FIRE MANAGEMENT UNIT SUCCESSOR MOU
TERM: JULY 1, 202219 – JUNE 30, 20252
CITY OF STOCKTON
FIRE SERVICES MANAGEMENT UNIT
MEMORANDUM OF UNDERSTANDING
The Stockton Firefighters’ Local 456, Inter
national Association of Firefighters and
representatives of the City of Stockton have met and conferred in good faith regarding wages, hours and other terms of conditions of employment for employees in the representation unit identified in Section 1 of this Memorandum of Understanding, have exchanged freely information, opinions, an d proposals, and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
This Memorandum of Understan ding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code sections 3500-3511) (“MMBA”) and has been jointly prepared by the parties.
This Memorandum of Understanding shall be presented to the Stockton City Council as the joint recommendations of the undersigned regar ding wages, hours and other terms and conditions of employment for th e period commencing July 1, 20 2219, and ending on June 30, 20252. This agreement shall supersede all ot her existing agreement s on the matters set forth herein.
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Table of ContentsTABLE OF CONTENTS
SECTION 1. RECOGNITION………………………………………………………….……….1
SECTION 2. UNION SECURITY……………………………………………………….……... 22
2.1 Union Membership Dues and Payroll Deductions ........................................ 2
2.2 Use of City Facilities ..................................................................................... 3
2.3 Advance Notice ............................................................................................ 3
2.4 Attendance at Meetings by Employees/Release Time ................................. 4
2.5 New Hire Employee Orientation and Information Requirements .................. 4 SECTION 3. NON-DISCRIMINATION/EQUAL EMPLOYMENT .…………………………. 65
3.1 Non-Discrimination/ Equal Employment ........................................................ 5 SECTION 4. PROBATION ..…………………………………………………………………...76
SECTION 5. LAYOFF…………………………………….................. ...................................87
5.1 Layoff Scope ................................................................................................ 7
5.2 Notice of Layoff ............................................................................................ 7
5.3 Precedence by Empl oyment Status ............................................................. 7
5.4 Employee Options ........................................................................................ 8 SECTION 6. REEMPLOYMENT ……………………………………………………………..9
SECTION 7.
DISCIPLINE..……… ……………………………………………………...........111
1SECTION 7.
DISCIPLINE..……………………………………………………………...........11
SECTION 8. GRIEVANCE
PROCEDURES………………………………………………...1212SECTION 8.
GRIEVANCE PROCEDURES………………………………………………...12
8.1 Defi nition .................................................................................................... 11
8.2 Filing Deadline ............................................................................................ 11
8.3 Grievance Processing ................................................................................ 11
8.4 Scope of Ar bitration .................................................................................... 12
8.5 Other Pr ovisions ......................................................................................... 12 SECTION 9. LEAVES………………………………………………………………….……...1515
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9.1 . Vacation Leave .................................................................................... 1515
9.2 . Sick Leave ........................................................................................... 1717
9.3 . Other Leaves with Pay ......................................................................... 2018
9.4 . Workers' Compensation Leave ............................................................ 2221
9.5 . Leaves of Absence .............................................................................. 2322
9.6 . Leaves of Absence without Pay ......................................................... 24232
9.7 . Absence Without Official Leave (AWOL) ............................................. 2524 SECTION 10. DAYS AND HOURS OF WORK………………………………...……….… 2725
10.1 . Workweek ............................................................................................ 2725
10.2 . Shift Trades .......................................................................................... 2725
10.3 . Staffing ................................................................................................. 2725 SECTION 11. OVERTIME…………………………………………………………………….2926
11.1 . Overtime Authorization ........................................................................ 2926
11.2 . DefinitionFair Labor Standards Act (FLSA) Agreement ......................... 264
11.3 . Compensatory Time ............................................................................. 3027
11.4 . Fair Labor Standards Act ..................................................................... 3027 SECTION 12. HOLIDAYS………………………………………………………………....…. 297
SECTION 13. COMPENSATION OTHER THAN BASE SALARY….............. ........….…3129
13.1 . PERS Benefits for Unit Employees hired on or before 12/28/201206/30/2011 ............................................................................................................. 3129
13.2 PERS Benefits for Unit Employee s hired on or afte r 07/01/201112/29/2012 and
before 01/ 01/2013 .................................................................................... 30
13.3 PERS Benefits for Unit Employ ees hired on or after 01/01/2013 ............. 30
13.4 . Uniform Allowance ............................................................................... 3833
13.5 . Certificate Incentive Pay .................................................................... 38331
13.6 . Emergency Medical Technician Certification ....................................... 3833
13.7 . Mileage Reimbursement for Private Vehicle Use ................................. 3934
13.8 . Longevity Pay ...................................................................................... 3934
13.9 . Contagious Disease ........................................................................... 39342
13.10. Specialty Assignment Pay ................................................................. 4035
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13.11. Acting Pay ......................................................................................... 4035
13.12. Call-Back Pay .................................................................................... 4035
13.13. Paramedic Certificate Pay ................................................................. 4035
13.14. Wellness-Fitness Program ................................................................ 4136
13.15 CalPERS Re portability ........................................................................... 34
13.16 Lapse of Certification ………..………………………………………………34 SECTION 14. INSURANCE PLANS…………………………………………………………4237
14.0 Reopener Clause for Health Insu rance. ....................................................... ................................................................................................................. 35
14.1 Health Insurance and Welfare Related Benefits …………………………...35
14.2 Long Term Disability …………………………………………………………..386
14.3 Life Insurance .……………………………………………………………........37
14.4 Retiree M edical Trust ............................................................................... 37
14.5 Survivors' Medical Benefit……………………………………………………..398 SECTION 15. SALARY PLAN ………………………………………………………………..39
15.1 Salary Ranges ………………………………………………………………….309
15.2 Salary Upon Appointment ……………………………………………….…....309
15.3 Salary Equivalents ………………………………………………………….….309
15.4 Salary Step After Military Leave ……………………………………….……..309
15.5 Salary Step When Salary Range is Increased ………………..............……319
15.6 Salary Step After Pr omotion or Demotion …………………………………...410
15.7 Salary on Reinstatement ………………………………………………………410
15.8 Salary Adjustments …………………………………………………………….410
15.9 Bi-Weekly Pay Period ………………………………………………………….41
15.10 Lump Sum Payment ………………………………………………………….421
SECTION 16. SEPARABILITY OF PROVISIONS……………………………………........432 SECTION 17. PRACTICES AND EXISTING MEMORANDA OF UNDERSTANDING…432 SECTION 18. SCOPE OF AGREEMENT………………………………………………...…432 SECTION 19. DURATION OF AGREEMENT……………………………………..………..432 SECTION 20. MAINTENANCE OF OPERATIONS………………………………………...442
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APPENDIX A. COLA AND MARKET ADJUSTMENTS ……………………………………….…. ................................................................................................................. 45
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SECTION 1. RECOGNITION
1.1 . City Recognition
The City Manager, or any person or organization duly authorized by the City Manager, is the representative of the City of Stockton, hereafter referred to as the "City," in employer employee relations as provided in Resolution No. 32,538, adopted by the City Council on August 4, 1975.
1.2 . Union Recognition
Pursuant to Resolution No. 36,011, adopted by the Stockton City Council on February 14, 1979, Stockton Firefighters' Local 456 (formerly Local 1229), International Association of Firefighters, is the recognized employee organization representing the Fire Services Management Unit, hereafter referred to as the “Union.”
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SECTION 2. UNION SECURITY
2.1 Union Membership Dues and Payroll Deductions
(a) (a) In accordance with the Senate Bill ( SB) 866, the parties agree to the following process for making, cancelli ng, or changing payroll deductions for Union membership dues deductions.
(b) (b) As certified in writing by the Union to the City in a manner consistent with the requirement of ( SB) 866, the City will deduct the monthly Union membership dues, initiation fees, general assessments and payments for membership benefits program s sponsored by the Union from the salary or wages of all bargaining unit employees, and pay such amounts to the union. (1) All employee requests to cancel or change membership dues deductions shall be directed to the Union.
(2) The City shall rely on upon written notification from the Union for any and all employee requests to cancel or change payroll deduction s for memberships dues.
(3) The Union is responsible to obtain and maintain voluntary written authorization for membership dues deductions.
(4) Membership dues deductions sha ll automatically renew unless written notice is provided by the authorized representative of the Union certifying a change in membership dues.
(5) The City shall honor any changes to membership dues deduction amounts provided by the Union.
(6) The Union is not required to provide a copy of individual employee authorizations to the City unless a dispute arises about the existence of terms of the authorization.
(7) Deduction notification s will be provided to
[email protected]@stocktonca.gov.
(7)
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(8) Changes and/or cancellations rece ived by the City prior to the 15 th of the month will be processed no later than the first pay period of the second month. Example: Union notifies the City on January 15 th, the deductions will be effective no later than the first full pay period in March. The parties recognize there is a lapse in time due to pay period processing constraints. The City will make every effort to process earlier if possible.
(8)
(c) Hold Harmless Provision.
(a) The Union shall indemnify, defend, and ho ld the City harmless against any claims made and/or any suit against the City which may arise as a result of its deductions for membership dues or other programs sponsored by the Union.
2.2 Use of City Facilities
The Union shall be allowed by the City department in which it represents employees use of space on available bulletin boards for communications having to do with official Union business, such as times and places of meetings, provided such use does not interfere with the needs of the department.
Any representative of the Union shall give notice to the Fire Chief or the Fire Chief’s designated representative when contacting Department employees on City facilities during the duty period of the employees, provided that solicitation for membership or other internal Union business shall be conducted during the non - duty hours of all employees concerned. Prearrangement for r outine contact may be made with the Fire Chief or the Fire Chie f’s designated representative and , when made , shall continue until revoked by the Fire Chief.
City buildings and other facilities may be ma de available for use by City employees and the Union or their representatives in accordance with such administrative procedures as may be established by the City Manager or department heads concerned.
Members of the Union are prohibited from using City equipment and/or time for their personal use.
2.3 Advance Notice
Except in cases of emergency, the Union shall be given reasonable advance written notice of the proposed change to any ordinance, resolution, rule, or regulation to be adopted by the City that relates to matters within the scope of representation and
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shall be given the opportunity to negotia te, if requested, with the management representatives designated by the City Manager.
In cases of emergency which constitute an imminent threat to the City’s financial and/or other resources, the City may immediately implement any emergency measures the City deems necessary to prevent the public business and/or the City’s operations from being financially or otherwise impaired and deal with the emergency at hand. At the earliest practicable date thereafter, the Union shall be provided with the notice described above and be given an opportunity, if requested, to negotiate changes to the content of said notic e with the management representatives designated by the City Manager.
2.4 Attendance at Meetings by Employees/Release Time
Release Time Related to Meet and Conf er. City employees who are official representatives of the Un ion shall be given reasonable time off with pay, in accordance with the MMBA, to attend meetings with City management representatives where matt ers within the scope of repr esentation or grievances related to this unit are being considered. T he use of official re lease time for this purpose shall be reasonable and shall not inte rfere, as determined by the City, with the performance of City services. Such em ployee representatives shall request an excused absence, prior to the scheduled m eeting, whenever possible. Except by mutual agreement, the number of employees excused for release time related to meeting with City management on meet and c onfer and grievance matters shall not exceed three (3) per recognized bargaining unit.
2.5 New Hire Employee Orientation and Information Requirements (a) (a) In accordance with the Assembly Bill (AB) 119, the City shall provide the Union i) not less than ten ( 10) days’ notice in advance of the new hire employee orientation, and ii) within thirty (30) days of hire or by the first pay period of the month following hire a list containing the following information on file from the City’s Human Resources database system (currently HTE):
1.(1) Name;
2.(2) Job title;
3.(3) Department;
4.(4) Work location;
5.(5) Personal cellular telephone numbers, including work and home;
6.(6) Personal email addresses as provided by new hire employee; and
7.(7) Home address.
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The above information shall be updated and provided to the Union at least every one-hundred and twenty (120) days for all bargaining unit members.
SECTION 3. NON-DISCRIMINATION/EQUAL EMPLOYMENT
3.1 Non-Discrimination/Equal Employment
The City and the Union agree that there shall be no discrimination of any kind on the basis of age (over 40), race, creed, color, religion (creed), national origin (ancestry), military or veterans status, physical orand mental disability, medical condition, genetic information, marital status, sexual orientation, sex (sexual, gender based including, pregnancy, / childbirth, breastfeeding or related medical conditions ), gender identity/expression, sexual orientation, political affiliation, legitimate Union activity, or on any other basis prohibited by applicable Ffederal and State la w against any employee or applicant for employment. In addition, the Union shall cooperate with the City, to the ex tent authorized by Ffederal and State laws and regulations, in furthering the City’s objective of promoting equal employment opportunities.
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SECTION 4. PROBATION
All promotional Fire Department appointments shall be subject to a probationary period of twelve (12) months. The probationary period for Fire Department promotional positions shall not be extended.
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SECTION 5. LAYOFF
Any employee may be laid off by the appointi ng authority in the event of the abolition of his/hertheir position by the City Council or if a shortage of work or funds requires a reduction in personnel. The appointing authority shall have the power to determine, after consideration of work requirements and the efficiency and conduct of individual employees and their length of service, the order in which employees shall be laid off.
5.1 Layoff Scope
a.(a) Layoffs shall be within departments of the City. b.(b) The departments of the City are defined as follows:
1)(1) Administrative Services Department
2)(2) City Attorney
3)(3) City Auditor
4)(4) City Clerk
5)(5) City Manager
6)(6) Community Development Department
7)(7) Community Services
8)(8) Economic Development
9)(9) Fire Department
10)(10) Human Resources Department
11)(11) Information Technology Department
12)(12) Municipal Utilities Department
13)(13) Police Department
14)(14) Public Works Department
5.2 Notice of Layoff
The City will give advance written notice of at least one (1) pay period to employees who will be laid off.
5.3 Precedence by Employment Status
No permanent regular status employee shall be laid off while employees working in an extra help, seasonal, temporary, provis ional, or probationary status are retained in the same classification as such permanent regular status employee. The order of
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layoff among employees not having permanent regular status shall be according to the following categories, as listed in ascending order:
a.(a) Extra Help
b.(b) Provisional
c.(c) Temporary
d.(d) Probationary
Layoffs shall be by job classification accord ing to the length of time served in that class, except as specified above. For the purpose of this procedure, part time classes shall be considered separate from , and shall be laid off prior to , regular full-time classes. The following provisions shall apply in computing total continuous service:
(a) Time spent on military leave shall count as service if the leave was taken subsequent to entry in the Department.
(b) Time worked in an extra help, seasonal, provisional, temporary, grant, or other limited term status shall not count as service for any other class. (c) Time worked in a permanent regular status or probationary status shall count as service time.
If two (2) or more employees have the same s eniority, the order of seniority shall be determined by the employees ’ examination results and ranking on the respective eligibility list upon which the employees’ were subsequently hired.
5.4 Employee Options
Employees laid off shall have the following choices:
a.(a) Displacing the employee in the same department and in the same or clearly comparable classification as determined by the Director of Human Resources as having the least (total service) seni ority. This option shall be exercised before any other option.
(b) Taking a voluntary demotion within the department to a classification in which the employee had prior permanent regular status, thus displacing the employee working in that classificati on who has the least (total service) seniority.
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(a)
SECTION 6. REEMPLOYMENT
When an employee in thewith classified service, whose performance evaluation conducted by the employing department re flects that the employee is performing duties satisfactorily , is laid off due to lack of funds or their position is abolished or they are on an authorized leave of absence and are is ready to report for duty when a pos ition is open, the Civil Service Commission shall cause the name of the employee in the appropriate class to be placed on the reemployment list. Exc ept as otherwise provided in s ubsection (b) below, the Civil Service Commission shall cause the name of each em ployee laid off in accordance with these rules to be placed on the reemployment list for the appropriate class for reemployment thereafter when vacancies occur.
(a) (a) Laid off employees who separate from City of Stockton employment will be placed on the reemployment list for two (2) years.
(b) An employee who receive s a notice of layoff and exercises the option to demote to a previously held lower classification shall be placed on the reemployment list for the position from which the employee was demoted, as provided for above, and remain on the list as long as the employee re mains an employee of the City or only for a period of two ( 2two) years from the date of separat ion due to layoff, whichever is longer, or until the employee declines appointment to the position. The reemployment rights granted by this subsection are applicab le only to employees who demote to a previously held lower classification after receiving a notice of layoff.
The reemployment list for any class shall be es tablished by a Civil Service resolution, as needed. The order in which nam es shall be placed on the reem ployment list for any class shall be by seniority, which means “last laid off, first rehired.” An employee who waives reemployment three (3) times shall have theirhis/her name removed from the reemployment list, unless mutually agreed to by the Department and the employee.
If the changes listed above require Civil Servic e approval, the Association agrees to not object to these changes in the duration of reemployment lists consistent with this section.
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SECTION 7. DISCIPLINE
Disciplinary action, including di scharge, suspension, reduction in pay, demotion, or other employment penalty may be taken against any employee for cause.
The appointing authority may discharge, suspend, or demote any employee in the classified service provided the City Charter provisi ons, the Civil Service Commission Rules and Regulations, and any applicable pr ovisions of law are followed. Such provisions allow the employee discharged, suspended, demoted, or reduced in pay to file an appeal to the Civil Service Commission for such disciplinary action. The employee may take any one (1) of the following actions:
(a) File no appeal.
(b) File an appeal with the Civil Service Co mmission within ten (10) business days of receipt of written notification of the disciplinary action. Such filing will foreclose the use of the grievance procedure.
(c) File a grievance as provided for in Secti on 8.2, below, within ten (10) business days of receipt of written notification of the disciplinary action.
If the employee fails to do “(b)” or “(c),” above, within the prescribed time frames, those rights will have been waived.
Lesser forms of disciplinary actions, such as written reprimands and transfers for purposes of punishment that do not involve loss of pay, may be appealed in accordance with the Fire Department’s “Fire Fighters Procedural Bill of Rights ( FOBOR) Informal Discipline Appeal Procedure.”
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SECTION 8. GRIEVANCE PROCEDURES
8.1 Definition
A grievance is any dispute which involves the interpretation or application of those rules, regulations, and resolutions which have been, or may hereafter be, adopted by the City Council to govern personnel practices and working conditions, including such rules, regulations, and resolutions as ma y be adopted by either the City Council or the Civil Service Commission to affect Memoranda of Understanding which result s from the meeting and conferring process.
8.2 Filing Deadline
No grievance involving demotion, suspens ion, discharge, or other employment penalty will be entertained unless it is filed in writing with the Director of Human Resources within ten (10) business days of the time the affected employee received written notification of such action.
For purposes of filing appeals and grievances, the City’s business days/hours are Monday through Friday, 8:00 a.m. to 5:00 p.m., excluding City-recognized holidays.
8.3 Grievance Processing
(a) Step 1 - Departmental Review. Any employee who believes that he/she hasclaiming to have a grievance may discuss the matter with such management official as the Fire Chief may designate. If the issue is not resolved by the Department within sev en (7) working days from the day of presentation, or if the employee elects to submit his/herthe grievance directly to the Union’s recognized representative, the procedures set forth in Step 2, below, may be invoked.
(b) Step 2 - Director of Human Res ources Review. Any employee or any official of the Union may notify the Director of Human Resources in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. T he Director of Human Resources shall have twenty (20) working days in which to investigate the issues, meet with the complainant, and attempt to reach a satisfactory resolution of the problem.
No grievance may be processed under the following two (2) paragraphs which has not first been filed and investigated in accordance with this paragraph, except for the resolution of compensation complaints.
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(c) Step 3 - City Manager Review. Any grievance that has not been resolved by the procedures set forth above may be referred to the City Manager by the complainant or by the Director of Human Resources. Such referral shall be in writing, detailing the specif ic issues involved in the referral together with a statement of the resolu tion desired. The City Mana ger shall designate a personal representative, who shall not be the Director of Human Resources, to investigate the merits of the complaint, to meet with the complainant, and, if the complainant is not the Union, to meet also with the officials of the Union to settle the grievance or to make recommendations to the City Manager. (d) Step 4 - Arbitration. If the grievance is not resolved at Step 3, either the Union or the City may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between the Union and the City Manager. The fees and expenses of the arbitrator and of a court reporter shall be shared equally by both parties. Each party, however, shall bear the cost of its own presentation, including preparation and post hearing briefs, if any. (e) Effect of Decision. Decisions of arbitrators on matters properly before them shall be final and binding on the parties, except as otherwise provided herein.
8.4 Scope of Arbitration
No arbitrator shall entertain, hear, decide, or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union and unless such dispute falls within the definition of a grievance as set forth in paragraph 8.1, above.
Proposals to add to or change this Memo randum of Understanding or written agreements or addenda supplementary hereto shall not be arbitrable and no proposal to modify, amend, or terminate this Memo randum of Understanding, nor any matter or subject arising out of or in connecti on with such proposal, may be referred to arbitration under this section. The arbitrat or selected pursuant to this section shall not have the power to amend or modify this Memorandum of Understanding or written agreements or addenda supplementary hereto or to establish any new terms or conditions of employment.
No changes in this Memorandum of Understanding or interpretations thereof (except interpretations resulting from arbitr ation proceedings hereunder) will be recognized unless agreed to by the City Manager and the Union.
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8.5 Other Provisions
If the Director of Human Resources or the City Manager, in pursuance of the procedures outlined above, resolve a grievance which involves suspension or discharge, they may agree to payment for lost time or to reinstatement with or without payment for lost time, but in the event the dispute is referred to arbitration and the arbitrator finds that the City had cause to take the action complained of, the arbitrator may not substitute his/hertheir judgment for the judgment of management and if the arbitrator finds that the City had such right, he/shethey may not order reinstatement and may not assess any penalty upon the City.
All complaints alleging that the City is not compensating employees in accordance with the provisions of this M emorandum of UnderstandingOU shall be filed as grievances directly with the City Manager as grievances . Any other matters of compensation are to be resolved in t he meeting and conferring process, and , if not detailed in the Memorandum of Understanding which results from such meeting and conferring process, shall be deemed withd rawn until the meeting and conferring process is next open for such decision. No adjustment shall be retroactive for more than one-hundred and eighty (180) days from the date upon which the complaint was filed.
The provisions of this section shall not abridge any rights to which an employee may be entitled under the City Charter or Civil Service Rules and Regulations, nor shall it be administered in a manner that would abrogate any power which, under the City Charter or Civil Service Rules and Regulations, may be within the sole province and discretion of the Civil Service Commission.
All grievances of employees in representation units represented by the Union shall be processed under this section. If t he City Charter or Civil Service Rules and Regulations requires that anot her option be available to the employee, no action under Section 8.3(d), above, shall be taken unless it is determined that the employee is not utilizing such option.
No action under Section 8.3(d), above, sha ll be taken if action on the complaint or grievance has been taken by the Civil Servic e Commission, or if the complaint or grievance is pending before the Civil Service Commission.
If any award by an arbitrator requires action by the City Council or the Civil Service Commission before it can be placed in effect, the City Manager and the Director of Human Resources will recommend to the City Council or the Civil Service Commission, as appropriate, that it follow such award.
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SECTION 9. LEAVES
9.1 Vacation Leave
(a) Accrued Vacation Allowance. All regular status employees, excluding provisional, temporary, and part-time employees, shall accrue vacation leave as follows:.
1)(1) 40- hour workweek employee:
Under 1.5 years 80 hours
1.5 – 7.5 years 108 hours
7.5 – 15 years 144 hours
15 – 25 years 189 hours
25 plus years additional 7 hours each year
2)(2) 56- hour workweek employee:
Under 1.5 years 120 hours
1.5 – 7.5 years 162 hours
7.5 – 15 years 216 hours
15 – 25 years 283.5 hours
25 plus years additional 10.5 hours each
year
3) Employees shall accrue vacation leave on a twice-monthly basiseachon a per pay period basis..
(b) Maximum Vacation Accrual. Effective June 30, 2012, the following maximum vacation accruals shall take effect. Employees reaching the maximum hours provided here shall stop accruing additional vacation hours leave until they are below the caps listed here. No vacation hours leave may be added to sick leave balances without exception.
(1) The maximum number of vacation hours that employees shall accrue for employees on a 40 40-hour workweek shall accrue are as followsbe:
Under 1.5 years 120 hours
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1.5 – 7.5 years 240 hours
7.5 – 15 years 280 hours
15 – 25 years 320 hours
26 years 328 hours
27 years 336 hours
28 years 344 hours
29 years 352 hours
29 plus years 7 hours each additional year
4)(2) And for employees working on a 56 hour workweek the maximum number of vacation hours shall be:The maximum number of vacation hours that employees on a 56-hour workweek shall accrue are as follows:
Under 1.5 years 300 hours
1.5 – 7.5 years 360 hours
7.5 – 15 years 420 hours
15 – 25 years 480 hours
26 years 492 hours
27 years 504 hours
28 years 516 hours
29 years 528 hours
29 plus years 7 hours each additional year
(c) b. Longevity Vacation Allowance
1)(1) This Pp rogram is eliminated as of July 1, 2011. Employees with accrued longevity vacation allowance balances as of June 30, 2011 will have those balances frozen and cashed out upon separation at the employee’s rate of pay on June 30, 2011.
2)(2) Annual longevity vacation allowanc e accrual credited on January 1, 2011 shall be reduced by fifty percent (50%).
(d) c. Scheduling
1) 48/96 Shift Schedule.
(1) The 48/96 Shift Schedule for line fire suppression employees shall continue indefinitely with the contingency that the Fire Chief shall retain the ability to discontinue, change, or otherwise alter the work schedule consistent with his/hertheir management responsibility to control and
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direct all Stockton Fire Department ’s members and divisions. The following provisions shall apply, as long as the 48/96 Shift Schedule remains in effect:
a. A minimum of four (4) shifts of Accrued Vacation must be scheduled per year. The four (4) shift minimum is not required to be scheduled continuously and may be split into two (2) separate vacation periods of a minimum of two (2) consecutive shifts each.
b. Any Accrued Vacation that is not scheduled contiguous with the required four (4) shifts will be scheduled by mutual agreement of the employee and the Fire Chief.
d. Vacation Cash outAllowance for Separated Employees. (e) Employees separating from City service for any reason who have unused vacation time leave shall be paid for such vacation time up to the effective date of the last day of employment with the City. Payment for unused vacation shall be made at the final rate of pay. Payment for the unused vacation hours shall be paid post separation dat e at no later than the second regularly scheduled pay period pay date following separation. Prior to separation from City service, the City does not provide to employees any vacation cash out or sell back for accrued but unused vacation hours.
e. Vacation Allowance Sellback
Effective for fiscal year 2020/2021 and fiscal year 2021/2022, employees may elect to sell back up to a maximum of forty (40) hours from their unused accumulated vacation balance and/or froz en longevity vacation allowance, if eligible. Employees who desire to se ll back accrued leave hours must make an irrevocable election in December of the preceding fiscal year and identify the number of vacation leave and/or longevity vacation allowance hours they desire to sell back in January and/or July of the subsequent year, up to a total of forty (40) hours per fiscal year.
9.2 Sick Leave
(a) a. Accrual. All regular status employees on a forty (40) hour pera workweek schedule, except provisional, temporary, and part time employees, shall accrue sick leave at the rate of eight (8) hours for each full month of service. All regular status employees on a fifty-six (56) hour workweek schedule, except prov isional, temporary, and part-time employees shall
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accrue sick leave at a rate of twelve (12) hours for each month of service. All regular status employees, except provisional, temporary, and part time employees, working less than a full month shall accrue sick leave while off duty on authorized sick leave, provided, how ever, an employee shall not accrue sick leave during any leave or leaves of absence without pay granted to the employee.
(b) b. Usage. Employees are entitled to sick leave pay for those days that the employee would normally have worked, to a maximum of sick leave hours accrued by the employee.
An employee may use sick leave for prev entive medical, dental, optical care, and for illness, injury, or exposure to contagious disease, which incapacitates him/herthem from performing his/hertheir duties. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, and childbirth, and recovery therefrom.
c. Family Sick Leave. Employees may utilize fifty percent (50%) of their annual
(c) accrued sick leave to attend to cases of illness or injury in the employee's immediate family, except in instances where the employ ee is on approved FMLA or CFRA leave.
Such leave shall be restricted to the em ployee's parents, spouse, registered domestic partner, mother-in-law, father-in-law, child, stepchild, legal dependent, brother, sister, br other-in-law, sister-in-law, grandparent, and grandchild.
d. Procedures for Requesting and Approving Sick Leave. The employee shall
(d) notify the Chief's Operator, or if unav ailable, the shift Telecommunications Supervisor at the Emergen cy Communications Division (ECD) at the earliest reasonable time, but not later than 0645 hours of the day scheduled for duty.
When the requirement for sick leave is known to the employee in advance of his/hertheir absence, the employee shall reques t in writing authorization for such sick leave from the Fire Chief prior to such absence.
Before an employee may be paid for the use of accrued sick leave, he/shethey shall complete and submit to the Fire Chief a signed statement, on a prescribed form, setting forth the dates and hours of absence, the exact reason, and such other information as is necessary for his/herthe request to
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be evaluated. If an employee does not return to work prior to the preparation of the payroll, other arrangements may be made with the approval of the Fire Chief.
e. Doctor's Certificate or Other Proof. If an employee's illness results in an absence from work for more th an two (2) consecutive shifts, a doctor's
certificate or other reasonable proof of illness may be required by the Fire
(e) Chief.
The Fire Chief or designee may make such sick leave usage reviews and may require such physician's documentat ion as they deem necessary to einsure proper use of the sick leave benefit. In addition, t he Fire Chief may monitor and control the appropriate use of sick leave by employees and if reasonable cause is articulated, can limit us e of sick leave and require additional verification.
f. Use of Sick Leave While on Vacation. An employee who is injured or who becomes ill while on vacation may be pai d for sick leave in lieu of vacation leave
(a) provided that the employee:
(f)
(1) 1) Was hospitalized during the period fo r which sick leave is claimed, or
(2) 2) Received medical treatment or diagnosis and presents a statement indicating disabling illness or injury signed by a physician covering the period for which sick leave is claimed.
(g) g. Accessibility and Reporting. A ll officers and members of the Department on leave for sickness shall be available by telephone or at their home for consultation with the Fire Ch ief or the Fire Chief’s designee.
Exceptions to this rule shall only be made with the permission of the attending physician and Fire Chief.
All officers and members of the Department on leave for sickness for extended periods of time will make weekly progress reports by telephone to the Fire Chief’s office.
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h. Return to Duty. Upon availability for return to duty, the employee shall l
(h) notify the Chief's Operator, or , if unavailable, the shift Telecommunications Supervisor at the ECD at the earliest reasonable time, but not later than 6:00 p.m.1800 hours on the day prior to his/hertheir next scheduled duty period.
Sick leave may be granted for any period of time approved by the Fire Chief.
(i) i. Payment for Unused Sick Leave for Unit Employees. Effective February 17, 2012, all sick leave shall have no cash value upon separation of employment and employees shall not be allowed to cash out unused sick leave. Employees may be eligible to convert unused sick leave for CalPERS service credit at retirement based on the CalPERS contract provisions applicable to their employment.
(j) j. CalPERS Service Credit for Unused Sick Leave. Employees hired on or before December 28, 2012 shall be eligible to convert up to two thousand and eighty (2,080) hours of unused sick leave not otherwise compensated for in (k) below to CalPERS service credit at retirement. Employees hired after this date will not be eligible to convert sick leave to service credit in accordance with the City’s CalPERS contract to eliminate service credit for unused sick leave after this date. Service cr edit for unused sick leave shall be in accordance with CalPERS regulations.
k. Sick Leave Retention Benefit.
1.(k) AIf, a fter subtracting the equivalent of one (1) full year of service credit (2080 hours), which may be applied to CalPERS service credit, any balance remaining upon separation which the employee held on February 16, 2012, shall be paid at fifty percent (50%) of its cash value to separating employees after July 1, 2015.
9.3 Other Leaves with Pay
(a) a. Bereavement Leave. In the event of a death in the immediate family of an employee, the employee shall, upon his/hertheir request, be granted up to three (3) days bereavement leave with pay and without charge to his/hertheir accumulated sick leave credits or vacation eligibilityleave. The City Manager may grant an additional tw o (2) days bereavement leave upon request, which shall be charged against the employee's accumulated sick leave credits in cases where extensive travel is required to attend the funeral.
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For the purposes of this paragraphsection, “immediate family” shall be restricted to the employee’s parents, spouse, registered domestic partner, mother-in-law, father-in-law, child, stepchild, brother, sister, brother-in-law, sister-in-law, grandparent, and grandchild.
In the event of the death of a person not immediately related to an employee, as defined above, the employee's department head may grant up to three (3) days leave upon request, which shall be charged against the employee's accumulated sick leave credits.
(b) b. Court Appearance. Upon approval by the Fire Chief, an employee, other than a provisional or temporary em ployee, shall be permitted authorized absence from duty for appearance in court for jury service, in obedience to a subpoena, or by direction of proper authority in accordance with the following provisions:
(1) Such absences from duty will be compensated for actual hours the employee serves on the jury or testifies as a witness in a criminal case, other than as a defendant, including necessary travel time. This shall include the time from when the employee is ordered to appear until the time the employee is released from the court. As a condition of receiving full pay, the employee must remit to the City, within fifteen (15) days after receipt, all fees received, except those specifically allowed for mileage and expenses. The employ ee shall remit such fees to the City through the employee's department head.
(2) On-duty employees shall return to work immediately upon release from court.
(3) Absences from duty will be without pay when the employee appears in private litigation to which the City is not a party.
(4) Notwithstanding the foregoing, attendance in court or at a deposition in connection with an employee’s official duties for a case in which the City is a party, together with travel time and necessarily in volved, shall not be considered in terms of actual hours spent performing those duties and paid as hours worked.
(c) c. Maternity Leave. Time off the jobfromof work for pregnancy, childbirth, and related medical conditions will be covered as required by State and Ffederal law and applicable City policy. Employees may use sick leave, leave without pay, annual leave, or a combination of these benef its, depending on
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the nature of the case and the time medically required to recuperate.
Generally, a six (6) week recovery period after delivery is medically indicated. (d) d. Military Leave. An employee of th e City who is a member of the National Guard or Naval Militia or a member of the Reserve Corps or Force of the Federal Military, Naval, or Marine Service and is ordered to duty shall be granted leave with pay while engaged ther ein, provided the leave does not exceed thirty (30) calendar days in any calendar year.
All regular status employees in the service of the City who have been inducted into the Army, Navy, Marine Corps, Air Force, or any other branch of the Military Service of the United States or the State of California shall be allowed leave of absence without pay for the duration of a national emergency. Except as hereafter stated, said employees shall be reinstated into City service, provided they are physically fit as shown by a medical examination by the City Physician or other physician appointed to make a medical examination.
Two (2) or more regular employees granted military leave of absence without pay from the same position shall be re-e mployed according to their seniority of employment, provided they are physically fit, as above specified.
9.4 Workers' Compensation Leave
Whenever an employee is disabled, whether temporarily or permanently, by injury or illness arising out of , and in the course of , his/hertheir duties, he/shethe employee shall become entitled, regardless of his/hertheir period of service with the City, to a leave of absence, while so disabled, without loss of salary, in lieu of temporary disability payment, if any, which would be payable for the period of such disability but not exceeding one (1) year or until such earlier date as he/she isthey are retired on permanent disability pension.
If injury is claimed to be job-related or a recurrence of a previous job-related sickness or injury, it must be verified with a written physician's statement. Otherwise, disability leave will not be allowed. Any absence not so approved will be charged to sick leave if verification is not received within three (3) days of the initial absence. The company officer should originate a "Supervisor's Report of Accident" form (Form 78). (a) a. Notification to Department. The employee should notify the Chief’s Operator or, if unavailabl e, the shift Telecommunica tions Supervisor at the ECD at the earliest reasonable time, but not later than 0645 hours of the day scheduled for duty.
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(b) b. Accessibility and Reporting. A ll officers and members of the Department on leave for injury (job-related or non job-relatednon-job-related) shall be available at their homes or by telephone for consultation with the Fire Chief or the Fire Chief’s designee(s). Exceptions to this rule shall only be made with the permission of the attending physician and the Fire Chief.
All officers and members of the Department on leave for injury (job-related or non job-relatednon-job-related) for extended periods of time will make weekly progress reports by telephone to the Fire Chief’s office. (c) c. Return to Duty. Upon av ailability for return to duty, employees shall notify the Chief's Operator, or if unav ailable, the shift Telecommunications Supervisor at the ECD at the earliest reasonable time, but not later than 6:00 p.m. 1800 hours on the day prior to his/hertheir next scheduled duty period. (d) d. Forms and Procedures. Workers’ co mpensation processing shall be consistent with City procedur es and in accordance with Sstate workers’ compensation regulations. An employee who sustains a work-related injury or illness shall immediately inform his/hertheir supervisor no matter how minor an on-the-job injury may appear. An employee who sustains a work-related injury or illness and who is required to seek medical ca re at facilities designated by the City unless they have filed a pre-designation of personal physician prior to sustaining the work-related injury or ill ness. For a list of City designated medical care facilities and/or physicians, please contact Human Resources.
9.5 Leave s of Absence
Employees shall not be entitled to leaves of absences as a matter of right, but only in accordance with the provisions of law and the Stockton Municipal Code. Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to a posit ion in the same classification or equivalent classification as the employee held at the time the leave was granted. The granting of any leave of absence shall be based on the presumption that the employee intends to return to work upon the expiration of the leave.
All approval authority over leaves of absenc e exercised by the Fire Chief under this section shall be subject to review by the City Manager, whose ruling shall be final.
Employees on authorized leaves of absenc e without pay shall not be entitled to payment by the City of the premiums for their health and dental insurance, except as provided hereafter.
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The entitlement to City-paid premiums shall end on the last day of the month in which the employee was paid except that employees on an authorized leave of absence may continue enrollment in the City health and dental insurance plans by prepayment of the monthly premium during the authorized leave of absence.
Authorized absences without pay that exceeds thirty (30) consecutive calendar days, except military leave, shall not be included in determining salary adjustment rights, based on length of employment. Periods of time during which an employee is required to be absent from his/hertheir position by reason of an injury or disease for which he/she isthey are entitled to and currently rece iving Workers' Compensation benefits shall be included in computing length of service for the purpose of determining that employee's salary adjustments.
9.6 Leave s of Absence without Pay
(a) a. Purpose and Length. Only employees occupying regular positions on a permanent regular status basis are eligible for leaves of absence without pay under the provisions of the section.
An appointing authority may grant leaves of absence without pay for personal reasons up to a maximum of twelve (12) months with the approval of the Director of Human Resources.
Leaves of absence without pay on account of illness or injury, which are not job related, may be granted for a maximum period of twelve (12) months with the approval of the Director of Human Resources. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, and childbirth, and recovery therefrom.
Such a leave will be granted only after all accrued sick leave credits havehas been used and shall be substantiated by a physician's statement. (b) b. Application For and Approval of Leaves of Absence Without Pay.
In order to receive leave without pay, an employee must submit a request on the prescribed form to the Fire Chief and the City Manager. The request shall set forth the reasons for the request and all other information required for the Fire Chief orf the Fire Chief’s representative to evaluate the request. Leaves without pay may be canceled by the Fire Department at any time.
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9.7 Absence Without Of ficial Leave (AWOL)
(a) a. Denial of Leave Request or Failure to Return After Leave. Failure to report for duty or failure to report for duty after a leave of absence request has been disapproved, revoked, or cancel ed by the Department or City Manager or at the expiration of a leave shall be considered an absence without leave. (a) (b) b. Voluntary Resignation. Any em ployee in this bargaining unit absent without leave for two (2) or more shifts in any calendar month without a satisfactory explanation as approved by the Human Resource Director of Human Resources shall be deemed to have voluntarily resigned from employment with the City.
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SECTION 10. DAYS AND HOURS OF WORK
10.1 Workweek
Except in cases of conflagration, flood, or similar emergency, the basic workweek of any member of this unit shall not be more than fifty-six (56) hours per week, averaged over a twelve (12) week period. All working shifts will commence at 0800 hours8:00 a.m., with the exception of the employees assigned to work in the Fire Department’s Administration Offices, Fire Prevention Bureau employees, and Division of Training employees, whose hours shall be determined by the Fire Chief.
10.2 Shift Trades
Employees in this unit will be allowed to tr ade shifts. Shift trade privileges shall be determined and administered by the Fire Chief.
Employees who have traded their shift with another employee shall not be eligible to work any overtime for the period that would have been their normal work hours.
10.3 Staffing
The City has management rights to determi ne staffing and the City will comply with applicable CalOSHA laws.
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SECTION 11. OVERTIME
11.1 Overtime Authorization
All compensable overtime must be authorized by the department head or his/hertheir designated representative in advance of bei ng worked. If prior authorization is not feasible because of emergency conditions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked.
11.2 Fair Labor Standards Act (FLSA) Agreement
(a) a. “”24-hour shift employees” means fire suppression employees assigned to a Section 7(k) exemption FLSA work schedule. (b) b. “”Day shift employees” means Fire Management Unit employees assigned to work a conventional 40-hour workweek, such as a Monday through Friday 5/8 work schedule, a 9/80 work schedule, and/or a 4/10 work schedule (e.g. fire prevention, training division, etc.). (c) c. 24-hour Sshift Eemployees.
(1) 1. Employees currently assigned to a twenty-four (24) day work period will be paid overtime rate for hours worked in excess of one- hundred and eighty-two (182) hours in a 24 day work period.
(2) 2. Premium FLSA Pay. Fire unit em ployees on a 7(k) exemption work schedule currently receive three point one six (3.16) hours per pay period for Premium FLSA Pay to compensate for ten (10) hours of scheduled overtime between the FLSA maximum of 182 and 192 hours in a 24 day work period.
(d) d. For Day Shift employees, overtime shall be paid at the rate of time and one half (1-½1/2) for all hours of actual time worked in excess of forty (40) hours in a seven (7) day work period.
(e) e. Hours worked shall include all actual time worked. Sick Lleave, Bereavement Leave, Industrial Illness or Injury Leave (4850) taken within the work period 4850 leave begins or ends, and Jury Duty Leave shall also count as actual time worked. Vacation Leave, or other time taken as compensated time off shall not be considered as act ual time worked. Holiday hours taken and observed holidays where the City is closed shall be considered as time
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worked for unit employees in Administra tive assignments where holidays are observed only.
11.3 Compensatory Time
(a) a. Definition. As used in this section, the term Compensatory Time refers to that time which an employee is entitled to be abs ent from duty with pay for hours worked in addition to, or in excess of, their normal work schedule. (b) b. Use. Such compensatory time must be taken during the work period in which it is earned and will be credited in accordance with Section
11.1 above. The accrual of compensatory time and the date upon which such time will be taken must be authorized by the Fire Chief or the Fire Chief’s designated representative prior to bot h the performance of the hours worked and the compensatory absence from duty. In the event the employee determines that he/she isthey are unable to take accrued compensatory time during the work period in which it is earned, pay for such time shall be provided at straight time or time and one half (1-½-1/2 ) depending upon the number of hours worked by the employee during the work period consistent with Section
11.1 above.
(c) c. Department Policy. Compensat ory time for sworn 40-hour personnel shall be provided in accor dance with the Department’s Policy and Procedures, Article J, Section 3B.
11.4 Fair Labor Standards Act
The City and the Union shall cooperate with each other to promptly resolve any issue that may arise during the term of this Memorandum of Understanding regarding compliance with the Fair Labor Standards Act. Any dispute which involves the interpretation or application of the Fair Labor Standards Act may be referred to the City Manager by the complaining party or by the Director of Human Resources. Such referral shall be in writing, detailing the specific issue(s) involved in the referral together with a statement of the resolution desired. The City Manager shall designate a personal representative w ho shall not be the Director of Human Resources to investigate the merits of the dispute, meet with the complaining party, and attempt to settle the dispute. The availability of th is procedure shall not be deemed to limit or foreclose the rights of an employee to seek relief in such other forums as the law provides.
(a) a. Work Out of Classification. Employees assigned to work overtime in a position or classification other than the position or classification, to which they
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are permanently appointed, will be paid overtime at the hourly rate attached to the position or classification in which they are performing such overtime work.
Individual premium pay to which an em ployee is regularly entitled shall be included when computing overtime fo r work performed in a position or classification to which the employee does not hold a permanent appointment. (b) b. Training Time. The time spent by an employee for job-related training in which participation is required by the City as a condit ion of continued employment shall be considered as hours worked. Said training time shall be viewed as hours worked in lieu of the employee’s normally scheduled shifts for that period. Employees shall participate in such training programs during their normally scheduled hours of work when provided by the City during those hours, unless there is a particular hardship or schedule conflict which precludes the employee’s attendance, in which event approval to obtain such training during off-duty hours must be requested and obtained in advance from the Fire Chief or the Fire Chief’s designated representative.
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SECTION 12. HOLIDAYS
(a) a. Effective upon the first full pay period following ratification of this Memorandum of UnderstandingOU by the Fire Management Unit and approval by the City Council on its regular agenda in accordance with th e Ralph M. Brown Act, employees shall receive the following holidays on full pay for any one (1) holiday, unless otherwise provided in this section. The City observes the following holidays on the dates indicated:
(1) (1) New Years Day (January 1)
(2) (2) Martin Luther King’s Birthday (Third Monday in January) (3) (3) Lincoln’s Birthday (Second Monday in February) (4) (4) Washington’s Birthday (Third Monday in February) (5) (5) Cesar Chavez Day (March 31-FLOATING)
(6) (6) Memorial Day (Last Monday in May)
(7) (7) Independence Day (July 4)
(8) (8) Labor Day (First Monday in September)
(9) (9) Columbus Day (Second Monday in October)
(10) (10) Veterans’ Day (November 11)
(11) (11) Thanksgiving (Fourth Thursday in
November)
(12) (12) The day following Thanksgiving (Fourth Friday in November) (13) (13) Christmas Day (December 25)
(14) (14) Birthday Holiday
(b) b. Effective July 1, 2021, 0.41% will be added to the suppression classifications on the salary schedule for the Birthday Holiday.
(c) c. Effective August 1, 2011, the differential for Administrative Positions in this unit in Ssection 13.12 will be increased by the 6.34%.
(d) d. Except for employees in administrativ e assignments who observe holidays, employees in this bargaining unit receive the dollar value of the holidays listed above (as noted in their salary ranges) in lieu of observing holidays.
For positions that observe holidays, the FLOATING holiday must be used by December 31 of each year and does not carry forward in to the subsequent year.
There is no cash value for any unused floa ting holiday hours. Employees have not earned and cannot use the floating holiday until the actual holiday occurs (March 31). (e). For positions that observe holidays , in order to receive Holiday Pay the employee must be in a paid status the day before and the day after the holiday.
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(f). Birthday Holiday Leave. For position s that observe holidays, the department head , with due consideration for the wishes of the employee, may authorize the birthday holiday to be taken within sixty (60) calendar days , afterbeginning on the day of the employee’s birthday.
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SECTION 13.
COMPENSATION AND ALLOWANCES OTHER THAN BASE SALARY
13.1 Public Employee Retirement System Benefits for Unit Employees hired on or before December 28, 2012
(a) a. The City shall continue providing bargaining unit employees hired on or before December 28, 2012 with the Califo rnia Public Employees’ Retirement
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System (CalPERS) 3% at 50 local safety pension formula based on the single highest year.
(b) b. Additional CalPERS Benefits.
(1) 1) The City shall continue providin g the following optional pension benefits and enhancements: Sick Leave Conversion up to 2,080 hours (Government Codes section Section 20965), Survivor Benefit Level 4 (Government Section 21574), Post-Retirement Survivor Allowance to Continue After Remarriage (Government Code section Section 21635), Continuation of Death Benefits A fter Remarriage (Government Code section Section 21551), and Military Service Credit as Public Service and for Retired Person at the employees’ expense (Government Code sections Sections 21024 and 21027).
(2) 2) The City shall continue providing such other CalPERS benefits as set forth in the City’s contract with CalPERS as of the date of the execution of this MOUMemorandum of Understanding.
(c) c. Employer Paid Member Contributi on (EPMC). The City shall continue contributing an amount equal to nine percent (9.0%) of the employee’s current base salary and other qualifying com pensation as determined by state law toward the employee contribution for CalPERS benefits. Such amounts will be applied to the employee’s individual account in accordance with Government Code Ssection 20691.
(d) d. EPMC Payrate Conversion. The City will cease paying the nice percent (9%) EPMC at the beginning of an employ ee’s last year of employment, and the employee pays his/hertheir nine percent (9%) employee contribution on a pre-tax basis through an automatic pay roll deduction. The base salary for those employees will be increased by that same nine percent (9 .0%) for the last twelve (12) months of employment in accordance with Government Code section section 20692. Instead of applying these section 20692 provisions each pay period, employees may select the option for a one-time retroactive application at the time of their retire ment for the entire twelve month period prior to the effective date of retirem ent. Employees who wish to select this option, shall indicate this on the City’s EPMC Authorization form provided by Human Resources.
(e) e. CalPERS 20516 Cost Sharing for t he Employer’s Pick Up of the Employee’s Nnine Ppercent (9%) CalPERS Contribution. Employees hired on or before December 28, 2012, agree to continue shar ing the cost of the
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CalPERS 3% @ at 50 local safety pension formula plan by contributing nine percent (9%) of the employee’s current base salary (employee contribution) and other compensation as qualified by CalPERS towards the employer’s share of cost for CalPERS pension on a pre-tax basis. If CalPERS determines that the maximum contribution through a CalPERS Section 20516 amendment is less than the nine percent (9%) and/or some or all of the contributions sunset at a specific time in the future, the parties agree that the City shall deduct the percentage up to nine percent (9%) not covered by the CalPERS amendment process through a payroll dreduction. If during the term of this agreement legislation is enacted and becomes effective during the term of this agreement requiring employees under t he CalPERS retirement system to pay all or part of the employees share of retirement contribution thus reducing or eliminating EPMC, the parties agree that as soon as administratively possible consistent with CalPERS regulations to convert the employee’s contribution to the employer’ss’ share under the Section 20516 co st share contract amendment to the employee’s share towards retirement for the percentage required by the new legislation.
13.2 Public Employee Retirement System Benefits for Unit Employees Hired on or after December 29, 2012 and before January 1, 2013
The City shall continue prov iding bargaining unit employ ees hired on or after December 29, 2012 and before January 1, 2013, and bargaining unit employees hired on or after January 1, 2013 who qualify as “classic members with the CalPERS 3% at @ 55 local safety pension formula based on the three (3) year final compensation period and no optional or enhanced benefits except for statutorily required enhancements. Employees shall continue contributing nine percent (9%) on a pre- tax basis toward the employee contributio n for the pension benefits and are not subject to the Government Code section Section 20516 Cost Sharin g provision in Section 13.1(e) above.
13.3 Public Employee Retirement System Be nefits for Employees hired on or after January 1, 2013
The City shall continue pr oviding bargaining unit eEmployees hired on or after January 1, 2013 without reciprocity (i.e., “new” members) the CalPERS 2.7% at@ 57 local safety pension formula based on the three (3) year final compensation period and no optional or enhanced benef its except for statutorily required enhancements.
Employees without reciprocity shall continue contributing fifty percent (50%) of the “normal cost” as determined by CalPERS on a pre-tax basis for the pension benefit and are not subject to the Government Code section Section 20516 Cost Sharing provision in Section 13.1 (e) above.
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13.4 Uniform Allowance
Effective after adoption of this M emorandum of Under standingOU adoption , employees in this unit shall receive a uniform allowance in the amount of nine hundred and fifty dollars ($950.00). One-half (1/2) of the annual value of uniform allowance shall be paid to eligible employees during the months of April and October.
13.5 Education Incentive Pay
(a) a. Employees who satisfy the educati on and service requirements for an intermediate education certification shall receive three percent (3%) of the top step of the employee’s rank.
(b) b. Employees who satisfy the educati on and service requirements for an advanced education certification shall receive five percent (5%) of the top step of the employee’s rank.
13.6 Emergency Medical Tec hnician Certification
Employees in this unit shall be responsible for maintaining EMT certification.
It is the policy of the Stockton Ffire Department that all sworn employees assigned to line fire suppression activities and working in the rank of Battalion Chief and below shall maintain a current San Joaquin County Emergency Medical Technician (“EMT”) certification or face disciplinary procedures detailed below.
Each member shall secure EMT certificat ion within one year of commencement of employment and maintain t hat certification throughout his/her their career while assigned to line fire suppression activities. In the event a new member does not have EMT certification upon empl oyment, the member shall be provided Emergency Aid Responder (“EAR”) training and certification by the Department’s Division of Training prior to being placed on line.
All periodic re-certifications of EMT cert ification shall be prepar ed for and executed during on-duty training sessions conducted by the Division of Training. If a member fails to re-certify after one attempt, the Division of Training shall provide additional resources to assist the member to prepare for a second attempt at re-certification in accordance with State regulations. The Division of Training’s resources will include the following: study guides, textbooks, remedial lectures on deficiencies, and a list of local courses offered by other agencies. If the member fails the second attempt o rf the member’s EMT certification expires, the member must obtain EAR certification, which shall comply with State law. The non-EMT member will be provided EAR
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training and certification by t he Division of Training prior to assignment to line fire suppression activities.
Members whose certification lapses shall have eighteen (18) months to complete an EMT re-certification process. During this time frame, the member shall not trade shifts or work overtime without permission of the Fire Chief. The member shall be reduced one pay grade until EMT re-certification is achieved.
A member may attempt re-certification at any time and from any jurisdiction within the State of California. If the member fails to either (1) regain EMT certification within the eighteen (18) month “correction period” or (2) fails to obtain EAR certification within thirty (30) days of loss of EMT certification, the City may take appropriate disciplinary action pursuant to Rule XII of the Stockt on Civil Service Rules and Regulations for Police and Fire Employees, up to and including termination.
Any disputes that result from this agreement shall be handled in accordance with the grievance procedures.
13.7 Mileage Reimbursement for Private Vehicle Use
For authorized use of a private vehicle, employees in this unit will be reimbursed for actual mileage at the current rate established for other employeesby the City.
13.8 Longevity Pay
(a) a. Grandfathered Longevity Tier One: Employees hired on or before June 30, 2011 who by July 1, 2012 have attai ned fifteen (15) year s of continuous employment with the City shall receive an additional one and one-quarter percent (1.25%) of top step pay for their classification.
(b) b. Grandfathered Longevity Tier Two: Employees hired on or before June 30, 2011 who by July 1, 2012 have atta ined twenty-two (22) years of continuous employment with the City shall receive an additional one point six three percent (1.63%) of top step pay for their classification.
13.9 Contagious Disease
The City shall make available, at no cost to the employee, screenings for all strains of hepatitis, hepatitis B va ccinations, and shall monitor employees’ exposure to tuberculosis.
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13.10 Specialty Assignment Pay
Battalion Chiefs assigned to a forty (40) -hour workweek will receive additional compensation of thirteen point three three percent (13.33%) above their regular rates of pay. The duration of any such assignment shall be at the sole discretion of the Fire Chief. Note: The FLSA rate was three point three three percent (3.33%) so this rate is not increasing.
13.11 Acting Pay
An employee who is assigned in writing to work in a higher paid classification and who performs a majority of the duties of that higher position shall receive the rate of pay in a step of the higher classifica tion which would have been received if the employee had been promoted into that classification.
13.12 Call-Back Pay
An employee called back to work to assist with a multiple alarm fire or other emergency situation after he/ she hasthey have worked a scheduled shift and haves departed from the work site shall earn three (3) hours of call-back at the regular hourly rate of pay or time and one-half (1 -½-1/2) of theirhis/her regular rate of pay for time worked, whichever is greater.
The above provision shall not apply to employees called back due to an operator error that does not result in the employee being assigned for the day or an employee’s participation in official meet ings called by authorized personnel of the Stockton Fire Department. In such instances, the em ployee will be compensated on an hourly basis, which shall include the employee’s travel time.
13.13 Paramedic Certificate Pay
(a) a. The City shall compensate Battalion Chiefs who are San Joaquin County licensed and accredited Paramedics three percent (3%) of top salary step of rank.
(b) b. Continuing Education for Paramedics. Upon prior approval of the Fire Chief, the City will compensate members of the Fire Management unit at their straight time rate for time spent, in an off-duty status, in continuing education necessary to maintain their certification, up to twenty-four (24) hours or less in a two (2) year certification period.
(c) c. Administrative Captains that maintain a paramedic license , and are assigned by the Chief to work on t he line as a paramedic shall receive paramedic incentive pay.
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(d) d. Administrative Firefighters and Admini strative Engineers that maintain a paramedic license and are able to wo rk on the line as a paramedic shall receive paramedic incentive pay. The Stockton Fire Department.
13.14 Wellness-Fitness Program
The purpose of the Department’s Wellness-Fitness Program is to develop, promote, enhance, and maintain the wellness and fitness of members of the Department. The program will be based upon m edical testing guidelines established by the International Association of Fire Fight ers (IAFF) Joint-Labor Management Wellness Fitness Initiative.
a.(a) Participation in the Wellness-Fitness Program is mandatory for the programs testing, evaluations, and daily physical training requirements. b.(b) Annual physicals under the pr ogram shall be required. The City will contract with an Occupational Health Provider of its choosing to perform these annual physicals.
c.(c) All information obtained from the medical evaluations is confidential, and the City will only have access to information regarding work restrictions necessary to determine whether appropriate accommodations can be made. d.(d) Labor and management will continue to collaborate on the Department’s Wellness-Fitness Program to enhance and maintain the wellness and fitness of members of the Department.
13.15 13.15. CalPERS Reportability
The City makes no representation as to whether any of the compensation or payments in this MOU Memorandum of Understanding are subject to CalPERS service credit or pensionable income. An y determination by CalPERS to not fully credit the compensation and/or service time provided under this M emorandum of UnderstandingOU is outside the City’s control.
13.16 13.16. Lapse of Certification
An employee receiving an add pay under section Section 13 of this Memorandum of UnderstandingOU, whose certification lapses, will not be eligible for the add pay and will be subject to reassignment. Reinstat ement of the add pay will commence upon recertification.
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SECTION 14. INSURANCE PLANS
14.0. Reopener Clause for Health Insurance
The Association agrees at the City’s request, to meet and confer on any proposed changes within the mandatory scope of bargaini ng that relate to the implementation and regulatory compliance of the Affordable Care Act (ACA) for the City sponsored medical plans.
14.1. Health Insurance and Related Benefits
a.(a) Choice of Health Plans. Employees in this bargaining unit shall have a choice of enrolling themselves and their e ligible dependents in any of the City sponsored medical, dental , and vision plans. Each plan shall offer an Employee only, Employee plus oOne (1) and Employee plus two (2) or more dependents coverage health plans . The City shall offer two (2) or more medical plans to regular status employees.
b.(b) Eligibility. Employees shall become eligible for mMedical, dDental, and vVision insurance on the first day of the month following date of hire. An eligible employee and eligible depende nt may be enrolled in a City offered medical plan either as a subscriber in a City offered medical plan or, as the dependent spouse/registered domestic partner or another eligible City employee, but not both. If an employee is also eligible to cover their dependent child, the child will be allowed to enroll as a dependent on only one (1) employee plan (i.e., an employee and his or hertheir dependent cannot be cove red by more than one (1) City-offered health plan).
c.(c) City Contribution Towards the Cost of Insurance Programs. (1) 1) Effective the first full pay period following adoption by the City Council, the City shall contribute the following:
a. Up to $ 697657.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage. b. Up to $ 1,2651,192.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
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c. Up to $ 1,6851,588.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage
(2) 2) Effective July 1, 20232020, City shall contribute the following:
a. Up to $ 711670.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage. b. Up to $ 1,2901,216.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
c. Up to $ 1,7191,620.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.
(3) 3) Effective July 1, 20242021, City shall contribute the following:
a. Up to $ 725683.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage. b. Up to $ 1,3161,240.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
c. Up to $ 1,7531,652.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.
These contributions are based on full-time employment; regular status part- time employees shall receive a prorated contribution based on their percentage of full-time employment. Insurance plan premiums that exceed the City's monthly contribution shall be paid by the employee through payroll deductions. The City shall maintain its IRS 125 Plan to allow for employee contributions for medical , / vision, and /dental to be pre-tax premium conversion.
d.(d) Plan Rules. Employees may insure themselves and their eligible dependents under the medical, / vision, and dental plans prov ided by the City, in accordance with the rules and regulati ons applicable to t he selected Plan.
Benefits in the Plan shall be in accordance with the Plan document.
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14.2. Long Term Disability Insurance
The City shall provide to each bargaining unit member seventeen dollars ($17.00) per month for the purpose of purchasing Long Term Disability Insurance. It is the Union’s responsibility for purchasing such insu rance for its represented employees or otherwise investing such payments pursuant to this section as it deems appropriate.
14.3. Life Insurance
Effective July 1, 2012, tT he City shall provide each employee group term life insurance coverage with a face value of fifty thousand dollars ($50,000.00). In addition, employees shall have the opportuni ty to purchase additional voluntary life insurance through their union or through the City’s IRS 125 vendor.
14.4. Retiree Medical Trust
The City acknowledges the Un ion’s intent to participate in a Retiree Medical Trust (hereinafter the “Trust”) for the benefit of current and fu ture Fire Management Unit members. The City agrees to cooperate with the Union to facilitate payroll deductions from Fire Management Unit members to be contributed to the Trust.
The Trust shall be and remain separat e and apart from any Employer health insurance funding program.
Within two pay periods following receipt of written notification fr om the Union of its entry into the Trust, but no sooner than March 1, 2023, eligible regular status employees covered by this Agreement shall contribute to the Trust an amount equal to a uniform flat dollar amount per month for each month of employment, which the employer shall deduct through a payroll deduction. This contribution amount shall be included in the above-referenced not ice to the City. Individuals who attain regular status starting employment with the City in the second pay peri od of a month shall have the full amount deducted fr om their initial check; individuals separating from employment in the first pay period of a month shall also have the full amount deducted from their final check.
To the extent authorized by la w, all contributions shall be made on a pre-tax basis.
The employee assumes full responsibility and liability for tax consequences related to contributions to and/or withdrawals from the Trust. There shall be no employee election or option to take the contribution amount in cash. The Union has the right to alter the amount of salary deduction during the course of this Agreement, on a uniform basis, for all employees covered by the Agreement, subject to approval of its members according to the Union’s bylaws and applicable laws. The Union shall
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provide written notice to the City of any such changes, which will be implemented no later than the second full pay period following receipt of said notice.
The City shall not charge the Union or Fire Management Unit members for any administrative costs associated with the enrollment of employees in the Trust or for payroll deductions and the transmittal of em ployee contributions to the Trust, or for any other City actions required by this Section. The Union shall be responsible to pay the Trust for any administrative costs aris ing between the Union and the Trust from the enrollment of the Union and the Fire Management Unit members in the Trust.
The Union agrees, to the fullest extent permitted by applicable law, to indemnity and hold harmless the City and each of its agent s, officers, and employees against all costs, expenses, liability, and damages re sulting from any misrepresentation, negligent action or inaction, or breach of, the Trust, or any rules, policies, or procedures established by the Trust’s Board of Trustees.
The City provides no guarantee to employees regarding the ultimate length of retiree medical benefit payout. Employees who part icipate in the Trust assume the entire risk from any investment gains or losses associated with these funds or other decline in value. Nothing contained in this contra ct shall constitute a guarantee by the City that assets of the Trust will be sufficient to pay any benefit to any person or to make any other payment during an employee’s life expectancy after retirement. All payments, in the form of employee cont ributions, to the Trust are defined contributions only. Payments to be paid from the Trust ar e limited to the remaining assets in the Trust and governed by the Board of Trustees and the current Plan. The parties understand that the above provisions shall in no way obligate the City to incur any additional costs or obligations beyond those already set forth in this contract.
The City’s obligation to prov ide pre-tax deposits would re main subject to Internal Revenue Service rules as they may be revi sed in the future. Should the Internal Revenue Service later determine that thes e contributions are no longer permissible on a pre-tax basis, the City shall ceas e deducting such amounts from employee compensation.
Participation in the Trust shall be the comp lete and sole responsibility of the Union.
The City shall not be involved in the Trus t’s design, its administration, or in the benefits paid, nor shall the City have any responsibility for any actions of the Trust or its trustees, or of the Union with respect oto the Trust. The City has no fiduciary duty with respect to the Trust.
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14.5 Survivors’ Medical Benefit
The City in accordance with State law and its provisions shall provide medical, dental, prescription, and vision benefits to the surviving spouse and children of Battalion Chiefs killed in the line of duty. These benefits sha ll discontinue upon marriage of the Battalion Chief’s surviving spouse. The medical coverage shall be secondary at age sixty-five (65).
14.65. Nothing in this section shall be construed to create vested righ ts to benefits for employees or retirees after the expiration of this MOUMemorandum of Understanding.
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SECTION 15. .
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SECTION 15. SALARY PLAN
15.1. Salary Ranges
The salary ranges for all employees in this unit shall be as set forth in the City’s Salary Schedule. The rates of pay set forth in the City’s Salary Schedule represent the standard rates of pay for full time employment for each classification, unlessclassification unless the schedule specifically indicates otherwise.
15.2. Salary Upon Appointment
Employees henceforth promoted to the classification of Battalion Chief will receive a five percent (5%) salary increase abov e current base pay salary on the salary schedule six (6) months after their advancement to the Battalion Chief classification, and may be moved in five percent (5%) in crements by the Fire Chief annually until the top of the range is reached. Increases in excess of five percent (5%) may be granted upon recommendation of the Fire Chief and approval of the City Manager.
Salary step increases shall be effective the first day of the pay period following appointment or revision. If the date of appointment or revision is the first day of a pay period, salary step increases shall be as of that date.
Changes in an employee's salary because of promotion, demotion, postponement of salary step increase, or special merit increase will set a new salary anniversary date for that employee.
Salary range adjustments for the classifica tion will not set a new salary anniversary date for employees serving in that classification.
15.3. Salary Equivalents
Any monthly, daily, or hourly rate of pay may be converted into any equivalent rate of pay or to any other time bases only when, in the judgment of the City Manager, such a conversion is advisable. In determining equivalent amounts on different time bases the City shall provide tables or regulations for calculating payments for service of less than full-time, and for use in converting monthl y salaries to hourly rates, as well as for calculating hourly rates.
15.4. Salary Step After Military Leave
Upon returning to City service, all employees who have been granted military leave shall be entitled to the autom atic salary advancements within the range/scale of the
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established salary range for their classifications for the period they were in the military service.
15.5. Salary Step When Salary Range is Increased
Whenever the monthly schedule of compensation for a class is revised, each incumbent in a position to which the revised schedule applies shall be entitled to the step in the revised range which corresponds to the employee's step held in the previous range, unless otherwise specifically provided by the City Manager.
15.6. Salary Step After Promotion or Demotion
When an employee is promoted from a position in one rank to a position in a higher rank and, at the time of prom otion, is receiving a salary equal to or greater than the minimum rate for the higher rank, that em ployee shall be promoted to a step in the salary range of the higher rank which is at least five percent (5.0%) above the current base pay salary, on the salary schedule of the cu rrent base pay rate the employee has been receiving, except that the new st ep shall not exceed the maximum salary of the higher rank. Add pays are not included in the calculation of base salary for the purposes of this section. When an employee is promoted into another bargaining unit, the new bargaining unit’s salary afteron promotion rules shall apply.
When an employee is demoted, whether such demotion is voluntary or otherwise, that employee's compensation shall be adjusted to the salary prescribed for the rank to which demoted.
15.7. Salary on Reinstatement
If a former employee is reinstated to the same position previously held or to one carrying a similar salary range, his/her their salary shall not be higher than his/hertheir salary at the time of his/her their separation, unless there has been an increase within the salary range.
15.8. Salary Adjustments
The Salary Schedule on the City of Stockton HR website shall provide salary rates for classifications in this unit.
(a) Effective upon the first full pay period following approval by the City Council on its regular agenda, in accor dance with the Ralph M. Brown Act but no earlier than July 1, 2022, all bargaining unit classifications will receive a sixten percent (106%) increase to base pay (comprised of a two percent (2%) COLA and an
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foureight percent ( 84%) Market Adjustment).Effect ive the first full pay period following adoption by the Cit y Council, employees will receive a four percent (4%) cost of living adjustment (COLA). Effective July 1, 2021, employees will receive a two percent (2%) COLA.
(b) Effective July 1, 2023, all bargaining unit classifications will receive a fivethree percent (35%) increase to base pay (compris ed of a two percent (2%) COLA and a onethree percent ( 13%) Market Adjustment).Effective the first full pay period following adoption by the City Council, employees will receive a one percent (1%) market salary adjustment..
(b)(c) Effective July 1, 2024, all bargaining unit classifications will receive a fivethree percent (35%) increase to base pay (compris ed of a two percent (2%) COLA and a one three percent (13%) Market Adjustment).
15.9. Bi-Weekly Pay Period
The City and the Association agree to move to a bi-weekly pay period as soon as it is administratively possible within the City. The parties understand that this may not be administratively possible until the City implements a new payroll system.
15.10. Lump Sum Payment
Each employee who is employed in the bargaining unit or the Fire Unit as of July 1,January 1, 2024 2019 and remains employed as of the first full pay period following adoption of this Agreement will receive a five thousand ($5,000) lump sum non- pensionable bonus (subject to all applic able withholdings) to be paid by the second scheduled payday in the same month. of $1650.
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SECTION 16. SECTION 16. SEPARABILITY OF PROVISIONS
In the event that any provis ions of this Memorandum of Understanding are declared by a court of competent jurisdiction to be illegal or unenforceable, t hat provision of the Memorandum of Understanding shall be null and void but such nullification shall not affect any other provisions of this Memorandum of Understanding, a ll of which other provisions shall remain in full force and effect.
SECTION 17. SECTION 17. PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING
Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the City Council is not guaranteed by this Memorandum of Understanding.
This Memorandum of Understanding shall supersede all existing Memoranda of Understanding between the City and the Union.
SECTION 18. SCOPE OF AGREEMENT
Except as otherwise specifica lly provided herein, this Me morandum of Understanding fully and completely incorporates the understanding of the parties hereto and constitutes the sole and entire agreement betw een the parties on any and all matte rs subject to meeting and conferring.
SECTION 19. DURATION OF AGREEMENT
Upon its adoption by the Sto ckton City Council, this Memo randum of Understanding shall be effective as of the date of execution unless otherwise indicated herein, and shall remain in full force and effect up to and including the 30th day of June 20252.
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SECTION 20. MAINTENANCE OF OPERATIONS
(a) a. It is recognized that the need for continued and uninterrupted operation of City services is of paramount importance. Therefore, the Union and each employee represented thereby agrees that from the date of execution of this Memorandum of Understanding, through and inclusive of June 30, 20 2516, the Union or any person acting on its behalf, or each employee in a cl assification represented by the Union, shall not cause, authorize, engage in, enc ourage, or sanction a work stoppage, slowdown, refusal of overtime work , refusal to operate designated equipment (provided such equipment is safe and sound) , or picketing (other than informational picketing) against the City, the individual or concerted failure to report for duty, or abstinence from the full and fa ithful performance of t he duties of employment (including compliance with the request of another labor organization or bargaining unit to engage in such activity) in an attempt to induce a change in wages, hours, and other terms and conditions of employment.
(b) b. An employee shall not be entitled to any wages or City paid benefits whatsoever if the City Council, by majority vote, determines to its satisfaction that the employee is or has been engaging in any activity prohibited by subsection (“a)” of this section. In addition, the City may take other action that it deems appropriate. (c) c. If the City Council, by majority vote, determines to its satisfaction that subsection “(a)” of this section has been violated by the Union, the City may take such remedial action as it deems appropriate.
(d) d. The Union recognizes the duty and oblig ation of its repr esentatives and members to comply with the provisions of this Memorandum of Understanding and to make every effort toward inducing all empl oyees in this unit to fully and faithfully perform their duties. In the event any activity prohibited by subsection “(a)” occurs, the Union agrees to take any and all steps necessary to assure compliance with this Memorandum of Understanding.
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IN WITNESS WHEREOF this Memorandum of Understanding was ratified by a membership vote of the Associat ion on ________,day of ________, 2022 2020 , and by an affirmative vote of the Stockton City Council on ____________, 2022 2020. The parties hereto have executed this Memorandum of Understanding this _______day of ________, 2022 2020.
STOCKTON FIRE FIGHTERS’
LOCAL UNION 456
Fire Services Management Unit City of Stockton
___________________________________ _________ ________________________
MARIO GARDEAKEN JOHNSON HARRY BLACK PresidentPresident City Manager
_______________________ __________
MATT KNIERIM ALLISON U. DICHOSO
Fire Management Representative Director of Human Resources _________________________________
ROBERT BONNERALLISON U.
DICHOSO
Director of Human Resources
Approved as to form: Approved as to form:
RAINS LUCIA STERN, PC LORI M. ASUNCION[NAME]John
Luebberke, Acting City Attorney
By: By:
By:
________________________________ _______________ __________________ TIMOTHY K. TALBOT MARCI A. ARREDONDO
Attorney for the Association Deputy City Attorney
By:
_______________ __________________
DANIA TORRES WONGBURKE
DUNPHY
Negotiator for the City
ATTEST:
ATTACHMENT C
FIRE MANAGEMENT UNIT SUCCESSOR MOU
TERM: JULY 1, 202219 – JUNE 30, 20252
CITY OF STOCKTON 55
MEMORANDUM OF UNDERSTANDING
ELIZA GARZA
CITY CLERK
_______________ __________________
ELIZA GARZA
City Clerk
ATTACHMENT C
FIRE MANAGEMENT UNIT SUCCESSOR MOU
TERM: JULY 1, 202219 – JUNE 30, 20252
CITY OF STOCKTON 56
MEMORANDUM OF UNDERSTANDING
APPENDIX A
MARKET ADJUSTMENTS
Year 1- eff. the first full pay period following adoption of this agreement by the City Council; Year 3-eff. 7/1/21
Steps
1 2 3 4 5 6
Fire Battalion Chief 8,577.57 9,018.30 9,480.59 9,968.04 10,479.44 11,018.38 COLA year 1 (4%) 343.10 360.73 379.22 398.72 419.18 440.74 MA year 1 (1%) 85.78 90.18 94.81 99.68 104.79 110.18 Year 1 - With COLA and Market
Adjustment 9,006.45 9,469.22 9,954.62 10,466.44 11,003.41 11,569.30 COLA year 2 (0%) - - - - - - MA year 2 (0%) - - - - - - Year 2 - 9,006.45 9,469.22 9,954.62 10,466.44 11,003.41 11,569.30 COLA year 3 (2%) 180.13 189.38 199.09 209.33 220.07 231.39 Birthday Holiday year 3 (0.41%) 36.93 38.82 40.81 42.91 45.11 47.43 MA year 3 (0%) - - - - - - Year 3 - With COLA and Birthday
Holiday 9,223.50 9,697.42 10,194.53 10,718.68 11,268.59 11,848.12
Fire Battalion Chief - Admin 8,116.46 8,533.57 8,971.07 9,432.38 9,916.36 10,426.39 COLA year 1 (4%) 324.66 341.34 358.84 377.30 396.65 417.06 MA year 1 (1%) 81.16 85.34 89.71 94.32 99.16 104.26 Year 1 - With COLA and Market
Adjustment 8,522.28 8,960.25 9,419.62 9,904.00 10,412.18 10,947.71 COLA year 2 (0%) - - - - - - MA year 2 (0%) - - - - - - Year 2 - 8,522.28 8,960.25 9,419.62 9,904.00 10,412.18 10,947.71 COLA year 3 (2%) 170.45 179.20 188.39 198.08 208.24 218.95 MA year 3 (0%) - - - - - - Year 3 - With COLA 8,692.73 9,139.45 9,608.02 10,102.08 10,620.42 11,166.66
Fire Battalion Chief (22 years) 8,717.38 9,165.31 9,635.12 10,130.52 10,650.25 11,197.98 COLA year 1 (4%) 348.70 366.61 385.40 405.22 426.01 447.92 MA year 1 (1%) 87.17 91.65 96.35 101.31 106.50 111.98 Year 1 - With COLA and Market
Adjustment 9,153.25 9,623.58 10,116.88 10,637.05 11,182.76 11,757.88 COLA year 2 (0%) - - - - - - MA year 2 (0%) - - - - - - Year 2 - 9,153.25 9,623.58 10,116.88 10,637.05 11,182.76 11,757.88
ATTACHMENT C
FIRE MANAGEMENT UNIT SUCCESSOR MOU
TERM: JULY 1, 202219 – JUNE 30, 20252
CITY OF STOCKTON 57
MEMORANDUM OF UNDERSTANDING
COLA year 3 (2%) 183.06 192.47 202.34 212.74 223.66 235.16 Birthday Holiday year 3 (0.41%) 37.53 39.46 41.48 43.61 45.85 48.21 MA year 3 (0%) - - - - - - Year 3 - With COLA and Birthday
Holiday 9,373.84 9,855.50 10,360.69 10,893.40 11,452.27 12,041.24
Fire Battalion Chief (22 years) -
Admin 8,248.76 8,672.67 9,117.30 9,586.13 10,078.00 10,596.35 COLA year 1 (4%) 329.95 346.91 364.69 383.45 403.12 423.85 MA year 1 (1%) 82.49 86.73 91.17 95.86 100.78 105.96 Year 1 - With COLA and Market
Adjustment 8,661.20 9,106.30 9,573.17 10,065.44 10,581.90 11,126.17 COLA year 2 (0%) - - - - - - MA year 2 (0%) - - - - - - Year 2 - 8,661.20 9,106.30 9,573.17 10,065.44 10,581.90 11,126.17 COLA year 3 (2%) 173.22 182.13 191.46 201.31 211.64 222.52 MA year 3 (0%) - - - - - - Year 3 - With COLA 8,834.42 9,288.43 9,764.63 10,266.75 10,793.54 11,348.69 APPENDIX A. COLA AND MARKET ADJUSTMENTS
Year 1- Effective the first full pay period following Council adoption but no earlier than July 1, 2022; Year 2- Effective 7/1/23;
Year 3- Effective 7/1/24
Steps
1 2 3 4 5 6
Fire Battalion Chief 9,223.50 9,697.42 10,194.53 10,718.68 11,268.59 11,848.12 COLA and MA year 1 (10%) 922.35 969.74 1,019.45 1,071.87 1,126.86 1,184.81 Year 1 - Monthly Salary 10,145.85 10,667.17 11,213.98 11,790.55 12,395.45 13,032.93 COLA and MA year 2 (3%) 304.38 320.01 336.42 353.72 371.86 390.99 Year 2 - Monthly Salary 10,450.23 10,987.18 11,550.40 12,144.27 12,767.32 13,423.92 COLA and MA year 3 (3%) 313.51 329.62 346.51 364.33 383.02 402.72 Year 3 - Monthly Salary 10,763.74 11,316.80 11,896.91 12,508.60 13,150.34 13,826.64
Fire Battalion Chief - Admin 8,692.73 9,139.45 9,608.02 10,102.08 10,620.42 11,166.66 COLA and MA year 1 (10%) 869.27 913.95 960.80 1,010.21 1,062.04 1,116.67 Year 1 - Monthly Salary 9,562.00 10,053.40 10,568.82 11,112.29 11,682.46 12,283.33 COLA and MA year 2 (3%) 286.86 301.60 317.06 333.37 350.47 368.50 Year 2 - Monthly Salary 9,848.86 10,355.00 10,885.88 11,445.66 12,032.94 12,651.83 COLA and MA year 3 (3%) 295.47 310.65 326.58 343.37 360.99 379.55 Year 3 - Monthly Salary 10,144.33 10,665.65 11,212.46 11,789.03 12,393.93 13,031.38
ATTACHMENT C
FIRE MANAGEMENT UNIT SUCCESSOR MOU
TERM: JULY 1, 202219 – JUNE 30, 20252
CITY OF STOCKTON 58
MEMORANDUM OF UNDERSTANDING
Fire Battalion Chief (22 years) 9,373.84 9,855.50 10,360.69 10,893.40 11,452.27 12,041.24 COLA and MA year 1 (10%) 937.38 985.55 1,036.07 1,089.34 1,145.23 1,204.12 Year 1 - Monthly Salary 10,311.23 10,841.05 11,396.76 11,982.74 12,597.49 13,245.37 COLA and MA year 2 (3%) 309.34 325.23 341.90 359.48 377.92 397.36 Year 2 - Monthly Salary 10,620.56 11,166.29 11,738.66 12,342.22 12,975.42 13,642.73 COLA and MA year 3 (3%) 318.62 334.99 352.16 370.27 389.26 409.28 Year 3 - Monthly Salary 10,939.18 11,501.27 12,090.82 12,712.49 13,364.68 14,052.01
Fire Battalion Chief (22 years) - Admin 8,834.42 9,288.43 9,764.63 10,266.75 10,793.54 11,348.69 COLA and MA year 1 (10%) 883.44 928.84 976.46 1,026.67 1,079.35 1,134.87 Year 1 - Monthly Salary 9,717.86 10,217.27 10,741.09 11,293.42 11,872.89 12,483.56 COLA and MA year 2 (3%) 291.54 306.52 322.23 338.80 356.19 374.51 Year 2 - Monthly Salary 10,009.40 10,523.79 11,063.32 11,632.22 12,229.08 12,858.07 COLA and MA year 3 (3%) 300.28 315.71 331.90 348.97 366.87 385.74 Year 3 - Monthly Salary 10,309.68 10,839.50 11,395.22 11,981.19 12,595.95 13,243.81
ATTACHMENT C