HomeMy WebLinkAboutAgenda Packet - CC - 2015.10.19Monday, October 19, 2015
City of Burlingame
Meeting Agenda - Final
City Council
7:00 PM
CLOSED SESSION - 5:45 p.m. - Conference Room A
a. Approval of the Closed Session Agenda
BURLINGAME CIN HALL
501 PRIMROSE ROAD
BURLINGAME, CA 94010
Council Chambers
b. Closed Session Community Forum Members of the Public May Address the Council
on any Item on the Closed Session Agenda at this Time
C. Adjournment into Closed Session
d. Conference with Labor Negotiator Pursuant to Government Code 54957.6(a) City
Negotiators: Leslie Loomis Scott Hunter Lisa Goldman Carol Augustine Glenn
Berkheimer (IEDA) Employee Organization: BAMM/Teamsters
STUDY SESSION - 6:15 p.m. - Conference Room A
a. Discussion concerning Part -Time Employees Compensation
Note: Public comment is permitted on all action items as noted on the agenda below and in the
non -agenda public comment provided for in item 7.
Speakers are asked to fill out a "request to speak" card located on the table by the door and
hand it to staff, although the provision of a name, address or other identifying information is
optional. Speakers are limited to three minutes each; the Mayor may adjust the time limit in
light of the number of anticipated speakers.
All votes are unanimous unless separately noted for the record.
1. CALL TO ORDER - 7:00 p.m. - Council Chambers
2. PLEDGE OF ALLEGIANCE TO THE FLAG
3. ROLL CALL
4. REPORT OUT FROM CLOSED SESSION
5. UPCOMING EVENTS
6. PRESENTATIONS
City of Burlingame Page 1 Printed on 10/15/2015
City Council Meeting Agenda - Final October 19, 2015 (�
a. Presentation of the Beautification Award l
b. Presentation of the Beacon Award
7. PUBLIC COMMENTS, NON -AGENDA
Members of the public may speak about any item not on the agenda. Members of the public wishing to
suggest an item for a future Council agenda may do so during this public comment period. The Ralph M.
Brown Act (the State local agency open meeting law) prohibits the City Council from acting on any matter
that is not on the agenda.
8. APPROVAL OF CONSENT CALENDAR
Consent calendar items are usually approved in a single motion, unless pulled for separate discussion.
Any member of the public wishing to comment on an item listed here may do so by submitting a speaker
slip for that item in advance of the Council's consideration of the consent calendar.
a. Approval of City Council Meeting Minutes of October 5 2015
Attachments: 10-05-15min.doc
b. Update of the General Fund Reserve Policy for the City of Burlingame
Attachments: Staff Report
GFOA Revised Analysis
Resolution
Current General Fund Reserve Policy (redlined)
Proposed General Fund Reserve Policy
C. Adoption of a Resolution Accepting the Neighborhood Storm Drain Project #7 by D&D
Pipelines, Inc. City Project No. 84090
Attachments: Staff Report
Resolution
Final Progress Payment
9. PUBLIC HEARINGS (Public Comment)
10. STAFF REPORTS AND COMMUNICATIONS (Public Comment)
a. Approval of a Term Sheet with the San Mateo Union High School District Regarding
the Burlingame Aquatic Center at Burlingame High School
Attachments: Staff Report
Draft Term Sheet
City of Burlingame Page 2 Printed on 1011512015
City Council Meeting Agenda - Final October 19, 2015
b. Adoption of a Resolution Approving Changes to the Memoranda of Understandinq
Between the City of Burlingame and AFSCME Local 829 and AFSCME Local 2190
and Authorizing the City Manager to execute the Memoranda on Behalf of the City
Attachments: Staff Report
Resolution
AFSCME 829 MOU Signed 10152015 odf
AFSCME 2190 MOU Signed 10152015 odf
Tentative Agreement Signed 7162015
Tentative Agreement Signed 09152015
11. COUNCIL COMMITTEE AND ACTIVITIES REPORTS AND ANNOUNCEMENTS
Council Members report on committees and activities and make announcements.
12. FUTURE AGENDA ITEMS
13. ACKNOWLEDGMENTS
a. September Permit Activity
14. ADJOURNMENT
Notice: Any attendees wishing accommodations for disabilities please contact the City Clerk at
(650)558-7203 at least 24 hours before the meeting. A copy of the Agenda Packet is available for
public review at the City Clerk's office, City Hall, 501 Primrose Road, from 8:00 a.m. to 5:00 p.m.
before the meeting and at the meeting. Visit the City's website at www.burlingame.org. Agendas and
minutes are available at this site.
NEXT CITY COUNCIL MEETING - Next regular City Council Meeting - Monday,
November 2, 2015
VIEW REGULAR COUNCIL MEETING ONLINE AT WWW.BURLINGAME.ORG - GO TO
"CITY COUNCIL VIDEOS"
Any writings or documents provided to a majority of the City Council regarding any item on this
agenda will be made available for public inspection at the Water Office counter at City Hall at 501
Primrose Road during normal business hours.
Gny of Burlingame Page 3 Printed on 1011512015
Agenda Item 8a
Meeting Date: 10/19/15
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BURLINGAME CITY COUNCIL
Unapproved Minutes
Regular Meeting of October 5, 2015
CALL TO ORDER
A duly noticed regular meeting of the Burlingame City Council was held on the above date in the City Hall
Council Chambers.
2. PLEDGE OF ALLEGIANCE TO THE FLAG
The pledge of allegiance was led by Mike McCord.
3. ROLL CALL
MEMBERS PRESENT: Brownrigg, Keighran, Nagel, Ortiz, Root
MEMBERS ABSENT: None
4. REPORT OUT FROM CLOSED SESSION
CA Kane advised that Council met in Closed Sessions, direction was given, and there were no reportable
actions at this time.
5. UPCOMING EVENTS
Mayor Nagel reviewed the upcoming events taking place in the City.
6. PRESENTATIONS
a. PRESENTATION REGARDING CALTRAIN SAFETY
As a result of two recent car/train collisions, Mayor Nagel asked DPW Murtuza to discuss the accidents and
what if any actions would be taken to prevent future collisions.
DPW Murtuza first stated that the two recent car/train accidents were not related to the Broadway
interchange construction. Using an overhead shot of the intersection, DPW Murtuza explained how the
accidents occurred. He stated that because of the double lights at the intersection paired with the heavy flow
of traffic, many people try to push ahead and end up in the area on each side of the train tracks marked "X".
He explained that in the last accident the driver was stuck at the signal with the back of her car in the area
marked "X."
Burlingame City Council October 5, 2015
Unapproved Minutes
Agenda Item 8a
Meeting Date: 10/19/15
DPW Murtuza stated that he met with Caltrain to investigate what happened and what could be done to
improve the intersection. In his meeting with Caltrain, he was assured that the traffic signals, gate and
warning bells were properly working. However, the issue is that drivers attempt to get ahead in traffic by
inching close to the railroad tracks at the light and don't leave the areas marked "X" empty. Accordingly, in
order to increase driver safety transit police will be monitoring these intersections. DPW Murtuza ended by
stating he will be meeting with Caltrain again to review additional signage and safety measures for these
intersections.
Councilmember Brownrigg gave three suggestions to improve the intersection: (1) paint the width of the
train on the street so that people understand where the train will be; (2) extend the gate so that it crosses the
entire intersection; and (3) lights at the intersection should run with one another, so that it discourages
holding. DPW Murtuza replied that he would look into these suggestions.
b. REMEMBERANCE OF MAUREEN BROOKS
CDD Meeker shared a few words and memories about former colleague Maureen Brooks who passed away.
He remembered her spirit and the family bond that she had with her coworkers over her 19 year commitment
to the City. She will be deeply missed.
7. PUBLIC COMMENTS
Burlingame resident Jeff Loader spoke about the "Cool California Challenge" and encouraged citizens to
sign up on www.cachallenge.org.
8. CONSENT CALENDAR
Mayor Nagel asked the Councilmembers and the public if they wished to remove any items from the Consent
Calendar, Councilmember Brownrigg removed 8a.
Councilmember Brownrigg made a motion to adopt items 8b, 8c, 8d, 8e, of the Consent Calendar; seconded
by Vice Mayor Keighran. The motion was approved unanimously by voice vote, 5-0.
a. APPROVE THE CITY COUNCIL MEETING MINUTES OF SEPTEMBER 21, 2015
CC Hassel -Shearer requested Council approve the City Council meeting minutes of September 8, 2015.
Councilmember Brownrigg asked for the meeting minutes to be revised on page 4 paragraph 5 to state "CEO
of Mills -Peninsula Medical Center stated that there were no plans at present to build a medical office on the
adjoining property and stated that therefore the hospital didn't have a restriction on height of buildings.
Councilmember Brownrigg noted that if the hospital were to expand in the future the city would not let the
helipad drive the building outcome."
Mayor Nagel made an edit on page 7 paragraph 3 correcting the spelling of the word "sever".
Councilmember Brownrigg made a motion to adopt the Council Meeting Minutes as amended; seconded by
Vice Mayor Keighran. The motion was approved unanimously by voice vote, 5-0.
Burlingame City Council October 5, 2015
Unapproved Minutes
Agenda Item Ba
Meeting Date: 10/19/15
b. APPROVAL OF TEEN LIBRARIAN'S OUT-OF-STATE TRAVEL
Lib McCulley requested Council's approval of teen librarian's out-of-state travel.
c. APPROVAL OF PUBLIC WORKS DIRECTOR'S ATTENDANCE AT AN OUT-OF-STATE
CONFERENCE (THE PUBLIC WORKS SUMMIT)
DPW Murtuza requested Council's approval of his attendance at an out-of-state conference (The Public
Works Summit).
d. ADOPTION OF A RESOLUTION MEMORIALIZING THE CITY COUNCIL'S ACTION
WITH RESPECT TO TERRY MCALOON'S APPEAL OF THE PLANNING
COMMISSION'S AUGUST 10, 2015 APPROVAL OF APPLICATIONS FOR DESIGN
REVIEW AND A HILLSIDE AREA CONSTRUCTION PERMIT FOR MODIFICATIONS
TO AN EXISTING SINGLE-FAMILY RESIDENCE AT 2753 BURLINGVIEW DRIVE
CDD Meeker requested Council adopt Resolution Number 90-2015.
e. ADOPTION OF A RESOLUTION ACCEPTING THE LAGUNA DRAINAGE
IMPROVEMENTS BY BAY PACIFIC PIPELINES, INC.. CITY PROJECTY NO 82600
DPW Murtuza requested Council adopt Resolution Number 91-2015.
9. PUBLIC HEARINGS
There were no public hearings.
10. STAFF REPORTS AND COMMUNICATIONS
a. DISCUSSION AND DIRECTION REGARDING POSSIBLE COUNCIL PAY INCREASE
Mayor Nagel introduced this matter by stating that she requested this item as the City Council had not
received a pay increase since 1999. She explained that she felt this was a good time to discuss a pay increase
because under the law if the Council passed a pay increase it would not benefit a sitting Councilmember
(only future Councilmembers) and no current Councilmember was running for office. Furthermore, Mayor
Nagel stated that Council now attends an increasing amount of meetings, functions and conferences outside
of the City Council meetings. Accordingly, she questioned whether these increased costs may prevent some
individuals from running for Council.
CA Kane reviewed the staff report stating that the methods for raising pay are set forth in the California
Government Code which created a base level of pay of $300 a month. She explained that under the code, if
the Council wished to increase their pay it could do so through an ordinance by 5% a year. Therefore, since
the Council had not received a pay increase in 16 years, the pay level could be raised by 16 x 5%. The
current level of pay for City Councilmembers in Burlingame is $590 a month not including medical benefits.
Burlingame City Council October 5, 2015
Unapproved Minutes
Agenda Item Ba
Meeting Date: 10/19/15
Councilmember Root stated that when it was first discussed to put this on the agenda he had believed that
their pay in relation to other city councils in the County would be vastly less. But that when they reviewed
the pay of others, this was not the case.
Mayor Nagel stated that her suggestion was for a 20 or 25% increase, which would be an additional $135 a
month.
Vice Mayor Keigbran stated that she strongly opposed a pay increase. She stated that her opposition to a pay
increase was because: (1) currently, the pay level for Burlingame City Councilmembers was on the higher
end of other cities in the area; (2) Burlingame has several capital improvement projects that need funding and
therefore it is not the appropriate time to consider pay increases for the Council; and (3) she believed that
individuals should not be seeking council positions for the salary or medical benefits instead individuals
should be seeking a seat on the Council because of their desire to represent the community.
Councilmember Ortiz agreed with Vice Mayor Keighran, stating that the Council's pay was well within the
ranges of other councils in the County. He stated that the City Council needs to send a message that they are
keeping their purse strings tight and instead funding what is important for the community.
Councilmember Brownrigg stated that while he thanked Mayor Nagel for bringing forward this matter, he
agreed with his colleagues that the pay is where it should be.
Councilmember Root stated that he was involved with various boards over the years and that they had
absorbed the costs of some of their board members to ensure that people of varying backgrounds were on the
board. He stated that they should be careful that the City Council is not just made up of individuals that have
the means to be on the Council but instead equally represent the population of Burlingame.
Mayor Nagel stated that because of the Council's resounding opinion the matter would not be moved to a
motion.
11. COUNCIL COMMITTEE AND ACTIVITIES REPORTS AND ANNOUNCEMENTS
Council reported on various events and committee meetings they each attended on behalf of the City.
12. FUTURE AGENDA ITEMS
Councilmember Brownrigg requested an update on the Peninsula Avenue project.
13. ACKNOWLEDGMENTS
14. ADJOURNMENT
Mayor Nagel adjourned the meeting at 9:09 pm in memory of Maureen Brooks.
Respectfully submitted,
Meaghan Hassel -Shearer
City Clerk
Burlingame City Council October 5, 2015
Unapproved Minutes
9DMEETINGREPORT AGENDA NO: 8b
9D
MEETING DATE: October 19, 2015
To: Honorable Mayor and City Council
Date: October 19, 2015
From: Carol Augustine, Finance Director — (650) 558-7222
Subject: Update of the General Fund Reserve Policy for the City of Burlingame
RECOMMENDATION
Staff recommends that the City Council discuss and consider modifying the General Fund
Reserve Policy based on a refined analysis of the optimal reserve level for catastrophic events.
To further the City's goal of sustaining long-term financial strength, the City Council last year
approved a supporting strategy "to develop a policy for reserves that addresses how much to
reserve and for which events." The City contracted with the Research and Consulting Center of
the Government Finance Officers Association (GFOA) for assistance in conducting a risk-based
analysis of its General Fund reserve levels. That analysis examined the City's risks, which
include vulnerability to extreme events and public safety concerns, revenue source stability,
expenditure volatility, liquidity, other funds' dependency, leverage, and capital project funding.
The analysis was presented to the Council for their consideration in September 2014.
GFOA's recommendation for the City's Economic Stability Reserve was very firm: based on the
City's various economically sensitive revenues, a very high Economic Stability Reserve (24
percent of General Fund revenues) was determined to be optimal. The recommendation for a
Catastrophic Reserve was more difficult to quantify, due to the lack of historic loss data on
earthquake damage to municipal facilities and the potential for extreme events other than
earthquakes. The GFOA suggested that the economic impact of a catastrophic event anywhere
in the Bay Area is likely to be more severe than the impact on the City's municipal facilities, and
that a range (2 — 9 percent of General Fund revenues) would be sufficient for the City. The
Council appeared to be comfortable with a relatively higher (risk -averse) level of General Fund
reserves, and adopted the current General Fund Reserve Policy in January 2015. In conjunction
with this policy, a Renewal and Replacement Reserve was established in the City's Capital
Projects Fund. As of June 30, 2015, the City held $13.3 million as an Economic Stability Reserve
and $4.5 million as a Catastrophic Reserve in the General Fund.
Recently, the GFOA was able to re-examine the issue of optimal reserve strategies for
earthquakes. The fresh analysis was supported with more relevant data points than were
available last year. The GFOA was also able to recommend a number of other strategies the City
may consider to bolster its resiliency in responding to an extreme event.
1
General Fund Reserve Policy Update October 19, 2015
DISCUSSION
Establishing a Reserve Strategy for Extreme Events
In its analysis last year, the GFOA focused on the risk of earthquakes when determining the
optimal reserve level for catastrophic events. The new analysis, contained in an update to their
prior year report "A Risk -Based Analysis of General Fund Reserve Requirements for the City of
Burlingame" Section 313 "Public Safety and Earthquakes', is attached to this staff report. The
update includes a discussion of the various factors that contribute to the level of damage caused
by an earthquake. Although geological and geographic factors were considered to be beyond the
scope of the analysis, various data points from the 2014 South Napa earthquake provided
additional rigor to the previous study.
While acknowledging that the severity of an earthquake is dependent on many geological and
geographic factors, the GFOA was able to select loss data from cities that fell in a radius of
proximity to the epicenter of the South Napa earthquake, and then consider the population and
density of each data point. These data points (also referred to as "reference cases") of incurred
damages were translated into estimated damages per resident per square mile. After
determining an estimated range of damages to the City, the GFOA applied statistical analyses to
determine at which point the City gets the most value (in terms of confidence level) for the money
it invests in reserves for this contingency. At the low end, the GFOA determined that a $980,000
reserve would provide the City a 50 percent likelihood of being able to cover damages from an
earthquake with reserves. On the high end, a $1.7 million reserve would allow the City an 87
percent confidence level.
Currently, the 2015-16 fiscal year budget provides for an increase in the City's catastrophic
reserve from $4.5 million to $5.0 million. This is roughly 8.2 percent of projected General Fund
revenues — at the high end of the previously recommended 2-9 percent range for this reserve.
CITY OF BURLINGAME, CA
GENERAL FUND BALANCE ASSIGNMENTS
Economic Stability Reserve
Catastrophic Reserve
General Plan Reserve
Contingency Reserve
Subtotal, Assigned Fund Balance
Add: Unassigned Fund Balance
Total, Ending Fund Balance
FY14-15
Adjusted
FY15-16
Budget
Projected
$ 13,300 00
4 500,000
4,500,000
51000,00
0
500,000
500,000
18,300,000
20,000,000
5,779,054 5,059,859
$ 24,079,054 $ 25,059,859
It
Based on the GFOA analysis, staff recommends that the Catastrophic Reserve be decreased
from the current $4.5 million level to $2 million. Although this is a slightly higher level of reserve
2
R
General Fund Reserve Policy Update October 19, 2015
than the high end of the range recommended in the analysis, it recognizes the Council's
conservative disposition in regards to adequate reserves, while retaining the City's ability to
recover from an extreme event. As noted by GFOA, relying exclusively on reserves for extreme
events involves important opportunity costs. As the City continues to seek financing mechanisms
for a large list of unfunded needs, the additional $2.5 million may best be put to work in the City's
Renewal and Replacement Reserve.
Several recommendations were provided to help the City develop a more robust strategy to cover
the potential of damages in excess of the reserve target. These recommendations included the
use of other financing tools such as debt and insurance. The City could consider debt strategies
such as a contingent capital arrangement with an external lender. However, the recommendation
to consider inter -fund borrowing to provide resources needed to cover excess damages of a
catastrophic event seemed the most practical debt strategy for Burlingame. Staff has included a
provision for inter -fund borrowing in the proposed revisions to the City's General Fund Reserve
Policy attached to this report. In addition, the GFOA recommended the City consider "parametric"
insurance that would cover the City by a defined amount should a defined event occur (such as
an earthquake of a given magnitude.) The City is a member of the Associated Bay Area
Governments Pooled Liability Assurance Network Corporation (ABAG PLAN), a public -entity risk
pool that is currently investigating this and other insurance vehicles for its member cities. Staff
will follow the progress in this area to see if such an arrangement would be cost -beneficial for
Burlingame.
FISCAL IMPACT
Any reduction to the City's Catastrophic Reserve will be offset with an increase in the Renewal
and Replacement Reserve in the City's Capital Projects Fund. This reserve was established to
provide at least partial funding of the City's most immediate facilities' needs, as the City's
remaining capacity for debt is limited. .The use of other financing tools such as debt and
insurance can ensure a more robust and efficient strategy for responding to extreme events as
opposed to reserves alone.
A General Fund reserve policy based upon the needs of the City and specific risk conditions
faced by the City will help ensure financial solvency through fiscal emergencies, provide
guidelines for sound financial management with an overall long-range perspective, and enhance
the transparency of the City's financial management. As such, the policy should help maintain
the City's excellent credit rating and help determine when and whether to issue debt in order to
advance major capital initiatives.
Exhibits:
• GFOA Risk -Based Analysis of General Fund Reserve Requirements for the City of
Burlingame — Revised Section 3-13: Public Safety and Earthquakes
• Resolution adopting revisions to a General Fund Reserve Policy for the City of Burlingame.
• Current General Fund Reserve Policy (redlined)
• Proposed General Fund Reserve Policy
3
B. Public Safety and Earthquakes
Reserves are important for responding quickly and decisively to extreme events, such as natural
disasters. In Burlingame, the type of extreme event that is of greatest concern is earthquakes, but other
types of extreme events are possible, ranging from other natural disasters like a
storm/tsunami/mudslide to man-made
calamities, such as the 2010 San Bruno
natural gas pipeline explosion.
GFOA focused on the risk of earthquakes
since that seems to be the most
plausible of extreme events for which
the City is at risk. The Loma Prieta
earthquake in 1989 measured a 6.9 on
FEMA and Reserves
While the Federal Emergency Management Agency
reimburses local governments for monies spent in response
to a federally -declared disaster, the reimbursement is only
partial (typically 75 percent) and does not occur right away.
Therefore, local governments must have the financial
capacityto respond immediately and decisively,
independent of FEMA's financial support.
the Richter scale. While municipal records from the event are not readily available, GFOA obtained data
from three cities (Morgan Hill, Hollister, and Menlo Park) on damages they experienced. To further
supplement the information, GFOA looked at more recent damages experienced from the South Napa
earthquake in 2014. It is important to note that the City of Napa is located along two fault lines and was
the epicenter of the 2014 earthquake.' Because Burlingame is not located along a fault line, and thus
could not be an epicenter of an earthquake, we removed Napa from our sample and drew from
experiences of other municipalities that were affected by the 2014 South Napa earthquake.
We further emphasize that the analogues may not reflect what Burlingame might experience. The
severity of an earthquake depends on several factors, including magnitude, density of an area, depth of
the earthquake, distance from the epicenter, local geological conditions, secondary effects (e.g., floods,
landslides, fires), and architecture? Accounting for geological and geographic factors is beyond the
scope of our analysis, but we can consider population and density. For the select earthquake events
listed in Exhibit 3.9 we summarize statistics on each respective city's population at the time of the
earthquake, land area (in square miles), and resident per square mile. By way of comparison,
Burlingame is smaller in terms of both population and land area than the average city in the sample set,
but it is much denser. Burlingame's current estimated population is 29,685; its land area is 4.41 square
miles; and its density is 6,731 residents per square mile.
1 Christine Beyzaei, Jonathan Bray, Julien Cohen-Waeber, Tim Dawson, Les Harder, Ken Hudnut; Keith Kelson,
Tadahiro Kishida, Robert Lanzafame, Roberto Luque, Dan Ponti, Michelle Shriro, Nicholas Sitar, Nathaniel Wagner,
and John Wesling, "Geotechnical Engineering Reconnaissance of the August 24, 2014 M6 South Napa Earthquake,"
GEER Association Report No. GEER-037, (Washington, DC: National Science Foundation, 2014)
http://www.geerassociation.org/GEER Post%20EQ9'20Reports/South Napa 2014/GEEK SouthNapa 01-08-
2015 reduced.pdf.
z Sarah Zielinski, "Seven Factors that Contribute to the Destructiveness of an Earthquake," Smithsonian, February
23, 2011, http•//www smithsonianmae com/science-nature/seven-factors-that-contribute-to-the-destructiveness-
of-an-earthquake-44395116/.
1989 Loma
Prieta
6 9
Hollister
19,212
7.29
2,635
Menlo Park
28,040
9.79
2,864
Morgan Hill
23,928
12.88
1,857
Mean
23,727 9.99
2,452
2014 South
Napa
6.0
American Canyon
20,001 4.84
4,132
Benicia
27,454 12.93
2,123
Calistoga
5,224 2.60
2,009
Vallejo
118,470 30.67
3,863
Yountville
2,933 1.56
1,880
Mean
34,816 10.52
2,802
TOTAL MEAN
30,658 10.32
2,671
Sources: U.S. Census Bureau
Exhibit 3.10 shows the estimated total damages incurred by each city for the respective earthquakes as
well as the estimated cost compared to population, land size, and density. As shown in the exhibit, the
damages vary greatly by city. The damages that Calistoga incurred in the 2014 South Napa earthquake
and what Hollister incurred in the 1989 Loma Prieta earthquake reflect the lower and upper range of
this sample set. When we account for factors like population, land size, and population density,
Calistoga and Hollister continue to represent the ranges, though Yountville did experience greater
damages per square mile than any other city represented in the exhibit.
198891sT ma
6.9
Hollister'
$1,287,938
$67
$176,672
$489
Menlo Park°
$84,193
$3
$8,600
$29
Morgan Hill`
$336,009
$14
$25,084
$181
Mean
$569,380
$28
$70,452
$233
2014 South Napa
6.0
American
Canyon
$66,774
$3
$13,796
$16
Benicia
$67,076
$2
$5,188
$32
Calistoga
$7,625
$1
$2,933
$4
Vallejo
$633,462
$5
$20,654
$164
Yountville
$314,504
$107
$201,605
$167
Mean
$217,888
$24
$48,835
$77
TOTAL MEAN
$349,697
$25
$56,941
$135
'Figures forth is earthquake were provided by the City of Hollister, CA, and are estimates.
Figures forth is earthquake were provided by the City of Menlo Park, CA. FEMA did not assist in this event.
`Figures for this earthquake were provided by the City of Morgan Hill, CA, and are estimates.
Sources: City of Hollister, CA, City of Menlo Park, CA, U.S. Federal Emergency Management Agency, and U.S. Census Bureau
Developing a reserve strategy for an earthquake is more complicated than the other risk factors we have
considered so far because an earthquake is a low probability event with potentially extreme
consequences. Unlike, for example, a recession, which we can say will almost certainly happen within
the foreseeable future due to the normal ups and downs the economy experiences, Burlingame may not
experience another earthquake for many years. For a risk like revenue instability (due to a recession), it
makes sense to reserve an amount that is within the relatively well-defined range suggested by
Burlingame's historical experiences because we know that: A) a recession will happen in the foreseeable
future, and B) certain tax revenues will decline by a roughly predictable amount at that time.
To deal with the unique problems posed by the earthquake risk, we turn to the emerging field of
municipal "resiliency.i' Resiliency is defined as a city's ability to absorb an extreme event and bounce
back from it. Further, resiliency is enhanced when a city has multiple options to respond to an extreme
event. When considering financial preparedness to respond, a municipality has three basic options.
• Reserves. Reserves are under the complete control of a city, thus providing the most flexibility.
• Debt. A city could access the debt market to pay for costs of responding.
• Insurance. A city could purchase insurance to provide reimbursement of costs incurred.
3 See for example, the Rockefeller Foundations "100 Resilient Cities" program, of which GFOA is a partner. A
www.100resil ientcities.orx
For a low probability event with potentially extreme consequences, there are disadvantages to relying
exclusively on reserves. Chief among these drawbacks is the fact that it would take a long time to
accumulate sufficient reserves to cover the costs associated with a catastrophic event, and there are
important opportunity costs to holding these monies in reserve. For example, the City could use the
money to lower taxes or provide more services. The resiliency philosophy suggests that we should think
about how all three options could be used to create financial preparedness to deal with an earthquake.
In order to think about how the three funding mechanisms above might apply to the City of
Burlingame's financial preparedness strategy for an earthquake, we first need to better define the range
of damages Burlingame could experience. We first translated the reference cases described in Exhibit
3.10 to a range of hypothetical damages the City might experience. To do this, we updated the
estimated damages per resident per square mile from each of the cities (ranging from $4 to $489) based
on rates of inflation since the damages were recorded. Applying these results to Burlingame's current
density of 6,731 residents per square mile yields an estimated range of damages to the City of $25,500
to $3.3 million.
Second, we must account for eventual FEMA reimbursement of the damages. Because not all of the
total costs will occur immediately, we assume that Burlingame will need to be prepared to fund the first-
year costs on its own. This recognizes an assumed time lag between when an event occurs and when
FEMA reimbursement would be received. Using reimbursement experiences of other California
municipalities that GFOA has worked with, we reduce the total estimated damages to 79.5 percent to
reflect what the City would spend within the first year. This amounts to a range from approximately
$20,300 to $2.6 million.
The range of $20,300 to $2.6 million is still too vast to be of much help in making decisions about
Burlingame's financial strategy. Therefore, we assume potential earthquake damages take the shape of
a bell curve, where the City is much more likely to experience a minor earthquake than an extreme
earthquake
Exhibit 3.11 provides a distribution of the potential damages the City would need to cover in the first
year after an earthquake. The horizontal axis depicts two figures, with the top figure representing the
amount needed within the first year (in 100,000 of dollars). The bottom figure represents the portion of
risk covered by the dollar amount above. For example, if the City were to reserve $940,000, it could be
50 percent confident that it would be able to cover all the costs of responding to an earthquake in the
first year after the quake. Put another way, it is 50 percent likely that Burlingame would be able to cover
all of the first-year costs of an earthquake with $940,000. The vertical axis repeats the percent of likely
future earthquake damage Burlingame would be able to cover. For example, the 50 percent mark
vertical axis intersects with the red line at a reserve of $940,000. The shape of the red line on the graph
is critical — as we move to the right, we see that at higher levels of reserves there are smaller and smaller
increases in the levels of confidence Burlingame gains. This is because the right hand side of the graph
represents increasingly extreme and, therefore, increasingly unlikely possible future earthquakes.
4 GFOA used standard statistical procedures to turn the data from exhibit 10.3 into a normal distribution.
Of course, the City can be more confident by setting aside more reserves. But to be completely
confident the City would need to reserve a very high amount and, as we discussed earlier, there are
significant opportunity costs in doing so. Instead, the City might consider how reserves, debt, and
insurance can work together. First, let's establish some basic principles about how these three tools
work together.
• Reserves make the most sense at the left-hand side of the curve. Here the City gets the most
"bang for the buck" because each extra dollar of reserves buys the greatest increases in
confidence.
• Debt is probably the most useful nearer to the middle of the curve. The middle of the curve
represents severe but not catastrophic damage. Here, the City would likely need to fund a
significant response to an earthquake, but the City's tax base would not be so impaired (e.g.,
stores closed and residents dislocated on a long-term basis) that paying back the debt would be
problematic.
• Insurance is probably most useful nearer to the right-hand side of the curve. The right-hand
side of the curve represents catastrophic damage. In this case, the City' tax base might be
impaired for a significant time period making repayment of debt difficult. Further, the premium
payments for insurance coverage for only a catastrophic event would be less than for coverage
that includes both severe and catastrophic events.
Based on the figures displayed in Exhibit 3.11 the City starts to receive diminishing increases in
confidence by investing additional monies into a reserve starting at about $940,000. The City receives
about a 7 percent increase in confidence for every $100,000 it puts in reserve up to this amount. After
$940,000, confidence increases at a decreasing rate such that, by the point where the City reaches $1.6
million in reserves, an additional $100,000 million only provides less than a 3.5 percent increase in
confidence. This pattern suggests the following range for reserves:
• On the low end, $940,000. This is point at which the City gets the most value for the money it
invests in reserves. It results in the City having over 50 percent likelihood of being able to cover
all first-year damages from an earthquake with reserves.
• On the high end, $1.6 million. This is the point at which an additional $100,000 invested in
reserves provides only half the benefit of investments made at the low end of the range. It is
also the point at which the City can be 86 percent confident it can cover all first-year damages
from an earthquake with reserves.
For potential damages in excess of the reserve target the City selects, the City should consider other
financing tools like debt and insurance. The scope of this analysis is limited to reserves, so GFOA cannot
provide more specific guidance on the exact points on the curve in Exhibit 3.11 at which the City should
consider debt versus insurance, but we can provide the following recommendations to help the City
develop a more robust strategy.
Develop a contingent capital arrangement. For damage levels at which the City chooses to use debt,
the City should arrive at pre -arranged terms with a lender to be able to access a loan when the need
arises. This will eliminate the need to negotiate terms during high -stress periods in the aftermath of an
extreme event, and the City will have a much more favorable negotiating position before an event than
immediately after.
Consider inter -fund borrowing. A loan does not necessarily have to come from an external creditor. If
the City has resources in other funds that are not likely to be compromised by a severe earthquake, the
City could use inter -fund borrowing to provide the resources needed by the General Fund. Similar to a
contingent capital agreement with an external lender, the City should develop a robust internal
borrowing policy prior to an event to govern the terms of the loan.
Consider "parametric" insurance in addition to traditional indemnity insurance. Indemnity insurance is
the type of insurance that most cities have traditionally purchased, where the insurance corresponds to
the value of the assets being insured and reimbursement is paid out after a certain deductible has been
met. The advantage of traditional indemnity insurance is that there is a known damage threshold past
which the City is covered.
Parametric insurance is a newer type of insurance for providing coverage for extreme events, having
gained popularity in the last 15 years or so. Parametric coverage provides the policy holder (the City)
with a payment amount that is defined ahead of time, should a defined event come to pass (an
earthquake of a given magnitude). Parametric insurance could be more useful for providing an injection
of liquidity because the holder of the policy receives the defined payment immediately upon verification
by a third party that the given event occurred, which usually would be within a matter of days. As a
simple illustration, a parametric policy might provide the City of Burlingame with $10 million upon the
occurrence of a 7.0 magnitude earthquake, after the U.S. Geological Survey verifies the magnitude of
the quake. This feature of parametric insurance also eliminates much of the administrative hassle that
would be associated with a traditional indemnity policy (e.g., working with claims adjusters). A final
advantage is that the proceeds from the policy payout are completely fungible —the City could use them
to fund whatever service it deems necessary, whereas indemnity policies might require the policy holder
to use the funds to repair or replace the asset that was insured. An important disadvantage of
parametric insurance is that the policy is triggered by the magnitude of the event, not the damages
incurred by the City. So, if the City were to experience a 6.9 magnitude quake, to continue our previous
example, it would receive nothing from a parametric policy regardless of the damages it experienced.
A robust insurance strategy could make use of both traditional indemnity and parametric insurance. For
example, traditional indemnity insurance could be used to protect against loss of the City's assets, while
parametric insurance could be used to compensate the City for the losses in tax revenue it would
experience from an impaired tax base, for instance.
4
f
Implied Reserve Component for Extreme Events/Public Safetv
• A reserve between $940,000 and $1.6 million would provide Burlingame with between 50
percent and 86 percent likelihood, respectively, of covering the total first-year costs using just
its reserves.
• The City should supplement its earthquake resiliency strategy with other financing tools such
as debt instruments and insurance.
• The City could replenish the reserve through reimbursements it receives from public agencies
and its insurance provider.
• The City could develop an inter -fund borrowing policy for emergency short-term loans to meet
more immediate cash flow needs that may result from extreme events.
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
BURLINGAME APPROVING A RESERVE POLICY FOR THE
CITY'S GENERAL FUND
WHEREAS, the City of Burlingame wishes to support its goal of sustaining long-term
financial strength through the establishment of a clearly articulated reserve policy; and
WHEREAS, reserves are the cornerstone of financial flexibility, providing options for
responding to unexpected issues and a buffer against economic downturns and other forms of
risk; and
WHEREAS, in 2014 the City engaged the services of Research and Consulting Center of
the Government Finance Officers Association (GFOA) to provide a risk-based analysis and
recommendation for appropriate reserves for the City; and
WHEREAS, the GFOA analysis determined that the City should retain an Economic
Stability Reserve to protect and preserve City services from dramatic drops in General Fund
revenues that are highly sensitive to economic conditions; and
WHEREAS, the GFOA analysis also determined that the City should retain its
Catastrophic Reserve to provide for the cost of repairs to City buildings and facilities caused by
natural disasters or other catastrophic events; and
WHEREAS, based on an updated analysis of the probable impact of an earthquake or
other infrequent but consequential event, the GFOA provided a lower optimal target reserve level
recommendation for the City's Catastrophic Reserve; and
WHEREAS, the GFOA suggests that infrequent but consequential events can best be
covered by a blend of reserve, debt and insurance strategies; and
WHEREAS, the General Fund Reserve policy should be reviewed at least annually, to
safeguard its effectiveness and relevance to the City's long-term needs, and to ensure that the
policy remains current with government financial best practices.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BURLINGAME DOES
HEREBY RESOLVE AND ORDER AS FOLLOWS:
The General Fund Reserve Policy as revised for the City of Burlingame and shown on the
attached Exhibit A is hereby adopted.
Terry Nagel, Mayor
I, Meaghan Hassel -Shearer, City Clerk, City Clerk of the City of Burlingame, hereby certify
that the foregoing Resolution was duly and regularly introduced and adopted at a regular meeting
of the Burlingame City Council held on the 19t' day of October, 2015, by the following vote to wit:
AYES:
Councilmembers
NOES:
Councilmembers:
ABSENT:
Councilmembers:
Meaghan Hassel -Shearer, City Clerk
City of Burlingame, California
Financial Policy Document
General Fund Reserve f
Adoption Date: January20October 19, 2015
Last Revision Date: January 20, 2015
Owner Department: Finance
I. Introduction
A General Fund reserve helps ensure that the City of Burlingame (the City) can provide
consistent, uninterrupted municipal services in the event of economic disruption or an extreme
event. Two of the City's primary revenue sources, the transient occupancy tax and sales tax,
are known to be sensitive to downturns in the economy. Further, like many other California
cities, Burlingame must be prepared for seismic and other catastrophic events that could
threaten its long term fiscal health.
This policy establishes the amounts the City will strive to maintain in the General Fund
reserve, how the reserve will be funded, and the conditions under which the reserve may be
spent.
II. Amounts Held in Reserve
The City of Burlingame will strive to hold the amount listed below as "assigned" General
Fund balance, expressed as a percentage of the City's annual operating expenditures for the t
General Fund. These amounts are expressed as goal ranges, recognizing that fund balance l
levels can fluctuate from year to year in the normal course of operations for any local
government. The reserves are broken into three separate categories, each with their associated
target amount of reserves:
■ 24 % of budgeted revenues - Economic Stability Reserve. Available to protect and
preserve City services from dramatic drops in General Fund revenues that are highly
sensitive to economic conditions, mainly transient occupancy taxes and sales taxes
■ 2" 9' 46 of budgeted reeve ijes$2,000,000 - Catastrophic Reserve. Available to
make repairs and reconstruct City buildings and facilities that may be damaged by
natural disasters or acts of war or terrorism
• $500,000 - Contingency Reserve. Available to cover unexpected expenses that may
arise during the course of the fiscal year that were not considered during budget
planning
If, based on the Finance Director's analysis and forecasting, the target balance is not being
met or is likely not going to be met at some point within a five-year time horizon, then a plan
to meet the target balance will be developed. This plan will then be presented to the City
Council for consideration.
III. Funding Reserve Targets
Funding of unrestricted fund balance targets will come generally from one-time revenues,
unusually high yields from transit occupancy taxes or sales taxes, and projected revenues in !
Page 1 of 3
City of Burlingame, California
Financial Policy Document
General Fund Reserve
excess of projected expenditures. They will generally be reserved in the following priority
order:
1. Economic stability reserve
2. Catastrophic reserve
IV. Conditions for Use of Reserves
A. Use of Reserves
It is the intent of the City to limit use of the General Fund reserves to address unanticipated,
non-recurring needs or known, planned future obligations. Reserves shall not normally be
applied to recurring annual operating expenditures. The reserves may, however, be used to
allow time for the City to restructure its operations in a deliberate manner (such as might be
required in the case of a severe economic downturn), but such use will only take place in the
context of an adopted long-term plan to reach a sustainable structure.
The City may only use up to 50% of the reserve for Economic Stability to continue operations
without reductions in any one year of economic difficulty. The use of the reserve is limited in
this way so that the balance of the reserve would be available to help the City address any
additional financial problems that the City could confront after adoption of a subsequent
year's budget.
B. Authority to Use Reserves
The City Manager may authorize the use of reserves unless that use would cause the City's
reserves to drop below 2625% of the city's regular annual operating general fund revenues.
Any proposed use that would cause the reserves to be below this amount must be approved by
the City Council, by majority vote. In all cases, the City Council and management shall only
use reserves for purposes consistent with the purposes described in Policy IV -A above.
C. Authority for Interfund Borrowing
The City Manager may authorize inter -fund borrowing in the event that resources are needed
by the General Fund to recover from damages incurred in a catastrophic event that exceed the
amount available in the Catastrophic Reserve. Borrowed funds can be provided from any
other funds that are not fiscally compromised by the event, and will be reimbursed at a rate
determined by the City's overall portfolio yield.
Q_Replenishment of Reserves
In the event the City Council authorizes use of the reserves, the City Manager shall propose a
plan for the replenishment of the reserves to the City Council. The City will strive to replenish
the reserves within one year of use, but will make every reasonable effort to fully replenish
them within five years of use.
Page 2 of 3
City of Burlingame, California
Financial Policy Document
General Fund Reserve
V. Annual Review of Policy
The General Fund Reserve policy will be reviewed at least annually, and discussed if changes
are necessary, to safeguard its effectiveness and relevance to the City's long-term needs, and
to ensure that the policy remains current with government financial best practices.
Page 3 of 3
City of Burlingame, California
Financial Policy Document
General Fund Reserve
Adoption Date: October 19, 2015
Last Revision Date: January 20, 2015
Owner Department: Finance
I. Introduction
A General Fund reserve helps ensure that the City of Burlingame (the City) can provide
consistent, uninterrupted municipal services in the event of economic disruption or an extreme
event. Two of the City's primary revenue sources, the transient occupancy tax and sales tax,
are known to be sensitive to downturns in the economy. Further, like many other California
cities, Burlingame must be prepared for seismic and other catastrophic events that could
threaten its long term fiscal health.
This policy establishes the amounts the City will strive to maintain in the General Fund
reserve, how the reserve will be funded, and the conditions under which the reserve may be
spent.
II. Amounts Held in Reserve
The City of Burlingame will strive to hold the amount listed below as "assigned" General
Fund balance, expressed as a percentage of the City's annual operating expenditures for the
General Fund. These amounts are expressed as goal ranges, recognizing that fund balance
levels can fluctuate from year to year in the normal course of operations for any local
government. The reserves are broken into three separate categories, each with their associated
target amount of reserves:
24 % of budgeted revenues - Economic Stability Reserve. Available to protect and
preserve City services from dramatic drops in General Fund revenues that are highly
sensitive to economic conditions, mainly transient occupancy taxes and sales taxes
• $2,000,000 - Catastrophic Reserve. Available to make repairs and reconstruct City
buildings and facilities that may be damaged by natural disasters or acts of war or
terrorism
• $500,000 - Contingency Reserve. Available to cover unexpected expenses that may
arise during the course of the fiscal year that were not considered during budget
planning
If, based on the Finance Director's analysis and forecasting, the target balance is not being
met or is likely not going to be met at some point within a five-year time horizon, then a plan
to meet the target balance will be developed. This plan will then be presented to the City
Council for consideration.
III. Funding Reserve Targets
Funding of unrestricted fund balance targets will come generally from one-time revenues,
unusually high yields from transit occupancy taxes or sales taxes, and projected revenues in
Page 1 of 3
City of Burlingame, California
Financial Policy Document
General Fund Reserve
J
excess of projected expenditures. They will generally be reserved in the following priority
order:
1. Economic stability reserve
2. Catastrophic reserve
IV. Conditions for Use of Reserves
A. Use of Reserves
It is the intent of the City to limit use of the General Fund reserves to address unanticipated,
non-recurring needs or known, planned future obligations. Reserves shall not normally be
applied to recurring annual operating expenditures. The reserves may, however, be used to
allow time for the City to restructure its operations in a deliberate manner (such as might be
required in the case of a severe economic downturn), but such use will only take place in the
context of an adopted long-term plan to reach a sustainable structure.
The City may only use up to 50% of the reserve for Economic Stability to continue operations
without reductions in any one year of economic difficulty. The use of the reserve is limited in L
this way so that the balance of the reserve would be available to help the City address any l
additional financial problems that the City could confront after adoption of a subsequent
year's budget.
B. Authority to Use Reserves
The City Manager may authorize the use of reserves unless that use would cause the City's
reserves to drop below 25% of the city's regular annual operating general fund revenues. Any
proposed use that would cause the reserves to be below this amount must be approved by the
City Council, by majority vote. In all cases, the City Council and management shall only use
reserves for purposes consistent with the purposes described in Policy IV -A above.
C. Authority for Interfund Borrowing
The City Manager may authorize inter -fund borrowing in the event that resources are needed
by the General Fund to recover from damages incurred in a catastrophic event that exceed the
amount available in the Catastrophic Reserve. Borrowed funds can be provided from any
other funds that are not fiscally compromised by the event, and will be reimbursed at a rate
determined by the City's overall portfolio yield.
D. Replenishment of Reserves
In the event the City Council authorizes use of the reserves, the City Manager shall propose a
plan for the replenishment of the reserves to the City Council. The City will strive to replenish
the reserves within one year of use, but will make every reasonable effort to fully replenish
them within five years of use.
Page 2 of 3
City of Burlingame, California
Financial Policy Document
General Fund Reserve
V. Annual Review of Policy
The General Fund Reserve policy will be reviewed at least annually, and discussed if changes
are necessary, to safeguard its effectiveness and relevance to the City's long-term needs, and
to ensure that the policy remains current with government financial best practices.
Page 3 of 3
BURL,INGAME STAFF REPORT AGENDA NO: 8c
MEETING DATE: October 19, 2015
To: Honorable Mayor and City Council
Date: October 19, 2015
From: Syed Murtuza, Director of Public Works — (650) 558-7230
Subject: Adoption of a Resolution Accepting the Neighborhood Storm Drain Project
#7 by D&D Pipelines, Inc., City Project No. 84090
RECOMMENDATION
Staff recommends that the City Council adopt the attached resolution accepting the
Neighborhood Storm Drain Project #7 by D&D Pipelines, Inc., City Project No. 84090, in the
amount of $434,776.
BACKGROUND
On March 16, 2015, the City Council awarded the Neighborhood Storm Drain Project #7 to D&D
Pipelines, Inc., in the amount of $382,200. The project consisted of the installation of 415 linear
feet of storm drain pipe lines by open trench construction method; installation of 152 linear feet of
cured in place pipe; installation of 1,469 linear feet of new curb and gutter; installation of 100
linear feet of concrete swales; and concrete work on driveways/sidewalks and related
appurtenances.
DISCUSSION
The project has been satisfactorily completed in compliance with the plans and specifications.
The final construction cost of $434,776 is $52,576, or approximately 13.8%, above the original
contract and is within the Council authorized contingencies. The increase in cost was for
additional concrete sidewalk, curb, and gutter work on Capuchino and Paloma Avenues due to
poor subgrade; construction of two curb ramps at the intersection of Adeline Ave. and Cabrillo
Ave.; repairs to a storm drain culvert prior to the installation of the cured in place pipe; and field
adjustments to contract quantities.
FISCAL IMPACT
The following are the estimated final project expenditures:
Construction $434,776.00
Construction Inspection & Testing $37,160.00
Construction Engineering & Administration $40,064.00
Total $512,000.00
1
Resolution Accepting the Neighborhood Storm Drain # 7
Project by D&D Pipelines, Inc.
October 19, 1015
There are adequate funds available in the Storm Drainage Capital Improvement Program budget
to cover these costs.
Exhibits:
• Resolution
• Final Progress Payment
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME
ACCEPTING THE NEIGHBORHOOD STORM DRAIN PROJECT #7
BY D&D PIPELINES, INC.
CITY PROJECT NO. 84090
RESOLVED by the CITY COUNCIL of the City of Burlingame, California, and this Council
does hereby find, order and determine as follows:
1. The Director of Public Works of said City has certified the work done by D&D Pipelines,
Inc., under the terms of its contract with the City dated April 17, 2015, has been completed in
accordance with the plans and specifications approved by the City Council and to the satisfaction of
the Director of Public Works.
2. Said work is particularly described as City Project No. 84090.
3. Said work be and the same hereby is accepted.
Mayor
I, Meaghan Hassel -Shearer, City Clerk of the City of Burlingame, do hereby certify that the
foregoing Resolution was introduced at a regular meeting of the City Council held on the 19u' day of
October, 2015, and was adopted thereafter by the following vote:
AYES: COUNCILMEMBERS:
NOES: COUNCILMEMBERS:
ABSENT: COUNCILMEMBERS:
City Clerk
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aSTAFF REPORT AGENDANO: 10a
MEETING DATE: October 19, 2015
To: Honorable Mayor and City Council
Date: October 19, 2015
From: Lisa K. Goldman, City Manager — (650) 558-7243
Subject: Approval of a Term Sheet with the San Mateo Union High School District
Regarding the Burlingame Aquatic Center at Burlingame High School
RECOMMENDATION
Staff recommends that the City Council approve the attached Term Sheet with the San Mateo
Union High School District (SMUHSD, the District) regarding the Burlingame Aquatic Center at
Burlingame High School (BHS).
BACKGROUND
In November 1997, the City and the District entered into an agreement to jointly fund the
construction and ongoing repair, improvements, and operations of a new 25 -yard pool at BHS.
The agreement included terms regarding scheduling of the facility, maintenance, record keeping,
and the distribution of costs, with the City paying 65%, plus 5% overhead, for all routine
maintenance and operations, and the District paying the remaining 35%. The agreement
describes non -routine maintenance (or capital expenditures) as "Extra Work" and notes, "It is
agreed that extra work falls outside the normal scope of this contract. CITY and DISTRICT must
meet in good faith and negotiate how such extra work is to be performed and how any costs
caused by such extra work shall be apportioned by the two parties." The term of the agreement is
25 years (ending November 19, 2022), with an automatic five-year extension unless either party
provides written notice six months in advance that they wish to review or terminate the
agreement.
In August 1999, after an anonymous donor agreed to provide funding to upgrade the 25 -yard pool
facility into a 50 -meter pool, the City and the District approved a first amendment to the original
agreement. The amended agreement expanded the hours that the facility could be open and
made various other changes. No changes were made to the cost allocation formula referenced
above or to the "Extra Work" provision or term of the agreement.
Between the time the pool opened and 2011, the City operated the community programs at the
pool, including recreational swimming, lap swimming, swim lessons, and fitness classes, and
managed the scheduling. In 2011, the City contracted with the Burlingame Aquatic Club (BAC) to
operate these programs on the City's behalf. BAC was already managing competitive programs
in adult and youth swimming and water polo at the pool.
1
Burlingame Aquatic Center Term Sheet
DISCUSSION
October 19, 2015
The City and the District have been engaged in negotiations regarding a new agreement for the
Burlingame Aquatic Center for the past several years. The City Manager and the Superintendent
have reached agreement on the attached Term Sheet, which will be developed into an agreement
for adoption by the City Council and the District's Board of Trustees (the Board). The City Council
and the Board have also discussed and agreed in concept to the draft Term Sheet. The key
provisions of the draft Term Sheet are:
• The City will pay 78% for maintenance and operating expenses, and the District will pay 22%.
The City's share, which is higher than that paid under the prior agreement, is reflective of the
City's/BAC's greater use of the facility.
• The pool is now fifteen years old and will require capital improvements. Earlier this year, the
District commissioned Aquatic Design Group (ADG) to conduct a facility audit of the aquatic
center. This audit, which still must be finalized, will help the City and the District jointly
develop a ten-year and 20 -year capital replacement program. City staff and District staff will
meet annually in February or March to discuss maintenance and capital needs for the
following fiscal year so that both agencies can budget appropriately for planned expenditures.
• In keeping with past practice, the City and the District will split capital expenses identified in
the amended ADG report on a 50-50 basis. The District will bill the City as a project is
undertaken, and the City will pay for the work or the asset at that time. Should the agreement `
terminate early for any reason, and the asset or project still has a remaining "useful life," then
the District will repay the City for the funds spent according to the remaining life of the asset.
The draft Term Sheet contains an example of how this repayment would work.
• The new agreement will expire on January 1, 2026, a three-year extension. The City and the
District will meet over the next three years to work toward a longer-term extension of the
agreement.
• The annual pool maintenance closure period has been changed from December 1 — January
31 to no more than two of the following windows: November 15 — December 15, January 15
— January 31, and the week of the District's spring break. Emergency repairs can be done
outside of these windows to minimize pool downtime. Major construction can also be done at
other times of the year but will be subject to agreement between the City and the District. The
District will provide the City with a 90 -day notice of the closure period, except in emergency
situations. If available, the District will make every effort to assure that either the San Mateo
High School Pool or the Capuchino High School pool is available when the aquatic center is
anticipated to be closed longer than one week. Both of these facilities have locker rooms
separate from the main school locker rooms, thus making it easier to ensure locker room
access for patrons at the alternate facility. The City will pay the District's labor costs to open
and close the alternate facility, perform routine maintenance, etc. during the BHS pool
closure. The City will also pay 50% of the standard facility use fees (the non-profit rate) at the
alternate pool(s) during the closure. The City will not pay expenses at the BHS pool during the
closure, except those associated with projects undertaken during the closure.
2
Burlingame Aquatic Center Term Sheet
October 19, 2015
• The City and the District will split the pool in half (ten lanes each) during all shared use times.
With limited exceptions, shared use times are:
o Monday to Friday: 5:30 a.m. to 7:30 a.m. and 3:30 p.m. to 7:30 p.m.
o Monday to Friday, 7:30 a.m. to 3:30 p.m., only as needed
o Saturday, 9:00 a.m. to 1:00 p.m. during high school water polo season
o Saturday, 9:00 a.m. to 11:00 a.m. during high school swim season.
The District will have exclusive use of the pool during competitions, physical education
classes (generally a few weeks at the beginning and end of the school year), and up to three
times per year for special school events. Such full use will begin no earlier than 8:00 a.m.
With the exception of the District's exclusive use periods described above, the City will have
exclusive use of the pool:
o Monday to Friday, 7:30 a.m. to 3:30 p.m., unless the District requests shared use
o Monday to Friday, 7:30 p.m. to 10:00 p.m.
o Saturday, 5:30 a.m. to 9:00 a.m.
o Saturday, 11:00 a.m. or 1:00 p.m. to 10:00 p.m. (depending on high school water polo
and swim seasons, as described above)
o Sunday, 5:30 a.m. to 10:00 p.m.
• Scheduling of the BAC swim meets or water polo tournaments outside of the three traditional
events in February, June, and October must be mutually agreed upon by the City and the
District. The City and the District will also review and discuss the schedule at an annual
meeting.
• The City and the District will develop a separate agreement in which the City provides use of
the baseball field at Washington Park to the District, free of charge, for reasonable use
associated with the BHS baseball program. The details regarding scheduling still need to be
worked out. The City has requested that the District provide some regular evening use of the
BHS gym free of charge. Unfortunately, as BHS uses the gym frequently, the District believes
that it is difficult to build a schedule that can accommodate such use. The SMUHSD
Superintendent and the District share the City's interest in making facilities available to the
public, however, and will explore this issue further in the future.
FISCAL IMPACT
There is no fiscal impact associated with approving the draft Term Sheet. There will be a cost
associated with increasing the City's share of operations and maintenance from 70% (inclusive of
5% overhead) to 78% (inclusive of 5% overhead). That cost will vary from year to year based on
the needs of the facility. Although there will also be a cost for capital each year, the City's share
is not increasing. In addition, the City's costs should become more predictable since the City and
the District will work together to develop a schedule for improvements.
3
Burlingame Aquatic Center Term Sheet
Exhibit:
• Proposed Term Sheet
October 19, 2015
DRAFT City of Burlingame/SMUHSD Aquatic Center, Amendment 1
Revised 10/1/15
City and District Allocation of Maintenance and Operating Expenses
a. 78% City allocation (includes 5% admin charge)
b. 22% District allocation
Capital Expenditures and Replacement/Repair Program
a. Capital expenditure program based on Aquatic Design Group (ADG) audit dated May
15, 2015, as amended. City and District waiting for amended report, and both parties
need an opportunity to review and request clarification if needed.
b. Jointly develop 10 -year and 20 -year capital replacement program, identifying specific
projects and timeline.
C. City and District to meet annually in February or March to discuss maintenance and
capital needs for the following fiscal year so that both agencies can budget
accordingly for planned expenditures.
d. Capital expenditure related to pool deck and drainage removal and replacement,
estimated cost $461,370, to be prioritized along with other capital improvements.
Displacement of BHS and BAC programs likely to occur. Try to minimize
displacement to the extent feasible. (See #5 below)
Calculation of City Share of Capital Expenditures
a. City and District to split capital expenses identified in amended ADG report on a 50-
50 basis.
b. City Share is paid up front for each project as it is undertaken. Should agreement
terminate early, District will repay City for funds spent according to remaining life of
the asset(s). For example, if the City pays $100,000 for a capital expenditure with a
10 -year life (and a total cost of $200,000), and the agreement terminates after 5 years,
the District will repay the City $50,000.
4. Term of Agreement
a. Existing term to expire January 1, 2026.
b. The parties will meet prior to the end of 2015 and annually thereafter. Both parties
will work toward a longer term agreement in the next three years.
5. Annual Pool Maintenance Closure; City Use of District Pools
a. The possible maintenance windows are November 15 -December 15, January 15 -
January 31, and the week of the SMUHSD spring break. District and City would
agree to I or 2 closures maximum per year, unless an emergency repair or major
construction is scheduled.
b. District to provide 90 -day notice of closure period except in emergency situations.
C. District to use `best efforts" to minimize closure period
d. If available, District to provide City use of SMHS or CHS pools, minimum 8 lanes,
when BHS pool is anticipated to be closed longer than one week. District to make
locker rooms available to BAC if possible.
e. City to pay labor costs at alternate facility during BHS closure.
f City to pay 50% of standard facility use fees (non-profit rate) at alternate pools during
BHS pool closure.
g. City does not pay for expenses at BHS (excluding those associated with projects
undertaken during closure) while using alternate facility.
6. Usage Allocation
a. District use
i. Monday to Friday 5:30 a.m. to 7:30 a.m. and 3:30 p.m. to 7:30 p.m.: 10
adjoining swimming lanes (no buffer lane)
ii. Monday to Friday 7:30 a.m. to 3:30 p.m. as needed: 10 adjoining lanes (no
buffer lane). Entire pool up to three times per year for special school events,
e.g., Senior Day. Full-day use will begin no earlier than 8 a.m.
iii. PE Units [RESERVED] require exclusive use of pool; times TBD
iv. Saturday 9:00 a.m. to 1:00 p.m. during water polo season: 10 adjoining lanes
(no buffer lane)
v. Saturday 9:00 a.m. to 11:00 a.m. during swimming season: 10 adjoining
lanes (no buffer lane)
vi. Interscholastic competition scheduling as needed. Exclusive use of pool for
duration of contest required. District to provide notice of competitions as
soon as possible.
b. City use
i. Monday to Friday 5:30 a.m. to 7:30 a.m. and 3:30 p.m. to 7:30 p.m.: 10
adjoining lanes (no buffer lane)
ii. Monday to Friday, 7:30 a.m. to 3:30 p.m.: all lanes unless District requests
entire use (see 6aii above); if District requests use, then 10 adjoining lanes
(no buffer lane) `
iii. Monday to Friday 7:30 p.m. to 10:00 p.m. all lanes
iv. Saturday 5:30 a.m. to 9:00 a.m.: all lanes
v. Saturday, 9:00 a.m. to 11:00 a.m, during swimming season and 9:00 a.m. to
1:00 p.m. during water polo season: 10 adjoining lanes (no buffer lane)
vi. Saturday 1:00 p.m. to 10:00 p.m. all lanes
vii. Sunday 5:30 a.m. to 10:00 p.m. all lanes
viii. Scheduling of BAC swim meets or water polo tournaments outside the three
traditional events in February, June and October must be mutually agreed
upon by City and District.
ix. Usage allocation shall be discussed and reviewed at annual meetings.
7. Baseball field
a. City to provide use of baseball field at Washington Park to District free of charge for
reasonable use associated with high school baseball program. Operational agreement
regarding scheduling priorities and mechanisms to be worked out.
b. Other details TBD once City staff weighs in.
9D STAFF REPORT AGENDA NO: 10b
9D
MEETING DATE: October 19, 2015
To: Honorable Mayor and City Council
Date: October 19, 2015
From: Leslie Loomis, Human Resources Director—(650) 558-7209
Subject: Adoption of a Resolution Approving Changes to the Memoranda of
Understanding Between the City of Burlingame and AFSCME Local 829 and
AFSCME Local 2190, and Authorizing the City Manager to execute the
Memoranda on Behalf of the Citv
RECOMMENDATION
Staff recommends that the City Council adopt the attached resolution approving the changes to
the Memoranda of Understanding between the City of Burlingame and AFSCME Local 829 and
AFSCME Local 2190, respectively, and authorizing the City Manager to execute them on behalf
of the City.
BACKGROUND
The City has been meeting since April 2015 with the American Federation of State, County and
Municipal Employees (AFSCME) Local 829 and Local 2190 regarding the terms and conditions of
new agreements. AFSCME Local 829 represents 52 administrative City employees, and
AFSCME Local 2190 represents 46 City maintenance support personnel. Both labor agreements
expired on June 30, 2015 after three-year terms. The City reached tentative agreements with
both units in late September, and both units ratified their respective agreements the first week on
October.
DISCUSSION
Both the City and the AFSCME units were interested in multi-year agreements. During the
negotiation period that resulted in the three-year contract that expired on June 30, 2015, the City
was in the midst of handling the budget impact caused by the recent economic downturn. As a
result, the AFSCME units, as well as the other City bargaining units, participated in a number of
cost-saving measures to offset the budget deficit. The AFSCME units conveyed to the City
throughout the current negotiation meetings that their primary interest was to recover
economically from these concessions. After many meetings and extensive exchange of
information, the City and AFSCME reached tentative agreements.
The terms of the two new agreements are largely the same for both units:
1
AFSCME Local 829 and Local 2190 Labor Agreements
• Term: 3 years; new term is July 1, 2015 through June 30, 2018
Salary: 3% increase retroactive to the first pay period in July 2015
3% increase effective the first pay period in July 2016
3% increase effective the first pay period in July 2017
• Medical: No change to the medical plan contributions and/or language
October 19, 2015
• Dental: Increase the maximum reimbursement for employees from $1700.00 to
$1900.00 per year;
No increase to the dependent reimbursement amount
• Vision: Change to the reimbursement formula from a total cap of $435.00 a year on
specific costs to an overall maximum reimbursement of $600.00 per year
In addition to the above -noted changes, the new contracts include revising certain language for
greater clarity, and other Council -authorized changes such as certificate pay and clothing
allowance changes. All of the recommended changes are included in both the attached
Memoranda of Understanding and in the Tentative Agreements.
FISCAL IMPACT
The FY 2015-16 City budget includes funding for the cost of the proposed increases to the
AFSCME units.
The cost of a 3% salary increase with the rollup costs is $181,900 for the 2015/16 fiscal year
The cost of a 3% salary increase with the rollup costs is $190,300 for the 2016/17 fiscal year
The cost of a 3% salary increase with the rollup costs is $196,300 for the 2017/18 fiscal year
The approximate increase in the cost of the dental reimbursement plan is $23,400 per year, and
the approximate increase in the cost of the vision reimbursement plan is $17,500 per year.
EXHIBITS:
• Resolution
• Revised Memoranda of Understanding between the City of Burlingame and AFSCME Local
829 and Local 2190
• Tentative Agreements
2
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME
APPROVING CHANGES TO THE MEMORANDA OF UNDERSTANDING BETWEEN
THE CITY OF BURLINGAME AND AFSCME LOCAL 829 AND AFSCME LOCAL
2190, RESPECTIVELY, AND AUTHORIZING THE CITY MANAGER TO EXECUTE
THE MEMORANDA ON BEHALF OF THE CITY
RESOLVED, by the City Council of the City of Burlingame:
WHEREAS, the City of Burlingame and the American Federation of State, County
and Municipal Employees (AFSCME) Local 829 and Local 2190 have met and
conferred in good faith on the terms and conditions of employment as provided by State
law; and
WHEREAS, the City and the AFSCME Units have reached agreement on certain
changes to be made to the existing terms and conditions of employment and
Memoranda of Understanding between the City and the AFSCME Units; and
WHEREAS, the proposed changes are fair and in the best interest of the public
and the employees represented by AFSCME;
WHEREAS, the parties have met since April 2015 to discuss interests and to
ultimately reach consensus within the authorization provided by the City Council; and
WHEREAS, the union ratification process occurred during the first week of
October and the City Council authorized the contract to be retroactive to July 1; 2015 if
the contracts were ratified in October,
NOW, THEREFORE, BE IT RESOLVED,
1. The changes in existing salary of the employees represented by AFSCME as
contained in Exhibit A, the Memoranda of Understanding between the City of
Burlingame and AFSCME Local 829 and 2190 hereto are approved.
2. The City Manager is authorized and directed to execute the Memoranda of
Understanding between the City of Burlingame and AFSCME Local 829 and
2190.
Terry Nagel, Mayor
I, MEAGHAN HASSEL-SHEARER, City Clerk of the City of Burlingame, do
hereby certify that the foregoing resolution was introduced at a regular meeting of the
City Council held on the 1gth day of October, 2015, and was adopted thereafter by the l
following vote
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
Meaghan Hassel -Shearer, City Clerk
Memorandum of Understanding
between
Local 829, Council 57
American Federation of State, County
and Municipal Employees, AFL-CIO
GPN FE,�F'fl
A`' �? 7 i
�P-G2 O
MUNICIPAL
PLOYE
and the
City of Burlingame
July 1, 2015 to June 30, 2018
TABLE OF CONTENTS �f
Article Pane
Preamble............................................................................................................................................2
1. Recognition...................................................................................................................................2
2. No Discrimination..........................................................................................................................2
3. Union Security...............................................................................................................................2
4. Advance Notice.............................................................................................................................6
5. Stewards and Official Representatives.... .............................................. .......................
I .................. 6
6. Personnel Files..............................................................................................................................7
7. Salary Plan....................................................................................................................................7
8. Insurance and Other Benefits........................................:................................................................9
9. Hours of Work and Overtime........................................................................................................14
10. Holidays......................................................................................................................................15
11. Vacations....................................................................................................................................16
12. Leave Provisions..........................................................................................................................17
13. Occupational, Departmental, Premium Pay & Reimbursement Provisions.........................................20
14. Promotion...................................................................................................................................22
15. Transfer......................................................................................................................................23
16. Layoff and Recall.........................................................................................................................23
17. Resignation.................................................................................................................................23
18. Reinstatement.............................................................................................................................24
19. Discipline....................................................................................................................................24
20. Grievance Procedure....................................................................................................................25
21. Concerted Activities.....................................................................................................................28
22. City Rights..................................................................................................................................28
23. Effect of Agreement.....................................................................................................................28
24. Modification................................................................................................................................2B
25. Total Agreement..........................................................................................................................28
26. New Work...................................................................................................................................28
27. Separability of Provisions.............................................................................................................28
28. Term..........................................................................................................................................29
ExhibitA — Salaries ............................................................................................................................30
Exhibit B — Alternative Work Schedule.................................................................................................43
POLICY.............................................................................................................................................43
ELIGIBILITY......................................................................................................................................43
WORK SCHEDULE ...................................... ............... ................ ......... .... I .....
,... .................................. 43
WORKWEEK.....................................................................................................................................43
HOLIDAYS.......................................... ...............................................................................................
43
HOURSOF OPERATION .....................................................................................................................44
PROGRAMCRITERIA: ........................................................................................................................
44
ExhibitC — FMLA Policy.. ....................................................................................................................
48
Exhibit D — AGREEMENT TO MEET REGARDING CITY BUDGET.............................................................57
Preamble
This Memorandum of Understanding is entered into by the City of Burlingame,
hereinafter designated as the "City', and the American Federation of State, County and
Municipal Employees, , AFL-CIO, hereinafter designated as the "Union", as a mutual
agreement of those wages, hours and other terms and conditions of employment which
are to be in effect during the term of this Memorandum of Understanding, for those
employees working in classifications in the representative unit referred to in Appendix A
of this Memorandum of Understanding.
1. Recognition
The City of Burlingame recognizes, , the American Federation of State, County and
Municipal Employees, Local 829, AFL-CIO, as the majority representative employee
organization for the employees assigned to the classifications listed in Appendix A, as
well as such classifications as may be added to this representation unit by the City
during the term of this Memorandum of Understanding.
2. No Discrimination
The City agrees not to discriminate against any employee because of membership in
the Union or because of any activities on behalf of the Union. Union activities shall not
interfere with the normal operation of the City. Neither the City nor the Union shall
discriminate for or against any employee or applicant for employment on account of
actual or perceived race, color, religious creed, national origin, ancestry, citizenship
status, physical disability, mental disability, medical condition (cancer -related or genetic
characteristics), marital status, registered domestic partner status, gender, gender
identity or gender expression, age (40 or over), sex, or sexual orientation (including
heterosexuality, homosexuality, or bisexuality).
3. Union Security
3.1 Agency Shop
Consistent with the provisions of the California Government Code, Section
3502.5, an employee covered by this agreement shall either: (1) become a
member of the Union and pay regular Union dues, or (2) pay to the Union an
agency (representation) fee as permitted by law, or (3) present to the Union
and the City's Human Resources Director a written declaration that he or
she is a member of a bona fide religion, body, or sect that has historically
held conscientious objections to joining or financially supporting public
employee organizations. The employee who qualifies for this exemption
shall, in lieu of dues or agency shop fees payment, pay an amount equal to
AFSCME 829
-2-
the agency shop fees to one of the following non -religious, non -labor
charitable organizations listed below:
(a) Gardner Family Health Network, Inc., Alviso, CA;
(b) Sequoia Hospital Foundation, Redwood City, CA or
(c) Community Gate Path Boys & Girls Clubs of North San Mateo County,
South San Francisco, CA.
An employee who claims such exemption must submit to the Union and to
the City a letter signed by an official of the bona fide religious body certifying
that person's membership.
Proof of the payments shall be made on a monthly basis to the Human
Resources Director as a condition of continued exemption from the
requirement of financial support to the public employee organization.
If the employee fails to provide such proof, the employee will be required to
pay the agency fee.
3.2 Fee Deduction
If any employee in a classification covered by this MOU fails to authorize one
of the above deductions within thirty (30) calendar days of date of hire or
within thirty (30) calendar days' notice of the provisions of this agency shop, t
the City shall deduct the agency fee from the employee's paycheck. The City l
shall determine the timing of such automatic deductions. The requirement
that employees who are not members of the Union pay this representation
agency fee shall remain in effect until the earlier of: (1) expiration of this
Agreement; (2) termination of the Agency Shop clause by action of the
bargaining unit; or (3) legislation invalidating the manner in which Agency
Shop was adopted. In the event that employees in the representation unit
vote to rescind Agency Shop, the provisions of Section 3.3 — Maintenance of
Membership, shall apply to dues -paying members of the Union.
3.3 Maintenance of Membership
All employees who are members of AFSCME and who are tendering periodic
dues through dues deductions from their paycheck, and all employees who
become members of AFSCME and who tender periodic dues through dues
deductions from their paycheck, shall continue to pay dues for the duration
of this MOU and each subsequent MOU thereafter.
For a period of sixty (60) calendar days prior to the expiration of the current
MOU , any employee who is a member of AFSCME shall have the right to
withdraw from the Union by discontinuing dues deduction. Said withdrawal
shall be communicated by the employee during that period of time in writing
AFSCME 829
-3-
to the Union and the Human Resources Director; such written
communication shall be delivered by certified mail and must be postmarked
during the sixty calendar day period. An employee who so withdraws from
Union membership shall still be subject to the provisions of Agency Shop.
3.4 Payroll Deduction
The Union may have the regular dues of its members within the representation unit
deducted from employees' paychecks under procedures prescribed by the City for such
deductions. Dues deductions shall be made only upon signed authorization from the
employee upon a form furnished by AFSCME and distributed by the City, and shall
continue until: (1) such authorization is revoked, in writing, by the employee pursuant
to the provisions of this Section 3.4; or (2) the transfer of the employee out of the
representation unit.
The Union shall notify the City at least thirty (30) days in advance of any change in its
dues and fees.
Employees may authorize dues deductions only for the organization certified as the
recognized employee organization of the unit to which the employees are assigned.
If, after all other involuntary and insurance premium deductions are made in any pay
period, the balance is not sufficient to pay the deduction of Union dues, agency fee, or
charity fee required by this Section, no such deduction shall be made for the current
pay period.
The provisions of Section 3.3.1 above shall not apply during periods that an employee is
separated from the representation unit, but shall be reinstated upon the return of the
employee to the representation unit. For the purpose of this section, the term
separation includes transfer out of the representation unit, layoff, and leave of absence
without pay. Effective 1/1/16, employees may voluntarily elect to have contributions
deducted through payroll at a minimum of two dollars ($2.00) per month, deducted
from their pay checks under the procedures prescribed by the City for the Public
Employees Organized to Promote Legislative Equality Fund (PEOPLE of AFSCME). Such
deductions shall be made only upon signed authorization from the employee and shall
continue until such authorization is revoked in writing.
Union Obligations
The Union shall provide the City with a copy of the Union's Hudson Procedure for the
determination and protest of its agency fees. The Union shall provide a copy of said
Hudson Procedure to every agency fee payer covered by this Memorandum of
Understanding and annually thereafter, and as a condition to any percentage change in
the agency fee.
AFSCME 829
-4-
The Union will supply the City with deduction authorization forms and/or membership
applications as well as other informational materials it wishes to be distributed to new
employees.
The Union shall comply with Government Code Section 3502.5(f). In addition, the
Union shall comply with Government Code Section 3502.5(d) in compliance with the
Agency Shop agreement. .
The Union shall refund to the City any amount paid to it in error upon presentation of
supporting evidence.
City Obligations
Any new employees hired into positions covered by this Memorandum of Understanding
shall be provided by the City and shall execute an "Employee Authorization for Payroll
Deduction" form selecting one of the following: (1) Union dues; (2) agency fee; or (3)
if he/she qualifies pursuant to the requirements of Section 3.1 above, a fee equal to
agency fee payable to one of four negotiated charities.
All dues and service fee deductions shall be transmitted to Council 57 in an expeditious
manner.
All transmittal checks shall be accompanied by documentation which denotes the
employee's name, employee ID number, amount of deduction and member or agency
fee payer status.
The City shall hand out agreed upon Union materials along with Agency Shop forms.
Hold Harmless - The Union shall indemnify, defend, and hold the City harmless
against any and all claims, demands, suits, orders, or judgments, or other forms of
liability that arise out of or by reason of this Union Security section, or any action taken
or not taken by the City under this Section 3. This includes, but is not limited to, the
City Attorney's fees and costs.
Use of Facilities - The Union may, with the prior approval of the City Manager, or
his/her designee, use City facilities during non -work hours for meetings of City
employees provided space is available, and provided further such meetings are not
used for organizational activities or membership drives of City employees.
Enuipment - The use of City equipment other than items normally used in the conduct
of business meetings, such as desks, chairs and blackboards, is strictly prohibited, the
presence of such equipment in approved City facilities notwithstanding.
Bulletin Boards - The Union may use portions of City bulletin boards under the
following conditions:
AFSCME 829
- 5 -
A copy of all materials posted on bulletin boards must be provided in advance to the
Human Resource Director. All materials must be dated and must identify the
organization that published them.
The City reserves the right to determine where bulletin boards shall be placed.
Materials cannot be of a political nature and cannot be derogatory in any manner.
List of Emolovees - The City shall furnish the Union with the names, classifications
and date of hire of employees assigned to classifications in the bargaining unit;
provided, however, the City shall not be required to provide such information in any
format other than one already utilized by the City.
The City shall notify the Union of the name, classification and date of hire of each new
employee appointed to a position covered by this MOU. Notice shall be provided to the
Union within thirty (30) days of hire.
Right to Representation - Any employee who is required to meet with a supervisor
or management official and who reasonably expectes that the meeting may involve
questioning leading to potential disciplinary action shall have the right to have a
steward or authorized Union representative present at the meeting; provided, however,
such representation shall include no more than one (1) City employee in addition to the
employee being disciplined. The limitations of this Section shall apply to employees on
paid release time and not to Union staff or witnesses who may be necessary to the
meeting.
4. Advance Notice
Except in cases of emergency, the Union shall be given reasonable advance written
notice of any ordinance, resolution, rule or regulation directly relating to matters within
the scope of representation proposed to be adopted by the City and shall be given the
opportunity to meet with management representatives prior to adoption.
S. Stewards and Official Representatives
Access by Representatives - Reasonable access to employee work locations shall be
granted officers of recognized employee organizations and their officially designated
representatives, for the purpose of contacting members of the bargaining unit
concerning business within the scope of representation. Such officers or representatives
shall not enter any work location without the consent of the department head or the
City Manager or his/her designee. Access shall be restricted so as not to interfere with
the normal operations of the department or with established or security requirements.
Activities Prohibited - Solicitation of membership and activities concerned with the
internal management of an employee organization such as collecting dues, holding
membership meetings, .campaigning for office, conducting elections and distributing
literature shall not be conducted during on -duty hours.
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Designation of Representatives - The Union shall be allowed to designate in writing
to the City Manager or his/her designee a reasonable number of Stewards not to
exceed four (4) unless prior authorization is received by the Human Resources Director.
Stewards shall be granted release time without loss of time or pay for the purposes of
investigating and handling grievances. Steward release time shall be scheduled by
mutual agreement between the employee and the employee's immediate supervisor.
Steward Release Time for Bargaining — The City will provide paid release time for
a maximum of four (4) Union Officers and/or Union Stewards for the participation in
contract negotiations. The release time paid by the City will not be in excess of any
normal hours worked or generate any overtime payments.
New Employee Orientation — As part of the City's new employee orientation
program or the earliest time available, the Union shall have fifteen (15) minutes to
provide information and answer questions of new employees who are employed in
classifications which are covered by this MOU.
6. Personnel Files
Personnel Records - If there has been no recurrence of conduct forming the basis of
a letter or record of disciplinary action, after one year the employee may request that a
letter be placed in the file reflecting the correction of conduct. Placement of such letter
into the employee's personnel file must be approved by the department head.
Access to Personnel File — An employee or, upon presentation of an original signed
written authorization from an employee, an employee's representative shall have access
to the employee's personnel file.
7. Salary Plan
Salary Adiustments
Effective the first payroll period in July 2015, represented classifications shall be
increased by 3.0%.
Effective the first payroll period in July 2016 salaries for the represented classifications
shall be increased by 3.0%.
Effective the first payroll period in July 2017 salaries for the represented classifications
shall be increased by 3.0%.
Base Salary - Employees occupying a position in a classification covered by this
Memorandum shall be paid a base salary within the range established for that position's
classification.
Placement Within Range - The salary for a new employee entering City employment
shall be the minimum salary step for the classification to which the employee is L
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appointed unless the City determines that appointment to another step is in the best
interests of the service.
Progression Within Range - Each employee who is employed shall receive a salary
increase to the next higher step within the range of the assigned classification upon the
anniversary of the individual employee's original employment date. A step increase shall
only be denied for cause. Each employee who is promoted shall receive a salary
increase to the next higher step within the range of the assigned classification upon the
anniversary date of the individual's promotion date. A step increase shall only be denied
for cause.
Adiustments to Salary Range - Salary range adjustments for a classification will not
set a new salary anniversary date for employees serving in that classification.
Retention of Step - Whenever the schedule of compensation for a classification is
revised, each incumbent In a position to which the revised schedule applies shall be
paid at the same step in the revised range as the step at which the employee was paid
in the previous range.
Salary Steps and Performance Evaluations —
Advancement within current salary ranges shall be conditioned upon satisfactory job
performance as determined by annual performance reviews. If an employee is
performing in an outstanding or above -standard manner, the City may, at its sole
option, advance the employee an additional step within the existing salary range.
If the employee is performing in an overall unsatisfactory or below -standard manner, a
step increase may be withheld or the employee may be dropped back one step until a
satisfactory evaluation is received.
The following procedure shall apply:
Performance evaluations shall be completed at least once a year by the employee's
anniversary date. Additional evaluations may be performed during an employee's
probationary period or as needed, based upon an employee's job performance.
The performance evaluation shall be performed by the employee's supervisor and shall
include an interview with the employee to review the evaluation. All evaluations shall be
approved by the employee's Department Head who may hear any employee comments
concerning the evaluation.
When an employee has been rated as below standard or unsatisfactory, he/she shall be
re-evaluated every ninety (90) days to give the employee an opportunity to correct the
problem area(s); this shall continue until a satisfactory evaluation is received.
If an employee at the fifth step in the salary range receives an overall evaluation of
unsatisfactory or deficient, then the first such evaluation shall be a warning. If the
employee receives a second overall unsatisfactory evaluation, the employee may be
dropped back one pay step on the salary range. Additional evaluations shall be
conducted every ninety (90) days to give the employee an opportunity to correct the
problem area(s). All evaluations reducing a step increase shall be reviewed and
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approved by the City Manager who will hear any employee comments concerning the
evaluation.
The City's existing performance evaluation format and procedure shall be used for
evaluations and shall contain a place to indicate the "overall" performance rating. Any
changes in the format or procedure will be discussed with AFSCME Local 829.
Salary Step on Promotion - When employees are promoted, they shall normally
receive the first step in the salary range for their new position. However, if such step
results in a salary increase of less than five percent (5%), they shall receive a minimum
of five percent (5%) increase.
Salary Step on Demotion - When an employee is demoted, that employee's
compensation shall be adjusted to the salary which most closely approximates the
employee's salary in the higher classification; provided, in no event shall that new
salary be above the fifth (5th) step of the lower classification. If a vacancy exists in a
position in a lower classification, an employee who has previously held that vacant
position, may voluntarily choose to demote to fill the vacancy.
Paychecks - Employees shall be paid biweekly. Routine paychecks shall be for the
purpose of compensating for regular and overtime hours. Other compensation or
reimbursement shall be separately identified and shall not include withholding for tax
purposes, except as required by law.
Work in a Higher Classification - Practices and procedures vary by department for
this bargaining unit; the pay for working out of classification should, however, be no
less than 5% above the employee's current salary rate.
S. Insurance and Other Benefits
Medical Plans
The City's monthly contribution for the individual employee and the employee's eligible
dependents shall be One Hundred and Twelve dollars ($122.00) per month effective
January 1, 2015 (January 1, 2016 the amount will increase to $125.00 per month) and
shall adjust in accordance with the Minimum Employer Contribution (MEC) established
by the Public Employees Medical and Hospital Care Act.
In addition, the City shall offer an Internal Revenue Code Section 125 Plan that contains
the components of benefit allowance, premium conversion, health care reimbursement
account, and dependent care reimbursement account.
Effective January 1, 2015
The City shall contribute the below -listed amount per month toward each employee's
Section 125 Plan benefit allowance components. All contributions listed below include
the Minimum Employer Contribution (MEC):
3
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Employee Only: Up to 92.5% of the selected medical plan up to a maximum of 92.5%
of the Blue Shield HMO rate for Employee only
Employee Plus One: Up to 92.5% of the selected medical plan up to a maximum
of 92.5% of the Blue Shield HMO rate for Employee plus one
Employee Plus Two or more: Up to 92.5% of the selected medical plan up to a
maximum of 92.5% of the Blue Shield family rate
An employee may use any benefit allowance stated above toward the cost of employer-
provided PERS Health insurance for the employee and eligible dependents. An
employee may not use the benefit allowance for other reasons.
Any Employee that enrolls in a Medical Plan that has a higher premium than the City's
contribution, as stated above, will pay the difference. The City will comply with IRS Tax
Code regulations.e
Medical Plan Waiver
Effective July 1, 2015, any Employee that provides proof they have medical insurance
from a spouse or registered domestic partner, which is not provided through the City,
will receive three hundred and fifty dollars ($350) per month in lieu of Medical Benefits.
The three hundred and fifty dollars ($350) per month may be put into a Deferred
Compensation, Section 125 Plan, or taken in cash. The City will comply with IRS Tax
Code for medical plan waivers
Retiree Medical Benefits
8.2.1 Retiree Medical for Employees Hired Prior to March 31 2008
Employees hired prior to March 31, 2008 who retire prior to August 1, 2012 with a
minimum of five (5) years of service with the City will receive a retiree medical benefit
equivalent to the amount necessary for actual enrollment in single, two-party, or family
coverage, up to a maximum dollar amount of the Kaiser family premium rate.
8.2.2 Retiree Medical for Employees Hired Prior to March 31 2008 and
Retire on or after August 1, 2012
Effective August 1, 2012, employees hired prior to March 31, 2008, who retire from the
City with 5 years of City service, will receive a retiree medical benefit in accordance with
the following:
For eligible retirees who are under the age of 65, the City contribution will be equivalent
to the Bay Area Region premiums for Blue Shield Access HMO Single, Kaiser Two -Party,
or Kaiser Family coverage as applicable,
For eligible retirees who are 65 years of age or older and enrolled in Medicare, the City
contribution will be equivalent to the premium for the average of Kaiser, Blue Shield
Access HMO and PERS Choice for the Bay Area Region Single, Two -Party, or Family
Medical coverage as applicable.
8.2.3 Retiree Medical for Employees Hired after March 31 2008 but before
January 1, 2012
Employees hired after March 312008, but before January 1, 2012 who retire with a
minimum of five (5) years of service with the City will receive a retiree medical benefit
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equivalent to the amount necessary for actual enrollment in single, two-party, or family
coverage, up to a maximum dollar amount of the Kaiser family premium rate. Upon
conversion to a flexible benefit plan structure, the retiree medical benefit will be less
the PERS required MEC.
New employees hired on or after the effective date of the 2.5% at 55 retirement
formula will receive a retiree medical benefit based on years of service with the City as
follows:
10 years of service = an amount equal to 100% of employee only lowest cost premium,
less PERS required MEC
15 years of service = an amount equal to 75% of employee + 1 lowest cost premium,
less PERS required MEC
20 years of service = an amount equal to 100% of employee + 1 lowest cost premium,
less PERS required MEC
8.2.4 Retiree Medical for Employees Hired On or After January 1, 2012
Employees hired on or after January 1, 2012 shall receive the following contributions to
a Retirement Health Saving Account, based on years of service with the City, in lieu of
the Retiree Medical Benefits in Section 8.2.1, 8.2.2, 8.2.3 Retiree Medical.
Years of Service
Monthly Contribution
0- to the end of the 5th year of
0.0%
service
6 years of service to the end of the
2.0% of Step E of the Police Officer
19t year of service
Classification
20 years of service or more
2.5% of Step E of the Police Officer
Classification
The City will implement an Irrevocable Trust for all new contributions towards the City's
GASB 45 obligations.
8.3 Dental Plan
Effective January 1, 2016, and each calendar year thereafter, the City will reimburse up
to $1900 per year per employee for dental expenses and $1000 per dependent, not to
exceed $2500 cumulative per year for all eligible dependents.
8.4 Vision Care Plan
Effective January 1, 2016 and each calendar year thereafter, the maximum
reimbursement for an employee for vision eligible expenses is six hundred dollars
($600) annually, not including an eye examination. If an eye examination is performed,
the maximum reimbursement is one hundred dollars ($100) per calendar year. The
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l
maximum cumulative reimbursement for vision eligible expenses for eligible dependents
shall not exceed three hundred dollars ($350) per calendar year, including eye
examinations.
8.5 Life Insurance
8.5.1 Effective 01/01/02 - the City provides life insurance to the extent of
seventy rive thousand dollars ($75,000) coverage for members of the
bargaining unit.
8.5.2 Effective 01/01/02 - the City provides employee -paid supplemental
life insurance at group rates for employee and spouse.
8.6 Disability Insurance Plans
8.6.1 State Disability Insurance - During the term hereof, the City agrees
to provide State Disability Insurance (SDI) for employees in the
bargaining unit. The employees will pay for such insurance through
automatic payroll deduction.
The City integrates leave balances with SDI benefits, starting with Sick Leave, upon
employee request.
Long -Term Disability Insurance - The City will provide long-term disability insurance to
all AFSCME members, with a sixty (60) day waiting period. Monthly benefits shall be
60% of employee's basic monthly earnings up to a maximum monthly benefit of three
thousand five hundred dollars ($3,500). The City integrates leave balances with LTD
benefits, starting with Sick Leave, upon employee request.
8.6.2 Paid Family Leave —_Upon ratification and Council approval of the
agreement, the City will allow unit members to use applicable
accrued leave times to meet the one () week waiting period required
under the SDI Paid Family Leave benefit.
8.6.3 Long Term Disability Insurance - The City will provide long term
disability insurance to all AFSCME members, with a sixty (60) day
waiting period. Monthly benefits shall be 60% of employee's basic
monthly earnings up to a maximum monthly benefit of three
thousand five hundred dollars ($3,500). The City integrates leave
balances with LTD benefits, starting with Sick Leave, upon employee
request.
8.6.4 Insurance Coverage While Disabled - The City will allow any
employee who has been disabled and is collecting benefits under the
Long -Term Disability Plan, or under State Disability Insurance, to
participate in the health insurance plan by payment of premium cost
to the City, except as otherwise required by the Family and Medical
Leave Act.
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8.6.5 Upon ratification and Council approval of the agreement, the City will
allow unit members to use the applicable accrued leave times to
meet the one (1) week waiting period required under the State of
California's Paid Family Leave benefit,
8.7 Deferred Compensation
8.7.1 Participation - Full-time regular employees are eligible, subject to IRS
regulations and the terms and conditions thereof, to participate in
the deferred compensation plan made available to all City employees.
8.7.2 Deferred Compensation Incentive -The City shall continue to provide
a contribution to an employee's deferred compensation account in an
amount equal to the employee's contribution, to a maximum of forty-
five dollars ($45) per biweekly pay period. This shall not imply any
City endorsement or responsibility for the performance of any
deferred compensation account or instrument selected by the
employee.
8.8 Section 125/Flexible Benefit Plans - Effective 01/01/02, the City offers
employees IRS Section 125 plans for reimbursable dependent care and
healthcare costs for employees
8.9 Plan Descriptions - Benefit Plan Descriptions are available upon request in
the City's Human Resources Office.
8.10 Retirement
8.10.1 CalPERS Retirement Provisions
a) Effective 03/31/2008, the City implemented the provisions of the PERS 2.5% at
Age 55 retirement benefit for miscellaneous employees hired on or before 12/31/13
(Classic Employees)
b) Effective the first payroll in January 2013, employees contribute 1.0 % of the
employer's contribution for the CalPERS retirement costs via payroll deduction on a pre-
tax basis. The City shall "pick-up" the employer contribution amount that is being paid
by the employees through a payroll reduction under IRS Code Section 414(h)(2).
8.11 Continuation of City Insurance Contributions - During the term of this
Memorandum, the City agrees to pay for increases in the premiums for
insurance, as described herein, up to the dollar amounts listed above. Upon
expiration of this Memorandum, the City will continue paying the dollar
amount of premiums then being paid, unless or until there is an agreement to
pay a higher amount, or the City Council takes unilateral action in the
absence of agreement.
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8.12 Physical Fitness - The City provides a fifty 50% discount to employees who
take physical fitness classes through the Burlingame Recreation Department.
After registration is complete, employees will be able to fill vacant slots at the
discounted rate.
Employees may utilize the fitness center located at the City's Corporation Yard.
8.13 Regular Part -Time Benefitted Emolovee Benefits
Insurances and Other Benefits — Regular part-time employees shall be entitled to
insurance coverage and other benefits as follows:
8.14 Medical Insurance - City payment of medical insurance premiums as provided
in the Insurance and Other Benefits section of the MOU.
8.15 Life Insurance - Effective 07/01/01, the City will provide life insurance
coverage of thirty-five thousand dollars ($35,000).
8.16 Other Benefits — Regular part-time benefitted employees will be covered by
State Disability Insurance (SDI).
8.17 Voluntary Coverages — Regular part-time benefitted employees may enroll in
the City's long term disability insurance, supplemental life insurance, dental
plan, vision plan, deferred compensation and/or the Section 125 plan.
Voluntary coverage enrollment is subject to plan provisions. The employee
must request in writing to the employer his/her desire to enroll and pay
applicable premiums.
8.18 Leaves — Accrual, Limits and Adjustments - Effective 07/01/01 the City
provides all regular part-time benefitted employees with the same vacation,
sick leave, holiday leave and accrual limits that apply to regular full time
employees will be pro -rated according to each employee's percentage of full-
time employment. At the end of each fiscal year, leave accruals will be
adjusted to reflect the actual hours worked in the fiscal year. The City will stop
all paid leave accruals when an employee goes on an unpaid status; unless
otherwise provided by law.
8.19 Work On A Holiday — All regular part-time employees who work on a holiday
shall be compensated in the same manner as a full-time employee.
9. Hours of Work and Overtime
Work Schedule and Adjustments - The regular work week for employees occupying
full time positions shall consist of five (5) consecutive eight (8) hour workdays
beginning on Monday at the regularly scheduled starting time for employee's respective
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department. If the City adjusts a shift starting time for a specific temporary assignment,
the employee shall have the choice of overtime or time off for the shift adjustment.
Exceptions to this Section may be made by mutual agreement between the City and the
Union.
Lunch and Breaks - A one (1) hour or one-half (1/2) hour unpaid lunch period shall
be observed each day. One (1) fifteen (15) minute rest break with pay shall be
observed during each one-half (1/2) of the workday,
Overtime
Definition and Compensation - Authorized work performed in excess of forty (40) hours
in one (1) week and/or eight (8) hours in a work day shall constitute overtime.
Employees with a 9/80 or 4/10 schedule will only receive overtime in excess of their
normal shift. An employee required to work in excess of the regularly scheduled hours
of work, shall be compensated for time worked at the rate of one and one-half (1-1/2)
times the employee's regular straight -time rate of pay, except that all hours worked in
excess of twelve (12) in any workday shall be compensated at two (2) times the
employee's regular straight -time rate.
Assignment of Overtime - Whenever possible, overtime shall be assigned on a volunteer
basis. However, if there are no qualified volunteers, overtime shall be assigned
according to reverse order of seniority by classification.
Relief Time - If an employee is required to work overtime for four (4) or more hours of
the eight (8) hours immediately preceding the start of the employee's regular shift, then
paid relief time shall be granted by the supervisor up to a maximum of four (4)
consecutive hours at the end or beginning of the next regularly scheduled shift. The
extent of relief granted and the timing of such relief time is within the discretion of the
supervisor.
Choice of Compensation - Payment for overtime work will be either cash or
compensatory time off at the employee's option. In no event shall payment for overtime
be less than the rates established in this Section.
Compensates Time Maximum - Employees may accumulate a maximum of one
hundred thirty (130) hours of compensatory time off, which may be used at times
chosen by the employee and approved by the appropriate supervisor; in meeting the
needs of City business,
10. Holidays
Holiday Pay - Regular full-time employee shall be entitled to observe all authorized
holidays at full pay, not to exceed eight (8) hours for any one (1) day.
Holidays Listed-- The following are the authorized holidays:
New Year's Day
Martin Luther King's
January 15t
3rd Monday in January
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Birthday
Washington's Birthday 3`d Monday in February
Memorial Day
Last Monday in May
Independence Day
July 4th
Labor Day
1St Monday in September
Columbus Day
2nd Monday in October
Veteran's Day
November 11th
Thanksgiving Day
4th Thursday in November
Day after Thanksgiving
4th Friday in November
Christmas Eve
December 24th, 1/2 day
Christmas Day
December 25th
New Year's Eve December 31St, t/2 day
Two floating holidays per calendar year
Observance - If a holiday falls on a Sunday, such holiday shall be observed on the
Monday following. If a holiday falls on a Saturday, such holiday shall be observed on
the preceding Friday. For the purposes of this Article, unit members shall be entitled to
fourteen (14) holidays per calendar year.
Work on a Holiday - Any employee who is required to work on a holiday specified
above shall, in addition to receiving regular pay for the holiday and will be paid one and
one-half (1-1/2) times the employee's regular rate of pay for all hours worked on the
holiday.
Work on New Years Day, July 4th, Thanksgiving or Christmas Day — Any
employee who is required to work on New Year's Day, July 4th, Thanksgiving and/or
Christmas Day shall in addition to receiving regular pay for the holiday, will be paid two
(2) times the employee's regular rate of pay for all hours worked on New Year's Day,
July 4th, Thanksgiving Day and/or Christmas Day.
Vacation - In the event any of the holidays specified above occurs while an employee
is on vacation, the holiday shall not be charged to vacation.
Corporation Yard Holidays — Employees in this unit assigned to the Public Works
Corporation Yard, will observe the holidays of AFSCME Local 2190 MOU.
11. Vacations
Represented employees shall be entitled to vacation pay in accordance with the
following provisions:
Eli ibili - Eligibility to schedule accrued vacation allowance shall start as soon as
vacation is accrued, based on Supervisor approval.
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Vacation Accrual - Vacation shall be accrued as follows:
Anniversary Date Days Per Year Hours Per Pay period
Hire to 4th 10 3.08
5th
15
4.62
10th
16
4.93
11th
17
5.24
12th
18
5.54
13th
19
5.85
14th
20
6.16
15th
21
6.47
16th
22
6.78
17th
23
7.09
25th
24
7.38
On an employee's 5th anniversary date of employment with the City of Burlingame, the
employee will receive a one-time allotment of 40 hours of vacation in his/her vacation
accrual bank.
The City will stop vacation leave accruals when an employee goes into an unpaid status.
Accrual Maximum - Employees can maintain a maximum accrual of two (2) years of
vacation at any time.
Scheduling - Vacations shall be scheduled yearly by employees with the approval of
their respective Department Head or their designee. Preference in scheduling shall be
based on seniority. The City will respond to vacation requests within ten (10) working
days. Leave Provisions
12. Leave Provisions
Sick Leave - Sick leave may be used for personal illness, non -industrial disability,
care for an immediate family member and/or health care appointments that cannot be
scheduled outside of normal work hours. Sick leave is for actual illness of the
employee, the employees immediately family or healthcare appointments. Employees
are encouraged to accumulate sick leave in order to protect themselves in the event of
an extended illness.
Sick Leave Accrual
Sick leave shall be accrued at a rate of eight (8) hours per month (3.69 hours per pay
period) for each pay period a full-time employee is in paid status. The City will suspend
sick leave accrual when an employee goes into unpaid status. The maximum sick leave
accrual is 2000 hours.
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Sick Leave Notice
In order to receive compensation while absent on sick leave, the employee shall notify
the appropriate management personnel prior to the start of their regularly scheduled
shift. The employee must provide the reason for the absence (persona l,family illness,
FIALA), The employee is required to call in each day sick leave is used; however,
management personnel may waive this daily contact if it is determined to be
impractical. Departments may establish specific call-in procedures based on operational
need.
Physician's Certificate
A physician's certificate may be required when management personnel has a bonlfide
question about the proprierty of a request for sick leave, as outlined the Sick Leave
Abuse section of the MOU.
Sick Leave Abuse
The City recognizes that employees will need to use sick leave occasionally, and that
the majority of employees do not abuse their sick leave benefits. Generally, when a
pattern of abuse of sick leave is identified, the department head or supervisor shall
evaluate such cases. In those cases where sick leave has been abused, appropriate
corrective action including discipline up to and including termination may be taken.
Except when sick leave use is known to be in connection with long-term illness, Injury,
or ongoing medical condition, abuse of sick leave shall generally be defined as follows:
a) Where an employee demonstrates a pattern of using sick
leave adjacent to a regular day off or scheduled day off such as vacation or
compensatory time off;
b) Where an employee demonstrates a pattern of using sick
leave within a discernible period of time after which the leave was earned;
C) Where an employee regularly uses sick leave in excess of 64
hours per annual 12 -month performance evaluation review period;
d) Where an employee regularly uses all of their accrued sick
leave which requires use of other paid leaves or unpaid leave to cover the absence;
e) Where an employee fraudulently uses any single occurrence
of sick leave, including falsifying or omitting facts or documentation regarding the
illness or injury upon which the sick leave absence is based.
Sick Leave Upon Retirement
The City contracts with CalPERS for the credit of Unused Sick Leave. Upon retirement,
unused sick leave will be reported to CalPERS and will be converted to service credit in
accordance with CalPERS rules and procedures.
Sick Leave Integration
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The City will integrate sick leave with California State Disability Insurance (SDI) l
benefits. The integration of sick leave with SDI will not exceed an employee's normal
daily wage.
Leave for Sick Family Members
An employee shall be able to use up to 48 hours of annual accrued sick leave per
calendar year. The definition of "immediate family" shall be spouse, children, step-
children, parents, brothers, sisters, grandparents and registered domestic partner. The
birth or adoption of a baby, hospital visits, and bringing the baby home is covered
under this section.
Family Medical Leave
The City will comply with all Federal and State leave provisions.
Catastrophic Leave
The provisions of Catastrophic Leave shall be in accordance with the City's
Administrative Procedure entitled Catastrophic Leave.
Industrial Disability Leave - Disability leave is absence from duty granted because
of a disability caused by illness or injury arising out of and in the course of his/her
employment. Disability leave shall be in accordance with the provisions of the workers'
compensation laws of the State of California and the benefits and allowance provided
under it, except as specifically provided herein.
Conditions and Duration of Leave - For days of absence as a result of illness or injury
arising out of and in the course of an employee's assigned duties and through no fault
of his/her own, an employee shall receive disability pay for one (1) year to the extent
that his/her loss of earnings is not covered by the benefits granted under the provisions
of the workers' compensation laws of the State of California, unless he/she is
terminated earlier. The total amount received from Workers' Compensation benefits and
disability pay shall not exceed eighty percent (80%) of the employee's regular rate of
pay. The City will notify the employee that he/she has the option of using accumulated
sick leave to pay the residual, and unless the employee notifies the City otherwise, the
residual will be paid by use of accumulated sick leave until such time as accumulated
sick leave is exhausted. Once sick leave Is exhausted the employee may elect to use
their accrued vacation and compensation time to supplement their pay.
Modified Duty - The City will attempt to provide modified duty assignments for
employees who are unable to perform regular job duties due to injury or illness.
Modified duty assignments will be determined in accordance with the employee's
medical restrictions and at the needs of the business of the City.
Bereavement Leave - In the event of a death in an employee's immediate family,
absence from duty shall be allowed and not to exceed three (3) days. In the event of
the death of a relative who is not a not a member of the employee's immediate family,
absence from duty shall be allowed for one (1) day. Such absences shall not be charged
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to the employee's sick leave balance. For the purposes of this Section, "immediate
family" means father, mother, step father, step mother, husband, wife, registered
domestic partner, son, daughter, step son, step daughter, sister, brother, grandparent,
mother-in-law, or father-in-law of the employee.
In addition upon approval of the department head, the City will allow the employee to
use up to two (2) days of sick leave, vacation leave or other accrued leave for
bereavement.
Leave Without Pay - The City Manager may grant a regular employee a personal or
medical leave of absence without pay or benefits not to exceed one (1) year. Request
for such leave shall be in writing and must be approved by the City Manager.. Leave
requested under this Section shall not be routinely denied.
Return to Work and Reinstatement Rights —When an employee returns to work, after an
approved leave, the employee shall be reinstated in the position held at the time the
leave was granted.
Maternity. Parental and Adoptive Leaves — Employees may use accumulated sick
leave for pregnancy related disability when the disability is certified by the employee's
physician. Leave without pay shall be provided in accordance to the MOU, for purposes
of postpartum care of an infant or for the adoption of a child. Employee may request,
up to ten (10) days of accrued sick leave to be utilized upon the arrival of an adopted
child.
Applicable Law - The City will comply with all Federal and State Laws pertaining to
the birth and adoption of children.
Military Leave - Military leave shall be granted in accordance with applicable State
and Federal laws.
13. Occupational, Departmental, Premium Pay &
Reimbursement Provisions
Training
Required Licenses and Certificates - In the event of changes to any state or federal
requirements which require licenses or certificates for an employee to continue work in
their current job classification, the City agrees to pay the cost of training necessary to
meet the new requirements. This shall include training costs and reasonable paid work
time for taking examinations. Ordinary drivers' licenses are not included. This is in
addition to the current City contribution for job-related training in the City
Administrative Procedures. .
Clothing and Footwear - The City will make payments of uniform allowances in a
separate check.
AFSCME 829
-20-
Parking Enforcement —Effective 7/1/15 Parking Enforcement Officers and the Parking
Meter Service Workers shall receive an annual uniform allowance of eight hundred and
fifty dollars ($850).
Police Clerks — Effective 7/1/15 Police Clerks shall receive an annual uniform allowance
of seven hundred dollars ($700).
Registration, Certification and Premium Pav
Engineering Registration — Employees in the Assistant or Associate Engineer
Classification who achieve and maintain State registration as an Engineer shall receive
ten percent (10%) premium pay.
Deputy Treasurer — The Finance Department position designated to serve as Deputy
City Treasurer shall receive premium pay of five percent (5%) for such assignment.
Bilingual Designation, Certification and Pay —The City shall provide certification pay of
$100 per month to employees designated as bilingual service providers. The
designated employee must pass a fluency certification as a condition of receiving the
differential.
Building Inspection Certification and Pay — The City shall provide certification pay for
building inspection certificates as follows:
Building Inspector Certification $100 per month
Combination Inspector Certification $100 per month
Plans Examiner Certification $100 per month
Certification Pay Maximum —The maximum combined certification compensation for the
bilingual and building inspection certifications listed above shall not exceed $300 per
month for any individual.
Reimbursements
Mileage Reimbursement - An employee who is required to provide transportation for the
performance of his/her job shall be compensated at the current IRS mileage rate. It is
understood that such reimbursement does not apply to commuting by employees to or
from their residence.
Training and Educational Reimbursement — An employee shall be reimbursed for the
cost of books, supplies and tuition, and shall not lose pay for time attending class if: 1)
the course is required by the City, and/or 2) the department head provides written
approval prior to the taking of the course.
Expense Advance for Job -Related Training - City Administrative Procedure for job
related training provides for a payment advance of 50% of the cost of tuition and
required books for a class which costs $200 or more to enroll. The balance of the cost
will be reimbursed after completion of the course with a passing grade. Employees must
refund all advances made by the City if the class is not completed or not passed.
AFSCME 829
-21-
( 14. Promotion
Filling of Vacancies - The City Manager and/or their designee will determine if
higher positions in the classified service shall be filled by promotion based on the City
Rules and Regulations and the following:
The best interests of the City will be served by promoting from within.
There is a minimum of one internal candidate that meets the minimum qualifications for
the promotional opportunity.
Any promotional examination shall comply with the City Rules and Regulations
governing competitive examinations.
Notice of the recruitment for a promotional position will be emailed out by the Human
Resources Department. The Human Resources Department will also include an email
notice to the Union President of the promotional vacancy.
Employment Lists Employment lists shall become effective upon the approval of the
Human Resources Director. Employment lists shall remain in effect for one (1) year
from the date of approval, unless sooner exhausted, and may be extended, prior to
their expiration dates, by approval of the Human Resources Director for up to one (1)'
year period, but in no event shall an employment list remain in effect for more than two
(2) years. The name of any person on an employment list may be removed by the City
Manager if the eligible person requests in writing that his/her name be removed, or if
the employee fails to respond to a written offer of employment within five (5) business
days next succeeding receipt of the mailing of the notice, which shall be by regular
mail. A candidate who rejects an offer of employment shall be removed from the
employment list.
Time for Promotional Examinations — Promotional examinations scheduled by the
City during an employee's regular working hours may be taken without any loss in
compensation.
Probationary Period - The probationary period for a new City employee shall be
twelve (12) months. The probationary period for an existing employee who accepts a
promotion shall be six (6) months.
Extension - The City may extend the probationary period for an equal period of time in
case of absence of thirty (30) days or more for extended sick or accident leave.
Reiection From Probation - Any employee who is in a probationary status may be
rejected during the probationary period without cause. Any employee who has gained
permanent status and thereafter accepts a promotion may be rejected during the
probationary period without cause; provided, however, said employee shall retain all
other rights of a permanent employee in the position held prior to promotion (including
the right of return to the former position). Those rights can only be affected for cause.
Grievance Rights - An employee who believes that a promotion according to this
provision has been improperly denied, may file a grievance regarding such denial.
AFSCME 829
-22-
However, such grievance cannot under any circumstances be appealed beyond the level
of the City Manager.
15. Transfer
An employee may be transferred from one position to another position in the same or
comparable classifications upon approval of the affected department heads.
16. Layoff and Recall
Layoff - Regular employees may be laid off, without prejudice, due to lack of funds or
curtailment of work. No regular employee, may be separated while there are temporary
employees serving in the same class or position in the City.
Procedure - When a department head is instructed by the City Manager to reduce the
number of employees, layoff shall be made in accordance with the following rules:
Order - Layoffs shall be by job classification according to reverse order of seniority as
defined by total City service.
Displacement Rights - The employees to be laid off may displace the least senior
employee in the lateral or next lower classification in which he/she previously held
permanent status, provided the displaced employee has less total City service.
Vacancies - An employee may demote or transfer to a vacant position for which he/she t
possesses the necessary skills as determined by the minimum qualifications and job
specifications for position.
Re -Employment List - The name of each employee laid off shall be entered on a
re-employment list in order of seniority for three (3) years.
Benefits Upon Re -Employment - Former employees appointed from a re-employment
eligible list shall be restored all rights accrued prior to being laid off, such as but not
limited to, sick leave, vacation credits, and credit for years of service. However, such
re-employed employees shall not be eligible for benefits for which they received
compensation at the time of or subsequent to the date they were laid off.
Notice - a minimum of fourteen (14) calendar days notice must be given to the
employee prior to the date of layoff.
17. Resignation
Any employee wishing to resign from employment shall file with the department head a
notice of intention to leave at least two (2) weeks in advance. Said notice will state the
effective date of departure. Entitlement to final paycheck shall be in compliance with
state and federal law.
AFSCME 829
-23-
18. Reinstatement
An employee who has resigned in good standing may request reinstatement by the City
Manager or designee. The employee may be reinstated to a vacant position, if it is
determined to be in the best interest of the needs of the City. Following a one (1) year
period after resignation, the City Manager or designee may require such employee to
submit to a physical examination and to serve a new probationary period.
19. Discipline
General — The City retains the right to impose disciplinary action upon an employee of
this unit; however, disciplinary action may be imposed upon any regular employee for
just cause.
Types of Penalties —
Disciplinary action shall be limited to: written reprimand, suspension from work,
demotion in class and/or pay step and termination.
Notice — The City agrees to give any employee who is being disciplined at least ten
(10) calendar days notice of such disciplinary action.
Method of Reprimand — If the City has reason to reprimand an employee, it shall
be done in a manner that will not embarrass the employee before other employees or
the public.
Administrative Leave — The City may also place an employee on administrative leave
with pay pending and investigation into alleged misconduct.
Appeal Rights — Any disciplinary action or measure may be appealed in accordance
with the following procedure:
Within ten (10) working days of his/her receipt of the written decision from his/her
department head or designee imposing disciplinary action, an employee wishing to
appeal must file such appeal in writing with the City Manager.
The City Manager shall consider the matter and render a decision within fifteen (15)
working days from the date of receipt of the appeal. Upon request of the employee or
his/her representative, such consideration shall include a meeting with the employee
and his/her representative to receive any information or position they may wish to
present.
The City Manager's decision on written reprimands and suspensions of one (1) day or
less shall be final, and such matters may not be grieved or appealed beyond this level.
Within ten (10) working days of his/her receipt of the City Manager's decision, an
employee wishing to appeal further must notify the Human Resources Director in
writing of his/her intent to do so. Any written appeal must indicate that the employee
is filing a grievance pursuant to the requirements of Section 21, Grievance Procedure
Subsection 21.2.4. Arbitration.
AFSCME 829
-24-
The employee may elect only one appeal option, not both.
Notification of Discipline - The City will notify the Union of any pending disciplinary
action prior to such action being taken against a bargaining unit member; and if the
Union does not represent the unit member in the disciplinary action, the Union will be
notified of the disposition of the matter.
Placement in Personnel Files - An employee or, upon presentation of written
authorization from the employee, an employee's representative shall have access to the
employee's personnel file upon request. No written reprimand or performance
evaluation shall be placed in an employee's personnel file until the employee has been
given the opportunity to review and a reasonable opportunity to respond in writing to
such a document.
"Written reprimand" as used herein is defined as a written communication to the
employee formally notifying the employee of conduct or omission which is the basis for
discipline.
20. Grievance Procedure
Definitions:
"Days" as used herein shall be days when the City Hall of the City of Burlingame is open
for business.
"Grievance" is any dispute over the interpretation or application of any provision of this
Memorandum by any employee adversely affected thereby.
"Grievant" is an individual employee or employee organization adversely affected by any
dispute over the interpretation or application of any provision of this Memorandum. It is
agreed that the Union can only grieve disputes over Sections 1, 2, 3, 4, 6 and 7 of this
Memorandum.
Steps:
Step 1 — Supervisor or Manager - Grievant shall discuss the grievance with his/her
appropriate management personnel within fifteen (15) days of actual or constructive
knowledge of the existence of the grievance. If the issue is not resolved, grievant shall
be entitled to proceed to Step 2.
Step 2 — Department Head - Within ten (10) days of the conclusion of the Step 1
meeting, grievant shall file with his/her department head a written grievance setting
forth the following:
Name
Classification
Supervisor
Section or Sections of the Memorandum allegedly violated
Remedy sought
Union
AFSCME 829
-25-
Within ten (10) days of receipt of the written grievance, the department head will meet
with the grievant and his/her representative to reach a satisfactory resolution.
Step 3 — City Manager - If the grievance is not resolved at Step 1 or Step 2, it may be
appealed to the City Manager within ten (10) days of the receipt of the Department
Head's response at Step 2. Said appeal shall be in the form of a written request to
proceed to Step 3, along with the written grievance. The City Manager or designee shall
respond to the grievance within ten (10) days of receipt of the written appeal. The
decision of the City Manager shall be final, except as provided in Step 4.
Step 4 — Arbitration - If the grievant is not satisfied with the decision at Step 3,
within five (5) days after receipt of the Step 3 response, the grievant may request in
writing that the Union submit the grievance to arbitration,
within ten (10) days of the grievant's receipt of the decision at Step 3, the Union shall
inform the City in writing if its intent is to advance the grievance to arbitration.
Arbitrator Selection Process — If arbitration has been invoked under 21.2.4 b. above,
within five (5) days of the Union notification that the grievance is being advanced to
arbitration, an arbitrator shall be selected by mutual agreement, and if no agreement
on an arbitrator can be reached within that five (5) day period, the parties shall request
of the State Conciliation Service a list of five (5) names of persons experienced in
hearing grievances. Each party shall alternately strike a name until only one (1) name
remains. The order of strike shall be determined by lot.
Decision - In each dispute, the arbitrator shall, as soon as possible, hear evidence and
render a decision on the issues by referring to the written grievance and the answers
thereto at each step. After the hearing, and after both parties have been given the
opportunity to make written arguments, the arbitrator shall submit, in writing, his/her
findings and award to the Union and the City.
The award of the arbitrator shall be advisory to the City Council.
Arbitrator's Authority - The arbitrator will have no power to add to, subtract from, or
modify the terms of the Memorandum or the written policies, rules, regulations, and
procedures of the City; nor shall the arbitrator be empowered to render a decision on
issues not before the arbitrator or on facts not supported by the evidence.
Arbitration Costs - The fees and expenses of the arbitrator and each hearing shall be
borne equally by the City and the Union; or if an individual pursues arbitration without
the Union's consent, said individual shall share equally in the cost with the City,
provided, however, that no grievance involving interpretation of this Memorandum of
Understanding may be advanced to arbitration without the concurrence of the Union. All
other expenses shall be borne by the party incurring them,
Ouestions of Arbitrability - If any question arises regarding the arbitrability of a
grievance, the party raising the question of arbitrability may, upon request, have such
question first ruled upon and decided by an arbitrator prior to any other hearing on the
merits of the grievance which would thereafter be conducted by a second and different
AFSCME 829
-26-
arbitrator. The fees and expenses of the separate arbitrator deciding the issue or
arbitrability shall be borne by the party which raised the question of arbitrability.
Waiver of Other Remedies - By submitting the grievance to arbitration, the grievant
expressly waives any right to statutory remedies or to the exercise of any legal process
other than as provided by this grievance/arbitration procedure. The processing of a
grievance beyond Step 3 shall constitute an express election on the part of the grievant
that the grievance/arbitration procedure is the chosen forum for resolving the issues
contained in the grievance, and that the grievant will not resort to any other forum or
procedure for resolution or review of the issues. The parties do not intend by the
provisions of this paragraph to preclude the enforcement of any arbitration award in
any court of competent jurisdiction.
Failure to Pursue
Grievant - Any failure by grievant to purse his/her grievance within the time limits to the
next step shall be a voluntary abandonment of the grievance, and grievant shall not
thereafter be entitled to pursue said grievance. Such settlement in favor of the City
shall not prejudice the rights of the Union or other employees to pursue a similar
grievance, provided all other requirements of this Memorandum are met.
Cl - Any failure by the City to respond within the time limits set forth shall entitle
grievant to pursue his/her grievance to the next step.
Representation and Release Time
Grievant shall be entitled to be represented by his/her Union and/or his/her attorney at
any grievance meeting or discussion described in any one (1) of the steps of the
grievance procedure; provided, however, in no event shall more than one (1) City
employee, in addition to grievant, attend such grievance meetings. The limitations of
this Section shall apply to employees on paid release time and not to Union staff or
witnesses who may be necessary to the grievance.
Neither grievant nor his/her representative shall suffer loss of pay for attending the
meetings described in the steps of the grievance procedure.
Except for grievance meetings described in the steps of the grievance procedure,
neither grievant nor any representative of grievant shall be entitled to use regular work
time to process the grievance.
Other Procedures - The grievance procedure set forth herein shall supersede and
replace any other grievance or appeal procedures otherwise available to represented
employees and are deemed sufficient to satisfy procedural due process requirements
for such hearings and/or appeals.
AFSCME 829
-27-
21. Concerted Activities
It is agreed and understood that there will be no strike, work stoppage, slow down or
refusal to perform job functions during the term of the Memorandum, However, this
provision will not require an employee to cross a picket line of a sanctioned strike if
such crossing might reasonably lead to direct harm to the employee.
22. City Rights
The City hereby retains and reserves unto itself, without limitation, all powers, rights,
authority, duties and responsibilities conferred upon and vested in it by the Constitution
of the United States, the Constitution of California, the laws of the United States, the
laws of California, the ordinances and resolutions of the City of Burlingame and shall be
limited only by the express and specific terms of this Memorandum.
23. Effect of Agreement
This Memorandum shall supersede any prior Memoranda of Understanding, rules,
regulations or ordinances in direct conflict with the provisions hereof.
24. Modification
There will be no alteration or modification of any provision contained in this
Memorandum without the written consent of all parties hereto.
25. Total Agreement
This Memorandum constitutes a full and complete agreement by the parties and
contains all of the matters upon which the parties reached agreement. Any matter not
contained in this Memorandum has not been agreed upon and, if raised in negotiations,
was dropped by the party raising it as part of a good faith attempt to reach agreement.
26. New Work
In the event the City introduces new work which the Union believes does not fall within
any of the existing classifications, the City and the Union shall, upon written request,
meet and confer with respect to the assignment or classification of such work.
27. Separability of Provisions
Should any Section, clause or provision of this Memorandum be declared illegal by final
judgment of a court of competent jurisdiction, such invalidation of such Section, clause
or provision shall not invalidate the remaining portions hereof, and such remaining
portions shall remain in full force and effect for the duration of this Memorandum. In
AFSCME 829
-28-
the event of such invalidation, the parties agree to meet and confer concerning
substitute provisions for provisions rendered or declared illegal.
28. Term
Except as specifically provided herein, this Memorandum shall remain in effect for those
employees employed in the classifications which comprise the AFSCME bargaining unit
for the period from July 1, 2015 to June 30, 2018,
For AFSCME Local 829: For the City of Burlingame:
Date: 101 G✓ Date:1 0 ISI ISS
Tina Acree
AFSCME Business Agent
Lisa Goldman
City Manager
'Liz Roscoe Leslie Loomis
President
i
Vi6pg
N Crotiat r
Joleen NzfIley
Negotiator
Human Resources Director
Glenn Berkheimer
IEDA Negotiaor
AFSCME 829
-29-
Sr. HR Analyst
Exhibit A - Salaries
EXHIBIT A -CITY OF BURLINGAME
AFSCME 829
EFFECTIVE THE FIRST PAYROLL PERIOD ,IDLY 2015 THROUGH JUNE 2016
The salaries listed below are estimates. AdUal salary may vary slightly due to rounding at time ofpayroll
system implementation
CLASS TITLE
UNIT
A
B
C
D
E
A100 ADMINISTRATIVE ASSISTANT H
MONTHLY
5362.31
5626.60
5904.80
6183.00
6479.74
BIWEEKLY
2474.91
2596.89
2725.29
2853.69
2990.65
HRLY.RATE
30.94
32.46
34.07
35.67
37.38
A101 BUILDING MAINTENANCE WORKER
MONTHLY
4963.55
5223.21
5438.81
5723.97
6004.48
BIWEEKLY
2290.87
2410.71
2510.22
2641.83
2771.30
HRLY.RATE
28.64
30.13
31.38
33.02
34.64
A102 ACCOUNTING ASSISTANT III
MONTHLY
5111.93
5362.31
5626.60
5909.43
6203.86
BIWEEKLY
2359.35
2474.91
2596.89
2727.43
2863.32
HRLY.RATE
29.49
30.94
32.46
34.09
35.79
A103 ACCOUNTING TECHNICIAN
MONTHLY
5638.19
5918.71
6215.45
6523.79
6850.68
BIWEEKLY
2602.24
2731.71
2868.67
3010.98
3161.85
HRLY.RATE
32.53
34.15
35.86
37.64
39.52
A104 ACCOUNTING ASSISTANT I
MONTHLY
4031.58
4237.91
4448.88
4662.17
4884.73
BIWEEKLY
1860.73
1955.96
2053.33
2151.77
2254.49
HRLY.RATE
23.26
24.45
25.67
26.90
28.18
A105 ADMINISTRATIVE ASSISTANT I
MONTHLY
4873.14
5128.15
5383.17
5647.46
5918.71
BIWEEKLY
2249.14
2366.84
2484.54
2606.52
2731.71
HRLY.RATE
28.11
29.59
31.06
32.58
34.15
A106 CUSTODIAN
MONTHLY
4068.68
4256.46
4465.11
4699.26
4942.69
BIWEEKLY
1877.85
1964.52
2060.82
2168.89
2281.24
HRLY.RATE
23.47
24.56
25.76
27.11
28.52
A107 OFFICE ASSISTANT I
MONTHLY
3871.62
4068.68
4270.37
4474.38
4717.81
BIWEEKLY
1786.90
1877.85
1970.94
2065.10
2177.45
HRLY.RATE
22.34
23.47
24.64
25.81
27.22
AIDS PLANNER
MONTHLY
6586.39
6913.27
7265.66
7606.45
7993.61
BIWEEKLY
3039.87
3190.74
3353.38
3510.67
3689.36
HRLY.RATE
38.00
39.88
41.92
43.88
46.12
AFSCME 829
-30-
A109
ACCOUNTANT[
MONTHLY
5900.16
6194.59
6495.97
6825.17
7165.97
BIWEEKLY
2723.15
2859.04
2998.14
3150.08
3307.37
HRLY.RATE
34.04
35.74
37.48
39.38
41.34
Al l0
ZONING TECHNICIAN
MONTHLY
5621.96
5890.89
6185.31
6498.29
6813.58
BIWEEKLY
2594.75
2718.87
2654.76
2999.21
3144.73
HRLY.RATE
32.43
33.99
35.68
37.49
39.31
AI11
ASSISTANT PLANNER
MONTHLY
5897.84
6194.59
6498.29
6822.86
7165.97
BIWEEKLY
2722.08
2859.04
2999.21
3149.01
3307.37
HRLY.RATE
34.03
35.74
37.49
39.36
41.34
Al 12
ASSOCIATE PLANNER
MONTHLY
6586.39
6915.59
7261.02
7627.32
8009.84
BIWEEKLY
3039.87
3191.81
3351.24
3520.30
3696.85
HRLY.RATE
38.00
39.90
41.89
44.00
46.21
Al 13
SENIORPLANNER
MONTHLY
7993.61
8390.05
8809.67
9250.15
9716.14
BIWEEKLY
3689.36
3872.33
4066.00
4269.30
4484.37
HRLY.RATE
46.12
48.40
50.83
53.37
56.05
A120
MANAGEMENT ASSISTANT
MONTHLY
5879.29
6173.72
6479.74
6806.63
7145.10
BIWEEKLY
2713.52
2849.41
2990.65
3141.52
3297.74
HRLY.RATE
33.92
35.62
37.38
39.27
41.22
AI60
ACCOUNTING ASSISTANT It
MONTHLY
4448.88
4662.17
4884.73
5111.93
5362.31
BIWEEKLY
2053.33
2151.77
2254.49
2359.35
2474.91
HRLY.RATE
25.67
26.90
28.18
29,49
30.94
A200
PARKING SYSTEM TECHNICIAN
MONTHLY
4699.26
4942.69
5169.88
5424.90
5693.83
BIWEEKLY
2168.89
2281.24
2386.10
2503.80
2627.92
HRLY.RATE
27.11
28.52
29.83
31.30
32.85
A201
PARKING ENFORCEMENT OFFICER
MONTHLY
4328.33
4534.66
4757.22
4996.01
5248.71
BIWEEKLY
1997.69
2092.92
2195.64
2305.85
2422.48
HRLY.RATE
24.97
26.16
27.45
28.82
30.28
A202
POLICE CLERK I
MONTHLY
403 L58
4237.91
4448.88
4662.17
4884.73
BIWEEKLY
1860.73
1955.96
2053.33
2151.77
2254.49
HRLY.RATE
23.26
24.45
25.67
26.90
28.18
A203
POLICE CLERK It
MONTHLY
4448,88
4662.17
4884.73
5111.93
5362.31
BIWEEKLY
2053.33
2151.77
2254.49
2359.35
2474.91
HRLYRATE
25.67
26.90
28.18
29.49
30.94
A204
POLICE CLERK III
MONTHLY
6173.72
BIWEEKLY
2849.41
HRLY.RATE
35.62
A301
EMER.PREP/FIRE EDUC.SPECIALIST
MONTHLY
5568.64
5832.93
6125.04
6440.33
6748.67
AFSCME 829
-31-
A61 PUBLIC WORKS INSPECTOR MONTHLY 6521.47 6841.40 7186.83 7543.86 7926.38
BIWEEKLY 3009.91 3157.57 3317.00 3481.78 3658.33
AFSCME 829
-32-
BIWEEKLY
2570.14
2692.12
2826.94
2972.46
3114.77
HRLY.RATE
32.13
33.65
35.34
37.16
38.93
A600 TRANSPORTATION ENGINEER
MONTHLY
8362.23
8781.85
9220.01
9681.36
10168.21
BIWEEKLY
3859.49
4053.16
4255.39
4468.32
4693.02
HRLY.RATE
48.24
50.66
53.19
55.85
58.66
A601 TRAFFIC -CIVIL ENGINEER
MONTHLY
7249.43
7597.18
7993.61
8399.32
8821.26
BIWEEKLY
3345.89
3506.39
3689.36
3876.61
4071.35
HRLY.RATE
41.82
43.83
46.12
48.46
50.89
A602 SENIOR BUILDING INSPECTOR
MONTHLY
7335.21
7696.87
8065.48
8489.74
8920.95
BIWEEKLY
3385.48
3552.40
3722.53
3918.34
4117.36
HRLY.RATE
42.32
44.41
46.53
48.98
51.47
A603 BUILDING INSPECTOR
MONTHLY
6537.70
6850.68
7207.70
7546.18
7912.47
BIWEEKLY
3017.40
3161.85
3326.63
3482.85
3651.91
HRLY.RATE
37.72
39.52
41.58
43.54
45.65
A604 ENGINEERING TECHNICIAN H
MONTHLY
5545.45
5825.97
6125.04
6426.42
6741.71
BIWEEKLY
2559.44
2688.91
2826.94
2966.04
3111.56
HRLY.RATE
31.99
33.61
35.34
37.08
38.89
A605 ASSISTANT ENGINEER
MONTHLY
691559
7249.43
7597.18
7993.61
8399.32
BIWEEKLY
3191.81
3345.89
3506.39
3689.36
3876.61
HRLY.RATE
39.90
41.82
43.83
46.12
48.46
A606 JUNIOR ENGINEER
MONTHLY
6280.37
6577.11
6915.59
7249.43
7597.18
BIWEEKLY
2898.63
3035.59
3191.81
3345.89
3506.39
HRLY.RATE
36.23
37.94
39.90
41.82
43.83
A607 SENIOR PUBLIC WORKS INSPECTOR
MONTHLY
7240.16
7606.45
7977.39
8357.59
8798.08
BIWEEKLY
3341.61
3510.67
3681.87
3857.35
4060.65
HRLY.RATE
41.77
43.88
46.02
48.22
50.76
A608 ASSOCIATE ENGINEER
MONTHLY
7606.45
7977.39
8357.59
8798.08
9240.88
BIWEEKLY
3510.67
3681.87
3857.35
4060.65
4265.02
HRLY.RATE
43.88
46.02
48.22
50.76
53.31
A609 PERMIT TECHNICIAN
MONTHLY
5179.16
5436.49
5717.01
5992.89
6294.28
BIWEEKLY
2390.38
2509.15
2638.62
2765.95
2905.05
HRLY.RATE
29.88
31.36
32.98
34.57
36.31
A610 PROJECT MANAGER/GIS COORD.
MONTHLY
9704.54
BIWEEKLY
4479.02
HRLY.RATE
55.99
A61 PUBLIC WORKS INSPECTOR MONTHLY 6521.47 6841.40 7186.83 7543.86 7926.38
BIWEEKLY 3009.91 3157.57 3317.00 3481.78 3658.33
AFSCME 829
-32-
HRLY.RATE
37.62
39.47
41.46
43.52
45.73
A612
PROGRAM MANAGER
MONTHLY
8471.19
8897.76
9338.25
9806.55
10300.36
BIWEEKLY
3909.78
4106.66
4309.96
4526.10
4754.01
HRLY.RATE
48.87
51.33
53.87
56.58
59.43
A614
PERMIT TECH/GREEN BLDG SPEC.
MONTHLY
5696.15
5981.30
6287.32
6593.34
6924.86
i
BIWEEKLY
2628.99
2760.60
290 L84
3043.08
3196.09
HRLY.RATE
32.86
34.51
36.27
38.04
39.95
A615
ENVIRON, REG, COMPL.00ORDNATOR
MONTHLY
6250.23
6560.88
6892.41
7235.52
7597.18
BIWEEKLY
2884.72
3028.10
3181.11
3339.47
3506.39
HRLY.RATE
36.06
37.85
39.76
41.74
43.83
A670
OFFICE ASSISTANT 11
MONTHLY
4240.23
4434.97
4657.53
4889.37
5114.24
BIWEEKLY
1957.03
2046.91
2149.63
2256.63
2360.42
HRLY.RATE
24.46
25.59
26.87
28.21
29.51
A701
RECREATION COORDINATOR
MONTHLY
5081.79
5327.53
5580.23
5858.43
6148.22
BIWEEKLY
2345.44
2458.86
2575.49
2703.89
2837.64
HRLY.RATE
29.32
30.74
32.19
33.80
35.47
A705
BUILDING ATTENDANT
MONTHLY
3250.30
3410.27
3586.46
3764.97
3945.80
BIWEEKLY
1500.14
1573.97
1655.29
1737.68
1821.14
HRLY.RATE
18.75
19.67
20.69
21.72
22.76
A706
BUILDING ATTENDANT - CS
MONTHLY
4277.33
BIWEEKLY
1974.15
HRLY.RATE
24.68
A711
PROGRAM COORDINATOR
MONTHLY
3523.87
3697.74
3880.89
4073.31
4277.33
BIWEEKLY
1626.40
1706.65
179L18
1879.99
1974.15
HRLY.RATE
20.33
21.33
22.39
23.50
24.68
A800
LIBRARIAN 11
MONTHLY
5679.92
5965.07
6252.55
6558.57
6901.68
BIWEEKLY
2621.50
2753.11
2885.79
3027.03
3185.39
HRLY.RATE
32.77
34.41
36.07
37.84
39.82
A801
LIBRARIAN I
MONTHLY
5160.61
5410.99
5661.37
5951.16
6231.68
BIWEEKLY
2381.82
2497.38
2612.94
2746.69
2876.16
HRLY.RATE
29.77
31.22
32.66
34.33
35.95
A802
LIBRARY ASSISTANT III
MONTHLY
4921.82
5146.70
5417.95
5684.55
5955.80
BIWEEKLY
2271.61
2375.40
2500.59
2623.64
2748.83
HRLY,RATE
28.40
29.69
31,26
32.80
34.36
A803
LIBRARY ASSISTANT lI
MONTHLY
4409.47
4606.53
4852.27
5070.20
5320.58
BIWEEKLY
2035.14
2126,09
2239.51
2340.09
2455.65
HRLY.RATE
25.44
26.58
27.99
29.25
30.70
AFSCME 829
-33-
A804 LIBRARY ASSISTANT I MONTHLY 3952.76 4159.09 4363.10 4562.48 4803.59
BIWEEKLY 1824.35 1919.58 2013.74 2105.76 2217.04
HRLY.RATE 22.80 23.99 25.17 26.32 27.71
AFSCME 829
-34-
CITY OF BURLINGAME
AFSCME 829
EFFECTIVE 07/01/2016
The salaries listed below are estimates.
Actual salary may vary slightly due to rounding at time ofpayroll
system implementation
CLASS
TITLE
UNIT
A
B
C
D
E
AI00
ADMINISTRATIVE ASSISTANT If
MONTHLY
5522.27
5795.83
6080.99
6368.46
6674.48
BIWEEKLY
2548.74
2675
2806.61
2939.29
3080.53
HRLY.RATE
31.86
33.44
35.08
36.74
38.51
A101
BUILDING MAINTENANCE WORKER
MONTHLY
5111.93
5380.85
5601.09
5895.52
6185.31
BIWEEKLY
2359.35
2483.47
2585.12
2721.01
2854.76
HRLY.RATE
29.49
31.04
3231
34.01
35.68
M02
ACCOUNTING ASSISTANT III
MONTHLY
5264.94
5522.27
5795.83
6085.63
6389.33
BIWEEKLY
2429.97
2548.74
2675
2808.75
2948.92
HRLY.RATE
30.37
31.86
33.44
35.11
36.86
At03
ACCOUNTING TECHNICIAN
MONTHLY
5807.43
6097.22
6400.92
6718.53
7057.01
BIWEEKLY
2680.35
2814.1
2954.27
3100.86
3257.08
HRLY.RATE
33.5
35.18
36.93
38.76
40,71
At04
ACCOUNTING ASSISTANT I
MONTHLY
4152.14
4365.42
4583.35
4801.27
5030.78
BIWEEKLY
1916.37
2014.81
2115.39
2215.97
2321.9
HRLY.RATE
23.95
25.19
26.44
27.7
29.02
A105
ADMINISTRATIVE ASSISTANT I
MONTHLY
5019.19
5281.16
5545.45
5816.7
6097.22
BIWEEKLY
2316.55
2437.46
2559.44
2684.63
2814.1
HRLY.RATE
28.96
30.47
31.99
33.56
35.18
A106
CUSTODIAN
MONTHLY
4191.55
4383.97
4599.57
4840.68
5091.06
BIWEEKLY
1934.56
2023.37
2122.88
2234.16
2349.72
HRLY.RATE
24.18
25.29
26.54
27.93
29.37
A107
OFFICE ASSISTANT I
MONTHLY
3987.53
4191.55
4397.88
4608.85
4859.23
BIWEEKLY
1840.4
1934.56
2029.79
2127.16
2242.72
HRLY.RATE
23.01
24.18
25.37
26.59
28.03
A108
PLANNER
MONTHLY
6783.44
7119.6
7483.58
7833.65
8232.4
BIWEEKLY
3130.82
3285.97
3453.96
3615.53
3799.57
HRLY.RATE
39.14
41.07
43.17
45.19
47.49
A109
ACCOUNTANT[
MONTHLY
6076.35
6380.05
6690.71
7029.19
7381.57
BIWEEKLY
2804.47
2944.64
3088.02
3244.24
3406.88
HRLY,RATE
35.06
36.81
38.6
40.55
42.59
AHO
ZONING TECHMCIAN
MONTHLY
5791.2
6067.08
6370.78
6693.03
7017.6
BIWEEKLY
2672.86
2800.19
2940.36
3089.09
3238.89
HRLY.RATE
33.41
35
36.75
38.61
40.49
AIII
ASSISTANT PLANNER
MONTHLY
6074.03
6380.05
6693.03
7026.87
7381.5Y
AFSCME 829
-35-
BIWEEKLY
2803.4
2944.64
3089.09
3243.17
3406.88
HRLY,RATE
35.04
36.81
38.61
40.54
42.59
AI 12 ASSOCIATE PLANNER
MONTHLY
6783.44
7121.92
7478.94
7856.83
8250.95
BIWEEKLY
3130.82
3287.04
3451.82
3626.23
3808.13
HRLY.RATE
39.14
41.09
43.15
45.33
47.6
Al 13 SENIORPLANNER
MONTHLY
8232.4
8642.75
9073.96
9528.35
10008.25
BIWEEKLY
3799.57
3988.96
4187.98
4397.7
4619.19
HRLY.RATE
47.49
49.86
52.35
54.97
57.74
A120 MANAGEMENT ASSISTANT
MONTHLY
6055.49
6359,19
6674.48
7010.64
7358.39
BIWEEKLY
2794.84
2935.01
3080.53
3235.68
3396.18
HRLY.RATE
34.94
36.69
38.51
40.45
42.45
A160 ACCOUNTING ASSISTANT II -
MONTHLY
4583.35
4801.27
5030.78
5264.94
5522.27
BIWEEKLY
2115.39
2215.97
2321.9
2429.97
2548.74
HRLY.RATE
26.44
27.7
29.02
30.37
31.86
A200 PARKING SYSTEM TECHNICIAN
MONTHLY
4840.68
5091.06
5325.21
5587.18
5865.38
BIWEEKLY
2234.16
2349.72
2457.79
2578.7
2707.1
HRLY.RATE
27.93
29.37
30.72
32.23
33.84
A201 PARKING ENFORCEMENT OFFICER
MONTHLY
4458.16
4671.44
4900.96
5146.7
5406,35
BIWEEKLY
2057.61
2156.05
2261.98
2375.4
2495.24
HRLY.RATE
25.72
26.95
28.27
29.69
31.19
A202 POLICE CLERK I
MONTHLY
4152.14
4365.42
4583.35
4801.27
5030.78
BIWEEKLY
1916.37
2014.81
2115.39
2215.97
2321.9
HRLY.RATE
23.95
25.19
26.44
27,7
29.02
A203 POLICE CLERK II
MONTHLY
4583.35
4801.27
5030.78
5264.94
5522.27
BIWEEKLY
2115.39
2215.97
2321.9
2429.97
2548.74
HRLY.RATE
26.44
27.7
29.02
30.37
31.86
A204 POLICE CLERIC [I1
MONTHLY
6359.19
BIWEEKLY
2935.01
HRLY.RATE
36.69
A301 EMER. PREP/FIRE EDUC. SPECIALIST
MONTHLY
5735.56
6006.8
6308.19
6632.75
6950.36
BIWEEKLY
2647.18
2772.37
2911.47
3061.27
3207.86
HRLY.RATE,
33.09
34.65
36.39
38.27
40.1
A600 TRANSPORTATION ENGINEER
MONTHLY
8612.61
9046.14
9495.89
9971.15
10474.23
BIWEEKLY
3975.05
4175.14
4382.72
4602.07
4834.26
HRLY.RATE
49.69
52.19
54.78
57.53
60.43
A601 TRAFFIC -CIVIL ENGINEER
MONTHLY
7467.35
7824.38
8232.4
8652.02
9085.55
BIWEEKLY
3446.47
3611.25
3799.57
3993.24
4193.33
HRLY.RATE
43.08
45.14
47.49
49.92
52.42
A602 SENIOR BUILDING INSPECTOR
MONTHLY
7555.45
7928.7
8306.59
8744.75
9187.56
BIWEEKLY
3487.13
3659.4
3833.81
4036.04
4240.41
HRLY.RATE
43.59
45.74
47.92
50.45
53.01
AFSCME 829
-36-
A603
{
BUILDING INSPECTOR MONTHLY 6734.76 7057.01 74233 7773.37 8148.94
BIWEEKLY 3108.35 3257.08 3426.14 3587.71 3761.05
HRLY.RATE 38.85 40.71 42.83 44.85 47,01
A604 ENGINEERING TECHNICIAN 11
A605 ASSISTANT ENGINEER
A606 JUNIORENGMEER
A607
A608
SENIOR PUBLIC WORKS INSPECTOR
ASSOCIATE ENGINEER
A609 PERMIT TECHNICIAN
A610
A61
A612
A614
A615
A670
A701
PROJECT MG/GIS COORDINATOR
PUBLIC WORKS INSPECTOR
PROGRAM MANAGER
PERMITTECH/GREEN BLDG SPEC.
ENVIRON. REG, COMPLCOORDINATOR
OFFICE ASSISTANT It
RECREATION COORDINATOR
MONTHLY
5712.37
5999.85
6308.19
6618.84
6943.41
BIWEEKLY
2636.48
2769.16
2911.47
3054.85
3204.65
HRLY.RATE
32.96
34.61
36.39
38.19
40.06
MONTHLY
7121.92
7467.35
7824.38
8232.4
8652.02
BIWEEKLY
3287.04
3446.47
3611.25
3799.57
3993.24
HRLY.RATE
41.09
4108
45.14
47.49
49.92
MONTHLY
6468.15
6774.17
7121.92
7467.35
7824.38
BIWEEKLY
2985.3
3126.54
3287.04
3446.47
3611.25
HRLY.RATE
37.32
39.08
41.09
43.08
45.14
MONTHLY
7458.08
7833.65
8216.17
8607.97
9062.37
BIWEEKLY
3442.19
3615.53
3792.08
3972.91
4182.63
HRLY.RATE
43.03
45.19
47.4
49.66
52.28
MONTHLY
7833.65
8216.17
8607.97
9062.37
9519.08
BIWEEKLY
3615.53
3792.08
3972.91
4182.63
4393.42
HRLY.RATE
45.19
47.4
49.66
52.28
54.92
MONTHLY
5334.49
5598.78
5888.57
6173.72
6482.06
BIWEEKLY
2462.07
2584.05
2717.8
2849.41
2991.72 "
HRLY.RATE
30.78
32.3
33.97
35.62
37.4
MONTHLY
9996.65
BIWEEKLY
4613.84
HRLY.RATE
57.67
MONTHLY
6716.21
7047.73
7402.44
7771.05
8165.17
BIWEEKLY
3099.79
3252.8
3416.51
3586.64
3768.54
HRLY.RATE
38.75
40.66
42.71
44.83
47.11
MONTHLY
8726.21
9164.37
9618.77
10100.98
10608.69
BIWEEKLY
4027.48
4229.71
4439.43
4661.99
4896.32
HRLY.RATE
50.34
52.87
55.49
58.27
61.2
MONTHLY
5867.7
6159.81
6475.11
6790.4
7133.51
BIWEEKLY
2708.17
2842.99
2988.51
3134.03
3292.39
HRLY.RATE
33.85
35.54
37.36
39.18
41.15
MONTHLY
6438.01
6757,94
7098.74
7453.44
7824.38
BIWEEKLY
2971.39
3119.05
3276.34
3440.05
3611.25
HRLY.RATE
37.14
38.99
40.95
43
45.14
MONTHLY
4367.74
4567.12
4796.63
5035.42
5267.25
BIWEEKLY
2015.88
2107.9
2213.83
2324.04
2431.04
HRLY.RATE
25.2
26.35
27.67
29,05
30.39
MONTHLY
AFSCME 829
-37-
5234.8 5487.5 5747.15 6034.62 63316
AFSCME 829
-38-
BIWEEKLY
2416.06
2532.69
2652.53
2785.21
2923.24
HRLY.RATE
30.2
31.66
33.16
34.82
36.54
A705
BUILDING ATTENDANT
MONTHLY
3347.67
3512.28
3693.11
3878.57
4064.04
BIWEEKLY
1545.08
1621.05
1704.51
1790.11
1875.71
HRLY.RATE
19.31
20.26
21.31
22.38
23.45
A706
BUILDING ATTENDANT - CS
MONTHLY
4404.83
BIWEEKLY
2033
HRLY.RATE
25.41
A711
PROGRAM COORDINATOR
MONTHLY
3630.51
3809.02
3996.81
4196.18
4404.83
BIWEEKLY
1675.62
1758.01
1844.68
1936.7
2033
HP LY.RATE
20.95
21.98
23.06
24.21
25.41
A800
LIBRARIAN 11
MONTHLY
5851.47
6143.58
6440.33
6755.62
7108.01
BIWEEKLY
2700.68
2835.5
2972.46
3117.98
3280.62
HRLY.RATE
33.76
35.44
37.16
38.97
41.01
A801
LIBRARIAN 1
MONTHLY
5315.94
5573.27
5830.61
6129.67
6419.47
BIWEEKLY
2453.51
2572.28
2691.05
2829.08
2962.83
HRLY.RATE
30.67
32.15
33.64
35.36
37.04
A802
LIBRARY ASSISTANT Ill
MONTHLY
5070.2
5302.03
5580.23
5856.11
6134.31
BIWEEKLY
2340.09
2447.09
2575.49
2702.82
2831.22
HRLY.RATE
29.25
30.59
32.19
33.79
35.39
A803
LIBRARY ASSISTANT II
MONTHLY
4541.62
4745.63
4998.33
5223.21
5480.54
BIWEEKLY
2096.13
2190.29
2306.92
2410.71
2529.48
HRLY.RATE
26.2
27.38
28.84
30.13
31.62
A804
LIBRARY ASSISTANT I
MONTHLY
4070.99
4284.28
4492.93
4699.26
4947.32
BIWEEKLY
1878.92
1977.36
2073.66
2168.89
2283.38
HRLY.RATE
23.49
24.72
25.92
27.11
28.54
AFSCME 829
-38-
CITY OF BURLL`IGA VIE
AFSCME 829
EFFECTIVE 07/01/2017
The salaries listed below are estimates. Actual salary may vary slightly due to rounding at
time ojpayroll system implementation
CLASS TITLE
A100 ADMINISTRATIVE ASSISTANT II
AI01 BUILDING MAINTENANCE WORKER
A102 ACCOUNTING ASSISTANT IH
A103 ACCOUNTING TECHNICIAN
A104 ACCOUNTING ASSISTANT I
A105 ADMINISTRATIVE ASSISTANT I
A106 CUSTODIAN
A107 OFFICE ASSISTANT I
A108 PLANNER
A109 ACCOUNTANTI
UNIT A B C D E
MONTHLY 5686.87 5969.71 6264.14 6558.57 6873.86 j
BIWEEKLY 2624.71 2755.25 2891.14 3027.03 3172.55
HRLY.RATE 32.81 34.44 36.14 37.84 39.66
MONTHLY 5264.94 5543.14 5768.01 6071.72 6370.78
BIWEEKLY 2429.97 2558.37 2662.16 2802.33 2940.36
HRLY.RATE 30.37 31.98 33.28 35.03 36.75
MONTHLY 5422.58 5686.87 5969.71 6268.77 6581.75
BIWEEKLY 2502.73 2624.71 2755.25 2893.28 3037.73
HRLY.RATE 31.28 32.81 34.44 36.17 37.97
MONTHLY 5981.30 6280.37 6593.34 6920.23 7267.98
BIWEEKLY 2760.60 2898.63 3043.08 3193.95 3354.45
HRLY.RATE 34.51 36.23 38.04 39.92 41.93
MONTHLY 4277.33 4495.25 4720.13 4945.01 518...0
BIWEEKLY 1974.15 2074.73 2178.52 228231 2391.45
HRLY.RATE 24.68 25.93 27.23 28.53 29.89
MONTHLY 5169.88 5438.81 5712.37 5990.57 6280.37
BIWEEKLY 2386.10 2510.22 2636.48 2764.88 2898.63
HRLY.RATE 29.83 31.38 32.96 34.56 36.23
MONTHLY 4316.74 4516.11 4738.67 4986.74 5244.07
BIWEEKLY 1992.34 2084.36 2187.08 2301.57 2420.34
HRLY.RATE 24.90 26.05 27.34 28.77 30.25
MONTHLY 4108.09 4316.74 4530.02 4747.95 5005.28
BIWEEKLY 1896.04 1992.34 2090.78 2191.36 2310.13
HRLY.RATE 23.70 24.90 26.13 27.39 28.88
MONTHLY 6987.46 7332.89 7708.46 8067.80 8480.46
BIWEEKLY 3224.98 3384.41 3557.75 3723.60 3914.06
HRLY.RATE 40.31 42.31 44.47 46.55 48.93
MONTHLY 6259.50 6572.48 6892.41 7240.16 7604.13
BIWEEKLY 2889.00 3033.45 3181.11 3341.61 3509.60
HRLY.RATE 36.11 37.92 39.76 41.77 43.87
AFSCME 829
-39-
3
A110 ZONING TECHNICIAN
MONTHLY
5965.07
6250.23
6560.88
6894.72
7228.56
BIWEEKLY
2753.11
2884.72
3028.10
3182.18
3336.26
HRLY.RATE
34.41
36.06
37.85
39.78
41.70
i
Al l l ASSISTANT PLANNER
MONTHLY
6257.18
6572.48
6894.72
7237.84
7604.13
BIWEEKLY
2887.93
3033.45
3182.18
3340.54
3509.60
HRLY.RATE
36.10
37.92
39.78
41.76
43.87
A112 ASSOCIATE PLANNER
MONTHLY
6987.46
7335.21
7703.82
8093.30
8499.01
BIWEEKLY
3224.98
3385.48
3555.61
3735.37
3922.62
HRLY.RATE
40.31
42.32
44.45
46.69
49.03
Al 13 SENIOR PLANNER
MONTHLY
8480.46
8902.40
9345.20
9813.51
10309.63
BIWEEKLY
3914.06
4108.80
4313.17
4529.31
4758.29
HRLY.RATE
48.93
51.36
53.91
56.62
59.48
A120 MANAGEMENT ASSISTANT
MONTHLY
6236.32
6549.29
6873.86
7221.61
7578.63
BIWEEKLY
2878.30
3022.75
3172.55
3333.05
3497.83
HRLY.RATE
35.98
37.78
39.66
41.66
43.72
A160 ACCOUNTING ASSISTANT II
MONTHLY
4720.13
4945.01
5181.48
5422.58
5686.87
BIWEEKLY
2178.52
2282.31
2391.45
2502.73
2624.71
HRLY.RATE
27.23
28.53
29.89
31.28
32.81
A200 PARKING SYSTEM TECHNICIAN
MONTHLY
4986.74
5244.07
5485.18
5754.10
6041.58
BIWEEKLY
2301.57
2420.34
2531.62
2655.74
2788.42
HRLY.RATE
28.77
30.25
31.65
33.20
34.86
A201 PARKING ENFORCEMENT OFFICER
MONTHLY
4592.62
4810.54
5047.01
5302.03
5568.64
BIWEEKLY
2119.67
2220.25
2329.39
2447.09
2570.14
HRLY.RATE
26.50
27.75
29.12
30.59
32.13
A202 POLICE CLERK I
MONTHLY
4277.33
4495.25
4720.13
4945.01
5181.48
BIWEEKLY
1974.15
2074.73
2178.52
2282.31
2391.45
HRLY.RATE
24.68
25.93
27.23
28.53
29.89
A203 POLICE CLERK H
MONTHLY
4720.13
4945.01
5181.48
5422.58
5686.87
BIWEEKLY
2178.52
2282.31
2391.45
2502.73
2624.71
HRLY.RATE
27.23
28.53
29.89
31.28
32.81
A204 POLICE CLERK III
MONTHLY
6549.29
BIWEEKLY
3022.75 i
HRLY.RATE
37.78
A301 EMER.PREP./FIRE EDUC. SPECIALIST
MONTHLY
5907.11
6187.63
6498.29
6832.13
7159.01
BIWEEKLY
2726.36
2855.83
2999.21
3153.29
3304.16
HRLY.RATE
34.08
35.70
37.49
39.42
41.30
A600 TRANSPORTATION ENGINEER
MONTHLY
8869.94
9317.38
9781.05
10270.22
10789.52
AFSCME 829
-40-
A601 TRAFFIC -CIVIL ENGINEER
A602 SENIOR BUILDING INSPECTOR
A603 BUILDING INSPECTOR
A604 ENGINEERING TECHNICIAN H
A605 ASSISTANT ENGINEER
A606 JUNIOR ENGINEER
BIWEEKLY 4093.82 4300.33 4514.33 4740.10 497 j
HRLY.RATE 5117 53.75 56.43 59.25 62.ai
MONTHLY 7692.23 8058.53 8480.46 8911.67 9359.11
BIWEEKLY 3550.26 3719.32 3914.06 4113.08 4319.59
HRLY.RATE 44.38 46.49 48.93 51.41 53.99
MONTHLY 7782.65 8167.49 8554.65 9006.73 9463.44
BIWEEKLY 3591.99 3769.61 3948.30 4156.95 4367.74
HRLY.RATE 44.90 47.12 49.35 51.96 54.60
MONTHLY 6936.45 7267.98 7645.86 8007.52 8392.37
BIWEEKLY 3201.44 3354.45 3528.86 3695.78 3873.40
HRLY.RATE 40.02 41.93 44.11 46.20 48.42
MONTHLY 5883.93 6180.68 6498.29 6818.22 7152.06
BIWEEKLY 2715.66 2852.62 2999.21 3146.87 3300.95
HRLY.RATE 33.95 35.66 37.49 39.34 41.26
MONTHLY 7335.21 7692.23 8058.53 8480.46 8911.67
BIWEEKLY 3385.48 3550.26 3719.32 3914.06 4113.08
HRLY.RATE 42.32 44.38 46.49 48.93 51.41
MONTHLY 6662.89 6978.18 7335.21 7692.23 8058.53
BIWEEKLY 3075.18 3220.70 3385.48 3550.26 37
HRLY.RATE 38.44 40.26 42.32 44.38 4 . y
.R
A607
SENIOR PUBLIC WORKS INSPECTOR MONTHLY
7682.96
8067.80
8461.92
8865.31
9333.61
BIWEEKLY
3545.98
3723.60
3905.50
4091.68
4307.82
HRLY.RATE
44.32
46.55
48.82
51.15
53.85
A608
ASSOCIATE ENGINEER
MONTHLY
8067.80
8461.92
8865.31
9333.61
9804.23
BIWEEKLY
3723.60
3905.50
4091.68
4307.82
4525.03
HRLY.RATE
46.55
48.82
51.15
53.85
56.56
A609
PERMIT TECHNICIAN
MONTHLY
5494.45
5765.70
6064.76
6359.19
6676.80
BIWEEKLY
2535.90
2661.09
2799.12
2935.01
3081.60
HRLY.RATE
31.70
33.26
34.99
36,69
38.52
A610
PROJ.MGR/GIS COORDINATOR
MONTHLY
10295.72
BIWEEKLY
4751.87
HRLY.RATE
59.40
A611
PUBLIC WORKS INSPECTOR
MONTHLY
6917.91
7258.70
7625.00
8005.21
8410.91
BIWEEKLY
3192.88
3350.17
3519.23
3694.71
3881.96
HRLY.RATE
39.91
41.88
43.99
46.18
48.52
A612
PROGRAM MANAGER
MONTHLY
8988.18
9440.25
9906.24
10404.68
10926.31
BIWEEKLY
4148.39
4357.04
4572.11
4802.16
5 '
AFSCME 829
-41-
A614 PERMIT TECH/GREEN BLDG SPEC.
A615 ENVIRON.REG.COMPL. COORD.
A670 OFFICE ASSISTANT II
A701 RECREATION COORDINATOR
A705 BUILDING ATTENDANT
HRLY.RATE 51.85 54.46 57.15 60.03 63.04
MONTHLY 6043.90 6345.28 6669.85 6994.41 7346.80
BIWEEKLY 2789.49 2928.59 3078.39 3228.19 3390.83
HRLY.RATE 34.87 36.61 38.48 40.35 42.39
MONTHLY 6630.43 6959.64 7312.02 7676.00 8058.53
BIWEEKLY 3060.20 3212.14 3374.78 3542.77 3719.32
HRLY.RATE 38.25 40.15 42.18 44.28 46.49
MONTHLY 4499.89 4703.90 4940.37 5186.11 5424.90
BIWEEKLY 2076.87 2171.03 2280.17 2393.59 2503.80
HRLY.RATE 25.96 27.14 28.50 29.92 31.30
MONTHLY 5392.44 5652.10 5918.71 6215.45 6523.79
BIWEEKLY 2488.82 2608.66 2731.71 2868.67 3010.98
HRLY.RATE 31.11 32.61 34.15 35.86 37.64
MONTHLY 3447.36 3616.60 3804.39 3994.49 4186.91
BIWEEKLY 1591.09 1669.20 1755.87 1843.61 1932.42
HRLY.RATE 19.89 20.87 21.95 23.05 24.16
A706
BUILDING ATTENDANT - CS
MONTHLY
4536.98
BIWEEKLY
2093.99
HRLY.RATE
26.17
_
A711
PROGRAM COORDINATOR
MONTHLY
3739.47
3922.62
4117.36
4321.37
4536.98
BIWEEKLY
1725.91
1810.44
1900.32
1994.48
2093.99
HRLY.RATE
21.57
22.63
23.75
24.93
26.17
A800
LIBRARIAN II
MONTHLY
6027.67
6329.05
6632.75
6957.32
7321.30
BIWEEKLY
2782.00
2921.10
3061.27
3211.07
3379.06
HRLY.RATE
34.78
36.51
38.27
40.14
42.24
A801
LIBRARIAN I
MONTHLY
5475.90
5740.19
6004.48
6312.82
6611.89
BIWEEKLY
2527.34
2649.32
2771.30
2913.61
3051.64
HRLY.RATE
31.59
33.12
34.64
36.42
38.15
A802
LIBRARY ASSISTANT HI
MONTHLY
5223.21
5461.99
5747.15
6032.30
6317.46
BIWEEKLY
2410.71
2520.92
2652.53
2784.14
2915.75
HRLY.RATE
30.13
31.51
33.16
34.80
36.45
A803
LIBRARY ASSISTANT H
MONTHLY
4678.40
4887.05
5149.02
5380.85
5645.14
BIWEEKLY
2159.26
2255.56
2376.47
2483.47
2605.45
HRLY.RATE
26.99
28.19
29.71
31.04
32.57
A904
LIBRARY ASSISTANT I
MONTHLY
4193.87
4411.79
4627.39
4840.68
5095.70
BIWEEKLY
1935.63
2036.21
2135.72
2234.16
2351.86
HRLY.RATE
24.20
25.45
26.70
27.93
29.40
AFSCME 829
-42-
Exhibit B — Alternative Work Schedule
POLICY
The Alternative Work Schedule Policy provides an opportunity for eligible employees to
work 40 -hour workweeks in less than the traditional 5 days per week. Alternative work
schedules will be offered to the extent the practice does not negatively impact business
operations or service to the community. Additionally, alternative work schedules will be
offered in a way that will not materially increase the costs of serving the community of
Burlingame. If a current employee is working a traditional 5/40 -work week and his/her
individual circumstance is not conducive to an alternative work schedule, the supervisor
and manager will assess if the employee can keep his/her traditional 5/40 schedule.
Such an assessment will involve looking at the needs of the City, public, employee and
workgroup.
ELIGIBILITY
The policy applies to full-time, permanent employees who shifts are traditionally
scheduled Monday through Friday in the time period from 7AM - 7PM. Sworn public
safety employees that are on shift or who work in administrative capacities are not
eligible to participate in the Alternative Work Schedule Policy unless otherwise approved
by the Police or Fire Chief.
WORK SCHEDULE
The standard alternative work schedule under this policy is referred to as a 9/80 work
schedule. This provides that employees work nine (9) hours per day, four (4) days per
week, plus one eight (8) hour day once every two weeks. If approved by the City
Manager, departments may implement other alternative work schedules such as a 4/10.
WORK WEEK
The standard workweek is defined as forty (40) hours per week and will start at 12:01
pm on Friday.
HOLIDAYS
Holidays will retain their value of eight (8) hours per day. For example, if a holiday falls
on what would otherwise be a nine (9) hour workday, the employee must either use
one (1) hour of vacation, administrative or floating,holiday leave to be compensated for
AFSCME 829 l _
-43-
the additional hour. The employee, with the Department Head's approval, may also
elect to work one additional hour another day within the workweek to make-up for this
hour.
HOURS OF OPERATION
The City intends to expand the hours of operation for City facilities. However, prior to
expanding hours to the public, the City will implement the pilot program; assess if it will
be an on-going plan; and the evaluate options around expanding hours of operation.
Such evaluation is expected to take place during the first six (6) months of the
program.
PROGRAM CRITERIA:
The success of this program is based on the premise that City services will be
maintained and will not deteriorate due to the implementation of an alternative work
program. Prior to implementing such a program, each department will be required to
submit standards that will be used to measure the program impacts. Such standards
should include some measurement of:
✓ Productivity
✓ Quality of Service and Impact on Key -Indicators regarding Service
✓ Sick Leave Usage
✓ Complaints from the public or other City departments regarding staff
unavailability
✓ If service hours are extended into the evening, usage during the later hours
✓ Proportion of work that has either fallen to others (not on alternative work
schedule) or not being done in a timely manner
✓ Economic Impact — including increase in overtime
✓ Employee Morale
Additionally, when designing a program for a specific unit or division, the following will
need to be addressed:
✓ Adequate phone and counter coverage to provide services
AFSCME 829
-44-
I
✓ Cross -training to ensure all City services are maintained each day
✓ Sufficient supervision of the work group
✓ Coverage during peak vacation seasons
✓ Maintenance of services that require interdepartmental support
✓ Employee safety
All employees that opt to participate in a pilot program will be required to submit an
Alternative Work Schedule Agreement. Pilot programs will be for no more than six (6)
months and are subject to department head approval. The pilot program is not subject
to the City's grievance procedure.
DATE:
Date
TO:
Employee Name, Employee Job Title
FROM:
DH Name, Director Title
SUBJECT:
Alternative Work Schedule Agreement
This agreement constitutes a month trial program for an alternative work schedule
that will be in effect from to . However, as the Department Head, I reserve the
right to discontinue the flex work schedule during this period time with a minimum of ten (10)
days advanced notification. Additionally, the City may make temporary adjustments to your
alternative work schedule due to work demands. The City will give you a minimum of five (5)
days advanced notification.
1. Effective your new work schedule will be as follows:
Week #1 (sample — use your actual)
Monday through Thursday (7:30 a.m. — 5:00 p.m.) with a 1/2 hour lunch break. Friday (8:00
a.m. — 5:00 p.m.), with a 1 hour lunch break. Total Work Hours: 44
Week #2 (sample — use your actual)
Monday through Thursday (7:30 a.m. — 5:00 p.m.) with a 1/2 hour lunch break. Friday
(scheduled 9/80 day off). Total Work Hours: 36
2. Holidays: If a holiday falls on your scheduled 9/80 day off, you will receive 8 hours of
Floating holiday. The days will be referred to as AWS Floater Days. All AWS floater days
accrued in a calendar year must be used no later than January 31 of the following calendar
year. You will not be allowed to carry-over, bank or accrue the AWS floater days. There is
l_
AFSCME 829
-45-
no cash value attached to an AWS floater day. You are not entitled to payment for any AWS
floater days unused at the time of resignation or termination of City employment.
3. Other Leave Days Affected by 9/80 Day Off: If you take a day of vacation leave, sick
leave, administrative leave or other benefit leave, you must use the number of hours which
corresponds to your alternative work schedule. As an example, you will use 9 hours of sick
leave if you are absent due to illness on a scheduled 9 -hour workday and 8 hours of sick
leave if you are absent due to illness on a scheduled 8 -hour workday.
4. Vacation and Sick Leave Accrual: You will continue to accrue vacation leave, sick leave
and other forms of leave at the rate specified in your employee MOU benefit agreement.
S. Temporary Work Schedule Change: Temporary changes in your alternative work
schedule must be pre -approved by the Department Head and require a minimum five (5)
days advance notification. Additionally, due to work demands the Department Head may
make temporary changes to your Alternative Work Schedule with a minimum five (5) days
advance notice.
6. Vacation and Other Leave Requests: In order to minimize the impact of reduced
staffing days, every attempt should be made to plan vacations and other leaves during your
four (4) day work week. Special circumstances may be granted allowing overlapping of
schedules only with prior approval of the Department Head. You are highly encouraged,
although not mandated to schedule dental, doctor and other personal appointments on your
9/80 day off.
7. Employee Request to Discontinue Flex Work Schedule: You are required to commit
to the prescribed alternative work schedule agreement. If you no longer choose to continue
with the agreement, you will need to request that the agreement be terminated. Such a
request needs to be submitted to me in writing with a minimum of thirty (30) days prior to
the desired date of change. Any early termination of the agreement is subject to my
approval.
S. Extended Work Week: By agreeing to the Flex Work Schedule, you will be required to
work one 44 hour and one 36 hour work week for a total of 80 hours in a regular two-week
pay period. ***if for exempt act employee, use the following As a mid -manager and
member of the Mid -Management Bargaining Unit, you do not accrue overtime, and will not
be additionally compensated above and beyond the work week(s) as defined in this
document. Mid -Management leave will continue to be accrued and dispersed as described
in your Mid -Management MOU.****if eligible for OT, use the following Overtime hours
will be based on hours worked in excess of your flex -time schedule. If you are scheduled to
work a 9 -hour day, eligibility for overtime would not begin until after you have worked your
regularly assigned 9 -hour day.
9. Work Expectations: You enter into this agreement knowing that there will be no
modification to your workload or job expectations to accommodate an alternative work
schedule. As such, if the City determines that this program is detrimental to your
performance or negatively impacting job expectations, it may be terminated with a ten (10)
day minimum notice.
10.Paychecks: Paychecks will not be released early to employees who are off on Fridays as a
result of the Alternative Work Schedules. Employees on this program are strongly
AFSCME 829
-46-
encouraged to register for direct deposit. On payday, paychecks will be available on Friday f
morning in the employee's department.
My signature below signifies that I agree to all the listed conditions and
understand that the City reserves the right to discontinue this program with
ten (10) days advanced notification,
Employee Name Date DH Name Date
Employee Title DH Title
Cc Personnel File
AFSCME 829
-47-
Exhibit C — FMLA Policy
ADMINISTRATIVE PROCEDURES
CITY OF BURLINGAME
October 1, 2012 (revision)
CATEGORY: Personnel
PAGE: 4.25.1
SUBJECT: Family Medical Leave Act, California Family Rights
Act, Pregnancy Disability Leave, State Disability Leave, and
Paid Family Leave
POLICY: The city shall grant family and medical leave in accordance with State
Government Code Sections 12945 and 12945.2, the Federal Family and Medical Leave
Act of 1993 (FMLA), the California Family Rights Act of 1994 (CFRA), the California
Pregnancy Disability Leave Act (PDL), State Disability Insurance (SDI), Paid Family
Leave (PFL) and existing city administrative or MOU procedures.
A. FAMILY AND MEDICAL CARE LEAVE (FMLA and CFRA)
Under state and federal law, eligible employees are entitled to up to twelve weeks
of unpaid leave per year. FMLA and CFRA leave runs concurrently, with the
exception that CFRA leave does not cover pregnancy disability. This leave shall not
constitute a break in service for purposes of seniority, vacation accrual, etc.
1. Employee Eligibility
To be eligible for family and medical leave benefits, an employee must:
• Have worked for the City for a total of at least 12 months
• Have actually worked at least 1,250 hours over the previous 12 months
2. Amount of Leave Available
Eligible employees may receive up to a total of 12 work weeks of unpaid leave
during any 12 -month period. The 12 -month period is measured backward from
the date an employee last used any FMLA leave. As a result, the amount of leave
an employee is entitled to take depends on how much time the employee has
already taken during the 12 -months prior to the request.
3. Intermittent Leave and Minimum Duration of Leave
If required by a health care provider, employees may take family and medical
leave intermittently (in blocks of time interspersed during work time), or by
reducing their normal weekly or daily work schedule. Intermittent leave can be
taken in no less than one-hour increments and will be counted toward the annual
12 week allotment.
AFSCME 829
-48-
If leave is requested for the birth, adoption or foster care placement of a child of
the employee, leave must be concluded within one year of the birth or
placement. In addition, the basic minimum duration of such leave is two weeks,
except that on no more than two occasions, an employee may use leave in a
one -day minimum increment.
4. Reasons for Leave
Leave may only be used for one or more of the following reasons:
• For the birth or placement of a child with the employee for adoption or
foster care
• To care for a spouse (including registered domestic partner), child, or
parent with a serious health condition
• To care for a newborn child (birth - 12 months of age)
• When the employee is unable to perform the functions of his or her
position because of a "serious health condition" as defined herein.
S. Spouses Both Employed by the City
The aggregate number of work weeks of leave to which City employees who are
spouses may be entitled for reasons of birth or placement for adoption or foster
care is limited to 12 work weeks during the 12 -month period defined herein.
6. Notice of Need for Leave t
An employee needing family and medical leave is required to provide:
• 30 -day advance notice when the need for the leave is foreseeable (e.g.,
for childbirth or elective surgery), If an employee fails to give 30 days
notice for a foreseeable leave with no reasonable excuse for the delay, the
leave may be denied until 30 days after the employee provides notice.
When the need for leave is unforeseen, an employee must give notice as
soon as possible.
If the City determines that the employee's notice is inadequate or the
employee knew about the need for leave in advance of the time
requested, the City may delay the start of the leave until the City can
cover the position with a replacement.
7. Medical Certification
Content and Due Date of Certification: An employee who requests leave for his
or her own serious health condition, or to care for a child, parent or spouse who
has a serious health condition, must provide the City written certification from
the health care provider of the individual requiring care within 15 days after
requesting leave.
• If the leave is requested because of the employee's own serious health
condition, the certification must include a statement that the employee is
AFSCME 829
-49-
unable to work at all or is unable to perform the essential functions of
his/her position.
If the employee requests intermittent leave, or on a reduced schedule to
care for an immediate family member with a serious health condition, the
employee must provide medical certification that such leave is "medically
necessary." "Medically necessary" means that there is a medical need for
the leave and that the leave can best be accomplished through an
intermittent or reduced leave schedule.
Second and Third Opinions: If the City has reason to doubt the validity of a
certification, the City may require a medical opinion of a second health care
provider chosen and paid for by the City. If the second opinion is different from
the first, the City may require the opinion of a third provider jointly approved by
the City and the employee, and paid for by the City. The opinion of the third
provider will be binding.
Consequences of Failure to Provide Adequate or Timely Certification: If the
employee provides an incomplete certification, the employee will be given a
reasonable time to provide a complete certification. If the employee fails to
provide a medical certification within 15 days of the employee's request for
leave, the City may delay the start time for taking the leave until the required
certification is provided.
Re -certification:
Periodic Re -certification: The City may require the employee to
periodically report on his or her status and intent to return to work. An
employee who requests an extension of approved leave will be required to
provide a new certification.
Fitness for Duty Certification: As a condition of reinstatement of an
employee whose leave was due to the employee's own serious health
condition, the employee must obtain and present a fitness -for -duty
certification from the health care provider that the employee is able to
return to work. Failure to provide such certification will result in denial of
reinstatement.
8. Use of Accrued Paid Leaves
Family and medical leave is unpaid, except that where an employee has accrued
paid leave balances, they are required to use that accrued leave time (i.e.,
accrued sick leave, family sick leave, vacation, floating holiday, or administrative
leave) during the FMLA leave. When such accrued leave is exhausted, the
employee is then entitled to take unpaid leave for the remainder of the leave
period. At the employee's discretion, accumulated compensatory time may also
be taken during the period of the leave.
9. Concurrent Use of Family and Medical Leave with Other Leaves
AFSCME 829
-50-
The City may designate any non -family and medical leave, such as workers'
compensation, sick, or vacation leave, to run concurrently with family and
medical leave whenever the non -family and medical leave is also for a family and
medical leave purpose.
The City integrates family and medical leave with workers' compensation leave
whenever an employee is absent from the work place for 30 days or more due to
an industrial injury or illness. As required by law, the City will not run family and
medical leave concurrently with Labor Code section 4850 leave (sworn employee
temporary disability workers' compensation leave).
10. Benefits During Leave
An employee will receive any group health insurance coverage that was provided
before the leave on the same terms as if the employee had continued to work
during the leave, up to a maximum of 12 work weeks.
Employee contributions for group health insurance coverage, if any, will be
required either through payroll deduction or by direct payment to the City or
insurance provider. The method of payment will be established in conjunction
with the employee in writing at the beginning of the leave. The amount of an
employee's contribution is subject to any changes in rates that occur while the
employee is on leave.
If the City pays the employee's contribution in order to avoid cancellation of
coverage, the employee will be required to reimburse the employer on a payroll
deduction schedule upon return from leave. The employee will be required to
sign a written statement at the beginning of the leave period to authorize the
payroll deduction for delinquent payments.
If the employee fails to return from unpaid family and medical leave for reasons
other than: 1) the continuation of a serious health condition of the employee or
his or her covered family member; or 2) circumstances beyond the employee's
control, the City may seek reimbursement from the employee for the portion of
the premiums the City paid on behalf of the employee during the leave period.
11. Sick and Vacation Leave Accrual
Sick leave and vacation leave do not accrue while an employee is on unpaid
leave.
12. Job Reinstatement
An employee will be reinstated to his or her previous position, or to an equivalent
job with equivalent pay, benefits, and other employment terms and conditions if
all of the following conditions are met: 1) the employee has been on leave for
no more than the maximum family and medical leave period; and 2) the
employee provides the department a written certification from a health care
provider that the employee is fit for duty.
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If an employee is returning from family and medical leave taken for his or her
own serious health condition, but is unable to perform the essential functions of
his or her job because of a physical or mental disability, the City will begin an
interactive process to determine whether the City can reasonably accommodate
the employee without undue hardship.
However, an employee returning from family and medical leave has no greater
right to reinstatement, benefits, and other conditions of employment than if
he/she had been continuously employed rather than on leave.
13. Required Forms
Employees must complete the following forms in order to receive leave under
this policy:
a. "Request for Family or Medical Leave Form" prepared by the City to be
eligible for leave. (Note: this form may not be required if the City designates
an employee's leave to run concurrently with FMLA/CFRA leave.)
b. "Certification of Physician or Practitioner Form" prepared by the City for
medical certification—either for the employee's own serious health condition
or for the serious health condition of a child, parent or spouse;
c. Fitness -for -duty to return from leave certification from doctor.
B. MILITARY FAMILY LEAVE ENTITLEMENTS
1. Military Caregiver Leave: An eligible employee who is a spouse, son,
daughter, parent, or next of kin of a covered servicemember with a serious
injury or illness will be granted up to a total of 26 workweeks of unpaid leave
during a single 12 -month period to care for the servicemember. A covered
servicemember is a current member of the Armed Forces, including a member
of the National Guard or Reserves, who is undergoing medical treatment,
recuperation, or therapy, or is otherwise in outpatient status, or is otherwise on
the temporary disability retired list, for a serious injury or illness. A serious
injury or illness is one that was incurred by a servicemember in the line of duty
on active duty that may render the servicemember medically unfit to perform
the duties of his or her office, grade, rank, or rating. The "single 12 -month
period" for leave to care for a covered servicemember with a serious injury or
illness begins on the first day the employee takes leave for this reason and ends
12 months later. An eligible employee is limited to a combined total of 26
workweeks of leave for any FMLA-qualifying reason during the single 12 -month
period. Only 12 of the 26 weeks total may be for a FMLA-qualifying reason
other than to care for a covered servicemember.
2. Qualifying Exigency Leave: An eligible employee will be granted up to a
total of 12 workweeks of unpaid leave during a 12 -month period for qualifying
AFSCME 829
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exigencies arising out of the fact that the employee's spouse, son, daughter or {
parent is on active duty, or has been notified of an impending call or order to
active duty, in support of a contingency operation. Qualifying Exigency Leave is
available to a family member of a military member in the National Guard or
Reserves; it does not extend to family members of military members in the
Regular Armed Forces.
3. Military Caregiver Leave and Qualifying Exigency Leave will be administered in
accordance with applicable federal and state regulations
C. PREGNANCY DISABILITY LEAVE
An employee who is disabled because of pregnancy, childbirth, or a related medical
condition is entitled to an unpaid pregnancy disability leave for up to four months.
1. Notice & Certification Requirements Requests for pregnancy disability
leave must be submitted in writing and must be approved by the employee's
supervisor or department director before the leave begins. The request must be
supported by a written certification from the attending physician that the
employee is disabled from working by pregnancy, childbirth or a related medical
condition. The certification must state the expected duration of the disability
and the expected date of return to work. (The City's "Request for Family or
Medical Leave Form" and "Certification of Physician or Practitioner Form" should
be used for this purpose.)
All leaves must be confirmed in writing, have an agreed-upon specific date of
return, and be submitted to the department director prior to being taken.
Requests for an extension of leave must be submitted in writing to the
department director prior to the agreed date of return and must be supported
by a written certification of the attending physician that the employee continues
to be disabled by pregnancy, childbirth, or a related medical condition. The
maximum pregnancy disability leave is four months.
2. Compensation During Leave Pregnancy disability leaves are without pay.
However, where an employee has accrued paid leave balances, the employee
must first use their accrued sick leave, vacation leave, and then any other
accrued paid time off during the period of the leave, and when such leaves are
exhausted, may take unpaid time for the remainder of the leave.
3. Benefits During Leave An employee on pregnancy disability leave will
receive any group health insurance coverage that was provided before the leave
on the same terms as provided to other employees who become disabled off-
duty, as if the employee had continued to work, if: 1) the employee is eligible
for concurrent family medical leave; and 2) the employee has not already
exhausted this 12 -week group health insurance coverage benefit in the current
family medical leave eligibility period. The City may recover premiums it paid to
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maintain health coverage, as provided by the family and medical leave laws, if
an employee does not return to work following pregnancy disability leave.
An employee on pregnancy disability leave, and not eligible to receive group
health insurance coverage as described above, may receive health insurance
coverage in conjunction with COBRA guidelines by making monthly premium
payments to the City.
4. Sick and Vacation Leave Accrual: Sick leave and vacation leave do not
accrue while an employee is on unpaid pregnancy disability leave.
S. Reinstatement Upon the expiration of pregnancy disability leave and the
City's receipt of a written statement of the health care provider that the
employee is fit to return to duty, the employee will be reinstated to her original
or an equivalent position so long as it was not eliminated for a legitimate
business reason during the leave.
a. If the employee's original position is no longer available, the employee
will be assigned to an open position that is substantially similar in job
content, status, pay, promotional opportunities, and geographic location
as the employee's original position.
b. If upon return from leave an employee is unable to perform the essential
functions of her job because of a physical or mental disability, the City
will initiate an interactive process with the employee in order to identify a
potential reasonable accommodations.
An employee who fails to return to work after the termination of her leave loses
her reinstatement rights.
D. STATE DISABILITY INSURANCE (SDI)
Employees covered under AFSCME collective bargaining agreements are eligible for
State Disability Insurance (SDI) administered by the State Employment
Development's (EDD) Disability Insurance Branch. SDI benefits are payable when
an employee is off work for more than 7 days due to a personal disability, which
includes pregnancy disability. SDI benefits will be integrated with an employee's
sick leave hours in accordance with the following procedure:
1. When an employee is expected to be off of work more than 7 calendar
days, the Human Resources Department will supply the employee with
SDI Claim forms.
2. The employee will need to complete his/her section of the form and have
the treating doctor complete the physician section of the forms. It is the
employee's responsibility to ensure the claim forms are returned to the
State in a timely fashion.
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3. In order to avoid an undue financial hardship, the City will use available
sick hours to pay the employee 100% of his/her normal compensation
until the employee sends the City confirmation that SDI benefits are
being paid or after being off of work for four weeks, whichever occurs
first. Regardless of whether the employee is in fact collecting state
disability after four weeks or not, the City will begin integration. The City
will do this by estimating the State Disability Insurance benefit as
published by the Employment Development Department (EDD) and
reducing this amount from the employee's normal compensation. The
balance will be paid using available sick hours.
4. The employee submits his/her first state disability check payable to the
City, whereupon the City will restore the sick hours reflected in the state
disability pay. To determine the sick hours to be restored, the City will
divide the state disability pay by the employee's hourly rate.
Integration of sick leave with SDI will bring an employee to his/her full pay and is
not intended to give an employee additional compensation. Additionally,
integration of SDI benefits and sick leave is not intended to give additional leave
time under the terms of any state or federally mandated leave programs.
E. PAID FAMILY LEAVE (PFL)
California workers who are covered by the State Disability Insurance Program (SDI)
are also covered for Paid Family Leave benefits (PFL).
No more than six weeks of Paid Family Leave benefits may be paid within any 12
month period.
1. Employee Eligibility/ Reasons for Leave
To be eligible for paid family leave benefits, an employee must need
leave in order to:
• Care for a seriously ill family member — a parent, spouse, child or
domestic partner.
Bond with the employee's new child, the new child of the employees
spouse or domestic partner, or a child in connection with the adoption
or foster care placement of the child with the employee or the
employee's spouse or domestic partner.
2. Medical Certification
A medical certificate is required by EDD when a Paid Family Leave claim
is filed to provide care for a seriously ill family member. The certificate
must include a diagnosis and International Classification of Diseases
code; the commencing date of the disability; the probable duration; the
estimated time care is needed; and state that the serious health
AFSCME 829
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f
condition warrants care. This includes "providing psychological comfort"
and arranging "third party care."
3. Waiting Period
There is a seven day waiting period before benefits become effective.
The City Requires the employee to use family sick leave (as appropriate)
or vacation or other paid leave during the waiting period. Individuals
cannot receive Paid Family Leave benefits while receiving SDI benefits for
a personal disability, or workers' compensation benefits.
AFSCME 829
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Exhibit D - AGREEMENT TO MEET REGARDING
CITY BUDGET
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CITY HALL • 501 PRIMROSE ROAD TEL: 650.558.7206
HUMAN RESOURCES BURLINGAME, CA 94010 FAX: 650.342-8386
MEMORANDUM
DATE: July 24, 2007
TO: AFSCME 829 and 2190
FROM: Deirdre Dolan, Human Resources Director
CC: Jesus Nava, Finance Director
SUBJECT: AGREEMENT TO MEET REGARDING CITY BUDGET
This is to confirm our agreement to schedule a meeting on an annual basis with
AFSCME 829 and 2190 representatives, the Finance Director, and the Human
Resources Director to review and discuss the City Budget. Such meeting will be
scheduled in late February or early March to correlate with the City Council
Budget Strategy Setting Session. AFSCME representatives will be provided with
the City of Burlingame Budget Calendar, and may contact the HR Director to
schedule this meeting.
AFSCME 829
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Memorandum of Understanding
between
Local 2190, Council 57
American Federation of State, County
and Municipal Employees, AFL-CIO
N FEOF
GP .p
MUNICIPAL
FMPI O' E -
and the
City of Burlingame
July1, 2015 to June 30, 2018
Article
Preamble ........................ 1111...., ... .....
1. Recognition................1...11....1.......
2. No Discrimination .........................
3. Union Security .............................
TABLE OF CONTENTS
O
..............................................................................................................2
11 Vacations........................................18
I2.Leave Provisions................................................................................................................................................................................18
13. occupational, Departmental, Premium Pay & Reimbursement Provisions.......................................................................................27
15. Transfer .......... ................... ........ .............................................. I............... ---.................................... .............. I ...... I.............
16 Layoff and Recall .• 26
17. Resionation............................................................................................................................................................... _.....................27
25. Total Agreement
16. New Work.........................................................................................................................................................................................32
27Seoarability of Provisions
28 Term
... ..........32
Exhibit A - Salaries
.. ... .......................................34
ExhibitB - Alternative Work Schedule......................................................................................................................................43
POLICY...................................................................................................................................................................................43
ELIGIBILI7Y...........................................................................................................................................................................43
WORKSCHEDULE...................................................................................................................................................................43
WORKWEEK..........................................................................................................................................................................43
HOLIDAYS..............................................................................................................................................................................
43
HOURSOF OPERA71ON...........................................................................................................................................................44
RITERIA:..............................................................................................................................................................
PROGRAM CRITERIA: ............................... ..... .........................................................................
..............................................44
ExhibitC - FMLA Policy ...........................................................................................................................................................48
Exhibit D - AGREEMENT TO MEET REGARDING CITY BUDGET......................................................................111.1.......................58
Preamble
This Memorandum of Understanding is entered into by the City of
Burlingame, hereinafter designated as the "City", and the American
Federation of State, County and Municipal Employees, Local 2190, AFL
CIO, hereinafter designated as the "Union", as a mutual agreement in
accordance with Section 25 of those wages, hours and other terms and
conditions of employment which are to be in effect during the term of this
Memorandum of Understanding, for those employees working in
classifications in the representative unit referred to in Appendix A Section
1 hereof of this Memorandum of Understanding.
1. Recognition
The City of Burlingame recognizes, as provided in the City's Employer
Employee Relations Resolution, the American Federation of State, County
and Municipal Employees, Local 2190, AFL CIO, as the majority
representative employee organization for the employees assigned to the
following classifications listed in Appendix A, as well as such classifications
as may be added to this representation unit by the City during the term of
this Memorandum of Understanding.
2. No Discrimination
The City agrees not to discriminate against any employee because of membership in
the Union or because of any activities on behalf of the Union. Union activities shall not
interfere with the normal operation of the City. Neither the City nor the Union shall
discriminate for or against any employee or applicant for employment on account of
actual or perceived race, color, religious creed, national origin, ancestry, citizenship
status, physical disability, mental disability, medical condition (cancer -related or genetic
characteristics), marital status, registered domestic partner status, gender, gender
identity or gender expression, age (40 or over), sex, or sexual orientation (including
heterosexuality, homosexuality, or bisexuality).
3. Union Security
Agency Shop
Effective 01/01/2016, consistent with the provisions of
the California Government Code, Section 3502.5, an
employee covered by this agreement shall either: (1)
become a member of the Union and pay regular Union
dues, or (2) pay to the Union an agency (representation)
fee as permitted by law, or (3) present to the Union and
AFSCME 2190
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the City's Human Resources Director a written
declaration that he or she is a member of a bona fide
religion, body, or sect that has historically held
conscientious objections to joining or financially
supporting public employee organizations, The employee
who qualifies for this exemption shall, in lieu of dues or
the agency shop fees payment, pay an amount equal to
the agency shop fees to one of the following non-
religious, non -labor charitable organizations listed below:
(a) Gardner Family Health Network, Inc., Alviso, CA;
(b) Sequoia Hospital Foundation, Redwood City, CA or
(c) Community Gate Path Boys & Girls Clubs of North
San Mateo County, South San Francisco, CA.
An employee who claims such exemption must submit to
the Union and to the City a letter signed by an official of
the bona fide organization certifying that person's
membership.
Proof of the payments shall be made on a monthly basis
to the Human Resources Director as a condition of
continued exemption from the requirement of financial
support to the public employee organization.
If the employee fails to provide such proof, the employee
will be required to pay the agency fee.
Fee Deduction
If any employee in a classification covered by this MOU
fails to authorize one of the above deductions within
thirty (30) calendar days of date of hire or within thirty
(30) calendar days' notice of the provisions of this
agency shop, the City shall deduct the agency fee from
the employee's paycheck. The City shall determine the
timing of such automatic deductions. The requirement
that employees who are not members of the Union pay
this representation agency fee shall remain in effect until
the earlier of: (1) expiration of this Agreement; (2)
termination of the Agency Shop clause by action of the
bargaining unit; or (3) legislation invalidating the manner
in which Agency Shop was adopted. In the event that
employees in the representation unit vote to rescind
Agency Shop, the provisions of Section 3.3 —
Maintenance of Membership shall apply to dues -paying
members of the Union.
AFSCME 2190
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Maintenance of Membership
All employees who are members of AFSCME and who are tendering periodic dues
through dues deductions from their paycheck, and all employees who become members
of AFSCME and who tender periodic dues through dues deductions from their paycheck,
shall continue to pay dues for the duration of this MOU and each subsequent MOU
thereafter.
For a period of sixty (60) calendar days prior to the expiration of the current MOU, any
employee who is a member of AFSCME and who tender periodic and thirty (30)
calendar days from Council ratification, any employee who is a member of AFSCME shall
have the right to withdraw from the Union by discontinuing dues deduction. Said
withdrawal shall be communicated by the employee during that period of time in writing
to the Union and the Human Resources Director; such written communication shall be
delivered by certified mail and must be postmarked during the sixty calendar day
period. An employee who so withdraws from Union membership shall still be subject to
the provisions of Agency Shop.
Payroll Deduction
The Union may have the regular dues of its members within the representation unit
deducted from employees' paychecks under procedures prescribed by the City for such
deductions. Dues deductions shall be made only upon signed authorization from the
employee upon a form furnished by AFSCME and distributed by the City, and shall
continue until: (1) such authorization is revoked, in writing, by the employee pursuant
to the provisions of this Section 3.4; or (2) the transfer of the employee out of the
representation unit.
The Union shall notify the City at least thirty (30) days in advance of any change in its
dues and fees.
Employees may authorize dues deductions only for the organization certified as the
recognized employee organization of the unit to which the employees are assigned.
If, after all other involuntary and insurance premium deductions are made in any pay
period, the balance is not sufficient to pay the deduction of Union dues, agency fee, or
charity fee required by this Section, no such deduction shall be made for the current
pay period.
The provisions of Section 3.3.1 above shall not apply during periods that an employee is
separated from the representation unit, but shall be reinstated upon the return of the
employee to the representation unit. For the purpose of this section, the term
separation includes transfer out of the representation unit, layoff, and leave of absence
without pay. Effective 1/1/16, employees may voluntarily elect to have contributions
deducted through payroll at a minimum of two dollars ($2.00) per month, deducted
from their pay checks under the procedures prescribed by the City for the Public
Employees Organized to Promote Legislative Equality Fund (PEOPLE of AFSCME). Such
AFSCME 2190
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deductions shall be made only upon signed authorization from the employee and shall 1
continue until such authorization is revoked in writing.
Union Obligations
The Union shall provide the City with a copy of the Union's Hudson Procedure for the
determination and protest of its agency fees. The Union shall provide a copy of said
Hudson Procedure to every agency fee payer covered by this Memorandum of
Understanding and annually thereafter, and as a condition to any percentage change in
the agency fee.
The Union will supply the City with deduction authorization forms and/or membership
applications as well as other informational materials it wishes to be distributed to new
employees.
The Union shall comply with Government Code Section 3502.5(f). In addition, the
Union shall comply with Government Code Section 3502.5(d) in compliance with the
Agency Shop agreement. .
The Union shall refund to the City any amount paid to it in error upon presentation of
supporting evidence.
City Obligations
Any new employees hired Into positions covered by this Memorandum of Understanding f
shall be provided by the City and shall execute an "Employee Authorization for Payroll l
Deduction" form selecting one of the following: (1) Union dues; (2) agency fee; or (3)
if he/she qualifies pursuant to the requirements of Section 3.1 above, a fee equal to
agency fee payable to one of four negotiated charities.
All dues and service fee deductions shall be transmitted to Council 57 in an expeditious
manner.
All transmittal checks shall be accompanied by documentation which denotes the
employee's name, employee ID number, amount of deduction and member or agency
fee payer status.
The City shall hand out agreed upon Union materials along with Agency Shop forms.
Hold Harmless - The Union shall indemnify, defend, and hold the City harmless
against any and all claims, demands, suits, orders, or judgments, or other forms of
liability that arise out of or by reason of this Union Security section, or any action taken
or not taken by the City under this Section 3. This includes, but is not limited to, the
City Attorney's fees and costs.
Use of Facilities - The Union may, with the prior approval of the City
Manager, or his/her designee, use City facilities during non -work hours for
meetings of City employees provided space is available, and provided
further such meetings are not used for organizational activities or
membership drives of City employees. L
AFSCME 2190
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Equipment - The use of City equipment other than items normally used
In the conduct of business meetings, such as desks, chairs and
blackboards, is strictly prohibited, the presence of such equipment in
approved City facilities notwithstanding.
Bulletin Boards - The Union may use portions of City bulletin boards
under the following conditions:
A copy of all materials posted on bulletin boards must be provided in
advance to the Human Resource Director. All materials must be dated
and must identify the organization that published them.
The City reserves the right to determine where bulletin boards shall be
placed.
Materials cannot be of a political nature and cannot be derogatory in any
manner.
List of Employees - The City shall furnish the Union with the names,
classifications and date of hire of employees assigned to classifications in
the bargaining unit; provided, however, the City shall not be required to
provide such information in any format other than one already utilized by
the City.
The City shall notify the Union of the name, classification and date of hire
of each new employee appointed to a position covered by this MOU.
Notice shall be provided to the Union within thirty (30) days of hire.
Riqht to Representation - Any employee who is required to meet with
a supervisor or management official and who reasonably expects that the
meeting may involve questioning leading to potential disciplinary action
shall have the right to have a steward or authorized Union representative
present at the meeting; provided, however, such representation shall
include no more than one (1) City employee in addition to the employee
being disciplined. The limitations of this Section shall apply to employees
on paid release time and not to Union staff or witnesses who may be
necessary to the meeting.
4. Advance Notice
Except in cases of emergency, the Union shall be given reasonable
advance written notice of any ordinance, resolution, rule or regulation
directly relating to matters within the scope of representation proposed to
be adopted by the City and shall be given the opportunity to meet with
management representatives prior to adoption.
S. Stewards and Official Representatives
AFSCME 2190
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Access by Representatives - Reasonable access to employee work
locations shall be granted officers of recognized employee organizations
and their officially designated representatives, for the purpose of
contacting members of the bargaining unit concerning business within the
scope of representation. Such officers or representatives shall not enter
any work location without the consent of the department head or the City
Manager or his/her designee. Access shall be restricted so as not to
interfere with the normal operations of the department or with established
or security requirements.
5.2 Activities Prohibited - Solicitation of membership and
activities concerned with the internal management of an employee
organization such as collecting dues, holding membership meetings,
campaigning for office, conducting elections and distributing literature
shall not be conducted during on -duty hours.
5.3 Designation of Representatives - The Union shall be allowed to
designate in writing to the City Manager or his/her designee a reasonable
number of Stewards not to exceed four (4) unless prior authorization is
received by the Human Resources Director. Stewards shall be granted
release time without loss of time or pay for the purposes of investigating
and handling grievances. Steward release time shall be scheduled by
mutual agreement between the employee and the employee's immediate
supervisor.
Steward Release Time for Bargaining -- The City will provide paid
release time for a maximum of four (4) Union Officers and/or Union
Stewards for the participation in contract negotiations. The release time
paid by the City will not be in excess of any normal hours worked or
generate any overtime payments.
New Employee Orientation — As part of the City's new employee
orientation program or the earliest time available, the Union shall have
fifteen (15) minutes to provide information and answer questions of new
employees who are employed in classifications which are covered by this
MOU.
6. Personnel Files
Personnel Records - If there has been no recurrence of conduct
forming the basis of a letter or record of disciplinary action, after one year
the employee may request that a letter be placed in the file reflecting the
correction of conduct. Placement of such letter into the employee's
personnel file must be approved by the department head.
Access to Personnel File — An employee or, upon presentation of an
original signed written authorization from an employee, an employee's
representative shall have access to the employee's personnel file.
AFSCME 2190
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7. Salary Plan
Salary Adiustments
Effective the first payroll period in July 2015, represented classifications
shall be increased by 3.0%.
Effective the first payroll period in July 2016 salaries for the represented
classifications shall be increased by 3.0%.
Effective the first payroll period in July 2017 salaries for the represented
classifications shall be increased by 3.0%.
Base Salary - Employees occupying a position in a classification covered
by this Memorandum shall be paid a base salary within the range
established for that position's classification.
Placement Within Range - The salary for a new employee entering City
employment shall be the minimum salary step for the classification to
which the employee is appointed unless the City determines that
appointment to another step is in the best interests of the service.
Progression Within Range - Each employee who is employed shall
receive a salary increase to the next higher step within the range of the
assigned classification upon the anniversary of the individual employee's
original employment date. A step increase shall only be denied for cause.
Each employee who is promoted shall receive a salary increase to the next
higher step within the range of the assigned classification upon the
anniversary date of the individual's promotion date. A step increase shall
only be denied for cause.
Adjustments to Salary Range - Salary range adjustments for a
classification will not set a new salary anniversary date for employees
serving In that classification.
Retention of Steo - Whenever the schedule of compensation for a
classification is revised, each incumbent in a position to which the revised
schedule applies shall be paid at the same step in the revised range as the
step at which the employee was paid in the previous range.
Salary Step on Promotion - When employees are promoted, they shall
normally receive the first step in the salary range for their new position.
However, if such step results in a salary increase of less than five percent
(5%), they shall receive a minimum of five percent (5%) increase.
AFSCME 2190
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Salary Step on Demotion - When an employee is demoted, that
employee's compensation shall be adjusted to the salary which most
closely approximates the employee's salary in the higher classification;
provided, in no event shall that new salary be above the fifth (5th) step of
the lower classification. If a vacancy exists in a position in a lower
classification, an employee who has previously held that vacant position,
may voluntarily choose to demote to fill the vacancy.
Paychecks - Employees shall be paid biweekly. Routine paychecks shall
be for the purpose of compensating for regular and overtime hours. Other
compensation or reimbursement shall be separately identified and shall
not include withholding for tax purposes, except as required by law.
Work in a Higher Classification - Practices and procedures vary by
department for this bargaining unit; the pay for working out of
classification should, however, be no less than 5% above the employee's
current salary rate.
8. Insurance and Other Benefits
8.1 Medical Plans
8.1.1 The City's monthly contribution for the individual employee
and the employee's eligible dependents shall be One Hundred and
Twelve dollars ($122.00) per month effective January 1, 2015
(January 1, 2016 the amount will increase to $125.00 per month)
and shall adjust In accordance with the Minimum Employer
Contribution (MEC) established by the Public Employees Medical and
Hospital Care Act.
In addition, the City shall offer an Internal Revenue Code Section 125 Plan
that contains the components of benefit allowance, premium conversion,
health care reimbursement account, and dependent care reimbursement
account.
Effective January 1, 2015
The City shall contribute the below -listed amount per month toward each
employee's Section 125 Plan benefit allowance components. All
contributions listed below include the Minimum Employer Contribution
(MEC):
Employee Only: Up to 92.5% of the selected medical plan up to a
maximum of 92.5% of the Blue Shield HMO rate for Employee only
Employee Plus One: Up to 92.5% of the selected medical plan up to
a maximum of 92.5% of the Blue Shield HMO rate for Employee plus one
Employee Plus Two or more: Up to 92.5% of the selected medical plan up
to a maximum of 92.5% of the Blue Shield family rate
AFSCME 2190
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An employee may use any benefit allowance stated above toward the cost
of employer-provided PERS Health insurance for the employee and eligible
dependents. An employee may not use the benefit allowance for other
reasons.
Any Employee that enrolls in a Medical Pian that has a higher premium
than the City's contribution, as stated above, will pay the difference. The
City will comply with IRS Tax Code regulations
Medical Plan Waiver
Effective July 1, 2015, any Employee that provides proof they have
medical insurance from a spouse or registered domestic partner, which is
not provided through the City, will receive three hundred and fifty dollars
($350) per month in lieu of Medical Benefits. The three hundred and fifty
dollars ($350) per month may be put into a Deferred Compensation,
Section 125 Plan, or taken in cash. The City will comply with IRS Tax Code
for medical plan waivers
8.2 Retiree Medical Benefits
8.2.1 Retiree Medical for Employees Hired Prior to March 31, 2008
Employees hired prior to March 31, 2008 who retire prior to August 1,
2012 with a minimum of five (5) years of service with the City will receive
a retiree medical benefit equivalent to the amount necessary for actual
enrollment in single, two-party, or family coverage, up to a maximum
dollar amount of the Kaiser family premium rate.
8.2.2 Retiree Medical for Employees Hired Prior to March 31, 2008
and Retire on or after August 1, 2012
Effective August 1, 2012, employees hired prior to March 31, 2008, who
retire from the City with 5 years of City service, will receive a retiree
medical benefit in accordance with the following:
For eligible retirees who are under the age of 65, the City contribution will
be equivalent to the Bay Area Region premiums for Blue Shield Access
HMO Single, Kaiser Two -Party, or Kaiser Family coverage as applicable.
For eligible retirees who are 65 years of age or older and enrolled in
Medicare, the City contribution will be equivalent to the premium for the
average of Kaiser, Blue Shield Access HMO and PERS Choice for the Bay
Area Region Single, Two -Party, or Family Medical coverage as applicable.
8.2.3 Retiree Medical for Employees Hired after March 31, 2008, but
before January 1, 2012
Employees hired after March 312008, but before January 1, 2012 who
retire with a minimum of five (5) years of service with the City will receive
a retiree medical benefit equivalent to the amount necessary for actual
enrollment in single, two-party, or family coverage, up to a maximum
dollar amount of the Kaiser family premium rate. Upon conversion to a
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flexible benefit plan structure, the retiree medical benefit will be less the
PERS required MEC.
New employees hired on or after the effective date of the 2.5% at 55
retirement formula will receive a retiree medical benefit based on years of
service with the City as follows:
10 years of service = an amount equal to 100% of employee only lowest
cost premium, less PERS required MEC
15 years of service = an amount equal to 75% of employee + 1 lowest
cost premium, less PERS required MEC
20 years of service = an amount equal to 100% of employee + 1 lowest
cost premium, less PERS required MEC
8.2.4 Retiree Medical for Employees Hired On or After January 1.
2012
Employees hired on or after January 1, 2012 shall receive the following
contributions to a Retirement Health Saving Account, based on years of
service with the City, in lieu of the Retiree Medical Benefits in Section
8.2.1, 8.2.2, 8.2.3 Retiree Medical.
Years of Service
Monthly Contribution
0- to the end of the 5th year of
service
0.0%
6 years of service to the end of the
19th year of service
2.0% of Step E of the Police Officer
Classification
20 years of service or more
2.5% of Step E of the Police Officer
Classification
The City will implement an Irrevocable Trust for all new contributions
towards the City's GASB 45 obligations.
8.3 Dental Plan
Effective January 1, 2016, and each calendar year thereafter, the City will
reimburse up to $1900 per year per employee for dental expenses and
$1000 per dependent, not to exceed $2500 cumulative per year for all
eligible dependents.
8.4 Vision Care Plan
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F
Effective January 1, 2016 and each calendar year thereafter, the
maximum reimbursement for an employee for vision eligible expenses is
six hundred dollars ($600) annually, not including an eye examination. If
an eye examination is performed, the maximum reimbursement is one
hundred dollars ($100) per calendar year. The maximum cumulative
reimbursement for vision eligible expenses for eligible dependents shall
not exceed three hundred dollars ($350) per calendar year, including eye
examinations.
8.5 Life Insurance
8.5.1 Effective 01/01/02 - the City provides life insurance to the
extent of seventy five thousand dollars ($75,000) coverage
for members of the bargaining unit.
8.5.2 Effective 01/01/02 - the City provides employee -paid
supplemental life insurance at group rates for employee
and spouse.
8.6 Disability Insurance Plans
8.6.1 State Disability Insurance - During the term hereof, the
City agrees to provide State Disability Insurance (SDI)
for employees in the bargaining unit. The employees
will pay for such insurance through automatic payroll
deduction.
The City integrates leave balances with SDI benefits, starting with Sick
Leave, upon employee request.
Long -Term Disability Insurance - The City will provide long-term disability
insurance to all AFSCME members, with a sixty (60) day waiting period.
Monthly benefits shall be 60% of employee's basic monthly earnings up to
a maximum monthly benefit of three thousand five hundred dollars
($3,500). The City integrates leave balances with LTD benefits, starting
with Sick Leave, upon employee request.
8.6.2 Paid Family Leave — Upon ratification and Council
approval of the agreement, the City will allow unit
members to use applicable accrued leave times to meet
the one (1) week waiting period required
8.6.3 Long Term Disability Insurance - The City will provide
long term disability insurance to all AFSCME members,
with a sixty (60) day waiting period. Monthly benefits
shall be 60% of employee's basic monthly earnings up
to a maximum monthly benefit of three thousand five
hundred dollars ($3,500). The City integrates leave
balances with LTD benefits, starting with Sick Leave,
upon employee request.
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8.6.4 Insurance Coverage While Disabled - The City will allow If
any employee who has been disabled and is collecting
benefits under the Long -Term Disability Plan, or under
State Disability Insurance, to participate in the health
insurance plan by payment of premium cost to the City,
except as otherwise required by the Family and Medical
Leave Act.
8.7 Deferred Compensation
8.7.1 Participation - Full-time regular employees are eligible,
subject to IRS regulations and the terms and conditions
thereof, to participate in the deferred compensation plan
made available to all City employees.
8.7.2 Deferred Compensation Incentive -The City shall continue to
provide a contribution to an employee's deferred
compensation account in an amount equal to the employee's
contribution, to a maximum of forty-five dollars ($45) per
biweekly pay period. This shall not imply any City
endorsement or responsibility for the performance of any
deferred compensation account or instrument selected by
the employee.
8.8 Section 125/Flexible Benefit Plans - Effective 01/01/02, f
the City offers employees IRS Section 125 plans for
reimbursable dependent care and healthcare costs for
employees
8.9 Plan Description - Benefit Plan Descriptions are available upon
request in the City's Human Resources Office.
Retirement
CalPERS Retirement Provisions
a) Effective 03/31/2008, the City implemented the provisions of the
PERS 2.5% at Age 55 retirement benefit for miscellaneous employees
hired on or before 12/31/13 (Classic Employees)
b) Effective the first payroll in January 2013, employees contribute 1.0
of the employer's contribution for the CalPERS retirement costs via
payroll deduction on a pre-tax basis. The City shall "pick-up" the
employer contribution amount that is being paid by the employees
through a payroll reduction under IRS Code Section 414(h)(2).
8.11 Continuation of City Insurance Contributions
During the term of this Memorandum, the City agrees to pay for increases
in the premiums for insurance, as described herein, up to the dollar
amounts listed above. Upon expiration of this Memorandum, the City will ff
l.,
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continue paying the dollar amount of premiums then being paid, unless
and until there is an agreement to pay a higher amount, or the City
Council takes unilateral action in the absence of agreement.
Physical Fitness - The City provides a fifty 50% discount to employees
who take physical fitness classes through the Burlingame Recreation
Department. After registration is complete, employees will be able to fill
vacant slots at the discounted rate.
Employees may utilize the fitness center located at the City's Corporation
Yard.
Regular Part -Time Benefitted Employee Benefits, Insurances
and Other Benefits — Regular part-time benefitted employees shall be
entitled to insurance coverage and other benefits as follows:
Medical Insurance - City payment of medical insurance premiums as
provided in the Insurance and Other Benefits section of the MOU.
Life Insurance - Effective 07/01/01, the City will provide life insurance
coverage of thirty-five thousand dollars ($35,000).
Other Benefits — Regular part-time benefitted employees will be covered
by State Disability Insurance (SDI).
Voluntary Coverages — Regular part-time benefitted employees may enroll
in the City's long term disability insurance, supplemental life insurance,
dental plan, vision plan, deferred compensation and/or the Section 125
plan. Voluntary coverage enrollment is subject to plan provisions. The
employee must request in writing to the employer his/her desire to enroll
and pay applicable premiums.
Leaves — Accrual, Limits and Adjustments - Effective 07/01/01 the City
provides all regular part-time benefitted employees with the same
vacation, sick leave, holiday leave and accrual limits that apply to regular
full time employees will be pro -rated according to each employee's
percentage of full-time employment. At the end of each fiscal year, leave
accruals will be adjusted to reflect the actual hours worked in the fiscal
year. The City will stop all paid leave accruals when an employee goes on
an unpaid status; unless otherwise provided by law.
Work On A Holiday — All regular part-time employees who work on a
holiday shall be compensated in the same manner as a full-time
employee.
9. Hours of Work and Standby Duty
Work Schedule and Adjustments - The regular work week for
employees occupying full time positions shall consist of five (5)
consecutive eight (8) hour workdays beginning on Monday at the regularly
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scheduled starting time for employee's respective department. If the City
adjusts a shift starting time for a specific temporary assignment, the
employee shall have the choice of overtime or time off for the shift
adjustment. Exceptions to this Section may be made by mutual agreement
between the City and the Union.
Lunch and Breaks - A one (1) hour or one-half (1/2) hour unpaid lunch
period shall be observed each day. Two (2) fifteen (15) minute rest break
with pay shall be observed during each workday; one in the first half and
one in the second half of the workday.
Overtime
9.3.1 Definition and Compensation - Authorized work performed in
excess of forty (40) hours in one (1) week and/or eight(8) hours
in a work day shall constitute overtime. Employees with a 9/80 or 4/10
schedule will only receive overtime in excess of their normal shift. An
employee required to work in excess of the regularly scheduled
hours of work, shall be compensated for time worked at the rate of
one and one-half (1-1/2) times the employee's regular straight -time
rate of pay, except that all hours worked in excess of twelve (12) in
any workday shall be compensated at two (2) times the employee's
regular straight -time rate.
Assignment of Overtime - Whenever possible, overtime shall be assigned
on a volunteer basis. However, if there are no qualified volunteers,
overtime shall be assigned according to reverse order of seniority by
classification.
9.3.3 Water Division Overtime: Overtime shall be assigned on a
volunteer basis. However, If there are no qualified volunteers, overtime
shall be assigned according to reverse seniority by rotation.
9.3.4 Relief Time - If an employee is required to work overtime for
four (4) or more hours of the eight (8) hours immediately preceding the
start of the employee's regular shift, then paid relief time shall be granted
by the supervisor up to a maximum of four (4) consecutive hours at the
end or beginning of the next regularly scheduled shift. The extent of relief
granted and the timing of such relief time are within the discretion of the
supervisor.
9.3.5 Choice of Compensation - Payment for overtime work will be
either cash or compensatory time off at the employee's option. In no
event shall payment for overtime be less than the rates established in this
Section.
9.3.6 Compensatory Time Maximum - Employees may accumulate a
maximum of one hundred thirty (130) hours of compensatory time off,
which may be used at times chosen by the employee and approved by the
appropriate supervisor; in meeting the needs of City business.
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Callback — An employee recalled to work outside of and not
continuous with regularly scheduled hours shall be paid a minimum of two
(2) hours at the rate of one and one-half (11/2) times the employee's
regular straight -time rate of pay. An employee shall be considered on the
job from the time he/she leaves home until returning to his/her home.
The minimum of two (2) hours shall apply to the first call back and to any
subsequent call back after two (2) hours has expired from the original call.
For purposes of this Section 10.4 an employee shall be on call back status
if a request for work is made (5) minutes or more after his/her regularly
scheduled hours.
Standby
General Provisions — An employee will be considered on standby duty
only when assigned to answer calls outside of regularly scheduled hours
and provided a City "beeper." Employees on standby will have the option
of using a City vehicle; however, such vehicle cannot be used for any
private or personal purposes.
Response Requirement — An employee on standby should be able to
respond to the Corporation Yard within thirty (30) minutes of the call. If
an employee's regular residence is not within the thirty (30) minute
reporting time, then the employee must place on file with the department
head a written statement as to how the employee will meet the 30 -minute
reporting requirement when on standby.
Compensation
An employee assigned to be on standby shall receive two (2) hours pay at
the straight -time rate for each weeknight of standby time. Standby on
Saturday or Sunday shall be compensated at eight (8) hour pay at one
and one-half (11/2) time the employee's regular rate of pay for each day of
standby worked.
Night standby on weekends or holidays will be compensated by two (2)
hours at the straight -time rate. Standby on any holiday shall be
compensated by (8) hours at one and one-half (11/2) times the employee's
regular rate of pay in addition to holiday pay. Standby on Saturdays,
Sundays or Holidays, for which eight (8) hours pay at one and one-half
(11/2) time regular pay is received, is understood to be time spent on duty
at the Corporation Yard.
Implementation — the City will adopt reasonable regulations in order to
implement the above provisions.
Compliance — Failure to comply with the thirty (30) minute rule will
result in discipline and automatic loss of standby privileges.
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10. Holidays
Holiday Pay - Regular full-time employee shall be entitled to observe all
authorized holidays at full pay, not to exceed eight (8) hours for any one
(1) day.
Holidays Listed_- The following are the authorized holidays:
New Year's Day
Martin Luther King's
Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Admission Day
Columbus Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
January 15t
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
15t Monday in September
September 9th
2nd Monday in October
November 11th
41" Thursday in November
4th Friday in November
Christmas Day December 25th
Two floating holidays per calendar year
Observance - If a holiday falls on a Sunday, such holiday shall be
observed on the Monday following. If a holiday falls on a Saturday, such
holiday shall be observed on the preceding Friday. For the purposes of
this Article 11, unit members shall be entitled to fourteen (14) holidays
per calendar year.
Work on a Holiday - Any employee who is required to work on a holiday
specified above shall, in addition to receiving regular pay for the holiday
and will be paid one and one-half (1-1/2) times the employee's regular
rate of pay for all hours worked on the holiday.
— Any employee who is required to work on New Year's Day, July 4",
Thanksgiving and/or Christmas Day shall in addition to receiving regular
pay for the holiday, will be paid two (2) times the employee's regular rate
of pay for all hours worked on New Year's Day, July 4th, Thanksgiving Day
and/or Christmas Day.
Vacation - In the event any of the holidays specified below occurs while
an employee is on vacation, the holiday shall not be charged to vacation.
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11. Vacations
Represented employees shall be entitled to vacation pay In accordance
with the following provisions:
Eli ibili — Eligibility to schedule accrued vacation allowance shall start
as soon as vacation is accrued, based on Supervisor approval.
11.2 Vacation Accrual - Vacation shall be accrued as follows:
Anniversary Date Days Per Year Hours Per Pay period
Hire to 4th 10 3.08
5t"
15
4.62
10th
16
4.93
l lth
17
5.24
12th
18
5.54
13th
19
5.85
14th
20
6.16
15th
21
6.47
16th
22
6.78
17t'
23
7.09
25th
24
7.38
On an employee's 5th anniversary date of employment with the City of
Burlingame, the employee will receive a one-time allotment of 40 hours of
vacation in his/her vacation accrual bank.
The City will stop vacation leave accruals when an employee goes into an
unpaid status.
Accrual Maximum - Employees can maintain a maximum accrual of two
(2) years of vacation at any time.
Scheduling - Vacations shall be scheduled yearly by employees with the
approval of their respective Department Head or their designee.
Preference in scheduling shall be based on seniority. The City will respond
to vacation requests within ten (10) working days. Leave Provisions
12. Leave Provisions
Sick Leave - Sick leave may be used for personal illness, non -industrial
disability, and care for an immediate family member and/or
health care appointments that cannot be scheduled outside of normal
work hours. Sick leave is for actual illness of the employee, the
employees immediately family or healthcare appointments. Employees are
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encouraged to accumulate sick leave in order to protect themselves In the
event of an extended illness.
Sick Leave Accrual
Sick leave shall be accrued at a rate of eight (8) hours per month (3.69
hours per pay period) for each pay period a full-time employee is in paid
status. The City will suspend sick leave accrual when an employee goes
into unpaid status. The maximum sick leave accrual is 2000 hours.
Sick Leave Notice
In order to receive compensation while absent on sick leave, the
employee shall notify the appropriate management personnel prior to the
start of their regularly scheduled shift. The employee must provide the
reason for the absence (personal, family illness, FMLA). The employee is
required to call in each day sick leave is used; however, management
personnel may waive this daily contact if it is determined to be
impractical. Departments may establish specific call-in procedures based
on operational need.
Physician's Certificate
A physician's certificate may be required when management personnel
has a bonifide question about the propriety of a request for sick leave, as
outlined the Sick Leave Abuse section of the MOU.
Sick Leave Abuse l
The City recognizes that employees will need to use sick leave
occasionally, and that the majority of employees do not abuse their sick
leave benefits. Generally, when a pattern of abuse of sick leave is
identified, the department head or supervisor shall evaluate such cases.
In those cases where sick leave has been abused, appropriate corrective
action including discipline up to and including termination may be taken.
Except when sick leave use is known to be in connection with long-term
illness, injury, or ongoing medical condition, abuse of sick leave shall
generally be defined as follows:
a) Where an employee demonstrates a pattern of
using sick leave adjacent to a regular day off or scheduled day off such as
vacation or compensatory time off;
b) Where an employee demonstrates a pattern of
using sick leave within a discernible period of time after which the leave
was earned;
C) Where an employee regularly uses sick leave in
excess of 64 hours per annual 12 -month performance evaluation review
period;
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d) Where an employee regularly uses all of their
accrued sick leave which requires use of other paid leaves or unpaid leave
to cover the absence;
e) Where an employee fraudulently uses any
single occurrence of sick leave, including falsifying or omitting facts or
documentation regarding the illness or injury upon which the sick leave
absence Is based.
Sick Leave Upon Retirement
The City contracts with CalPERS for the credit of Unused Sick Leave. Upon
retirement, unused sick leave will be reported to CalPERS and will be
converted to service credit in accordance with CalPERS rules and
procedures.
Sick Leave Integration
The City will integrate sick leave with California State Disability Insurance
(SDI) benefits. The integration of sick leave with SDI will not exceed an
employee's normal daily wage.
Leave for Sick Family Members
An employee shall be able to use up to 48 hours of annual accrued sick
leave per calendar year. The definition of "immediate family" shall be
spouse, children, step -children, parents, brothers, sisters, grandparents
and registered domestic partner. The birth or adoption of a baby, hospital
visits, and bringing the baby home is covered under this section.
Family Medical Leave
The City will comply with all Federal and State leave provisions.
Catastrophic Leave
The provisions of Catastrophic Leave shall be in accordance with the City's
Administrative Procedure entitled Catastrophic Leave.
Industrial Disability Leave - Disability leave is absence from duty
granted because of a disability caused by illness or injury arising out of
and in the course of his/her employment. Disability leave shall be in
accordance with the provisions of the workers' compensation laws of the
State of California and the benefits and allowance provided under it,
except as specifically provided herein.
Conditions and Duration of Leave - For days of absence as a result of
illness or injury arising out of and in the course of an employee's assigned
duties and through no fault of his/her own, an employee shall receive
disability pay for one (1) year to the extent that his/her loss of earnings is
not covered by the benefits granted under the provisions of the workers'
AFSCME 2190
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compensation laws of the State of California, unless he/she is terminated
earlier. The total amount received from Workers' Compensation benefits
and disability pay shall not exceed eighty percent (80%) of the
employee's regular rate of pay. The City will notify the employee that
he/she has the option of using accumulated sick leave to pay the residual,
and unless the employee notifies the City otherwise, the residual will be
paid by use of accumulated sick leave until such time as accumulated sick
leave is exhausted. Once sick leave is exhausted the employee may elect
to use their accrued vacation and compensation time to supplement their
pay.
Modified Du tv - The City will attempt to provide modified duty
assignments for employees who are unable to perform regular job duties
due to injury or illness. Modified duty assignments will be determined in
accordance with the employee's medical restrictions and at the needs of
the business of the City.
Bereavement Leave - In the event of a death in an employee's immediate
family, absence from duty shall be allowed and not to exceed three (3)
days. In the event of the death of a relative who is not a not a member of
the employee's immediate family, absence from duty shall be allowed for
one (1) day. Such absences shall not be charged to the employee's sick
leave balance. For the purposes of this Section, "immediate family" means
father, mother, step father, step mother, husband, wife, registered
domestic partner, son, daughter, step son, step daughter, sister, brother,
grandparent, mother-in-law, or father-in-law of the employee.
In addition upon approval of the department head, the City will allow the
employee to use up to two (2) days of sick leave, vacation leave or other
accrued leave for bereavement.
Leave Without Pay - The City Manager may grant a regular employee a
personal or medical leave of absence without pay or benefits not to
exceed one (1) year. Request for such leave shall be in writing and must
be approved by the City Manager. Leave requested under this Section
shall not be routinely denied.
Return to Work and Reinstatement Rights —When an employee returns to
work, after an approved leave, the employee shall be reinstated in the
position held at the time the leave was granted.
Maternity, Parental and Adoptive Leaves — Employees may use
accumulated sick leave for pregnancy related disability when the disability
is certified by the employee's physician. Leave without pay shall be
provided in accordance to the MOU, for purposes of postpartum care of
an infant or for the adoption of a child. Employee may request, up to ten
(10) days of accrued sick leave to be utilized upon the arrival of an
adopted child.
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Applicable Law - The City will comply with all Federal and State Laws
pertaining to the birth and adoption of children.
Military Leave - Military leave shall be granted in accordance with
applicable State and Federal laws.
13. Occupational, Departmental, Premium Pay &
Reimbursement Provisions
Training — The City will seek to expand training availability in job related
skills and certifications when applicable and appropriate within budget
limitations.
Safe
Safety Committees
Composition — The Public Works Department Safety Committee shall
consist of two (2) representatives from the Street and Sewer Division, two
(2) representatives from the Water Division, one (1) representative of the
Shop Division, (1) representative of the Facilities Division, and two (2)
representatives from the City.
The Park Department Safety Committee shall consist of one (1)
representative from each park crew, the Park Maintenance Leadworker,
Park Supervisor, and Park Superintendent.
Meetings — Safety Committees shall meet monthly.
Safety Equipment — The City shall continue to supply employees with
safety equipment required by the City and/or CAL -OSHA. All employees
furnished such equipment shall use the equipment and their use shall only
be for the purposes and uses specified under applicable safety rules and
regulations.
Drug/Alcohol Testing — The City will be in compliance with the Federal
DOT program.
Safety Shoe Reimbursement — Effective 07/01/15 the City shall reimburse
each employee required to wear safety shoes, as determined by each
department safety committee, up to three hundred dollars ($300) per
employee per fiscal year. The employee in the classification of Meter
Reader is allowed reimbursement of up to three hundred dollars ($300)
two (2) times in each fiscal year.
Tree Crew Protective Clothing
Effective 07/01/15, Tree Crew employees whose work requires special
safety footwear for tree climbing shall be reimbursed up to three -hundred -
seventy dollars ($370) per fiscal year.
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Effective 07/01/15 the City will provide Tree Personnel Cal -OSHA
compliant clothing.
Class B Licensure
Class B Driver's License —
Requirement — The Union acknowledges that the City and employees
must comply with state law. The City agrees to pay for required medical
exams and grant reasonable work time for taking required exams.
Accommodation - The City may temporarily reassign an employee to
other duties for a maximum of six (6) months if the employee has: 1) not
passed a required exam for a Class B license; 2) been unable to maintain
or re -qualify for the license due to medical reasons; or 3) temporarily lost
use of the license for six (6) months or less.
Reimbursement - The City will reimburse employees for expenses
associated with obtaining their Class B License, upon approval of the
Public Works Superintendent or Parks Superintendent.
Certification Pay
Employees who earn and maintain a certificate that is approved by the
department head or his/her designee are eligible for certification/premium
pay as follows:
Class B Driver's License
$100 per month
Water Distribution Operator, Grade 2
$100 per month
Water Distribution Operator, Grade 3
$100 per month
Water Distribution Operator, Grade 4
$50 per month
Mechanic Auto Service Certification
$100 per month
Water Treatment Ti Certification
$100 per month
Collection System Grade II
$100 per month
Collection System Grade III
$100 per month
HVAC Certification Type I & II
$100 per month
Qualified Applicator Certification
$100 per month
Line Clearance Certification
$100 per month
Boiler Operations Certificate
$100 per month
Building Operations Cert. both Level I & II
$100 per month
Bilingual Service Certification*
$100 per month
Agricultural Pest Control Advisor Certification 50/a premium pay
Playground Inspector Certification 5% premium pay
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Backflow Prevention Device Certification 5% premium pay
*The City shall provide bilingual certification pay to employees designated
as bilingual service providers. The designated employee must pass a
fluency certification as a condition of receiving the certification pay.
Maximum combined compensation for the above listed
certifications/premiums shall not exceed $350 per month for any
individual.
Street Sweeper Assignment and Pay — Employees regularly assigned
to Street Sweepers shall receive premium pay of seven and one-half
percent (7.5%) of base salary. Premium pay shall not be reduced for
normal employee leave or equipment breakdowns. Employees regularly
assigned to sweepers shall only be removed for cause or a reduction in
number of sweepers.
Large Crew Premium Pav
A lead worker assigned the responsibility of directing large crews
working multiple assignments in more than one location shall receive
premium pay in the amount of $100 per month. "Large Crew" is defined
as six (6) or more permanent workers assigned to the lead worker on a
regular basis.
Reimbursements
Mileage Reimbursement - An employee who is required to provide
transportation for the performance of his/her job shall be compensated at
the current IRS mileage rate. It is understood that such reimbursement
does not apply to commuting by employees to or from their residence.
Training and Educational Reimbursement — An employee shall be
reimbursed for the cost of books, supplies and tuition, and shall not lose
pay for time attending class if: 1) the course is required by the City,
and/or 2) the department head provides written approval prior to the
taking of the course,
Exoense Advance for Job -Related Training - City Administrative Procedure
for job related training provides for a payment advance of 50% of the
cost of tuition and required books for a class which costs $200 or more to
enroll. The balance of the cost will be reimbursed after completion of the
course with a passing grade. Employees must refund all advances made
by the City if the class is not completed or not passed.
AFSCME 2190
-24-
14. Promotion
Filling of Vacancies - The City Manager and/or their designee will
determine if higher positions in the classified service shall be filled by
promotion based on the City Rules and Regulations and the following:
The best interests of the City will be served by promoting from within.
There is a minimum of one internal candidate that meets the minimum
qualifications for the promotional opportunity.
Any promotional examination shall comply with the City Rules and
Regulations governing competitive examinations.
Notice of the recruitment for a promotional position will be emailed out by
the Human Resources Department. The Human Resources Department
will also include an email notice to the Union President of the promotional
vacancy.
Employment Lists Employment lists shall become effective upon the
approval of the Human Resources Director. Employment lists shall remain
in effect for one (1) year from the date of approval, unless sooner
exhausted, and may be extended, prior to their expiration dates, by
approval of the Human Resources Director for up to one (1) year period,
but in no event shall an employment list remain in effect for more than
two (2) years. The name of any person on an employment list may be Q
removed by the City Manager if the eligible person requests in writing that
his/her name be removed, or if the employee fails to respond to a written
offer of employment within five (5) business days next succeeding receipt
of the mailing of the notice, which shall be by regular mail. A candidate
who rejects an offer of employment shall be removed from the
employment list.
Time for Promotional Examinations — Promotional examinations
scheduled by the City during an employee's regular working hours may be
taken without any loss in compensation.
Probationary Period - The probationary period for a new City employee
shall be twelve (12) months. The probationary period for an existing
employee who accepts a promotion shall be six (6) months.
Extension - The City may extend the probationary period for an equal
period of time in case of absence of thirty (30) days or more for extended
sick or accident leave.
Reiection From Probation - Any employee who is in a probationary
status may be rejected during the probationary period without cause. Any
employee who has gained permanent status and thereafter accepts a
promotion may be rejected during the probationary period without cause;
provided, however, said employee shall retain all other rights of a
AFSCME 2190
- 25 -
permanent employee in the position held prior to promotion (including the
right of return to the former position). Those rights can only be affected
for cause.
Grievance Rights - An employee who believes that a promotion
according to this provision has been improperly denied, may file a
grievance regarding such denial. However, such grievance cannot under
any circumstances be appealed beyond the level of the City Manager.
15. Transfer
An employee may be transferred from one position to another position in
the same or comparable classifications upon approval of the affected
department heads.
16. Layoff and Recall
Layoff - Regular employees may be laid off, without prejudice, due to
lack of funds or curtailment of work. No regular employee, may be
separated while there are temporary employees serving in the same class
or position in the City.
Procedure - When a department head is instructed by the City Manager
to reduce the number of employees, layoff shall be made in accordance
with the following rules:
Order - Layoffs shall be by job classification according to reverse order of
seniority as defined by total City service.
Displacement Rights - The employees to be laid off may displace the least
senior employee in the lateral or next lower classification in which he/she
previously held permanent status, provided the displaced employee has
less total City service.
Vacancies - An employee may demote or transfer to a vacant position for
which he/she possesses the necessary skills as determined by the
minimum qualifications and job specifications for position.
Re -Employment List - The name of each employee laid off shall be
entered on a re-employment list in order of seniority for three (3) years.
Benefits Upon Re -Employment - Former employees appointed from a
re-employment eligible list shall be restored all rights accrued prior to
being laid off, such as but not limited to, sick leave, vacation credits, and
credit for years of service. However, such re-employed employees shall
not be eligible for benefits for which they received compensation at the
time of or subsequent to the date they were laid off.
Notice - a minimum of fourteen (14) calendar days notice must be given
to the employee prior to the date of layoff.
AFSCME 2190
-26-
17. Resignation
f
Any employee wishing to resign from employment shall file with the
department head a notice of intention to leave at least two (2) weeks in
advance. Said notice will state the effective date of departure. Entitlement
to final paycheck shall be in compliance with state and federal law.
18. Reinstatement
An employee who has resigned in good standing may request
reinstatement by the City Manager or designee. The employee may be
reinstated to a vacant position, if it is determined to be in the best interest
of the needs of the City. Following a one (1) year period after resignation,
the City Manager or designee may require such employee to submit to a
physical examination and to serve a new probationary period.
19. Discipline
General — The City retains the right to impose disciplinary action upon an
employee of this unit; however, disciplinary action may be imposed upon
any regular employee for just cause.
Types of Penalties — Disciplinary action shall be limited to:
written reprimand,
suspension from work,
demotion in class and/or pay step
termination
Notice — The City agrees to give any employee who is being disciplined at
least ten (10) calendar days notice of such disciplinary action.
Method of Reprimand — If the City has reason to reprimand an
employee, it shall be done in a manner that will not embarrass the
employee before other employees or the public.
Administrative Leave — The City may also place an employee on
administrative leave with pay pending an investigation Into alleged
misconduct.
Appeal Rights — Any disciplinary action or measure may be appealed in
accordance with the following procedure:
Within ten (10) working days of his/her receipt of the written decision
from his/her department head or designee imposing disciplinary action, an
employee wishing to appeal must file such appeal in writing with the City
Manager.
AFSCME 2190
-27-
The City Manager shall consider the matter and render a decision within
fifteen (15) working days from the date of receipt of the appeal. Upon
request of the employee or his/her representative, such consideration
shall Include a meeting with the employee and his/her representative to
receive any information or position they may wish to present.
The City Manager's decision on written reprimands and suspensions of
one (1) day or less shall be final, and such matters may not be grieved or
appealed beyond this level.
Within ten (10) working days of his/her receipt of the City Manager's
decision, an employee wishing to appeal further must notify the Human
Resources Director in writing of his/her intent to do so. Any written
appeal must indicate that the employee is filing a grievance pursuant to
the requirements of Section 21. Grievance Procedure Subsection 21.2.4.
Arbitration.
The employee may elect only one appeal option,
not both.
Notification of Discipline - The City will notify the Union of any
pending disciplinary action prior to such action being taken against a
bargaining unit member; and if the Union does not represent the unit
member in the disciplinary action, the Union will be notified of the
disposition of the matter.
Placement in Personnel Files - An employee or, upon presentation of
written authorization from the employee, an employee's representative
shall have access to the employee's personnel file upon request. No
written reprimand or performance evaluation shall be placed in an
employee's personnel file until the employee has been given the
opportunity to review and a reasonable opportunity to respond in writing
to such a document.
"Written reprimand" as used herein is defined as a written communication
to the employee formally notifying the employee of conduct or omission
which is the basis for discipline.
20. Grievance Procedure
Definitions:
"Days" as used herein shall be days when the City Hall of the City of
Burlingame is open for business.
"Grievance" is any dispute over the interpretation or application of any
provision of this Memorandum by any employee adversely affected
thereby.
AFSCME 2190
-28-
"Grievant" is an individual employee or employee organization adversely
affected by any dispute over the interpretation or application of any
provision of this Memorandum. It is agreed that the Union can only grieve
disputes over Sections 1, 2, 3, 4, 6 and 7 of this Memorandum.
Steps:
Step 1— Supervisor or Manager - Grievant shall discuss the grievance with
his/her appropriate management personnel within fifteen (15) days of
actual or constructive knowledge of the existence of the grievance. If the
issue is not resolved, grievant shall be entitled to proceed to Step 2.
Step 2 — Department Head - Within ten (10) days of the conclusion of the
Step 1 meeting, grievant shall file with his/her department head a written
grievance setting forth the following:
Name
Classification
Supervisor
Section or Sections of the Memorandum allegedly violated
Remedy sought
Union
Within ten (10) days of receipt of the written grievance, the l
department head will meet with the grievant and his/her representative to
reach a satisfactory resolution.
Step 3 — City Manager - If the grievance is not resolved at Step 1 or Step
2, it may be appealed to the City Manager within ten (10) days of the
receipt of the Department Head's response at Step 2. Said appeal shall be
in the form of a written request to proceed to Step 3, along with the
written grievance. The City Manager or designee shall respond to the
grievance within ten (10) days of receipt of the written appeal. The
decision of the City Manager shall be final, except as provided in Step 4.
Step 4 — Arbitration - If the grievant is not satisfied with the decision at
Step 3,
within five (5) days after receipt of the Step 3 response, the grievant may
request in writing that the Union submit the grievance to arbitration.
within ten (10) days of the grievant's receipt of the decision at Step 3, the
Union shall inform the City in writing if its intent is to advance the
grievance to arbitration.
Arbitrator Selection Process — If arbitration has been invoked under 21.2.4
b. above, within five (5) days of the Union notification that the grievance
is being advanced to arbitration, an arbitrator shall be selected by mutual
AFSCME 2190
-29-
agreement, and if no agreement on an arbitrator can be reached within
that five (5) day period, the parties shall request of the State Conciliation
Service a list of five (5) names of persons experienced in hearing
grievances. Each party shall alternately strike a name until only one (1)
name remains. The order of strike shall be determined by lot.
Decision - In each dispute, the arbitrator shall, as soon as possible, hear
evidence and render a decision on the issues by referring to the written
grievance and the answers thereto at each step. After the hearing, and
after both parties have been given the opportunity to make written
arguments, the arbitrator shall submit, in writing, his/her findings and
award to the Union and the City.
The award of the arbitrator shall be final and binding.
Arbitrator's Authority - The arbitrator will have no power to add to,
subtract from, or modify the terms of the Memorandum or the written
policies, rules, regulations, and procedures of the City; nor shall the
arbitrator be empowered to render a decision on issues not before the
arbitrator or on facts not supported by the evidence.
Arbitration Costs - The fees and expenses of the arbitrator and each
hearing shall be borne equally by the City and the Union; or if an
individual pursues arbitration without the Union's consent, said individual
shall share equally in the cost with the City, provided, however, that no
grievance involving interpretation of this Memorandum of Understanding
may be advanced to arbitration without the concurrence of the Union. All
other expenses shall be borne by the party incurring them.
Questions of Arbitrability - If any question arises regarding the arbitrability
of a grievance, the party raising the question of arbitrability may, upon
request, have such question first ruled upon and decided by an arbitrator
prior to any other hearing on the merits of the grievance, which would
thereafter be conducted, by a second and different arbitrator. The fees
and expenses of the separate arbitrator deciding the issue or arbitrability
shall be borne by the party, which raised the question of arbitrability.
Waiver of Other Remedies - By submitting the grievance to arbitration, the
grievant expressly waives any right to statutory remedies or to the
exercise of any legal process other than as provided by this
grievance/arbitration procedure. The processing of a grievance beyond
Step 3 shall constitute an express election on the part of the grievant that
the grievance/arbitration procedure is the chosen forum for resolving the
issues contained in the grievance, and that the grievant will not resort to
any other forum or procedure for resolution or review of the issues. The
parties do not intend by the provisions of this paragraph to preclude the
enforcement of any arbitration award in any court of competent
jurisdiction.
AFSCME 2190
-30-
Failure to Pursue
Grievant - Any failure by grievant to purse his/her grievance within the
time limits to the next step shall be a voluntary abandonment of the
grievance, and grievant shall not thereafter be entitled to pursue said
grievance. Such settlement in favor of the City shall not prejudice the
rights of the Union or other employees to pursue a similar grievance,
provided all other requirements of this Memorandum are met.
C_yt - Any failure by the City to respond within the time limits set forth
shall entitle grievant to pursue his/her grievance to the next step.
Representation and Release Time
Grievant shall be entitled to be represented by his/her Union and/or
his/her attorney at any grievance meeting or discussion described in any
one (1) of the steps of the grievance procedure; provided, however, in no
event shall more than one (1) City employee, in addition to grievant,
attend such grievance meetings. The limitations of this Section shall apply
to employees on paid release time and not to Union staff or witnesses
who may be necessary to the grievance.
Neither grievant nor his/her representative shall suffer loss of pay for
attending the meetings described in the steps of the grievance procedure.
Except for grievance meetings described in the steps of the grievance
procedure, neither grievant nor any representative of grievant shall be
entitled to use regular work time to process the grievance.
Other Procedures - The grievance procedure set forth herein shall
supersede and replace any other grievance or appeal procedures
otherwise available to represented employees and are deemed sufficient
to satisfy procedural due process requirements for such hearings and/or
appeals.
21. Concerted Activities
It is agreed and understood that there will be no strike, work stoppage,
slow down or refusal to perform job functions during the term of the
Memorandum. However, this provision will not require an employee to
cross a picket line of a sanctioned strike if such crossing might reasonably
lead to direct harm to the employee.
22. City Rights
The City hereby retains and reserves unto itself, without limitation, all
powers, rights, authority, duties and responsibilities conferred upon and
vested in it by the Constitution of the United States, the Constitution of
California, the laws of the United States, the laws of California, the
AFSCME 2190
-31-
ordinances and resolutions of the City of Burlingame and shall be limited
only by the express and specific terms of this Memorandum.
23. Effect of Agreement
This Memorandum shall supersede any prior Memoranda of
Understanding, rules, regulations or ordinances in direct conflict with the
provisions hereof.
24. Modification
There will be no alteration or modification of any provision contained in
this Memorandum without the written consent of all parties hereto.
25. Total Agreement
This Memorandum constitutes a full and complete agreement by the
parties and contains all of the matters upon which the parties reached
agreement. Any matter not contained in this Memorandum has not been
agreed upon and, if raised in negotiations, was dropped by the party
raising it as part of a good faith attempt to reach agreement.
26. New Work
In the event the City introduces new work that the Union believes does
not fall within any of the existing classifications, the City and the Union
shall, upon written request, meet and confer with respect to the
assignment or classification of such work.
27. Separability of Provisions
Should any Section, clause or provision of this Memorandum be declared
illegal by final judgment of a court of competent jurisdiction, such
Invalidation of such Section, clause or provision shall not invalidate the
remaining portions hereof, and such remaining portions shall remain in full
force and effect for the duration of this Memorandum. In the event of
such invalidation, the parties agree to meet and confer concerning
substitute provisions for provisions rendered or declared illegal.
28. Term
Except as specifically provided herein, this Memorandum shall remain in
effect for those employees employed in the classifications which comprise
the AFSCME bargaining unit for the period from July 1, 2015 to June 30,
2018.
AFSCME 2190
-32-
For AFSCME Local 2190:
Date: ,5
Tina Acree
AFSCME Business Agent
Nn otiatpr
Abe Kirschenbaum
Negotiator
For the City of Burlingame:
s
Date: 0 � � 5
Lisa Goldman �`-
City Manager
Leslie Loomis
Human Resources Director
AFSCME 2190
-33-
Exhibit A - Salaries
EXHIBIT A: CITY OF BURLINGAME
AFSCME 2190
EFFECTIVE THE FIRST PAYROLL PERIOD July 2015 THROUGH June 2016
The salaries listed below are estimates. Actual salary may vary slightly dtte to rounding at time of
payrollsystem
implementation
1
CLASS TITLE UNIT A B C D E
5401 PARK MAINTENANCELEADWORKER
S403 GROUNDS EQUIP.REPAIR WORKER
5404 IRRIGATION REPAIR SPECIALIST
S405 TREE LEADWORKER
S406 PARK MAINTENANCE WORKER II
S407 PARK MAINTENANCE WORKER I
5409 TREE MAINTENANCE WORKER
S411 TREE WORKER
S501 WATER MAINTENANCE LEADWORKER
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
I
I
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3063.60
31.45 33.03 34.69 36.46 38.30
4940.23 5173.45 5429.09 5695.95 5980.75
2280.11 2387.75 2505.74 2628.90 2760.35 j
28.50 29.85 31.32 32.86 34.50
4940.23 5173.45 5429.09 5695,95 5980.75 !'
2280.11 2387.75 2505.74 2628.90 2760.35
28.50 29.85 31.32 32.86 34.50
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3063.60 `
31.45 33.03 34.69 36.46 38.30
4662.16 4917.80 5148.78 5397.70 5664.56
2151.77 2269.76 2376.36 2491.25 2614.41
26.90 28.37 29.70 31.14 32.68
i
4453.61 4662.16 4917.80 5148.78 5397.70
2055.51 2151.77 2269.76 2376.36 2491.25
25.69 26.90 28.37 29.70 31.14
4774.28 5045.63 5276.60 5534.49 5805.83
2203.52 2328.75 2435.36 2554.38 2679.62
27.54 29.11 30.44 31.93 33.50
4929.02 5162.24 5420.12 5689.22 5976.26
2274.93 2382.57 2501.60 2625.80 2758.28
28.44 29.78 31.27 32.82 34.48 j
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3063,60
31.45 33.03 34.69 36.46 38.30
5502 WATER METER REPAIRER MONTHLY 4704.77 4931.26 5168.96 5424.61 5695.95
AFSCME 2190
-34-
S503 WATER MAINTENANCE WORKER
5504 WATER METER READER
5505 WATER SERVICE & OPERATIONS TECH
S507 WATER QUALITY AND METER TECH
5508 WATER QUAL&METER LEAD WORKER
S601 STREET & SEWER LEADWORKER
S602 TRAFFIC SIGN & PAINT LEADWORKER
S603 CCTV LEADWORKER
S604 STREET & SEWER MAINT.WORKER
5605 LABORER
5606 MAINTENANCE ELECTRICIAN
5607 AUTOMOTIVE MECHANIC
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY,RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
2171.43 2275.97 2385.68 2503.67 2628.c
27.14 28.45 29.82 31.30 32.86
4662.16 4917.80 5148.78 5397.70 5664.56
2151.77 2269.76 2376.36 2491.25 2614.41
26.90 28.37 29.70 31.14 32.68
4455.85 4704.77 4931.26 5168.96 5424.61
2056.55 2171.43 2275.97 2385.68 2503.67
25.71 27.14 28.45 29.82 31.30
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3063.60
31.45 33.03 34.69 36.46 38.30
4917.80 5166.72 5422.37 5695.95 5980.75
2269.76 2384.64 2502.63 2628.90 2760.35
28.37 29.81 31.28 32.86 34.50
i
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3063.60
31.45 33.03 34.69 36.46 38.30 -
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3062
31.45 33.03 34.69 36.46 38.3u
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3063.60
31.45 33.03 34.69 36.46 38.30
5451.52 5725.10 6012.14 6319.37 6637.80
2516.09 2642.36 2774.84 2916.63 3063.60 '
31.45 33.03 34.69 36.46 38.30
4662.16 4917.80 5148.78 5397.70 5664.56
2151.77 2269.76 2376.36 2491.25 2614.41
26.90 28.37 29.70 31.14 32.68
4437.91 4662.16 4917.80 5148.78 5397.70
2048.27 2151.77 2269.76 2376.36 2491.25
25.60 26.90 28.37 29.70 31.14
MONTHLY 6086.15 6388.88 6714.05 7048.18 7406.98
BIWEEKLY 2808.99 2948.72 3098.79 3253.01 3418.61
HRLY.RATE 35.11 36.86 38.73 40.66 42.73
MONTHLY 5429.09 5695.95 5980.75 6279.00 6601192
BIWEEKLY 2505.74 2628.90 2760.35 2898.00 30q
AFSCME 2190
-35-
AFSCME 2190
-36-
HRLY.RATE
31.32
32.86
34.50
36.23
38.09
5610 PUMP STATION LEADWORKER
MONTHLY
5451.52
5725.10
6012.14
6319.37
6637.80
BIWEEKLY
2516.09
2642.36
2774.84
2916.63
3063.60
HRLY.RATE
31.45
33.03
34.69
36.46
38.30
5703 FACILITIES MAINTENANCE WORKER
MONTHLY
4962.65
5220.54
5444.79
5725.10
6003.17
BIWEEKLY
2290.46
2409.48
2512.98
2642.36
2770.70
HRLY.RATE
28.63
30.12
31.41
33.03
34.63
5704 FACILITIES LEADWORKER
MONTHLY
5451.52
5725.10
6012.14
6319.37
6637.80
BIWEEKLY
2516.09
2642.36
2774.84
2916.63
3063.60
HRLY.RATE
31.45
33.03
34.69
36.46
38.30
AFSCME 2190
-36-
CITY OF BURLINGAME
AFSCME 2190
EFFECTIVE 07/01/2016
The salaries listed below are estimates. Actual salary may vary slightly due to rounding at time ofpayroll system
implementation
CLASS TITLE DMT A B C D E
S401 PARK MAINTENANCE LEADWORKER MONTHLY
BIWEEKLY
HRLY.RATE
5403 GROUNDS EQUIPMENT REPAIR WORKER MONTHLY
BIWEEKLY
HRLY.RATE
S404 IRRIGATION REPAIR SPECIALIST
S405 TREE LEADWORKER
5406 PARK MAINTENANCE WORKER II
5407 PARK MAINTENANCE WORKER I
S409 TREE MAINTENANCE WORKER
S41I TREE WORKER
5501 WATER MAINTENANCE LEADWORKER
5502 WATER METER REPAIRER
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
MONTHLY
BIWEEKLY
HRLY.RATE
5503 WATER MAINTENANCE WORKER MONTHLY
BIWEEKLY
HRLY.RATE
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
5088.23 5328.18 5592.8 586638 6160.15
2348.42 2459.16 2581.29 2707.56 2843.15
29.36 30.74 32.27 33.84 35.54
5088.23 5328.18 5592.8 5866.38 6160.15 .
2348.42 2459.16 2581.29 2707.56 2843.15
29.36 30.74 32.27 33.84 35.54
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
4801.19 5065.81 5303.51 5559.16 5834.99
2215.94 2338.07 2447.78 2565.77 2693.07
27.7 29.23 30.6 32.07 33.66 �-
4588.16 4801.19 5065.81 5303.51 5559.16
2117.61 2215.94 2338.07 2447.78 2565.77
26.47 27.7 29.23 30.6 32.07
AFSCME 219
-37-
4917.8 5198.12 5435.82 5700.44 5980.75
2269.76 2399.13 2508.84 2630.97 2760.35
28.37 29.99 31.36 32.89 34.5
5077.02 5316.97 5583.83 5859.65 6155.66
2343.24 2453.99 2577.15 2704.46 2841.08
29.29 30.67 32.21 33.81 35.51
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
4846.04 5079.26 5323.7 5588.31 5866,38
2236.64 2344.28 2457.09 2579.22 2707.56
27.96 29.3 30.71 32.24 33.84
4801.19 5065.81 5303.51 5559.16 5834.99
2215.94 2338.07 2447.78 2565.77 2693.07
27.7 29.23 30.6 32.07 33.66 r
S504
WATER METER READER
MONTHLY
BIWEEKLY
HRLY.RATE
S505
WATER SERV,& OPERATIONS TECH.
MONTHLY
BIWEEKLY
HRLY.RATE
5507
WATER QUALITY AND METER TECH.
MONTHLY
BIWEEKLY
HRLY.RATE
S508
WATER QUAL.& METER LEAD WORKER
MONTHLY
BIWEEKLY
HRLY.RATE
5601
STREET & SEWER LEADWORKER
MONTHLY
BIWEEKLY
HRLY.RATE
5602
TRAFFIC SIGN & PAINT LEADWORKER
MONTHLY
BIWEEKLY
HRLY.RATE
S603
CCTV LEADWORKER
MONTHLY
BIWEEKLY
HRLY.RATE
S604
STREET& SEWER MAINT.WORKER
MONTHLY
BIWEEKLY
HRLY.RATE
5605
LABORER
MONTHLY
BIWEEKLY
HRLY.RATE
5606
MAINTENANCE ELECTRICIAN
MONTHLY
BIWEEKLY
HRLY.RATE
S607
AUTOMOTIVE MECHANIC
MONTHLY
BIWEEKLY
HRLY.RATE
5610
PUMP STATION LEADWORKER
MONTHLY
BIWEEKLY
HRLY.RATE
5703
FACILITIES MAINTENANCE WORKER
MONTHLY
BIWEEKLY
HRLY.RATE
4590.4 4846.04 5079.26 5323.7 5588.31
2118.65 2236.64 2344.28 2457.09 2579.22
26.48 27.96 29.3 30.71 32.24
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
5065.81 5321.45 5586.07 5866.38 6160.15
2338.07 2456.06 2578.19 2707.56 2843.15
29.23 30.7 32.23 33.84 35.54
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34,03 35.72 37.56 39.45
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
4801.19 5065.81 5303.51 5559.16 5834.99
2215.94 2338.07 2447.78 2565.77 2693.07
27.7 29.23 30.6 32.07 33.66
4570.22 4801.19 5065.81 5303.51 5559.16
2109.33 2215.94 2338.07 2447.78 2565.77
26.37 27.7 29.23 30.6 32.07
6267.79 6579.5 6915.87 7258.97 7628.99
2892.83 3036.69 3191.94 3350.3 3521.07
36.16 37.96 39.9 41.88 44.01
5592.8 5866.38 6160.15 6467.37 6799.26
2581.29 2707.56 2843.15 2984.94 3138.12
32.27 33.84 35.54 37.31 39.23
5615.22 5897.78 6191.54 6509.98 6837.38
2591.64 2722.05 2857.64 3004.61 3155.72
32.4 34.03 35.72 37.56 39.45
5110.66 5377.52 5608.49 5897.78 6182.57
2358.77 2481.93 2588.54 2722.05 2853.5
35.67
29.48 31.02 32.36 34.03
AFSCME 2190
-38-
S704 FACILITIES LEADWORKER
MONTHLY 5615.22
BIWEEKLY 2591.64
HRLY.RATE 32.4
AFSCME 2190
-39-
5897.78 6191.54 6509.98 6837.38
2722.05 2857.64 3004.61 3155.72
34.03 35.72 37.56 39.45
CITY OF BURLINGAME
AFSCME 2190
EFFECTIVE 07/01/2017
The salaries listed below are estimates. Actual salary may vary slightly due to rounding
at time of
payroll system implementation
CLASS TITLE
UNIT
A
B
C
D
E
5401
PARK MAINTENANCE LEADWORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
5403
GROUNDS EQUIP. REPAIR WORKER
MONTHLY
5240.72
5487.40
5760.98
6041.30
6344.03
BIWEEKLY
2418.80
2532.65
2658.92
2788.29
2928.02
HRLY.RATE
30.23
31.66
33.24
34.85
36.60
5404
IRRIGATION REPAIR SPECIALIST
MONTHLY
5240.72
5487.40
5760.98
6041.30
6344.03
BIWEEKLY
2418.80
2532.65
2658.92
2788.29
2928.02
HRLY.RATE
30.23
31.66
33.24
34.85
36.60
S405
TREE LEADWORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
S406
PARK MAINTENANCE WORKER II
MONTHLY
4944.71
5218.30
5462.73
5725.10
6009.90
BIWEEKLY
2282.18
2408.45
2521.26
2642.36
2773.80
HRLY.RATE
28.53
30.11
31.52
33.03
34.67
5407
PARK MAINTENANCE WORKER I
MONTHLY
4724.95
4944.71
521830
5462.73
5725.10
BIWEEKLY
2180.75
2282.18
2408.45
2521.26
2642.36
HRLY.RATE
27.26
28.53
30.11
31.52
33.03
S409
TREE MAINTENANCE WORKER
MONTHLY
5065.81
5355.09
5599.52
5870.87
6160.15
BIWEEKLY
2338.07
2471.58
2584.40
2709.63
2843.15
HRLY.RATE
29.23
30.89
32.30
33.87
35.54
S411
TREE WORKER
MONTHLY
5229.51
5476.19
5752.01
6034.57
6339.55
BIWEEKLY
2413.62
2527.47
2654.78
2785.19
2925.95
HRLY.RATE
30.17
31.59
33.18
34.81
36.57
S50I
WATER MAINT.LEADWORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
5502
WATER METER REPAIRER
MONTHLY
4991.81
5231.75
5482.91
5756.50
6041.30
BIWEEKLY
2303.91
2414.66
2530.58
2656.85
2788.29
HRLY.RATE
28.80
30.18
31.63
33.21
34.85
AFSCME 2190
-40-
i
S503 WATER MAINTENANCE WORKER
MONTHLY
4944.71
5218.30
5462.73
5725.10
6009.90
BIWEEKLY
2282.18
2408.45
2521.26
2642.36
2773.80
HRLY.RATE
28.53
30.11
31.52
33.03
34.67
5504 WATER METER READER
MONTHLY
4727.19
4991.81
5231.75
5482.91
5756.50
BIWEEKLY
2181.78
2303.91
2414.66
2530.58
2656.85
HRLY.RATE
27.27
28.80
30.18
31.63
33.21��
5505 WATER SERV. & OPERATIONS TECH.
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041:45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
j
5507 WATER QUAL. & METER TECHNICIAN
MONTHLY
5218.30
5480.67
5754.26
6041.30
6344.03
BIWEEKLY
2408.45
2529.54
2655.81
2788.29
2928.02
I
HRLY.RATE
30.11
31.62
33.20
34.85
36.60
I
SS08 WTRQUAL&METER LEAD WORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
.
5601 STREET& SEWER LEADWORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
5602 TRAP. SIGN & PAINT LEADWORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45'.
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
'..
5603 CCTV LEADWORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
5604 STREET& SEWER MAINT. WORKER
MONTHLY
4944.71
5218.30
5462.73
5725.10
6009.90
BIWEEKLY
2282.18
2408.45
2521.26
2642.36
2773.80
'.
HRLY.RATE
28.53
30.11
31.52
33.03
34.67
-
5605 LABORER
MONTHLY
4707.01
4944.71
5218.30
5462.73
5725.10
-
BIWEEKLY
2172.47
2282.18
2408.45
2521.26
2642.36
:.
HRLY.RATE
27.16
28.53
30.11
31.52
33.03
5606 MAINTENANCE ELECTRICIAN
MONTHLY
6456.16
6776.84
7124.42
7476.50
7857.72
BIWEEKLY
2979.77
3127.77
3288.20
3450.69
3626.64
HRLY.RATE
37.25
39.10
41.10
43.13
45.33
5607 AUTOMOTIVE MECHANIC
MONTHLY
5760.98
6041.30
6344.03
6662.47
7003.33
BIWEEKLY
2658.92
2788.29
2928.02
3074.99
3232.31
HRLY.RATE
33.24
34.85
36.60
38.44
40.40
-,
AFSCME 2190
-41-
S610 PUMP STATION LEAD WORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
S703 FACILITIES MAINTENANCE WORKER
MONTHLY
5263.15
5538.98
5776.68
6074.93
6368.70
BIWEEKLY
2429.15
2556.45
2666.16
2803.82
2939.40
HRLY.RATE
30.36
31.96
33.33
35.05
36.74
5704 FACILITIES LEADWORKER
MONTHLY
5783.41
6074.93
6377.67
6705.08
7041.45
BIWEEKLY
2669.27
2803.82
2943.54
3094.65
3249.90
HRLY.RATE
33.37
35.05
36.79
38.68
40.62
AFSCME 2190
-42-
Exhibit B — Alternative Work Schedule
POLICY
The Alternative Work Schedule Policy provides an opportunity for eligible
employees to work 40 -hour workweeks in less than the traditional 5 days
per week. Alternative work schedules will be offered to the extent the
practice does not negatively impact business operations or service to the
community. Additionally, alternative work schedules will be offered in a
way that will not materially increase the costs of serving the community of
Burlingame. If a current employee is working a traditional 5/40 -work
week and his/her individual circumstance is not conducive to an
alternative work schedule, the supervisor and manager will assess if the
employee can keep his/her traditional 5/40 schedule. Such an assessment
will involve looking at the needs of the City, public, employee and
workgroup.
ELIGIBILITY
The policy applies to full-time, permanent employees who shifts are
traditionally scheduled Monday through Friday in the time period from
7AM - 713M. Sworn public safety employees that are on shift or who work
in administrative capacities are not eligible to participate in the Alternative
Work Schedule Policy unless otherwise approved by the Police or Fire
Chief.
WORK SCHEDULE
The standard alternative work schedule under this policy is referred to as
a 9/80 work schedule. This provides that employees work nine (9) hours
per day, four (4) days per week, plus one eight (8) hour day once every
two weeks. If approved by the City Manager, departments may
implement other alternative work schedules such as a 4/10.
WORK WEEK
The standard workweek is defined as forty (40) hours per week and will
start at 12:01 pm on Friday.
HOLIDAYS
Holidays will retain their value of eight (8) hours per day. For example, if
a holiday falls on what would otherwise be a nine (9) hour workday, the
employee must either use one (1) hour of vacation, administrative or
AFSCME 2190
-43-
floating holiday leave to be compensated for the additional hour. The
employee, with the Department Head's approval, may also elect to work
one additional hour another day within the workweek to make-up for this
hour.
HOURS OF OPERATION
The City intends to expand the hours of operation for City facilities.
However, prior to expanding hours to the public, the City will implement
the pilot program; assess if it will be an on-going plan; and the evaluate
options around expanding hours of operation. Such evaluation is
expected to take place during the first six (6) months of the program.
PROGRAM CRITERIA:
The success of this program is based on the premise that City services will
be maintained and will not deteriorate due to the implementation of an
alternative work program. Prior to implementing such a program, each
department will be required to submit standards that will be used to
measure the program impacts. Such standards should include some
measurement of:
✓ Productivity
✓ Quality of Service and Impact on Key -Indicators regarding Service
✓ Sick Leave Usage
✓ Complaints from the public or other City departments regarding
staff unavailability
✓ If service hours are extended into the evening, usage during the
later hours
✓ Proportion of work that has either fallen to others (not on
alternative work schedule) or not being done in a timely manner
✓ Economic Impact — including increase in overtime
✓ Employee Morale
Additionally, when designing a program for a specific unit or division, the
following will need to be addressed:
AFSCME 2190
-44-
✓ Adequate phone and counter coverage to provide services
✓ Cross -training to ensure all City services are maintained each day
✓ Sufficient supervision of the work group
✓ Coverage during peak vacation seasons
✓ Maintenance of services that require interdepartmental support
✓ Employee safety
All employees that opt to participate in a pilot program will be required to
submit an Alternative Work Schedule Agreement. Pilot programs will be
for no more than six (6) months and are subject to department head
approval. The pilot program is not subject to the City's grievance
procedure.
DATE: Date
T0: Employee Name, Employee Job Title
FROM: DH Name, Director Title
SUBJECT: Alternative Work Schedule Agreement
This agreement constitutes a month trial program for an alternative
work schedule that will be in effect from to . However, as the
Department Head, I reserve the right to discontinue the flex work schedule
during this period time with a minimum of ten (10) days advanced notification
Additionally, the City may make temporary adjustments to your alternative work
schedule due to work demands. The City will give you a minimum of five (5)
days advanced notification.
1. Effective your new work schedule will be as follows:
Week #1 (sample — use your actual)
Monday through Thursday (7:30 a.m. — 5:00 p.m.) with a 1/2 hour lunch
break. Friday (8:00 a.m. — 5:00 p.m.), with a 1 hour lunch break. Total
Work Hours: 44
Week #2 (sample — use your actual)
Monday through Thursday (7:30 a.m. — 5:00 p.m.) with a 1/2 hour lunch
break. Friday (scheduled 9180 day off). Total Work Hours: 36
AFSCME 2190
-45-
2. Holidays: If a holiday falls on your scheduled 9/80 day off, you will receive
8 hours of floating holiday. The days will be referred to as AWS Floater
Days. All AWS floater days accrued in a calendar year must be used no later
than January 31 of the following calendar year. You will not be allowed to
carry-over, bank or accrue the AWS floater days. There is no cash value
attached to an AWS floater day. You are not entitled to payment for any AWS
floater days unused at the time of resignation or termination of City
employment.
3. Other Leave Days Affected by 9/80 Day Off: If you take a day of
vacation leave, sick leave, administrative leave or other benefit leave, you
must use the number of hours which corresponds to your alternative work
schedule. As an example, you will use 9 hours of sick leave if you are absent
due to illness on a scheduled 9 -hour workday and 8 hours of sick leave if you
are absent due to illness on a scheduled 8 -hour workday.
4. Vacation and Sick Leave Accrual: You will continue to accrue vacation
leave, sick leave and other forms of leave at the rate specified in your
employee MOU benefit agreement.
S. Temporary Work Schedule Change: Temporary changes in your
alternative work schedule must be pre -approved by the Department Head
and require a minimum five (5) days advance notification. Additionally, due
to work demands the Department Head may make temporary changes to
your Alternative Work Schedule with a minimum five (5) days advance
notice.
6. Vacation and Other Leave Requests: In order to minimize the impact of
reduced staffing days, every attempt should be made to plan vacations and
other leaves during your four (4) day work week. Special circumstances may
be granted allowing overlapping of schedules only with prior approval of the
Department Head. You are highly encouraged, although not mandated to
schedule dental, doctor and other personal appointments on your 9/80 day
off.
7. Employee Request to Discontinue Flex Work Schedule: You are
required to commit to the prescribed alternative work schedule agreement. If
you no longer choose to continue with the agreement, you will need to
request that the agreement be terminated. Such a request needs to be
submitted to me in writing with a minimum of thirty (30) days prior to the
desired date of change. Any early termination of the agreement is subject to
my approval.
S. Extended Work Week: By agreeing to the Flex Work Schedule, you will be
required to work one 44 hour and one 36 hour work week for a total of 80
hours in a regular two-week pay period. ***if for FLSA exempt
employee, use the following As a mid -manager and member of the Mid -
Management Bargaining Unit, you do not accrue overtime, and will not be
additionally compensated above and beyond the work week(s) as defined in
this document. Mid -Management leave will continue to be accrued and
AFSCME 2190
-46-
dispersed as described in your Mid -Management MOU.****if eligible for
OT, use the following Overtime hours will be based on hours worked in
excess of your flex -time schedule. If you are scheduled to work a 9 -hour day,
eligibility for overtime would not begin until after you have worked your
regularly assigned 9 -hour day.
9. Work Expectations: You enter into this agreement knowing that there will
be no modification to your workload or job expectations to accommodate an
alternative work schedule. As such, if the City determines that this program is
detrimental to your performance or negatively impacting job expectations, it
may be terminated with a ten (10) day minimum notice.
10.Paychecks: Paychecks will not be released early to employees who are off
on Fridays as a result of the Alternative Work Schedules. Employees on this
program are strongly encouraged to register for direct deposit. On payday,
paychecks will be available on Friday morning in the employee's department.
My signature below signifies that I agree to all the listed
conditions and understand that the City reserves the right to
discontinue this program with ten (1O) days advanced
notification.
Employee Name Date DH Name Date
Employee Title
Cc Personnel File
DH Title
AFSCME 2190
-47-
Exhibit C — FMLA Policy
ADMINISTRATIVE PROCEDURES
CITY OF BURLINGAME
October 01, 2012 (R,uia•3
CATEGORY: Personnel
PAGE: 4.25.1
SUBJECT: Family Medical Leave Act, California Family Rights
Act, Pregnancy Disability Leave, State Disability Leave, and
Paid Family Leave
POLICY: The city shall grant family and medical leave in accordance
with State Government Code Sections 12945 and 12945.2, the Federal
Family and Medical Leave Act of 1993 (FMLA), the California Family Rights
Act of 1994 (CFRA), the California Pregnancy Disability Leave Act (PDL),
State Disability Insurance (SDI), Paid Family Leave (PFL) and existing city
administrative or MOU procedures.
A. FAMILY AND MEDICAL CARE LEAVE (FMLA and CFRA)
Under state and federal law, eligible employees are entitled to up to
twelve weeks of unpaid leave per year. FMLA and CFRA leave runs
concurrently, with the exception that CFRA leave does not cover
pregnancy disability. This leave shall not constitute a break in service
for purposes of seniority, vacation accrual, etc.
1. Employee Eligibility
To be eligible for family and medical leave benefits, an employee
must:
• Have worked for the City for a total of at least 12 months
• Have actually worked at least 1,250 hours over the previous
12 months
2. Amount of Leave Available
Eligible employees may receive up to a total of 12 work weeks of
unpaid leave during any 12 -month period. The 12 -month period is
measured backward from the date an employee last used any
FMLA leave. As a result, the amount of leave an employee is
entitled to take depends on how much time the employee has
already taken during the 12 -months prior to the request.
3. Intermittent Leave and Minimum Duration of Leave
If required by a health care provider, employees may take family
and medical leave intermittently (in blocks of time interspersed
during work time), or by reducing their normal weekly or daily work
schedule. Intermittent leave can be taken in no less than one-hour
AFSCME 2190
-48-
increments and will be counted toward the annual 12 week
allotment.
If leave is requested for the birth, adoption or foster care
placement of a child of the employee, leave must be concluded
within one year of the birth or placement. In addition, the basic
minimum duration of such leave is two weeks, except that on no
more than two occasions, an employee may use leave in a one -day
minimum increment.
4. Reasons for Leave
Leave may only be used for one or more of the following reasons:
• For the birth or placement of a child with the employee for
adoption or foster care
• To care for a spouse (including registered domestic partner),
child, or parent with a serious health condition
• To care for a newborn child (birth - 12 months of age)
• When the employee is unable to perform the functions of his
or her position because of a "serious health condition" as
defined herein.
S. Spouses Both Employed by the City
The aggregate number of work weeks of leave to which City
employees who are spouses may be entitled for reasons of birth or
placement for adoption or foster care is limited to 12 work weeks
during the 12 -month period defined herein.
6. Notice of Need for Leave
An employee needing family and medical leave is required to
provide:
• 30 -day advance notice when the need for the leave is
foreseeable (e.g., for childbirth or elective surgery). If an
employee fails to give 30 days notice for a foreseeable leave
with no reasonable excuse for the delay, the leave may be
denied until 30 days after the employee provides notice.
• When the need for leave is unforeseen, an employee must
give notice as soon as possible.
• If the City determines that the employee's notice is
inadequate or the employee knew about the need for leave
in advance of the time requested, the City may delay the
start of the leave until the City can cover the position with a
replacement. L
F
AFSCME 2190
-49-
7. Medical Certification
Content and Due Date of Certification: An employee who requests
leave for his or her own serious health condition, or to care for a
child, parent or spouse who has a serious health condition, must
provide the City written certification from the health care provider
of the individual requiring care within 15 days after requesting
leave.
• If the leave is requested because of the employee's own
serious health condition, the certification must include a
statement that the employee is unable to work at all or is
unable to perform the essential functions of his/her position.
• If the employee requests intermittent leave, or on a reduced
schedule to care for an immediate family member with a
serious health condition, the employee must provide medical
certification that such leave is "medically necessary."
"Medically necessary" means that there is a medical need for
the leave and that the leave can best be accomplished
through an intermittent or reduced leave schedule.
Second and Third Opinions: If the City has reason to doubt the
validity of a certification, the City may require a medical opinion of
a second health care provider chosen and paid for by the City. If
the second opinion is different from the first, the City may require
the opinion of a third provider jointly approved by the City and the
employee, and paid for by the City. The opinion of the third
provider will be binding.
Consequences of Failure to Provide Adequate or Timely
Certification: If the employee provides an incomplete certification,
the employee will be given a reasonable time to provide a complete
certification. If the employee fails to provide a medical certification
within 15 days of the employee's request for leave, the City may
delay the start time for taking the leave until the required
certification is provided.
Re -certification:
• Periodic Re -certification: The City may require the employee
to periodically report on his or her status and intent to return
to work. An employee who requests an extension of
approved leave will be required to provide a new
certification.
• Fitness for Duty Certification: As a condition of
reinstatement of an employee whose leave was due to the
employee's own serious health condition, the employee must
AFSCME 2190
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obtain and present a fitness -for -duty certification from the l
health care provider that the employee is able to return to
work. Failure to provide such certification will result in
denial of reinstatement.
8. Use of Accrued Paid Leaves
Family and medical leave is unpaid, except that where an employee
has accrued paid leave balances, they are required to use that
accrued leave time (i.e., accrued sick leave, family sick leave,
vacation, floating holiday, or administrative leave) during the FMLA
leave. When such accrued leave is exhausted, the employee is
then entitled to take unpaid leave for the remainder of the leave
period. At the employee's discretion, accumulated compensatory
time may also be taken during the period of the leave.
9. Concurrent Use of Family and Medical Leave with Other
Leaves
The City may designate any non -family and medical leave, such as
workers' compensation, sick, or vacation leave, to run concurrently
with family and medical leave whenever the non -family and medical
leave is also for a family and medical leave purpose.
The City integrates family and medical leave with workers' t
compensation leave whenever an employee is absent from the
work place for 30 days or more due to an industrial injury or illness.
As required by law, the City will not run family and medical leave
concurrently with Labor Code section 4850 leave (sworn employee
temporary disability workers' compensation leave).
10. Benefits During Leave
An employee will receive any group health insurance coverage that
was provided before the leave on the same terms as if the
employee had continued to work during the leave, up to a
maximum of 12 workweeks.
Employee contributions for group health insurance coverage, if any,
will be required either through payroll deduction or by direct
payment to the City or insurance provider. The method of payment
will be established in conjunction with the employee in writing at
the beginning of the leave. The amount of an employee's
contribution is subject to any changes in rates that occur while the
employee is on leave.
If the City pays the employee's contribution in order to avoid
cancellation of coverage, the employee will be required to
reimburse the employer on a payroll deduction schedule upon
return from leave. The employee will be required to sign a written
AFSCME 2190
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statement at the beginning of the leave period to authorize the
payroll deduction for delinquent payments.
If the employee fails to return from unpaid family and medical
leave for reasons other than: 1) the continuation of a serious
health condition of the employee or his or her covered family
member; or 2) circumstances beyond the employee's control, the
City may seek reimbursement from the employee for the portion of
the premiums the City paid on behalf of the employee during the
leave period.
11. Sick and Vacation Leave Accrual
Sick leave and vacation leave do not accrue while an employee is
on unpaid leave.
12. Job Reinstatement
An employee will be reinstated to his or her previous position, or to
an equivalent job with equivalent pay, benefits, and other
employment terms and conditions if all of the following conditions
are met: 1) the employee has been on leave for no more than the
maximum family and medical leave period; and 2) the employee
provides the department a written certification from a health care
provider that the employee is fit for duty.
If an employee is returning from family and medical leave taken for
his or her own serious health condition, but is unable to perform
the essential functions of his or her job because of a physical or
mental disability, the City will begin an Interactive process to
determine whether the City can reasonably accommodate the
employee without undue hardship.
However, an employee returning from family and medical leave has
no greater right to reinstatement, benefits, and other conditions of
employment than if he/she had been continuously employed rather
than on leave.
13. Required Forms
Employees must complete the following forms in order to receive
leave under this policy:
a. "Request for Family or Medical Leave Form" prepared by the
City to be eligible for leave. (Note: this form may not be
required if the City designates an employee's leave to run
concurrently with FMLA/CFRA leave.)
b. 'Certification of Physician or Practitioner Form" prepared by
the City for medical certification—either for the employee's
AFSCME 2190
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own serious health condition or for the serious health
condition of a child, parent or spouse;
C. Fitness -for -duty to return from leave certification from doctor
B. MILITARY FAMILY LEAVE ENTITLEMENTS
1. Military Caregiver Leave: An eligible employee who is a
spouse, son, daughter, parent, or next of kin of a covered
servicemember with a serious injury or illness will be granted up
to a total of 26 workweeks of unpaid leave during a single 12 -
month period to care for the servicemember. A covered
servicemember is a current member of the Armed Forces,
including a member of the National Guard or Reserves, who is
undergoing medical treatment, recuperation, or therapy, or is
otherwise in outpatient status, or is otherwise on the temporary
disability retired list, for a serious injury or illness. A serious
injury or illness is one that was incurred by a servicemember in
the line of duty on active duty that may render the
servicemember medically unfit to perform the duties of his or her
office, grade, rank, or rating. The "single 12 -month period" for
leave to care for a covered servicemember with a serious injury
or illness begins on the first day the employee takes leave for this
reason and ends 12 months later. An eligible employee is limited
to a combined total of 26 workweeks of leave for any FMLA-
qualifying reason during the single 12 -month period. Only 12 of
the 26 weeks total may be for a FMLA-qualifying reason other
than to care for a covered servicemember.
2. Qualifying Exigency Leave: An eligible employee will be
granted up to a total of 12 workweeks of unpaid leave during a
12 -month period for qualifying exigencies arising out of the fact
that the employee's spouse, son, daughter or parent is on active
duty, or has been notified of an impending call or order to active
duty, in support of a contingency operation. Qualifying Exigency
Leave is available to a family member of a military member in the
National Guard or Reserves; it does not extend to family
members of military members in the Regular Armed Forces.
3. Military Caregiver Leave and Qualifying Exigency Leave will be
administered in accordance with applicable federal and state
regulations
AFSCME 2190
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C. PREGNANCY DISABILITY LEAVE
An employee who is disabled because of pregnancy, childbirth, or
a related medical condition is entitled to an unpaid pregnancy
disability leave for up to four months.
1. Notice & Certification Requirements Requests for pregnancy
disability leave must be submitted in writing and must be
approved by the employee's supervisor or department director
before the leave begins. The request must be supported by a
written certification from the attending physician that the
employee is disabled from working by pregnancy, childbirth or a
related medical condition. The certification must state the
expected duration of the disability and the expected date of
return to work. (The City's "Request for Family or Medical Leave
Form" and "Certification of Physician or Practitioner Form" should
be used for this purpose.)
All leaves must be confirmed in writing, have an agreed-upon
specific date of return, and be submitted to the department
director prior to being taken. Requests for an extension of leave
must be submitted in writing to the department director prior to
the agreed date of return and must be supported by a written
certification of the attending physician that the employee
continues to be disabled by pregnancy, childbirth, or a related
medical condition. The maximum pregnancy disability leave is
four months.
2. Compensation During Leave Pregnancy disability leaves are
without pay. However, where an employee has accrued paid
leave balances, the employee must first use their accrued sick
leave, vacation leave, and then any other accrued paid time off
during the period of the leave, and when such leaves are
exhausted, may take unpaid time for the remainder of the leave.
3. Benefits During Leave An employee on pregnancy disability
leave will receive any group health insurance coverage that was
provided before the leave on the same terms as provided to other
employees who become disabled off-duty, as if the employee had
continued to work, if: 1) the employee is eligible for concurrent
family medical leave; and 2) the employee has not already
exhausted this 12 -week group health insurance coverage benefit
In the current family medical leave eligibility period. The City may
recover premiums it paid to maintain health coverage, as
provided by the family and medical leave laws, if an employee
does not return to work following pregnancy disability leave
AFSCME 2190
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An employee on pregnancy disability leave, and not eligible to
receive group health insurance coverage as described above, may
receive health insurance coverage in conjunction with COBRA
guidelines by making monthly premium payments to the City.
4. Sick and Vacation Leave Accrual: Sick leave and vacation
leave do not accrue while an employee is on unpaid pregnancy
disability leave.
S. Reinstatement Upon the expiration of pregnancy disability
leave and the City's receipt of a written statement of the health
care provider that the employee is fit to return to duty, the
employee will be reinstated to her original or an equivalent
position so long as it was not eliminated for a legitimate business
reason during the leave.
a. If the employee's original position is no longer available, the
employee will be assigned to an open position that is
substantially similar in job content, status, pay, promotional
opportunities, and geographic location as the employee's
original position.
b. If upon return from leave an employee is unable to perform
the essential functions of her job because of a physical or
mental disability, the City will initiate an interactive process
with the employee in order to identify potential reasonable
accommodations.
An employee who fails to return to work after the termination of
her leave loses her reinstatement rights.
D. STATE DISABILITY INSURANCE (SDI)
Employees covered under AFSCME collective bargaining agreements
are eligible for State Disability Insurance (SDI) administered by the
State Employment Development's (EDD) Disability Insurance Branch.
SDI benefits are payable when an employee is off work for more than
7 days due to a personal disability, which includes pregnancy
disability. SDI benefits will be integrated with an employee's sick
leave hours in accordance with the following procedure:
1. When an employee is expected to be off of work more than
7 calendar days, the Human Resources Department will
supply the employee with SDI Claim forms.
2. The employee will need to complete his/her section of the
form and have the treating doctor complete the physician
section of the forms. It is the employee's responsibility to `
AFSCME 2190
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ensure the claim forms are returned to the State in a timely
fashion.
3. In order to avoid an undue financial hardship, the City will
use available sick hours to pay the employee 100% of
his/her normal compensation until the employee sends the
City confirmation that SDI benefits are being paid or after
being off of work for four weeks, whichever occurs first.
Regardless of whether the employee Is in fact collecting
state disability after four weeks or not, the City will begin
integration. The City will do this by estimating the State
Disability Insurance benefit as published by the Employment
Development Department (EDD) and reducing this amount
from the employee's normal compensation. The balance will
be paid using available sick hours.
4. The employee submits his/her first state disability check
payable to the City, whereupon the City will restore the sick
hours reflected in the state disability pay. To determine the
sick hours to be restored, the City will divide the state
disability pay by the employee's hourly rate.
Integration of sick leave with SDI will bring an employee to
his/her full pay and is not intended to give an employee additional
compensation. Additionally, integration of SDI benefits and sick
leave is not intended to give additional leave time under the terms
of any state or federally mandated leave programs.
E. PAID FAMILY LEAVE (PFL)
California workers who are covered by the State Disability Insurance
Program (SDI) are also covered for Paid Family Leave benefits (PFL).
No more than six weeks of Paid Family Leave benefits may be paid
within any 12 month period.
1. Employee Eligibility/ Reasons for Leave
To be eligible for paid family leave benefits, an employee
must need leave in order to:
• Care for a seriously ill family member — a parent, spouse,
child or domestic partner
• Bond with the employee's new child, the new child of the
employees spouse or domestic partner, or a child in
connection with the adoption or foster care placement of
the child with the employee or the employee's spouse or
domestic partner.
AFSCME 2190
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2. Medical Certification
A medical certificate is required by EDD when a Paid Family
Leave claim is filed to provide care for a seriously ill family
member. The certificate must include a diagnosis and
International Classification of Diseases code; the commencing
date of the disability; the probable duration; the estimated
time care is needed; and state that the serious health
condition warrants care. This includes "providing
psychological comfort" and arranging "third party care."
3. Waiting Period
There is a seven day waiting period before benefits become
effective. The City Requires the employee to use family sick
leave (as appropriate) or vacation or other paid leave during
the waiting period. Individuals cannot receive Paid Family
Leave benefits while receiving SDI benefits for a personal
disability, or workers' compensation benefits.
AFSCME 2190
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Exhibit D — AGREEMENT TO MEET REGARDING CITY
BUDGET
0BIIRUNGAME
'i
,-F4— Uo��y o� c�L�iiz�came
CITY HALL • 501 PRIMROSE ROAD
HUMAN RESOURCES BURLINGAME, CA 94010
MEMORANDUM
DATE: July 24, 2007
TO: AFSCME 829 and 2190
FROM: Deirdre Dolan, Human Resources Director
CC: Jesus Nava, Finance Director
TEL: 650.558.7206
FAX: 650.342-8386
SUBJECT: AGREEMENT TO MEET REGARDING CITY BUDGET
This is to confirm our agreement to schedule a meeting on an annual
basis with AFSCME 829 and 2190 representatives, the Finance Director,
and the Human Resources Director to review and discuss the City Budget.
Such meeting will be scheduled in late February or early March to
correlate with the City Council Budget Strategy Setting Session. AFSCME
representatives will be provided with the City of Burlingame Budget
Calendar, and may contact the HR Director to schedule this meeting.
AFSCME 2190
-58-
TENTATIVE AGREEMENT
Between
City of Burlingame
And
AFSCME Local 829
July 16, 2015
28 Term (UP# 1)
Except as specifically provided herein, this Memorandum shall remain in effect for those employees
employed in the classifications which comprise the AFSCME bargaining unit for the period from- aRuaa:y
1 ,20 July 1, 2015 to June 30, 20182415.
7.1 Salaries (UP# 21
Effective the first payroll in July 2015a dt�, salaries for the represented classifications
shall be increased by 30-4-0%.
Effective the first payroll in July 2016 salaries for the represented classifications shall be
increased by 2.751-:26%.
Effective the first payroll in July 2017 salaries for the represented classifications shall be
increased by 2.751.5%.
8.1 Medical Plans
Effective January 1, 2015 the City shall contribute the below -listed amount per month toward
each employee's Section 125 Plan benefit allowance components. All contributions listed below
include the Minimum Employer Contribution (MEC):
o Employee Only: Up to 92.5% of the selected medical plan up to a maximum of 92.5% of
the Blue Shield HMO rate for Employee only
• Employee plus one: Up to 92.5'% of the selected medical plan up to a maximum of 92.5%
of the Blue Shield HMO rate for Employee plus one
o Employee plus two or more: Up to 92.5% of the selected medical plan up to a maximum
of 92.5% of the Blue Shield family rate
An employee may use any benefit allowance stated above toward the cost of employer-provided
PERS Health insurance for the employee and eligible dependents. An employee may not use the
benefit allowance for other reasons.
8.3 Dental Plan (UP# 6) - Effective January 1, 2016, the maximum reimbursement for an employee will
be increase to $1900. There is no change to the dependent maximum.
8.4873 Vision Plan (UP# 7) - Effective January 1, 2016, the maximum reimbursement for an employee for
vision eligible expenses will be $600 annually. The maximum cumulative reimbursement for eligible
dependents shall not exceed $300 per calendar year rvision eligible expenses.
8.7 Deferred Compensation
8.7.1Participation - Full-time regular employees are eligible, subject to IRS regulations and the
terms and conditions thereof, to participate in the deferred compensation plan made
available to all City employees.
8.7.2 Deferred Compensation Incentive -The City shall continue to provide a contribution to an
employee's deferred compensation account in an amount equal to the employee's
contribution, to a maximum of forty-five dollars ($45) per biweekly pay period. This shall
not imply any City endorsement or responsibility for the performance of any deferred
compensation account or instrument selected by the employee.
8.7.3 Deferred Compensation Incentive July 2016 - Effective the first payroll in July 2016 the
City shall provide a contribution to an employee's deferred compensation account equal
to the employee's contribution, to a maximum of Sixt fifty-five dollars ($603-5) per
biweekly pay period. This shall not imply any City endorsement or responsibility for the
performance of any deferred compensation account or instrument selected by the
employee.
9.7.4 -Deferred Compensation Incentive July 2017- Effective the first payroll in July 2017 the City
shall provide a:contribution to an employee's-defesred.compensation account equal. to .
the employee's contribution, to a maximum of srktySeventy-five dollars ($75'65) per
biweekly pay period. This shall not imply any City endorsement or responsibility for the j
performance of any deferred compensation account or instrument selected by the
employee.
12.1.3 Phvsician'sF '9Certificate(UP#10
A physician certificate may be required when >AAKn-abs,^^^- €o• • re than-fear44
^• kalays,er •••kege• a management personnel hasve a bona fide question about the propriety
of a request for sick leave, as outlined in Section 12.1.4 of this sSection„ the employee shall file
12.1.7 Leave for Sick Family Members- Current language is 48 hours which is 50% of the 96 hours of
sick an employee accrues annually (explanation only).
13.2 Clothing & Footwear -
13.2.1 Parking Enforcement -Parking Enforcement Officers and the Parking Meter
Service Workers shall receive an annual uniform allowance of eight hundred
dollars ($800). The annual uniform allowance shall be increased to eight
hundred and fifty t • e dollars ($850).
13.2.2 Police Clerks -Police Clerks shall receive an annual uniform allowance of six
hundred fifty dollars ($650). The annual uniform allowance shall be increased to
seven4x hundred aR4seyef• iye dollars {-$673}-T4_ Ang' unifaFm -"^ance
shall he increased t... .. I. n.J.^.I .J..II..... ($700). �.
Exhibit B —P^-� 4af,&MRegular Part-time�4 Benefits & Leaves
2(a) Medical Insurance-ln-sama'�—mat4l-th A ffnFdAbIp HP a IthCares -
• r payment
. miums as pFavided in SeGtlan 9.1 far any PERS health plans -aP,ny
pe;may,e4#regular part-time employee hired after July 1 2016 who is eligible for a medical
benefit shall have the City's medical premiums prorated according to each employee's schedule
percentage of full-time employment The City's contribution shall be
• Employee Only—the selected inedical plan up to a maximum of the Blue Shield HMO
rate for Employee only prorated according to the employee's percentage of full time
hours.
• Employee +One - the selected medical plan up to a maximum of the Blue Shield HMO
rate for Employee plus one prorated according to the emplovee's percentage of full
time hours.
• Employee+Two or more -the selected medical plan up to a maximum of the Blue
Shield family rate prorated according to the employee's percentage of full time hours
-Section 8.16 medical planyyaiverda not applicable -to re ulwpaart-time lowees
FOR THE CITY
FOR THE UNION
/a
City of Burlingame l
Tentative Agreement
AFSCME Local 829 and Local 2190
September 15, 2015
The effective dates of this proposal are contingent on reaching a tentative agreement and ratification of
the tentative agreement by October 83eptemb - 29 2015.
2015.
28 Term (UP# 1)
Except as specifically provided herein, this Memorandum shall remain In effect for those employees
employed in the classifications which comprise the AFSCME bargaining unit for the period fromjanuary
1, 2032 July 1, 2015 to June 30, 20182015,
7.1 Salaries (UP# 2)
Effective the first payroll in July NlSaft-e�, salaries for the represented classifications
shall be increased by
Effective the first payroll in July 2016 salaries for the represented classifications shall be
increased by 3_03.2-5%.
Effective the first payroll in July 2017 salaries for the represented classifications shall be
increased by3_015%.
8.1 Medical Plans
Effective January 1, 2015 the City shall contribute the below -listed amount per month toward
each employee's Section 125 Plan benefit allowance components. All contributions listed below
include the Minimum Employer Contribution (MEC):
Employee Only: Up to 92.5% of the selected medical plan up to a maximum of 92.5% of
the Blue Shield HMO rate for Employee only
Employee plus one: Up to 92.5% of the selected medical plan up to a maximum of 92.5%
of the Blue Shield HMO rate for Employee plus one
o Employee plus two or more: Up to 92.5% of the selected medical plan up to a maximum
of 92.5% of the Blue Shield family rate
An employee may use any benefit allowance stated above toward the cost of employer-provided
PERS Health insurance for the employee and eligible dependents. An employee may not use the
benefit allowance for other reasons.
8.3 Dental Plan (UP# 6) - Effective January 1, 2016, the maximum reimbursement for an employee will
be increase to $1900. There is no change to the dependent maximum.
8.48-4 Vision Plan (UP# 7)- Effective ]a nuary 1, 2016, the maximum reimbursement for an employee for
vision eligible expenses will be $600 annually not including an eve examination. If an eve examination is
included in the reimbursement the maximum reimbursement will be increased to $700 The maximum
Cumulative reimbursement for eligible dependents shall not exceed $300 per calendar year or $350 per
calendar year if an eve examination is included for reimbursement for vision eligible expenses.
12.1.3 Phvsician's PhVsk-kwLs Certificate (UP# 10)
A physician certificate may be required when When absence is fGF M0FeA4a44GUr4Q
management personnel hasve a bona fide question about the propriety
of a request for sick leave, as outlined in Section 12 14 of this sbectionj the employee shall a•(
.,d foo the aL.,...nce in cMr • M LI011 pIlanee
12.1.7 Leave for Sick Family Members -Current language is 48 hours which is 50% of the 96 hours of
sick an employee accrues annually (explanation only).
City is willing to agree to the following
• PEOPLE
Employees may voluntarily elect to have contributions, ata minimum of two dollars
($2.00) per month, deducted from their pay checks under the procedures prescribed by
the City for the Public Employees Organized to Promote Legislative Equality Fund
(PEOPLE of AFSCME). Such deductions shall be made only upon signed authorization
from the employee and shall continue until such authorization is revoked in writing.
City will withdraw its proposals regarding the following
a Section 7.4
The City will prepare a draft MOU for review by each party, including the Preamble and Sections 1-5.
LOCAL829
8.16 Clothing&Footwear -
13.2.1 Parking Enforcement -Parking Enforcement Officers and the Parking Meter
Service Workers shall receive an annual uniform allowance of eight hundred
dollars ($800). The annual uniform allowance shall be increased to eight
hundred and fifty taventy-five dollars ($850).
13.2.2 Police Clerks -Police Clerks shall receive an annual uniform allowance of six
hundred fifty dollars ($650). The annual uniform allowance shall be increased to
sevensix hundred arty s � dollars
sha"e-inereased to sevO ! .,dred-dellar3 ($700)
LOCAL 2190
9.5.2 Response Requirement-Maintaincurrentresponsetime, I
13.3.1 Safety Shoe Reimbursement -Effective 07/01/12 the City shall reimburse each employee
required to wear safety shoes, as determined by each department safety committee, up to two hundred
fifty dollars ($250) per employee per fiscal year. Effective July 1 2015 the City shall reimburse each
employee required to wear safety shoes, as determined by each department safety committee up to
three hundred dollars ($300) per fiscal year. The employee in the classification of Meter Reader is
allowed reimbursement of up to two hundred fifty dollars ($250) two (2) times in each fiscal year.
Effective July 1, 2015, the employee in the classification of Meter Reader is allowed reimbursement of
up to three hundred dollars ($300) two (2) times in each fiscal year.
13.5 Certification Pay
Employees who earn and maintain a certificate that is approved by the department head or
his/ herd
uge UGh ^^'" "'^,+'^Hg in thePo,--Fqeof hugiries are eligible for certification/premium pay as
follows:
Class B Driver's License - $100 per month
Water Distribution Operator, Grade 2 $100 per month
Water Distribution Operator, Grade 3 $100 per month
Water Distribution Operator, Grade 4 $50 per month
Mechanic Auto Service Certification $100 per month
Water Treatment T1 Certification $100 per month
Collection System Grade II $100 per month
Collection System Grade III $100 per month
HVAC Certification Type 1 & II $100 per month
Qualified Applicator Certification $100 per month
Line Clearance Certification $100 per month
Boiler Operations Certificate $100 per month
Building Operations Certificate Level 1 and Level 2 $100 per month
Bilingual Service Certification* $100 per month
Agricultural Pest Control Advisor Certification 5% premium pay
Playground Inspector Certification S% premium pay
Backflow Prevention Device Certification 5% premium pay
*The City shall provide bilingual certification pay to employees designated as bilingual
service providers. The designated employee must pass a fluency certification as a condition
of receiving the certification pay.
Maximum combined compensation for the above listed certifications/premiums shall not
exceed $35000 per month for any individual.
The City will draft a letter Indicating that itwill propose to BAMM, during the next MOU negotiations
between the City and BAMM, to limit the ability of BAMM employees to be involved in the Week End
Duty and On -Call Program.
For the City For the Union
Date: Date: