transfer is ordered by the City Manager for purpose of economy or efficiency.
Employees who have completed their initial probation may seek voluntary transfers to positions within the same job class, and/or lower level job classes as long as the employee meets the minimum qualifications for the position. Employees seeking transfer should submit a completed application to the Human Resources Department. As vacancies occur, transfer candidates may receive consideration along with those on the eligibility list.
6.7 PERSONNEL RULES & REGULATIONS
The WCE agrees to adhere to the City’s Personnel Rules and Regulations located on the City’s Intranet website.
6.7.1 Drug & Alcohol Policy
The City and the WCE agree to the non-DOT general drug and alcohol policy. A copy is available with the City’s policies and on the City’s Intranet website.
6.7.2 Confidential Nature of Personnel Records
All personnel records and files and examination materials are confidential. The Human Resources Director shall take all necessary steps to protect the confidentiality of those materials. Disclosure of such records shall be governed by the Public Records Act, Government Code Sections 6250, et. seq. Individual employees may review their official personnel file maintained by the Human Resources Department and/or respective appointing authority. With the written consent of the employee, the authorized representative of the recognized employee organization may also review that personnel file.
6.7.3 Confidential Nature of Medical Records
All medical records and files are the property of the City of San Rafael. These confidential records and files are to be maintained in a file separate from the employee's personnel file in the Human Resources Department. Disclosure of such records shall be governed by the Public Records Act, Government Code, Section 6250, et. seq.
6.7.4 Outside Employment Policy
Outside Employment shall be in accordance with the City’s Outside Employment Policy which is available on the City’s Intranet website.
6.7.5 Use of City Vehicle
Public Works Supervisors, at the direction of the Department Director, will be allowed to take a City vehicle home in emergency conditions.
6.7.6 Safety Policy
The City of San Rafael is committed to providing a safe and healthy place to work. The City shall furnish safety devices and safeguards and shall adopt and use methods and processes adequate to ensure that the work place is safe and healthy. Employees are expected to obey safety rules and make proper use of safety gear and equipment. The City's safety policies and procedures shall comply with all applicable state laws related to a safe work environment.
6.8 MISCELLANEOUS
6.8.1 Gratuities/Solicitation of Contributions
WCE MOU 2024 - 2027 27
Gratuities and/or solicitation of contributions are not allowed. Employees should refer to the City's Personnel Rules and Regulations.
6.8.2 Return of City Equipment
Upon termination of employment, all tools, equipment, and other City property assigned to an employee shall be returned to the employee’s supervisor before leaving City employment.
6.8.3 Political Activity
The political activity of City employees shall comply with pertinent provisions of State and Federal Law.
6.8.4 Employment of Relatives
Employment of relatives shall be governed by the City's Personnel Rules and Regulations.
6.8.5 Labor / Management Meetings
During the term of the Agreement, the City and the WCE agree that consultation meetings may contribute to improved employer-employee relations. Issues relating to the usage of volunteers and temporary/part-time/seasonal employees, promotional opportunities, and the implementation of safety programs will serve as a basis for initial agenda items to be discussed and acted upon.
The committee shall be comprised of two (2) representatives from the Western Council of Engineers and representatives from City Management as well as the WCE Executive Director and the Human Resources Director. The parties agree that committee members may change depending on the subject matter.
Meetings may be requested by either party. The party requesting the meeting shall submit a proposed agenda and the receiving party shall acknowledge and confirm the date, time and location of the requested meeting. It is intended that the subject matter will not include issues subject to Article 7.4 Grievance Procedures.
6.8.6 Contract Orientation Work Sessions
The City and the WCE agree that the individuals having responsibility for the enforcement of the Agreement, WCE Stewards and Department Directors/Supervisors shall participate in an Annual Contract Orientation Work Session for the purpose of obtaining a better understanding of the provisions of the contract. These work sessions shall be held on City time and facilities.
6.8.7 Gym Reimbursement
Employees are eligible to receive up to $16.50 per month reimbursement for paid gym membership, personal recreation league fees or fitness-related recreation facility fees. Such reimbursement shall be processed annually and reported as taxable income to the employee. 7 PROCEDURES
7.1 DEMOTION & SUSPENSION
7.1.1 Demotion
The Appointing Authority may demote an employee when the following occurs:
a. The employee FAILS to perform their required duties. b. An employee requests such a demotion. No employee shall be demoted to a classification for which they do not possess the minimum qualifications. When the action is initiated by the Appointing Authority, written notice of demotion shall be provided to an WCE MOU 2024 - 2027 28
employee at least ten (10) working days before the effective date of the demotion, and a copy shall be filed with the Human Resources Department.
Withholding a salary step increase or withdrawing a merit step increase within or above the salary range of the employee's position shall not be deemed a demotion.
Disciplinary demotion action shall be in accordance with Article 7.3, "Disciplinary Action."
7.1.2 Suspension
The Appointing Authority may suspend an employee from a position at any time for a disciplinary purpose. Intended suspension action shall be reported immediately to the Human Resources Director, and shall be taken in accordance with Article 7.3, "Disciplinary Action".
7.2 TERMINATION OF EMPLOYMENT
7.2.1 Resignation
An employee wishing to leave the City service in good standing shall file with their immediate supervisor, at least fourteen (14) days before leaving the service, a written resignation stating the effective date and reason for leaving. A copy of the resignation shall be forwarded to the Appointing Authority and Human Resources Department.
7.2.2 Termination - Layoff (Lack of work or funds)
The City will not layoff any employees in the bargaining unit between July 1, 2011 and December 31, 2011, unless the City is subject to significant revenue reduction (a reduction of one percent (1%) or more in General Fund revenue) due to state cuts or reduction in other revenue sources.
The Appointing Authority may terminate an employee because of changes in duties or organization, abolishment of position, shortage of work or funds, or completion of work for which employment was made.
7.2.3 Termination - Disciplinary Action
An employee may be terminated at any time for disciplinary action, as provided in Article 7.3, "Disciplinary Action".
7.2.4 Retirement
Retirement from the City services shall, except as otherwise provided, be subject to the terms and conditions of the City's contract as amended from time to time, with the Marin County Retirement System.
7.2.5 Rejection During Probation
An employee may be terminated from their position during the probationary period of their initial appointment to the City's classified service without Right of Appeal.
7.3 DISCIPLINARY ACTION
7.3.1 Right to Discipline & Discharge
Upon completion of the designated probationary period, an employee shall be designated as a non-probationary employee and the City shall have the right to discharge or discipline any such employee for dishonesty, insubordination, drunkenness, incompetence, negligence, failure to perform work as required or to observe the Department's safety rules and regulations or for engaging during the term of this Memorandum of Understanding in strikes, individual or group slowdowns or work stoppages, or for violating or ordering the violation of the Memorandum of Understanding. The City shall use progressive disciplinary steps (i.e., reprimand, suspension, demotion, discharge) unless the violation is such as to justify termination. Disciplinary action WCE MOU 2024 - 2027 29
shall mean discharge/dismissal, demotion, reduction in salary, and suspension resulting in loss of pay.
In addition, the City may discipline or discharge an employee for the following: Fraud in securing appointment; negligence of duty; violation of safety rules; unacceptable attendance record including tardiness, overstaying lunch or break periods; possession, distribution or under the influence of alcoholic beverages, non-prescription or unauthorized narcotics or dangerous drugs during working hours; inability, unwillingness, refusal or failure to perform work as assigned, required or directed; unauthorized soliciting on City property or time; conviction of a felony or conviction of a misdemeanor involving moral turpitude; unacceptable behavior toward (mistreatment of discourteousness to) the general public or fellow employees or officers of the City; falsifying employment application materials, time reports, records, or payroll documents or other City records; misuse of City property; violation of any of the provisions of these working rules and regulations or departmental rules and regulations; disorderly conduct, participation in fights, horseplay or brawls; dishonesty or theft; establishment of a pattern of violations of any City policy or rules and regulations over an extended period of time in which a specific incident in and of itself would not warrant disciplinary action, however, the cumulative effect would warrant such action; failure to perform to an acceptable level of work quality and quantity; insubordination; other acts inimical to the public service; inability or refusal to provide medical statement on cause of illness or disability.
7.3.2 Preliminary Notice
A non-probationary employee shall receive a preliminary written notice from the employee's Supervisor of any proposed disciplinary action that involves the loss of pay. The notice must contain a specific statement of charges or grounds upon which the proposed disciplinary action is based and the date the disciplinary action will be effective.
Any known written materials, reports or documents upon which the disciplinary action is based must be attached to the notice.
Upon the receipt of the notice, the employee shall have five (5) days to appeal the matter in writing to Step 2 of the Grievance Procedure. If a written appeal is filed, no disciplinary action shall be imposed until the Department Director has conducted a hearing with the employee and employee's representative present and having heard the response of the employee. If no written appeal is filed within five (5) days, the employee shall be deemed to have waived their right to proceed to Step 4 of the Grievance Procedure.
7.3.3 Disciplinary Action and Appeal
After hearing the response of the employee, the Department Director may order that the proposed disciplinary action or modification thereof be imposed. Thereafter, the employee shall have ten (10) days to appeal this matter to the City Manager. The City Manager shall investigate the matter, conduct an informal hearing if the City Manager deems it appropriate and, within ten (10) days thereafter, respond to the allegations in writing. For pre-termination disciplinary action of suspension and reduction in pay, the decision of the City Manager shall be final and binding.
For disciplinary demotions and discharges only, if this matter remains unresolved, the WCE may, by written notice to the Human Resources Director within ten (10) days after the receipt of the City Manager’s response, inform the City that the WCE wishes to appeal the decision to demotion or discharge to final and binding arbitration. The parties shall attempt to agree upon an arbitrator. If no agreement is reached, they shall request a list from the State Mediation and Conciliation Service containing nine (9) names. The selection process will include a review of the arbitrator’s availability for the hearing. Each party shall then alternately strike a name until WCE MOU 2024 - 2027 30
only one (1) name remains, said person to be the arbitrator. The order of striking shall be determined by the flip of a coin. As used herein, the word “days” shall be deemed to mean City established working days for non-safety employees.
7.3.4 Harassment Policy
It is the City’s intent and purpose to provide all officials, employees, applicants, and contractors with an environment that is free from any form of harassment, discrimination or retaliation.
Employees shall refer to the City Policy against Harassment, Discrimination and Retaliation which is available on the City’s Intranet website.
7.4 GRIEVANCE PROCEDURE
7.4.1 Definition
1) Grievance is a dispute, which involves the interpretation or application of any provision of this Memorandum of Understanding. All ordinances, resolutions, rules and regulations, which are not specifically covered by the provisions of this Memorandum shall not be subject to the Grievance Procedure.
2) Day shall mean any that the City Office is open for business, excluding Saturdays, Sundays and the holidays recognized by the City.
3) Grievant may be an individual employee or a group of employees or the Union on the behalf of a group of employees or the Union on its own behalf on matters involving the City and Union relationship.
4) Time limits begin with the day following the event causing the grievance or the day following receipt of a grievance decision.
7.4.2 Procedure
Step 1.
Within seven (7) days of when the grievant knew or should have known of the act or omission causing the grievance the grievant shall present either in writing or verbally a clear and concise statement of the grievance to the immediate supervisor.
Within five (5) days thereafter the immediate supervisor shall investigate and respond to the allegations of the grievant.
Step 2.
If the grievant is not satisfied with the resolution at Step 1 the grievant must reduce the grievance to writing and present it to the Department Director within five (5) days.
The written grievance shall contain a statement of facts about the nature of the grievance, and shall identify the specific provisions of this Memorandum of Understanding alleged to be violated, applicable times, places and names of those involved, the remedy or relief requested, and shall be signed by the grievant.
The Department Director shall confer with the grievant and within ten (10) days respond to the allegations in writing.
Step 3.
If the grievant is not satisfied with the resolution at Step 2, the grievant shall within five (5) days appeal the matter to the City Manager.
The City Manager shall investigate the matter, conduct a hearing if the City Manager deems it appropriate and within ten (10) days, thereafter, respond to the allegations in writing.
WCE MOU 2024 - 2027 31
Step 4.
If the grievance remains unresolved after Step 3, the Union may, by written notice to the City Human Resources Department within ten (10) days after the receipt of the response in Step 3, notify the City that the Union wishes to appeal the grievance to final and binding arbitration. The parties shall attempt to agree upon an arbitrator. If no agreement is reached, they shall request a list from the State Conciliation Service of nine (9) names. The selection process will include a review of the arbitrator’s availability for the hearing.
Each party shall then alternately strike a name until only one (1) name remains, said person to be the arbitrator. The order of striking shall be determined by the flip of a coin.
7.4.3 Arbitration
The arbitrator shall be empowered to conduct a hearing and to hear and receive evidence presented by the parties. The hearing should be held within 60 calendar days of the selection of the arbitrator. The hearing shall be informal and need not be conducted according to technical rules of evidence. Repetitious evidence may be excluded and oral evidence shall be taken only under oath. The arbitrator shall determine what evidence is relevant and pertinent, as well as any procedural matters, and they may call, recall and examine witnesses, as they deem proper.
The burden of proof shall be upon the WCE in grievance matters and upon the City in disciplinary discharge matters.
After the conclusion of any hearing and the submission of any post hearing evidence or briefs agreed upon by the parties, the arbitrator shall render a written decision which shall be final and binding upon the City, the WCE and any employee(s) involved in the grievance or disciplinary demotion or discharge.
The arbitrator shall not be empowered to add to, subtract from, or in any way modify or alter any provision of this Memorandum of Understanding. The arbitrator shall only determine whether a grievance exists in the manner alleged by the grievant and what the proper remedy, if any, shall be, or, in the case of disciplinary discharge matters, whether the City allegations are accurate and the appropriateness of the disciplinary demotion or discharge.
The fees and expenses of the arbitrator shall be shared equally by the WCE and the City. All other expenses shall be borne by the party incurring them. The cost of the services of court reporter shall be borne by the requesting party unless there is a mutual agreement to share the cost or unless the arbitrator so requests; then the costs will be shared equally.
7.4.4 General Provisions
1. Employees who participate in the Grievance Procedure by filing a grievance or acting as a witness on the behalf of either party shall be free from discrimination by either the WCE or the City.
2. A grievant has the right to be represented at each stage of the procedure, to cross examine witnesses, and to have access to all information regarding the basis of the grievance upon which the City relies in making its determinations.
3. If a grievant, or the WCE on behalf of the grievant, fails to carry their grievance forward to the next level within the prescribed time period, the grievance shall be deemed withdrawn unless the parties have mutually agreed to an extension of timelines. If a supervisor or manager fails to respond with an answer within the given period of time, the grievant may appeal to the next higher level. The parties may by mutual agreement waive the steps in the procedure.
WCE MOU 2024 - 2027 32
4. If a hearing is held during work hours of employee witnesses, such employees shall be released from duties, without loss of pay or benefits, to appear at the hearing.
Witnesses requested by the parties shall be compelled to attend said hearings.
5. The Human Resources Department shall act as the central repository for all grievances.
6. Time limits contained herein may be extended by mutual agreement of the parties.
Absence for bona fide reasons by a grievant, the WCE Executive Director or any management official involved in responding to the grievance shall automatically extend the time limits by the same number of days of absence.
7.5 POSITION RECLASSIFICATION
Reclassification of positions covered by this MOU shall be in accordance with the City’s Reclassification Policy available on the City’s Intranet website
7.6 FURLOUGH PROGRAM
Both the City of San Rafael and the WCE recognize the current economic condition of the State of California and the City of San Rafael. Through this recognition and in a cooperative spirit, the City of San Rafael and the WCE have worked expeditiously on the development of a Furlough Program. This Agreement does not mean the City will necessarily implement furloughs, however, in the event it is necessary to implement due to continued economic problems in the City of San Rafael, the procedures for this Furlough Program shall provide for both Voluntary Time Off (herein described as VTO) and Mandatory Time Off (herein described as MTO).
7.6.1 Voluntary Time Off (VTO)
The needs of the City and the respective departments (as determined by the Department Director and City Manager) will need to be considered in the actual granting of VTO. Any VTO time granted and the resulting savings will have a corresponding impact on the time needed through MTO.
1. An employee's VTO time would count in determining how many hours of MTO an employee needed to take during the fiscal year.
2. An employee selecting at least a 5% reduction of hours through the VTO would receive “float” days as described in Section 7.6.2. (4.a.).
3. Employees who take VTO at a time other than when MTO is taken by other employees will have to take vacation leave, compensatory time off or leave without pay if the MTO results in the closure of the department.
4. Employees will be allowed to exceed a 5% reduction of hours through the VTO with review of the Department Director and approval of the City Manager and such approval shall be revocable should the City determine that the impact of the absence can not be absorbed by the Department. Prior to revoking approval, the City will contact the employee and review pertinent information which would impact the employee’s ability to return to work. Should the City need to remove additional VTO, such removal would be considered a non-disciplinary action and would not be subject to any appeal/grievance procedure.
7.6.2 Mandatory Time Off (MTO)
MTO will be taken by the employee during the MTO period when feasible in their respective department (as determined by the Department Director and City Manager) and after consultation with WCE.
a. Employees may not take paid vacation time in lieu of designated MTO time.
WCE MOU 2024 - 2027 33
2. MTO time shall be considered time in pay status for the accrual of leave and eligibility for holidays. MTO time will not impact health, dental and life insurance benefits. At this time MTO time will not impact Marin County retirement calculations of average compensation or service credit as the City and employee will continue to fund the full amounts. If the Marin County Retirement Association changes its policy on this, the City will, effective the first of the month following notice from the Marin County Retirement Association, make the necessary change in the program's administration to correspond with the change in the policy.
3. MTO time shall apply toward time in service for step increases and completion of probation.
4. Other Terms and Conditions:
a) The MTO program shall be limited to a maximum five percent (5%) reduction in work hours/pay for the fiscal year. When the maximum MTO reduction (5%) is implemented, the involved employee shall be credited with three (3) days of float time.
b) Float time accrued through the MTO Program must be taken in the next fiscal year following the furlough, with supervisory approval, or the leave will be forfeited. The float days have no cash value upon termination of employment. If an employee is laid off before having the opportunity to take unused furlough induced float time, said employee would be eligible to take the unused furlough induced float time during the thirty-day layoff notice period.
c) Should the City of San Rafael experience a financial windfall during the fiscal year that furloughs are implemented, the City and WCE agree to re-open negotiations on this Furlough Plan.
7.7 REDUCTION IN FORCE
7.7.1 Authority
The Appointing Authority may lay off, without prejudice, any regular employee because of lack of work or funds, or organizational alterations, or for reasons of economy or organizational efficiency.
7.7.2 Notice
Regular employees designated for layoff or demotion shall be notified in writing at least thirty (30) calendar days prior to the anticipated date of termination or demotion. The employee organization shall also be notified.
7.7.3 Order of Layoff
Layoffs and/or reductions in force shall be made by classification. A classification is defined as a position or number of positions having the same title, job description and salary. For WCE represented engineering positions, the classifications will be Engineering Technician I/II, Traffic Engineering Technician I/II, Assistant Engineer, Associate Engineer, Senior Associate Engineer, Land Development Engineer, Civil Engineer, Traffic Engineer separately. Each classification stands alone for purpose of layoffs. Any layoff will be based on seniority within the classification and will be implemented in the following order: extra hire employees, probationary employees and regular employees. In effecting the preceding order, a part-time regular employee with more seniority can displace a full-time regular employee.
7.7.4 Seniority
WCE MOU 2024 - 2027 34
Probationary employees will always be laid off before employees who have regular status in a classification. If two or more employees within a classification have achieved regular status, such employees will be laid off or reduced on the following basis:
a. Seniority within the classification will be determinative. Any layoffs in these classes will be based on overall seniority in the classification, not on the basis of any working title or currently assigned duties.
b. If the seniority of two or more employees in the affected classification or higher classification(s) is equal, departmental seniority shall be determinative. c. If all of the above factors are equal, the date regular status in City service is achieved shall be determinative.
d. If all of the above are equal, date of certification for appointment shall be determinative.
7.7.5 Bumping Rights
An employee designated to be laid off may bump into a class at the same salary level, for which he or she qualifies or into the next lower classification in which such employee has previously held regular status. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.
7.7.6 Transfer Rights
The Human Resources Director will make every effort to transfer an employee who is to be affected by a reduction in force to another vacant position for which such employee may qualify.
The length of eligibility for such transfer will be the period of notification as provided in Section
7.7.2, but no longer than the effective date of such layoff or reduction.
7.8 RE-EMPLOYMENT
7.8.1 General Guidelines
Individuals who have been laid off or demoted shall be offered re-appointment to the same classification in which they held status in the order of seniority in the classification. Individuals demoted in lieu of reduction in force shall be offered restoration to the highest class in which they held status and in which there is a vacancy prior to the appointment of individuals who have been laid off.
7.8.2 Right to Re-Employment
Each person who has been laid off or demoted in lieu of a layoff from a position the person held, shall, in writing, be offered re-appointment in the same classification should a vacancy occur in the classification within two years after the layoff or demotion. Prior to being re-employed, the employee must pass a physical exam administered by a City appointed physician and must pass the background check administered by the City.
7.8.3 Time Limits
Should the person not accept the re-appointment within seven (7) calendar days after the date of the offer, or should the person decline or be unable to begin work within two weeks after the date of acceptance of the offer, the person shall be considered unavailable for employment, shall forfeit the right to re-employment and be removed from the re-employment list.
7.8.4 Availability
Whenever a person is unavailable for re-employment, the next senior person who is eligible on the re-employment list shall be offered re-employment.
WCE MOU 2024 - 2027 35
7.8.5 Probationary Status
Employees re-appointed under the provisions above will not be required to complete a new probationary period if they had previously held permanent status in the classification.
Employees who had not completed their probationary period shall serve the remainder of the probationary period upon re-appointment.
7.8.6 Restoration of Benefits
Employees restored to previously held positions shall be deemed to have returned from a leave of absence for the purpose of all rights and benefits legally permissible. Time not on the payroll will not count as time worked for the purposes of seniority accrual.
7.8.7 Layoff Procedure Notification
Once the decision has been made to reduce the workforce per this MOU, the City will meet with the union to review and receive feedback on the procedure to be used to inform and process the lay-offs. The information gained in this meeting from the union by the City will be advisory and not binding.
WCE MOU 2024 - 2027 36
WESTERN COUNCIL OF ENGINEERS CITY OF SAN RAFAEL
Diane Dillon, Western Council of Engineers Allison Hernandez, Lead Negotiator Attorney, Burke Williams Sorensen
Willie Lagleva, Traffic Engineering Technician Marissa Sanchez Human Resources Director
Nicholas Biss,
Principal Human Resources Analyst
Date Date
Grade Position A B C D E
7333 Assistant Engineer $ 8,874 $ 9,318 $ 9,784 $ 10,273 $ 10,787 7229 Associate Civil Engineer $ 9,796 $ 10,286 $ 10,800 $ 11,340 $ 11,907 7277 Engineering Technician I $ 6,289 $ 6,604 $ 6,934 $ 7,281 $ 7,645 7230 Engineering Technician II $ 7,107 $ 7,463 $ 7,836 $ 8,227 $ 8,639 7330 Junior Engineer $ 7,227 $ 7,588 $ 7,968 $ 8,366 $ 8,784 2311 Senior Civil Engineer (PW) $ 11,344 $ 11,911 $ 12,507 $ 13,132 $ 13,789 7331 Traffic Engineer $ 9,796 $ 10,286 $ 10,800 $ 11,340 $ 11,907 4793 Traffic Engineering Technician I $ 6,289 $ 6,604 $ 6,934 $ 7,281 $ 7,645 4792 Traffic Engineering Technician II $ 7,107 $ 7,463 $ 7,836 $ 8,227 $ 8,639 WCE - San Rafael
Salary Schedule
Effective July 1, 2024
Grade Position A B C D E
7333 Assistant Engineer $ 9,362 $ 9,830 $ 10,322 $ 10,838 $ 11,380 7229 Associate Civil Engineer $ 10,335 $ 10,852 $ 11,394 $ 11,964 $ 12,562 7277 Engineering Technician I $ 6,635 $ 6,967 $ 7,315 $ 7,681 $ 8,065 7230 Engineering Technician II $ 7,498 $ 7,873 $ 8,267 $ 8,680 $ 9,114 7330 Junior Engineer $ 7,697 $ 8,082 $ 8,486 $ 8,910 $ 9,355 2311 Senior Civil Engineer (PW) $ 11,968 $ 12,566 $ 13,195 $ 13,854 $ 14,547 7331 Traffic Engineer $ 10,335 $ 10,852 $ 11,394 $ 11,964 $ 12,562 4793 Traffic Engineering Technician I $ 6,635 $ 6,967 $ 7,315 $ 7,681 $ 8,065 4792 Traffic Engineering Technician II $ 7,498 $ 7,873 $ 8,267 $ 8,680 $ 9,114 WCE - San Rafael
Salary Schedule
Effective July 1, 2025
Grade Position A B C D E
7333 Assistant Engineer $ 9,877 $ 10,371 $ 10,890 $ 11,434 $ 12,006 7229 Associate Civil Engineer $ 10,903 $ 11,448 $ 12,021 $ 12,622 $ 13,253 7277 Engineering Technician I $ 7,000 $ 7,350 $ 7,718 $ 8,104 $ 8,509 7230 Engineering Technician II $ 7,910 $ 8,306 $ 8,721 $ 9,157 $ 9,615 7330 Junior Engineer $ 8,197 $ 8,607 $ 9,037 $ 9,489 $ 9,963 2311 Senior Civil Engineer (PW) $ 12,626 $ 13,257 $ 13,920 $ 14,616 $ 15,347 7331 Traffic Engineer $ 10,903 $ 11,448 $ 12,021 $ 12,622 $ 13,253 4793 Traffic Engineering Technician I $ 7,000 $ 7,350 $ 7,718 $ 8,104 $ 8,509 4792 Traffic Engineering Technician II $ 7,910 $ 8,306 $ 8,721 $ 9,157 $ 9,615 WCE - San Rafael
Salary Schedule
Effective July 1, 2026
City of San Rafael / WCE
July 1, 2024 - June 30, 2027
Exhibit B: Classification/Compensation Summary - Benchmark Linkages Top Step Differential COLA + Equity Top Step Differential COLA + Equity Top Step Differential COLA + Equity Top Step Differential Senior Civil Engineer (PW) $13,070 58.46% 5.50% $13,789 56.97% 5.50% $14,547 55.50% 5.50% $15,347 54.04% Associate Civil Engineer $11,286 36.83% 5.50% $11,907 35.55% 5.50% $12,562 34.28% 5.50% $13,252 33.01% Traffic Engineer $11,286 36.83% 5.50% $11,907 35.55% 5.50% $12,562 34.28% 5.50% $13,252 33.01% Assistant Engineer $10,224 23.96% 5.50% $10,786 22.79% 5.50% $11,380 21.64% 5.50% $12,005 20.50% Junior Engineer $8,248 0.00% 6.50% $8,784 0.00% 6.50% $9,355 0.00% 6.50% $9,963 0.00% Engineering Technician II $8,188 -0.73% 5.50% $8,638 -1.66% 5.50% $9,113 -2.58% 5.50% $9,615 -3.50% Traffic Engineering Technician II $8,188 -0.73% 5.50% $8,638 -1.66% 5.50% $9,113 -2.58% 5.50% $9,615 -3.50% Engineering Technician I $7,246 -12.15% 5.50% $7,645 -12.97% 5.50% $8,065 -13.79% 5.50% $8,509 -14.60% Traffic Engineering Technician I $7,246 -12.15% 5.50% $7,645 -12.97% 5.50% $8,065 -13.79% 5.50% $8,509 -14.60% 7/1/2023 7/1/2024 7/1/2025 7/1/2026
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
WESTERN COUNCIL OF ENGINEERS
JULY 1, 2021 2024 - JUNE 30, 20242027
WCE MOU 20241 - 20274 2
This page intentionally left blank
WCE MOU 20241 - 20274 i
TABLE OF CONTENTS
1 GENERAL PROVISIONS ....................................................................................................... 1
1.1 INTRODUCTION ............................................................................................................................... 1
1.1.1 Scope of Agreement .................................................................................................................... 1
1.1.2 Term of MOU ............................................................................................................................... 1
1.2 RECOGNITION ................................................................................................................................ 1
1.2.1 Bargaining Unit ............................................................................................................................ 1
1.2.2 Notice to Employees .................................................................................................................... 1
1.3 NON-DISCRIMINATION .................................................................................................................... 1
1.3.1 In General .................................................................................................................................... 1
1.3.2 Union Discrimination .................................................................................................................... 2
1.4 INSPECTION OF MEMORANDUM OF UNDERSTANDING ....................................................................... 2
1.5 EXISTING LAWS, REGULATIONS & POLICIES .................................................................................... 2
1.6 STRIKES & LOCKOUTS ................................................................................................................... 2
1.7 SEVERABILITY ............................................................................................................................... 2
1.8 PREVAILING RIGHTS ....................................................................................................................... 2
1.9 FULL UNDERSTANDING, MODIFICATION, WAIVER ............................................................................. 2
1.9.1 Understanding ............................................................................................................................. 2
1.9.2 Waiver & Modification .................................................................................................................. 2 2 MMBA ......................................................................................................................................... 3
2.1 UNION RIGHTS ............................................................................................................................... 3
2.1.1 Union Stewards Designation ....................................................................................................... 3
2.1.2 Bulletin Boards ............................................................................................................................. 3
2.1.3 Association Orientation of New Employees ................................................................................. 3
2.1.4 Employee Information .................................................................................................................. 3
2.2 DUES DEDUCTION .......................................................................................................................... 3
2.2.1 Collection of Dues ........................................................................................................................ 3
2.2.2 Dues Collection during Separation from Employment ................................................................. 4
2.2.3 Agency Shop ............................................................................................................................... 4
2.2.4 Indemnification ............................................................................................................................. 4
2.3 MANAGEMENT RIGHTS ................................................................................................................... 4
2.4 COMMENCEMENT OF NEGOTIATIONS ............................................................................................... 5 3 COMPENSATION .................................................................................................................... 5
3.1 GENERAL WAGES AND COMPENSATION .......................................................................................... 5
3.1.1 Pay Dates .................................................................................................................................... 5
3.1.2 General Wage Increase ............................................................................................................... 6
3.1.3 Compensation Goal & Definitions ................................................................................................ 6
3.1.4 Compensation Surveys ................................................................................................................ 7
3.1.5 Compensation Plan ..................................................................................................................... 7
3.1.6 Fair Labor Standards Act ............................................................................................................. 7
3.2 STEP INCREASES ........................................................................................................................... 7
3.2.1 Entry Level Step .......................................................................................................................... 8
3.2.2 Consideration for Step Increases ................................................................................................ 8
3.2.3 Merit Increases ............................................................................................................................ 8
3.2.4 Anniversary Date ......................................................................................................................... 8
3.2.5 Promotions ................................................................................................................................... 8
3.2.6 Performance Evaluations ............................................................................................................. 8
3.3 SALARY CHANGE ON RECLASSIFICATION ........................................................................................ 8
3.3.1 To a Lower Classification ............................................................................................................. 8
3.3.2 To a Different Classification with the Same Salary Range .......................................................... 9
3.3.3 To a Higher Classification ............................................................................................................ 9
3.4 SPECIFIED WAGE ADJUSTMENTS / DIFFERENTIALS .......................................................................... 9
3.4.1 Out of Class Compensation ......................................................................................................... 9 WCE MOU 20241 - 20274 ii
3.4.2 Shift Differential Pay .................................................................................................................... 9
3.5 ADDITIONAL PAY ........................................................................................................................... 9
3.5.1 Required Professional Licenses and Registration ..................................................................... 10
3.5.2 Professional Development ......................................................................................................... 10
3.5.3 Allowable Expenses ................................................................................................................... 10
3.5.4 Procedures for Reimbursement ................................................................................................. 10
3.5.5 Bilingual Pay .............................................................................................................................. 11
3.5.6 Uniform Allowance ..................................................................................................................... 11 4 BENEFITS ............................................................................................................................... 12
4.1 EMPLOYEE BENEFITS COMMITTEE ................................................................................................ 12
4.2 HEALTH & WELFARE.................................................................................................................... 12
4.2.1 Full Flex Cafeteria Plan ............................................................................................................. 12
4.2.2 Retirees Health Insurance ......................................................................................................... 13
4.2.3 Pro Rata Benefit Rules .............................................................................................................. 14
4.2.4 Health and Dependent Care Spending Accounts ...................................................................... 14
4.2.5 Health Insurance Providers ....................................................................................................... 14
4.3 DENTAL PLAN .............................................................................................................................. 15
4.3.1 Dental Plan ................................................................................................................................ 15
4.4 VISION PLAN ................................................................................................................................ 15
4.5 RETIREMENT CONTRIBUTION ........................................................................................................ 15
4.5.1 Member Contribution ................................................................................................................. 15
4.5.2 Retirement Plans ....................................................................................................................... 15
4.5.3 Member Cost of Living Rates .................................................................................................... 16
4.5.4 Service Credit for Sick Leave .................................................................................................... 16
4.5.5 Pension Committee ................................................................................................................... 16
4.6 STATE DISABILITY INSURANCE (SDI) ............................................................................................ 16
4.7 DEFERRED COMPENSATION .......................................................................................................... 17 5 LEAVES ................................................................................................................................... 17
5.1 SICK LEAVE ................................................................................................................................. 17
5.1.1 Eligibility ..................................................................................................................................... 17
5.1.2 Sick Leave Accrual .................................................................................................................... 17
5.1.3 Use of Sick Leave ...................................................................................................................... 17
5.1.4 Advance of Sick Leave .............................................................................................................. 18
5.1.5 Compensation for Unused Sick Leave ...................................................................................... 18
5.2 VACATION LEAVE......................................................................................................................... 18
5.2.1 Eligibility ..................................................................................................................................... 18
5.2.2 Rate of Accrual .......................................................................................................................... 18
5.2.3 Administration of Vacation Leave .............................................................................................. 19
5.3 HOLIDAYS.................................................................................................................................... 19
5.3.1 Paid Holidays ............................................................................................................................. 19
5.4 OTHER LEAVES ........................................................................................................................... 20
5.4.1 Bereavement Leave ................................................................................................................... 20
5.4.2 Jury Duty .................................................................................................................................... 20
5.4.3 Military Leave ............................................................................................................................. 21
5.4.4 Leave of Absence Without Pay ................................................................................................. 21
5.4.5 Industrial Injury Leave ................................................................................................................ 21
5.4.6 Family Medical Leave ................................................................................................................ 22
5.4.7 Catastrophic Leave .................................................................................................................... 22
5.4.8 Paid Parental Leave .................................................................................................................. 22
5.4.9 End of Life Care Leave .............................................................................................................. 23 6 TERMS & CONDITIONS OF EMPLOYMENT ................................................................. 24
6.1 HOURS OF WORK .......................................................................................................................... 24
6.2 OVERTIME ................................................................................................................................... 24
6.3 COMPENSATORY TIME POLICY ..................................................................................................... 24
6.3.1 Accrual Limit .............................................................................................................................. 24 WCE MOU 20241 - 20274 iii
6.3.2 Overtime Rate ............................................................................................................................ 25
6.4 STAND BY OR CALL BACK DUTY .................................................................................................. 25
6.4.1 Compensation When Not Assigned to Call Back Duty .............................................................. 25
6.5 PROBATIONARY PERIOD ............................................................................................................... 25
6.5.1 Purpose of Probation ................................................................................................................. 25
6.5.2 Probationary Period ................................................................................................................... 25
6.5.3 Rejection During Probation ........................................................................................................ 25
6.5.4 Notification of Rejection ............................................................................................................. 25
6.5.5 Extension of Probationary Period .............................................................................................. 25
6.5.6 Regular Status ........................................................................................................................... 25
6.5.7 Promotion of Probationary Employee ........................................................................................ 25
6.5.8 Unsuccessful Passage of Promotional Probation...................................................................... 25
6.5.9 Lateral Transfer Probation ......................................................................................................... 26
6.6 TRANSFERS / REASSIGNMENTS .................................................................................................... 26
6.6.1 Minimum Qualifications & Probation .......................................................................................... 26
6.6.2 Transfer Procedures .................................................................................................................. 26
6.7 PERSONNEL RULES & REGULATIONS............................................................................................ 26
6.7.1 Drug & Alcohol Policy ................................................................................................................ 27
6.7.2 Confidential Nature of Personnel Records ................................................................................ 27
6.7.3 Confidential Nature of Medical Records .................................................................................... 27
6.7.4 Outside Employment Policy ....................................................................................................... 27
6.7.5 Use of City Vehicle .................................................................................................................... 27
6.7.6 Safety Policy .............................................................................................................................. 27
6.8 MISCELLANEOUS ......................................................................................................................... 27
6.8.1 Gratuities/Solicitation of Contributions ....................................................................................... 27
6.8.2 Return of City Equipment ........................................................................................................... 27
6.8.3 Political Activity .......................................................................................................................... 27
6.8.4 Employment of Relatives ........................................................................................................... 27
6.8.5 Labor / Management Meetings .................................................................................................. 28
6.8.6 Contract Orientation Work Sessions ......................................................................................... 28
6.8.7 Gym Reimbursement ................................................................................................................. 28 7 PROCEDURES ......................................................................................................................... 28
7.1 DEMOTION & SUSPENSION ........................................................................................................... 28
7.1.1 Demotion.................................................................................................................................... 28
7.1.2 Suspension ................................................................................................................................ 28
7.2 TERMINATION OF EMPLOYMENT .................................................................................................... 28
7.2.1 Resignation ................................................................................................................................ 29
7.2.2 Termination - Layoff (Lack of work or funds) ............................................................................. 29
7.2.3 Termination - Disciplinary Action ............................................................................................... 29
7.2.4 Retirement ................................................................................................................................. 29
7.2.5 Rejection During Probation ........................................................................................................ 29
7.3 DISCIPLINARY ACTION .................................................................................................................. 29
7.3.1 Right to Discipline & Discharge ................................................................................................. 29
7.3.2 Preliminary Notice ...................................................................................................................... 30
7.3.3 Disciplinary Action and Appeal .................................................................................................. 30
7.3.4 Harassment Policy ..................................................................................................................... 30
7.4 GRIEVANCE PROCEDURE ............................................................................................................. 30
7.4.1 Definition .................................................................................................................................... 30
7.4.2 Procedure .................................................................................................................................. 31
7.4.3 Arbitration................................................................................................................................... 31
7.4.4 General Provisions .................................................................................................................... 32
7.5 POSITION RECLASSIFICATION ....................................................................................................... 32
7.6 FURLOUGH PROGRAM .................................................................................................................. 33
7.6.1 Voluntary Time Off (VTO) .......................................................................................................... 33
7.6.2 Mandatory Time Off (MTO) ........................................................................................................ 33
7.7 REDUCTION IN FORCE .................................................................................................................. 34 WCE MOU 20241 - 20274 iv
7.7.1 Authority ..................................................................................................................................... 34
7.7.2 Notice ......................................................................................................................................... 34
7.7.3 Order of Layoff ........................................................................................................................... 34
7.7.4 Seniority ..................................................................................................................................... 34
7.7.5 Bumping Rights ......................................................................................................................... 35
7.7.6 Transfer Rights .......................................................................................................................... 35
7.8 RE-EMPLOYMENT ........................................................................................................................ 35
7.8.1 General Guidelines .................................................................................................................... 35
7.8.2 Right to Re-Employment ............................................................................................................ 35
7.8.3 Time Limits................................................................................................................................. 35
7.8.4 Availability .................................................................................................................................. 35
7.8.5 Probationary Status ................................................................................................................... 35
7.8.6 Restoration of Benefits .............................................................................................................. 35
7.8.7 Layoff Procedure Notification..................................................................................................... 36 1 General Provisions ...................................................................................................................... 1
1.1 Introduction .................................................................................................................................. 1
1.1.1 Scope of Agreement .................................................................................................................... 1
1.1.2 Term of MOU ............................................................................................................................... 1
1.2 Recognition .................................................................................................................................. 1
1.2.1 Bargaining Unit ............................................................................................................................ 1
1.2.2 Notice to Employees .................................................................................................................... 1
1.3 Non-Discrimination ...................................................................................................................... 1
1.3.1 In General .................................................................................................................................... 1
1.3.2 Union Discrimination .................................................................................................................... 2
1.4 Inspection of Memorandum of Understanding............................................................................. 2
1.5 Existing Laws, Regulations & Policies ......................................................................................... 2
1.6 Strikes & Lockouts ....................................................................................................................... 2
1.7 Severability .................................................................................................................................. 2
1.8 Prevailing Rights .......................................................................................................................... 2
1.9 Full Understanding, Modification, Waiver .................................................................................... 2
1.9.1 Understanding ............................................................................................................................. 2
1.9.2 Waiver & Modification .................................................................................................................. 2 2 MMBA .......................................................................................................................................... 3
2.1 Union Rights ................................................................................................................................ 3
2.1.1 Union Stewards Designation ....................................................................................................... 3
2.1.2 Bulletin Boards ............................................................................................................................. 3
2.1.3 Association Orientation of New Employees ................................................................................. 3
2.1.4 Employee Information .................................................................................................................. 3
2.2 Dues Deduction ........................................................................................................................... 3
2.2.1 Collection of Dues ........................................................................................................................ 3
2.2.2 Dues Collection during Separation from Employment ................................................................. 4
2.2.3 Agency Shop ............................................................................................................................... 4
2.2.4 Indemnification ............................................................................................................................. 4
2.3 Management Rights ..................................................................................................................... 4
2.4 Commencement of Negotiations ................................................................................................. 5 3 Compensation .............................................................................................................................. 5
3.1 General Wages and Compensation ............................................................................................ 5
3.1.1 Pay Dates .................................................................................................................................... 5
3.1.2 General Wage Increase ............................................................................................................... 6
3.1.3 One-Time Payments .................................................................................................................... 6
3.1.4 Compensation Goal & Definitions ................................................................................................ 6
3.1.5 Compensation Surveys .............................................................................................................. 67
3.1.6 Compensation Plan ..................................................................................................................... 7
3.1.7 Fair Labor Standards Act ............................................................................................................. 7
3.2 Step Increases ............................................................................................................................. 7
3.2.1 Entry Level Step .......................................................................................................................... 7 WCE MOU 20241 - 20274 v
3.2.2 Consideration for Step Increases .............................................................................................. 78
3.2.3 Merit Increases .......................................................................................................................... 78
3.2.4 Anniversary Date ......................................................................................................................... 8
3.2.5 Promotions ................................................................................................................................... 8
3.2.6 Performance Evaluations ............................................................................................................. 8
3.3 Salary Change on Reclassification .............................................................................................. 8
3.3.1 To a Lower Classification ............................................................................................................. 8
3.3.2 To a Different Classification with the Same Salary Range ........................................................ 89
3.3.3 To a Higher Classification .......................................................................................................... 89
3.4 Specified Wage Adjustments / Differentials ............................................................................... 89
3.4.1 Out of Class Compensation ......................................................................................................... 9
3.4.2 Shift Differential Pay .................................................................................................................... 9
3.5 Additional Pay .............................................................................................................................. 9
3.5.1 Required Professional Licenses and Registration ....................................................................... 9
3.5.2 Professional Development ....................................................................................................... 910
3.5.3 Allowable Expenses ................................................................................................................... 10
3.5.4 Procedures for Reimbursement ................................................................................................. 10
3.5.5 Bilingual Pay .......................................................................................................................... 1011
3.5.6 Uniform Allowance ..................................................................................................................... 11 4 Benefits ...................................................................................................................................... 11
4.1 Employee Benefits Committee .................................................................................................. 11
4.2 Health & Welfare .................................................................................................................... 1112
4.2.1 Full Flex Cafeteria Plan ......................................................................................................... 1112
4.2.2 Retirees Health Insurance ..................................................................................................... 1313
4.2.3 Pro Rata Benefit Rules .............................................................................................................. 13
4.2.4 Health and Dependent Care Spending Accounts ...................................................................... 13
4.2.5 Health Insurance Providers ................................................................................................... 1414
4.3 Dental Plan ................................................................................................................................ 14
4.3.1 Dental Plan ................................................................................................................................ 14
4.4 Vision Plan ................................................................................................................................. 14
4.5 Retirement Contribution ............................................................................................................. 14
4.5.1 Member Contribution ................................................................................................................. 14
4.5.2 Retirement Plans ................................................................................................................... 1515