Resolution 16175 CITY OF ALAMEDA RESOLUTION NO. 16175
AMENDING MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF ALAMEDA AND THE MANAGEMENT AND CONFIDENTIAL
EMPLOYEES ASSOCIATION EFFECTIVE JUNE 18, 2024 TO ADD
FOUR CLASSIFICATIONS TO ASSIGNED STANDBY AND PROVIDE
COMPENSATION TO INFORMATION TECHNOLOGY PERSONNEL
REQUIRED TO PARTICIPATE IN THE DEPARTMENT'S STANDBY
PROGRAM TO MAINTAIN SERVICE ON AND SECURITY OF THE
CITY'S INFORMATION TECHNOLOGY NETWORK
WHEREAS, on November 15, 2022, the City Council adopted a resolution
approving Memorandum of Understanding (MOU) between the Management and
Confidential Employee Association (MCEA) and the City of Alameda; and
WHEREAS, the Information Technology Department requires staff to provide
support services outside of normal business hours and on weekends; and
WHEREAS, to provide support services outside of normal business hours and on
weekends the IT Department requires staff to be on Standby outside normal business
hours and on weekends; and
WHEREAS, the approved MOU does not include standby compensation for FLSA
exempt or non-FLSA exempt employees within the IT Department; and
WHEREAS, to provide compensation to FLSA exempt IT employees three
classification, Technology Services Coordinator, IT Analyst, and IT Manager need to be
added to section 12.6 Assigned Standby of the MOU; and
WHEREAS, to provide compensation to non-FLSA exempt IT employees two
provisions need to be added to the MCEA MOU, section 12.11 Standby and section 12.12
Call back.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Alameda that
said Council hereby approves the amended MCEA MOU.
,Z
MEMORANDUM OF UNDERSTANDING
Between
CITY OF ALAMEDA
And
ALAMEDA MANAGEMENT AND CONFIDENTIAL EMPLOYEES
ASSOCIATION
JULY 1, 2022 and ending JUNE 30, 2025
(AMENDED JUNE 18, 2024)
MEMORANDUM OF UNDERSTANDING
Between
CITY OF ALAMEDA
And
ALAMEDA MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION
Table of Contents
(Revised June 18, 2024) i
MEMORANDUM OF UNDERSTANDING 1
Section 1. Recognition 1
1.1 Association Recognition 1
1.2 City Recognition 1
Section 2. Association Security 1
2.1 Dues Deduction 1
2.2 Employee Rights 2
Section 3. Association Representatives 2
Section 4. Access to Work Locations 2
Section 5. Use of City Facilities 3
Section 6. Bulletin Boards 3
Section 7. Advance Notice 3
Section 8. City Rights 3
Section 9. No Discrimination 4
Section 10. Hours of Work 4
Section 11. Overtime, Call Back, Acting Pay 4
11.1 Overtime Authorization 4
11.2 Overtime/Comp Time Off 4
11.3 Management Incentive Pay(Formerly Administrative Pay) 4
11.4 Acting Pay 5
11.5 Additional Duties Pay 5
11.6 Supervisory Premium Pay 5
Section 12. Salaries 5
12.1 Rates of Pay 5
12.2 Starting Rate 6
12.3 Step Increases 6
12.4 Conversion Rate 7
12.5 Part-time 7
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12.6 Assigned Standby Pay 7
12.7 Special Pay 7
12.8 Deferred Compensation 7
12.9 Salary Schedule Adjustment 8
12.10 COVID Recognition Pay 8
12.11 Stand By 8
12.12 Call Back 8
Section 13. Health and Welfare 9
13.1 Flexible Benefit Amount 9
13.2 Dental Insurance 10
13.3 Life Insurance 10
13.4 Medical Plan 10
13.5 Flexible Spending Accounts (FSA); IRC Section 125 Plans 11
13.6 Employee Assistance Program 11
13.7 Long Term Disability Insurance 11
13.8 ACA Reopener 11
Section 14. Retirement Plan 11
14.1California Public Employees Retirement System (CaIPERS) Classic
Membership 11
14.2 New CaIPERS Membership 12
14.3 CaIPERS Retiree Medical 12
14.4 CaIPERS Additional Service Credit 12
Section 15. Holidays 12
15.1 Reduced Workdays on the Days before the Observed Holidays of
Thanksgiving Day, Christmas Day and New Year's Day 13
Section 16. Vacation 14
16.1 Vacation Scheduling 14
16.2 Vacation Benefits 14
16.3 Vacation Accumulation 15
16.4 Vacation Pay at Termination 15
16.5 Probationary Employees 15
16.6 Vacation Sell Back 15
Section 17. Sick Leave 16
17.1 Benefits 16
17.2 Notification Requirement 17
17.3 Doctor's Certificate or Other Proof 17
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17.4 Illness in the Immediate Family 17
17.5 Sick Leave During Probationary Period 17
17.6 Sick Leave For Employees Hired Prior To January 1, 1987 17
Section 18. Leaves of Absence 18
18.1 Leave Without Pay 18
18.2 Jury Duty 18
18.3 Military Leaves of Absence 18
18.4 Parental Leave/Family Medical Leave/Protected Leave Rights 18
18.5 Industrial Disability Leave 19
18.6 Funeral Leave 19
18.7 Catastrophic Leave Bank 19
Section 19. Probationary Period 21
Section 20. Layoff and Reemployment-Furloughs 21
Section 21. Alternatives to Layoff 22
Section 22. Discharge 22
22.1 Right of Discharge 22
22.2 Appeals 23
Section 23. ,Personnel Files 23
Section 24. Grievance Procedure 23
24.1 Initial Discussions 23
24.2 Referral to City Manager or City Attorney 23
24.3 Adjustment Board 23
24.4 City Manager/City Attorney and Arbitration 24
24.5 Matters excluded from the Grievance Procedure of the Memorandum of
Understanding 24
24.6 Disciplinary Action 24
24.7 Pay Claims 24
Section 25. Outside Employment 25
Section 26. Miscellaneous 25
26.1 Break Periods 25
26.2 Bilingual Pay Policy 25
26.3 Drug Free Work Place 25
26.4 State Disability Insurance 25
26.5 Educational Reimbursement 25
26.6 Management Development 25
26.7 GPS Technology 26
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26.8 Remote Working Policy 26
26.9 Catastrophic Leave and SDI Administration 26
26.10 Safety Boots or Shoes 26
26.11 Years of Service Recognition 27
Section 27. Severability of Provisions 27
Section 28. Past Practices and Existing Memoranda of Understanding 27
28.1 Past Practice 27
28.2 Existing Memorandum of Understanding 27
APPENDIX A 29
APPENDIX B 31
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MEMORANDUM OF UNDERSTANDING
Between
CITY OF ALAMEDA
And
ALAMEDA MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION
This Memorandum of Understanding is entered into pursuant to the provisions of Section 3500
et seq. of the Government Code of the State of California.
The parties have met and conferred in good faith regarding wages, hours and other terms and
conditions of employment for the employees in said representation unit, and have freely
exchanged information, opinions and proposals and have reached agreement on all matters
relating to the employment conditions and Employer-employee relations of such employees.
This Memorandum of Understanding shall be presented to the City Council of the City of
Alameda as the joint recommendation of the undersigned parties for salary and employee benefit
adjustments for the period commencing July 1, 2022 and ending June 30, 2025.
Section 1. Recognition
1.1 Association Recognition
Alameda Management and Confidential Employees Association, hereinafter referred to as
the "Association", is the recognized employee organization for the classifications listed
in Appendix A, certified pursuant to the letter from the City Manager dated October 23,
1991.
1.2 City Recognition
The Municipal Employee Relations Officer of the City of Alameda or any person or
organization duly authorized by the Municipal Employee Relations Officer, is the
representative of City of Alameda, hereinafter referred to as the "City", in Employer-
employee relations, as provided in Resolution No. 15735 adopted by the City Council on
January 19, 2021.
Section 2. Association Security
2.1 Dues Deduction
Payroll deductions for membership dues shall be granted by the City only to the
Association.
The following procedures shall be observed in the withholding of employee earnings:
(1) Payroll deductions shall be for a specific amount as described in Management and
Confidential Employees' By Laws of the Association and shall not include fines, fees
and/or assessments. Dues deduction shall be made only upon the employee's
written authorization on a payroll deduction form provided by the City.
(2) Authorization, cancellation or modification of payroll deduction shall be made upon
forms provided or approved by the City Manager. The voluntary payroll deduction
authorization shall remain in effect until employment with the City is terminated or
until canceled or modified by the employee. Employees may authorize dues
deductions only for the Association certified as the recognized representative of the
unit to which such employees are assigned.
(3) Amounts deducted and withheld by the City shall be transmitted to the officer
designated in writing by the Association as the person authorized to receive such
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funds at the address specified.
(4) The employee's earnings must be sufficient; after all other required deductions are
made, to cover the amount of the deductions herein authorized. When an employee
is in a non-pay status for an entire pay period, no withholdings will be made to cover
that pay period from future earnings nor will the employee deposit the amount with
the City which would have been withheld if the employee had been in a pay status
during that period. In the case of an employee who is in a non-pay status during a
part of the pay period, and the salary is not sufficient to cover the full withh olding, no
deduction shall be made. In this connection, all other required deductions have
priority over the Association dues deduction.
(5) The Association shall file with the City Manager an indemnity statement wherein the
Association shall indemnify, defend and hold the City harmless against any claim
made and against any suit initiated against the City on account of check-off of
Association dues or premiums for benefits. In addition, the Association shall refund
to the City any amounts paid to it in error upon presentation of supporting evidence.
Monies withheld by the City shall be transmitted to the Treasurer of the Association at the
address specified. The Association shall indemnify, defend, and hold the City harmless
against any claims made, and against any suit instituted against the City on account of
check-off of employee organization dues or service fees. In addition, the Association
shall refund to the City any amount paid to it in error upon presentation of supporting
evidence.
2.2 Employee Rights
Subject to the provisions of this Memorandum of Understanding, and applicable law, all
employees of the City shall have the right to form, join and participate in the activities of
employee organizations of their own choosing for the purpose of representation on all
matters of Employer-employee relations involving wages, hours and other terms and
conditions of employment. Employees of the City also shall have the right to ref use to
join or participate in the activities of employee organizations and shall have the right to
represent themselves individually in the employment relations with the City. No
employee shall be interfered with, intimidated, restrained, coerced or discriminated
against by the City or by the Association because of their exercise of these rights.
Section 3. Association Representatives
City employees who are official representatives of the Association shall be given reasonable time
off with pay to attend meetings with management representatives, or to be present at hearings
where matters within the scope of representation or grievances are being considered. The use
of official time for this purpose shall be reasonable and shall not interfere with the performance
of City services as determined by the City. Such employee representatives shall submit a written
request for excused absence to their respective department heads, with an information copy to
the Human Resources Director, at least two (2) working days prior to the scheduled meeting
whenever possible. Except by mutual agreement, the number of employees excused for such
purposes shall not exceed three (3).
Section 4. Access to Work Locations
Reasonable access to employee work locations shall be granted officers of the Association and
their officially designated representatives for the purpose of processing grievances or contacting
members of the Association concerning business within the scope of representation. Such
officers or representatives shall not enter any work location without the consent of the City
Manager, or by the City Attorney for positions appointed by the City Attorney. Access shall be
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restricted so as not to interfere with the normal operations of the department or with established
safety or security requirements.
Solicitation of membership and activities concerned with the internal management of the
Association, such as collecting dues, holding membership meetings, campaigning for office,
conducting elections and distributing literature, shall not be conducted during working hours.
Section 5. Use of City Facilities
City employees or the Association or their representatives may, with the prior approval of the City
Manager, be granted use of City facilities during non-work hours for meetings of City employees
provided space is available. All such requests shall be in writing and shall state the purpose
or purposes of the meeting.
The use of City equipment normally used in the conduct of business meetings, such as desks,
chairs, and whiteboards is allowed, but the use of City owned electronic devices such as
computers, printers, and copiers is strictly prohibited, notwithstanding the presence of such
equipment in approved City facilities.
Section 6. Bulletin Boards
The Association may use portions of City bulletin boards under the following conditions:
(1) All materials must be dated and must identify the Association that published them.
(2) Unless special arrangements are made, materials posted will be removed thirty- one (31)
days after the publication date.
(3) The City agrees to provide bulletin boards in reasonable locations and designate a
reasonable portion thereof for Association use.
(4) If the Association does not abide by these rules, it will forfeit its right to have materials
posted on City bulletin boards.
Section 7. Advance Notice
Except in cases of emergency, the Association shall be given reasonable advance written notice
of any ordinance, rule, resolution or regulation directly relating to matters within the scope of
representation proposed to be adopted by the City Council and shall be given the opportunity to
meet with such body prior to adoption. In cases of emergency when the City Council determines
that an ordinance, rule, resolution or regulation must be adopted immediately without prior notice
or meeting with the Association, the City shall provide such notice and opportunity to meet at the
earliest practical time following the adoption of such ordinance, rule, resolution or regulation.
The City agrees to post City job announcements in accordance with City of Alameda Civil Service
Rules Article V, Section 3.
Section 8. City Rights
The rights of the City include, but are not limited to, the exclusive right to determine the mission
of its constituent departments, commissions and boards; set standards of
service; determine the procedures and standards of selection for employment and
promotion; direct its employees;take disciplinary action; relieve its employees from duty because
of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations;
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determine the methods, means and personnel by which government operations are to be
conducted; determine the content of job classifications; take all necessary actions to carry out
its mission in emergencies; and to exercise complete control and discretion over its organization
and the technology of performing its work.
Section 9. No Discrimination
Consistent with State and Federal law there shall be no discrimination or harassment of any kind
based on any statutorily (federal, state or local) protected class, including but not limited to: race,
religious creed, color, national origin, ancestry, physical disability (including HIV and AIDS),
mental disability, medical condition (ex. Cancer), genetic information, marital status, sex,
gender, gender identity, gender expression, age, sexual orientation, pregnancy, political
affiliation, military and veteran status or legitimate Union activities against an employee or
applicant for employment by the Association, the City or by anyone employed by the City.
Section 10. Hours of Work
The standard workweek for the City shall be Sunday 12:01 AM to the following Sunday 12:00
AM which aligns with the City's declared Fair Labor Standards Act (FLSA) work period. Specific
employee work schedules, hours and days of work may vary, however, all full-time employees
shall be hired to work one of the following number of hours in the standard workweek:
• Thirty-eight (38) hours
• Thirty-six (36) hours
Full-time employees may be hired or change their schedule to work forty (40) hours or Thirty
Seven and one half (37.5) hours in a standard workweek only with the approval of their
Department Head and City Manager or the approval of the City Attorney for positions appointed
by the City Attorney.
Employees working thirty-eight (38) or thirty-six (36) hours in a week shall work a fixed
compressed schedule which allows the employee to complete their weekly scheduled hours in
four consecutive days. This schedule can be changed only with the approval of the Department
Head and City Manager or the approval of the City Attorney for positions appointed by the City
Attorney.
Section 11. Overtime. Call Back.Acting Pay
11.1 Overtime Authorization
All overtime must be authorized by the City Manager or their designated representative or
by the City Attorney or their designee,for positions appointed by the City Attorney, in advance
of being worked.
11.2 Overtime/Comp Time Off
Any authorized time worked other than the FLSA non-exempt employee's workweek shall
be compensated in cash or compensatory time off at the rate of one and one-half (1-1/2)
times the employee's regular straight-time rate of pay.
Compensatory time may be accumulated up to forty (40) hours. Compensatory time off
may be taken by mutual agreement of the employee and the supervisor.
11.3 Management Incentive Pay(Formerly Administrative Pay)
Management employees will receive 27 hours of management leave per fiscal year in
recognition of extra hours worked attending meetings, performing work after hours and
completing projects. Unused leave cannot be cashed out or carried over to the next fiscal
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year. Leave will be prorated for new managers based on their start date. The confidential
members of the group who are not eligible for management leave,will be eligible for overtime
compensation.
11.4 Acting Pay
To qualify for an acting assignment, employees must have a combination of education and
experience that demonstrates that the employee is capable of performing the functions of
the position to which they are assigned as determined by their Department Head.
An employee who is assigned by the employee's supervisor and approved by the
Department Head and the City Manager or by the City Attorney for positions appointed by
the City Attorney, to perform the full range of duties and responsibilities of a higher job
classification during the temporary or permanent absence of an employee, shall be paid
the first step of the higher classification which is above the salary step of the employee
assigned to the acting position, but not less than five percent (5%) nor above the top step of
the higher classification.
Employees assigned to a continuous acting assignment who are eligible for continuous
acting pay shall be paid for the entire duration they are assigned to act and shall be
immediately eligible to receive paid leave at their acting assignment pay rate. In order to
be eligible for continuous acting pay the employee must perform the full scope of the higher
classification.
Employees assigned to an intermittent acting assignment and who are eligible for
intermittent acting pay shall be paid hour per hour for time worked in a higher classification.
One hour shall be the minimum qualifying time period. If an employee works in a higher
classification for a fraction of an hour the time shall be rounded to the nearest hour.
Eligibility to receive paid leave at their acting assignment pay rate does not apply to
employees assigned to intermittent acting assignments.
11.5 Additional Duties Pay
An employee who is assigned by the employee's supervisor and approved by the
Department Head and City Manager or by the City Attorney for positions appointed by the
City Attorney, to perform duties that are substantially above and outside their normal
classification will receive additional duties pay of no less than 5% over their current hourly
wage. Additional duties pay may also be paid if an employee is partially doing work that is
substantially above and outside of their job description. Employees assigned to perform
additional duties on an intermittent basis shall be paid hour per hour for time performing the
additional duties. One hour shall be the minimum qualifying time period. If an employee
performs additional duties for a fraction of an hour the time shall be rounded to the nearest
hour. Eligibility to receive paid leave at their additional duty rate does not apply to
employees assigned to perform continuous or intermittent additional duties.
11.6 Supervisory Premium Pay
An employee assigned to the Executive Assistant , Deputy City Attorney 1,11 or Assistant
City Attorney I, II or Paralegal, classifications, who is routinely and consistently assigned
by the employee's supervisor and approved by the Department Head and City Manager
or by the City Attorney for positions appointed by the City Attorney, to a supervisory position
over other employees, , or City sponsored program participants, may be paid an additional
5% of base salary as Supervisory Premium Pay.
Section 12. Salaries
12.1 Rates of Pay
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The salary range for each classification shall be as set forth in Appendix A which is
attached hereto and made a part thereof.
Effective the first full pay period following ratification of this successor MOU by MCEA and
approval by the City Council on its regular agenda in accordance with the Brown Act and
the City's Sunshine Ordinance, but in no event earlier than the first full pay period following
July 1, 2022, MCEA represented employees employed by the City shall receive a four-and-
a-half percent (4.5%) salary increase.
Effective the first full pay period following July 1, 2023, MCEA represented employees
employed by the City shall receive a three-and-a-half percent (3.5%) salary increase.
Effective the first full pay period following July 1, 2024, MCEA represented employees
employed by the City shall receive a two-and-a-half percent (2.5%) salary increase.
12.2 Starting Rate
Except as herein otherwise provided, the entrance salary for a new employee entering City
service shall be the minimum salary for the class to which appointed. When circumstances
warrant, the City Manager, or the City Attorney for positions appointed by the City Attorney,
may approve an entrance salary which is more than the minimum salary. The City
Manager's and City Attorney's decisions shall be final.
12.3 Step Increases
No increase in salary shall be automatic merely upon completion of a specified period of
service. All increases shall be based on merit as established by the record of the
employee's performance and shall require recommendation of the Department Head.
If the City Manager, or the City Attorney for positions appointed by the City Attorney, at any
time determines that it is in the City's interest, they may assign an employee to a higher
rate within the salary range fixed for the classification. The City Manager, or the City
Attorney for positions appointed by the City Attorney, shall regulate the accelerated
advancement through the salary range steps.
Subject to the provisions of this Section 12.3, an employee shall receive increases in
salary according to the following plan:
Step 2 upon completion of twelve (12) months' service in Step 1 unless the City Manager,
or the City Attorney for positions appointed by the City Attorney, disapproves.
Step 3 upon completion of twelve (12) months' service in Step 2 unless the City Manager,
or the City Attorney for positions appointed by the City Attorney disapproves.
Step 4 upon completion of twelve (12) months' service in Step 3 unless the City Manager,
or the City Attorney for positions appointed by the City Attorney disapproves.
Step 5 upon completion of twelve (12) months' service in Step 4 unless the City Manager,
or by the City Attorney for positions appointed by the City Attorney, disapproves.
Raises to the 2nd, 3rd, 4th, 5th steps shall be automatic unless an unsatisfactory service
rating report is made by the appointing authority.
Upon completion of each twelve (12) months of service, an employee shall be assigned to
the next progressive step within their respective classification until the top step or
maximum salary is obtained.
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12.4 Conversion Rate
Any yearly, monthly, biweekly per diem, or hourly rate of pay may be converted into any
equivalent rate of pay or to any other time basis when, in the judgment of the City Manager,
such a conversion is advisable. In determining equivalent amounts on different time basis,
the Human Resources Director, subject to the approval of the City Manager, shall provide
tables or regulations for the calculation of payment for service of less than full time, and
for use in converting salaries to hourly rates, as well as for calculating hourly rates.
All such conversions are to be applied in manners consistent with and authorized by State
and Federal law including applicable salary test and other provisions of the FLSA. Where
part-time service is on an irregular basis, the pay for such service shall be calculated
according to procedures established by the Human Resources Director, subject to the
approval of the City Manager.
12.5 Part-time
Permanent part-time employees (those who have reduced from full-time Civil Service
employment)will receive prorated benefits.
12.6 Assigned Standby Pay
When assigned by their Department, employees in the Public Works Supervisor, Public
Works Superintendent, Parks Supervisor, Parks Manager, Recreation Manager, and
Recreation Services Manager, Information Technology Manager, Public Safety Information
Technology Systems Analyst, Information Technology Systems Analyst, and, Technology
Services Coordinator positions may be required to be placed on a mandatory standby
schedule. When an employee is placed on the mandatory standby schedule, the employee
shall respond to the Department sooner than 45 minutes from the time of the initial call from
the Department designee. Employees assigned to Standby under this section shall accrue
1.5385 hours of administrative leave each pay period for a total maximum of 40 (forty) hours
of administrative leave in one twelve (12) month period. Any accrued administrative leave
not taken by the last full pay period of each fiscal year shall be automatically cashed out the
first full pay period of July of the new fiscal year. The Department shall review such standby
pay assignments each year.
12.7 Special Pay
Effective July 1, 2022:
a) An Employee with a California CPA license, assigned to the Finance Department in
a position that beneficially utilizes such a license for the performance of their duties
as determined by the City Manager, shall receive a differential of 5% of employees
base salary for possessing this license;
b) An employee working in a classification that requires the maintenance of a valid
California Commercial Driver's License (CDL) shall receive One Hundred Fifty
($150.00) per month for maintaining their CDL. CDL pay shall be in addition to
payment made by the City for the cost of obtaining the license as provided above.
In the event an employee is unable to maintain a valid California Commercial
Driver's License (CDL) as a result of a medical condition the City shall continue to
provide employment for the impacted employee in a position that does not require a
CDL.
12.8 Deferred Compensation
Employees may participate in the City's voluntary deferred compensation program (457
Plan). For employees who have completed one year of service with the City, the City will
match $1.00 for every dollar the employee contributes towards their 457 Plan account, up to
an employee contribution of one percent(1.0%) of the employee's base wage. For example,
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if an employee contributes 1.0% or more of their salary towards their 457 Plan account, they
will receive a 1.0% match from the City. For employee contributions, the City will make
payroll deductions and transmit funds to the administrator. The City makes no representation
on the merit of the plan or any of the investment products or instruments which may be
offered by the plan. The individual participant is responsible for evaluating the investment
options within the plan. The City currently contracts with the Mission Square, Nationwide and
CaIPERS (VOYA) to provide a 457 program.
12.9 Salary Schedule Adjustment
Effective the first full pay period following January 1, 2019 the Executive Assistant shall
receive an equity salary increase to match their salary to the Administrative Technician III
salary.
Effective the first full pay period following January 1, 2019, the Deputy City Clerk shall
receive a one-time equity salary increase to adjust their salary 5% above the Executive
Assistant salary.
Effective the first full pay period following January 1, 2019, the Assistant City Clerk shall
receive an equity salary increase of 5.0% of their base pay.
12.10 COVID Recognition Pay
Beginning the month of July 2022, all Association members who were required to report to
work on-site during the City's COVID State of Emergency, based on confirmation by their
Department Director, and employed by the City as of July 1, 2022, shall receive a fixed
$200 per month payment through June 2023 while still employed. This payment is in
recognition of employees' work maintaining City services and function throughout the City's
COVID State of Emergency. This is a one-time recurring pay and shall not be considered
as part of an employees' pensionable earnings and is not available for cash out at
separation.
Department Directors will provide the list of employees in their department who were
unable to work remotely to the Human Resources Director. This list will only include
employees who were required to report in person prior to the City's requirement that all
employees report to work two days a week. The Human Resource Director will provide this
list to MCEA for their review. Any employee who believes they should have been included
on the list can request additional review and follow up by the Human Resources
Department.
12.11 Stand By
Effective the first full pay period of Fiscal Year 2024-2025, non exempt employees required
to perform standby shall be credited with 0.1875 hours of compensation at the straight time
base rate of pay for every hour of standby duty performed.
For Example, an employee required to perform 24 hours of standby duty will be credited with
4.5 hours of straight time pay (24 x 0.1875 =4.5). An employee required to perform 14 hours
of standby duty will be credited with 2.625 hours of straight time pay.
When an employee assigned to such standby duty is called back, they shall receive both
standby and callback compensation as defined under section 12.12 Call Back.
12.12 Call Back
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Effective the first full pay period of Fiscal Year 2024-2025, if an employee is called back to
the worksite, they shall, upon reporting, receive a minimum of two (2) hours' work, or if two
(2) hours' work is not furnished, a minimum of two (2) hours' pay at time and one-half (1-
1/2). This provision does not apply to instances in which the employee is called to report
before their regular starting time and is worked from the time they report to their regular
starting time, nor where an employee may perform work remotely. Where an employee is
able to perform the required work remotely, they shall be compensated for actual hours
worked at time and one-half (1-1/2).
Section 13. Health and Welfare
The City will make available medical, dental and life insurance for eligible employees through a
contribution to the Flexible Benefit Amount.
13.1 Flexible Benefit Amount
Two different structures for the medical component of the Flexible Benefit Amount will be
provided to employees, based on their date of hire as outlined below.
Employees who were hired by the City of Alameda on or before January 2, 2007 and are
currently covered under Plan A or Plan B as outlined below may choose to move to Plan B
during open enrollment or due to a qualifying event. Once Plan B is chose n, the employee
will not have the ability to move back into Plan A. All employees promoted from another
bargaining unit or hired or promoted into the MCEA bargaining unit after January 2, 2007
shall be covered under Plan B.
Plan A
Under Plan A, the City will make the following contributions per month per eligible
employee toward the Flexible Benefit Amount for health insurance. These amounts
include the PEMHCA statutory minimum contribution as required by state law, regardless
of the year or amount, if enrolled in PERS medical insurance.
Maximum Maximum
Coverage Level City Contribution Cash Back Amt.*
No coverage (0 party)- $ 869.43
Employee only - $1,788.58 $ 530.74
Employee + 1 - $1,811.81 $176.05
Employee + 2 or more dependents $1,825.76 $ 0
*The cash back amounts are maximums. The actual cash back is dependent upon
the plan selected by the employee.
If an employee chooses to be covered by a higher cost medical plan, they will be
responsible for paying the difference in the cost for that medical plan. If an employee elects
no medical coverage through the City and can document they have alternative medical
coverage, they will be eligible for cash back at the "No coverage" rate. If an employee
elects to have health coverage, the amount of cash back is determined based upon the
City's Medical Contribution less the cost of the medical plan chosen by the employee.
Employees receiving cash back will continue to be eligible to receive it. The amount of
cash back will not increase from current levels; however, the amount of cash back an
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employee receives may change as a result of a change in enrollment based on coverage
level. The cash back amounts will not be increased as premiums rise.
Plan B
Under Plan B, the City will make the following contributions per month per eligible
employee toward the Flexible Benefit Amount for health insurance. These amounts
include the PEMHCA statutory minimum contribution as required by state law, regardless
of the year or amount, if enrolled in PERS medical insurance.
Through the term on this agreement the City shall contribute the maximums listed below.
Employees who elect not to enroll in one of the City's health plans and show proof of
enrollment in an alternative plan, shall receive $106.15 per pay period while waiving
coverage.
The maximum medical premium contribution rates for 2022 are as follows:
Maximum
Coverage Level City Contribution
Employee only $952.11
Employee plus one $1,904.21
Employee plus family $2,475.48
*The amounts indicated above under Plan A and Plan B do not include Life Insurance or Dental
Insurance premiums which are paid by the City separately. The amounts indicated above do
include the PEMHCA statutory minimum contribution as required by state law, regardless of the
year or amount, if enrolled in PERS medical insurance.
Effective January 1, 2023, and every January 1st thereafter, during the term of this
agreement, the City will increase the City Contribution to the medical premium to reflect
50% of the increase in cost from the previous year, of the CaIPERS Kaiser plan in the area
or region in which Alameda is assigned. The increase will be based on 50% of the increase
to the Employee plus two or more dependents level of coverage. The $106.15 per pay
period cash-in-lieu of coverage rate shall not change.
13.2 Dental Insurance
The City will make the necessary contributions per month per eligible employee toward the
Flexible Benefit Amount to provide the dental plan to the employee and eligible dependents.
This coverage will be mandatory for all employees. Any change in premium shall cause a
like change in the Flexible Benefit Amount. The dental program will be improved to the
$2600/$2500 plan per employee and eligible dependent for annual dental care and lifetime
orthodontic care.
13.3 Life Insurance
The City shall provide each employee with a one hundred thousand dollars ($100,000) life
insurance program. This coverage will be mandatory for all employees. Any increase in
premium shall cause a like increase in the Flexible Benefit Amount.
The City shall provide each employee with the opportunity to purchase, at their own cost,
additional optional life insurance up to the maximum amount provided by and subject to the
conditions of the carrier.
13.4 Medical Plan
The City shall contract with the Public Employees' Retirement System (PERS) for the
purpose of providing medical insurance benefits for employees covered by this
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Memorandum of Understanding, eligible retired employees and eligible survivors of
retired employees.
13.5 Flexible Spending Accounts (FSA); IRC Section 125 Plans
The City agrees to provide a Flexible Spending Account (FSA), as allowed under Section
125 of the Internal Revenue Code that will allow an employee to elect a specified amount of
pre-tax contributions to be used for employment related expenses.
13.6 Employee Assistance Program
The City shall continue to provide for all employees an employee assistance program. The
cost of such program shall continue to be paid by the City only during the term of this
Memorandum of Understanding.
13.7 Long Term Disability Insurance
The City will provide for all employees in the Association, a paid for LTD insurance plan
equal to benefits provided for in the current plan. If benefits are improved, such
improvement shall be incorporated in the Long Term Disability Plan at no cost to all
employees covered under this Memorandum of Understanding.
13.8 ACA Reopener
The parties agree to meet and confer through the impasse process, upon the request of
the City, to negotiate changes to the City's health plans for only those plans that trigger
excise tax liability "Cadillac plans" under the Affordable Care Act. The City request to meet
and confer with the Association may be made at any point within the term of this
agreement but not less than 60 days prior to the start of open enrollment for the plan year
in which the excise tax liability is set to take effect.
Section 14. Retirement Plan
14.1 California Public Employees Retirement System (CaIPERS) Classic Membership
Employees hired with the City prior to January 1, 2013 or eligible for reciprocity in the
CaIPERS or public retirement system (as defined in California Public Employees' Pension
Reform Act of 2013 (PEPRA) and CaIPERS guidance) and who are classified as classic
members will be eligible for:
The Retirement Plan as constituted on October 1, 2001 between the City and Public
Employees Retirement System. This plan shall be maintained at the current benefit level,
for the duration of this Memorandum of Understanding:
1. Effective April 1, 1997, the individual employees did and shall continue to make their
own normal employee contributions to CaIPERS, in the amount of 7% and they shall
have the option to have those payments tax deferred under IRS Policy and Rule
414(h)(2) unless the IRS or Franchise Tax Board indicates that such contributions
are taxable income subject to withholding.
2. At the time of the City's withdrawal from the Federal Insurance Contribution Act
(FICA) on January 1, 1983, each employee was entitled to the Public Employees
Retirement System 1959 Survivors Benefit coverage. The City has amended its
contract with CaIPERS to provide for the option of 1959 Survivor Benefit third level
coverage.
3. All employees were covered by the Public Employees Retirement System Survivors
Continuance at the time of the City's withdrawal from the Federal Insurance
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Contribution Act (FICA).
4. The employees are covered by the 2% at Age 55 Retirement Formula. The City shall
provide the CaIPERS single highest year retirement benefit
5. Cost Sharing—Miscellaneous Classifications
The City shall contract with Ca I PERS for Variable Rate Cost Sharing of up to the
Permanent Cost Share of 1.868% under Government Code Section 20516(a),
based on the optional benefits established in the Miscellaneous Plan of the City's 1
contract with CaIPERS for the 2%@55 and One-Year Final Compensation Optional
Benefits. In addition to the current 7% employee contribution, employees in the
Miscellaneous Classifications covered by this MOU shall contribute an additional
1.868% of the employee's PERSable earnings towards the employer retirement
contribution. This 8.868% contribution shall be in accordance with Section
414(h)(2) of the Internal Revenue Code whereby employee contributions shall be
tax deferred and not subject to taxation until the time of constructive receipt.
14.2 New CaIPERS Membership
For employees hired on or after January 1, 2013 and classified as "new" member of
CaIPERS as defined by Public Employee's Pension Reform Act (PEPRA), the City shall
maintain a contract with CaIPERS for the provision of a 2% @ 62 (highest 36 months)
retirement benefit formula. Also pursuant to PEPRA, these employees and the City are
each responsible for paying one-half of the normal cost of this retirement plan.
14.3 CaIPERS Retiree Medical
The City has contracted with the California Public Employees Retirement System
(CaIPERS) to provide medical insurance for eligible retired employees and eligible
survivors or retired employees. Eligibility to participate in this program will be in accordance
with regulations promulgated by CaIPERS. The City will contribute the minimum employer
contribution under California Government Code §22892 on behalf of each eligible retired
employee or eligible survivor of a retired employee who subscribes for CaIPERS medical
insurance in conformance with CaIPERS regulations.
14.4 CaIPERS Additional Service Credit
The City provides for additional service credit for unused sick leave through Section
20862.8 of the California Government Code. Those employees eligible for sick leave payoff
may select to use eligible payoff days for either payoff or prior service credit.
Section 15. Holidayg
Represented employees shall be entitled to take the eleven (11) authorized City holidays and
three and one half(3.5) floating holidays based on their standard workweek, and within the year
in which they are given, at full pay, provided they are in a paid status for the full schedule of hours
on both their regularly scheduled work days immediately preceding and following the holiday(this
includes an employee on industrial disability). For the purpose of this Section, employees with a
standard workweek of 38 hours shall be entitled to 9.5 hours per holiday and those with a
standard workweek of 36 hours shall be entitled to 9 hours per holiday. Employees with approval
to work an alternative schedule will receive hours for each holiday commensurate with their
standard daily schedule unless agreed to otherwise. Employees who are absent from work
without pay or are in paid status for less than the full schedule of hours on either the scheduled
work day before or after the day the holiday is observed, shall not be eligible for nor receive
holiday pay.
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New employees shall be provided prorated floating holidays based on the number of days
remaining in the calendar year on their date of hire. For example, an employee entitled to earn 9
hours per holiday with a hire date of September 1, 2018 would have their floating holidays
prorated and calculated as follows:
Total Floating Holiday Hours per Year: 31.5 Hours
Total Days remaining in the year: 122 Days (365— 243)
% of Days Remaining in the Year: 33.42% (122 Days Remaining _ 365 Days)
Prorated Floating Holidays Hours to New Employee: 10.53 Hours (31.5 hours x 33.42%)
The City's authorized holidays are:
(1) New Year's Day
(2) Martin Luther King's Birthday
(3) President's Day
(4) Memorial Day
(5) Juneteenth
(6) Independence Day
(7) Labor Day
(8) Veterans Day
(9) Thanksgiving Day
(10) Day after Thanksgiving Day
(11) Christmas Day
If any of the above holidays falls on Saturday, it shall be observed by the City on the Friday
immediately preceding. If any of such holidays falls on a Sunday, it shall be observed by the City
on the following Monday. However, departments in which employees are normally scheduled to
work on Saturday or Sunday have the discretion to determine the day on which to observe the
holiday and may, with 14 calendar days advance notice, modify the work schedule of employees
for that week.
If one of the holidays listed above is observed by the City on an employee's normal day off the
holiday hours for such day shall be added to the employee's floating holiday bank once the
holiday has passed, to be used within the calendar year.
If an employee is required to work on a holiday, the holiday hours for such day shall be added to
the employee's floating holiday bank once the holiday has passed, to be used within the calendar
year.
Unused holidays cannot be cashed out.
15.1 Reduced Workdays on the Days before the Observed Holidays of Thanksgiving Day,
Christmas Day and New Year's Day
Day Before the Thanksgiving Holiday
Full-time employees who are scheduled to work a full day and able to leave at noon will be
paid for the full day. In order to be eligible for the half-day pay an employee must be at
work the Wednesday morning before the Thanksgiving Day Holiday. Employees who are
unable to leave at noon because of operational needs will receive four hours (4) of holiday
time.
In recognition that the Library may not close at noon on the Day before Thanksgiving,
employees assigned to the Library will be eligible to use their half-day holiday either in the
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morning or afternoon with the approval of the department head.
Christmas Eve or New Year's Eve
Full-time employees may leave at noon on one of these two days without using leave
banks. The afternoon off must be coordinated within the Department and must be approved
by the Department Head. In order to qualify for either of the 1/2 days, an employee must
work the morning before the observed holiday. All City facilities will remain open on both
these days and must have sufficient staff available to provide service. Employees who
because of operational needs are not able to leave early on either of the days will receive
four (4) additional hours of holiday time.
Staff who work in the field who are regularly assigned to start their day on or before 7:00 am
are eligible to leave work after completing half their scheduled hours on the days described
in this section.
Section V. V6catio.
16.1 Vacation Scheduling
The times during the calendar year at which an employee shall take vacation shall be
determined by the City Manager or the designated department representative, or the City
Attorney for positions appointed by the City Attorney, with due regard to the wishes of the
employee and particular regard to the need of the City. Each department shall establish
a policy and process for employees to indicate their preference for vacation periods.
Employees may be requested, on a form provided by the City, to indicate their preference
for vacation periods during November and December of each calendar year. Preference
of vacation periods shall be given to employees in as reasonable a manner as possible.
In the event the department requests employees to indicate their preference for vacation
periods for the following year, the City will post a final vacation schedule by January 1 of
each year.
An employee who is hospitalized or provides doctor's notice of illness while on vacation,
may elect to not charge such time to vacation.
16.2 Vacation Benefits
Vacation benefits will be accrued on an hour for hour basis with accruals earned for each
hour paid. Paid time/status excludes any overtime. Every employee who, on the most
recent anniversary date of their employment shall be entitled to accrue vacation leave as
follows:
Yearly Vacation Accrual (Hours per Year)
Years of 36/37.5 Hours Per
Service Week Standard Work 38/40 Hour Per Week
Week Standard Work Week
0 -<4 75 80
4-< 5 112.5 120
5-<6 116.25 124
6-<7 120 128
7-<8 123.75 132
8-<9 127.5 136
9 -< 10 131.25 140
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10-< 11 135 144
11-< 12 138.75 148
12-< 13 142.5 152
13-< 14 146.25 156
14-< 15 150 160
15-< 16 153.75 164
16-< 17 157.5 168
17-< 18 161.25 172
18-< 19 165 176
19-< 20 168.75 180
20-< 21 172.5 184
21-< 22 176.25 188
•
22 -< 23 180 192
23 -< 24 183.75 196
24+ I 187.5 200
As an exception to the foregoing, the City Manager, or the City Attorney for positions
appointed by the City Attorney, is authorized to award a new employee a starting vacation
accrual rate and/or front loading of a portion of that accrual which recognizes that said
employee has left a similar position with another employer where he or she had earned a
greater amount of vacation benefits than the entry step of the foregoing schedule provides.
Said accrual rate shall increase upon the employee reaching the service time provided in
the foregoing schedule. Front loading of vacation accrual shall result in an employee not
accruing additional vacation until his/her service time is equal to that in order to generate
the amount of front loaded vacation. At that time, accrual shall commence at the awarded
rate. The provisions of this section are intended to apply in those instances where an
incentive is needed to secure the most qualified of candidates.
16.3 Vacation Accumulation
No employee may accumulate more than 75 hours of vacation at any one time in addition
to the employee's annual vacation entitlement. City Manager, or the City Attorney for
positions appointed by the City Attorney, is empowered to pay off excess vacation based
on Henry vs. Amrol, Inc (1990) 222 Cal. App. 3d Supp 1.3. An employee may submit in
writing a request to accumulate vacation in excess of the maximum set forth above. Such
excess accumulation may be approved, at the sole discretion of the City Manager, or by the
City Attorney for positions appointed by the City Attorney, on a case by case basis.
16.4 Vacation Pay at Termination
Upon termination of employment, a regular employee shall be paid cash value of his or her
accrued vacation leave at the time of termination.
16.5 Probationary Employees
Employees on original probation shall be eligible to use their accrued vacation after six (6)
months of service.
16.6 Vacation Sell Back
Employees who have completed Fifteen (15) years of service with the City may "sell back"
up to two weeks (72, 75, 76 and 80 hours depending on the employees standard work
week) of vacation accrual once per calendar year, provided they have used two weeks of
accruals in the last 12 calendar months:
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Qualified employees will be able to sell back vacation by completing the vacation sell back
form.
During the month of December of each year, there will be an open enrollment period during
which each bargaining unit member must make an irrevocable election to "sell back"
vacation accrual the following year on the form prescribed by Human Resources. The
number of hours that the bargaining unit member will sell back must be indicated at that
time. Failure to submit an irrevocable election form shall be the same as electing not to sell
back vacation leave.
The employee must request the vacation sell back on the form prescribed by Human
Resources. A bargaining unit member who has elected to sell back vacation but has not
done so by the first paycheck in December, will be automatically cashed out for the number
of hours elected on the second paycheck in December.
If an employee elects to "sell back" vacation but has not used two weeks of vacation
accruals in the previous 12 month their sell back request will not be fulfilled.
Employees must have completed fifteen (15) years of service at the time they request the
sell back. For example, an employee who will complete fifteen years of service on August
1, 2020 may make an irrevocable election to sell back vacation time during the December
2019 election period but will not be permitted to request the sell back until after August 1,
2020.
These payments do not meet the definition of compensation earnable and special
compensation under Government Code section 20636 and are non-PERSable
compensation.
Employees are responsible for any tax consequences of the vacation "sell-back".
The City may suspend this program due to budget constraints during economic downturns.
Section 17. Sick Leaye
17.1 Benefits
Sick leave benefits will be accrued on an hour for hour basis with each hour paid.
Employees shall accrue at the appropriate rate as follows:
Employee's Standard
Hourly Accrual I Maximum Yearly
Work Week Rate Accrual
36 Hours Per Week .0481 90 Hours
37.5 Hours Per Week .0462 90 Hours
38 Hours Per Week .0486 96 Hours
40 Hours Per Week .0462 96 Hours
Paid time excludes any overtime and/or compensatory time worked. The City agrees to
provide the bargaining unit with at least 30 days advanced notice before implementing this
change.
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There shall be no limit on sick leave accrual. Sick leave usage shall not be considered
as a privilege which an employee may use at his discretion, but shall be allowed only in
case of necessity of actual sickness or disability or medical appointments. Charge for
sick leave used shall be on the basis of one (1) hour for each hour used; provided, however,
that sick leave shall be charged for only those hours when the employee was absent from
work. In no event shall sick leave be converted into a cash bonus. Sick leave may not be
used before it is earned. The City shall mail to any employee who is on sick leave and who
must reimburse the City for his or her Health, Life, and Dental benefits a notification and
the agreed to forms advising such employee of the SDI and LTD benefits. Those
employees hired before August 1, 1980 shall be entitled to sick leave under the old plan as
set forth in the Municipal Code.
17.2 Notification Requirement
In order to receive compensation when absent on sick leave, the employee shall notify his
or her immediate supervisor one-half (1/2) hour prior to or after the scheduled time for
beginning his or her work duties of his or her impending absence.
17.3 Doctor's Certificate or Other Proof
To the extent permitted by law and after consultation with the Human Resources Director
or their designee, proof of illness in the form of a doctor's certificate or an advice nurse
statement may be required at any time after an employee has used fifty percent(50%)or their
annual sick leave accrual in a calendar year.
17.4 Illness in the Immediate Family
An employee may use up to one-half of his or her annual sick leave allocation in any
calendar year in the event of illness or a spouse, child, parent, or domestic partner. At the
City's request the employee will provide satisfactory evidence of the facts justifying such
absence.
17.5 Sick Leave During Probationary Period
Employees on original probation shall be eligible to use their accrued Sick Leave upon
employment.
17.6 Sick Leave For Employees Hired Prior To January 1, 1987
An employee assigned to a classification represented by the Association and who was
hired by the City prior to January 1, 1987, shall, upon completion of each anniversary year
and a minimum of one thousand eight hundred (1,800) straight-time hours of work within
the twelve (12) month period immediately preceding each anniversary year, accrue sick
leave at the following rate:
Years of Service Sick Leave
1 — 5 10 days per year
6 — 15 15 days per year
16 or more 20 days per year
In addition, an employee shall accrue sick leave at a rate of one (1) day per month,
provided the employee has worked one hundred sixty(160) straight-time hours that month
for an employee in a classification having a forty (40) hour workweek or one hundred fifty
(150) straight-time hours that month for an employee in a classification having a thirty-
seven and one-half(37 %) hour workweek, to a maximum of one hundred eight(180) days.
Furthermore, an employee hired by the City prior to July 1, 1978, who resigns or retires
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from City employment and has been in the service of the City for a minimum of ten (10)
years, will be eligible for payment of unused accumulated sick leave based on the following
calculation:
Formula for Payment of an Employee's Unused Accumulated Sick
Leave at the Time of Resignation or Retirement
One and two-tenths of one percent (1.2%) of the employee's unused
accumulated sick leave, at the time of resignation or retirement, time the
number of full years of service by the employee with the City, times the
employee's daily pay rate at the time of resignation or retirement; provided,
however, that in no event shall the payment for unused accumulated sick
leave exceed thirty percent(30%) of the monetary value of the employee's
unused sick leave accumulation. Unused sick leave accumulation for the
purpose of payment at time of retirement or resignation shall not exceed
the number of days accrued by the employee on July 1, 1978.
There shall be no payment for unused accumulated sick leave if an employee's service
with the City is terminated due to discharge.
Section 18. Leaves of Absence
18.1 Leave Without Pay
The City Manager, or the City Attorney for positions appointed by the City Attorney, may
grant regular employees a leave of absence without pay. No leave shall be granted
except upon written request of the employee. Such requests shall be submitted to the City
Manager, or the City Attorney for positions appointed by the City Attorney. Such leave shall
normally be granted to permit the employee to engage in activities that will increase his
or her value to the City upon return, or because of sickness, injury or personal hardship.
Employees may not be granted a leave of absence until all accrued vacation is taken.
Failure on the part of an employee on leave to report promptly at its expiration shall result
in dismissal of the employee. Vacation and sick leave credits shall not accrue to an
employee on leave of absence. The decision of the City Manager, or by the City Attorney
for positions appointed by the City Attorney, on granting or refusing to grant a leave of
absence or extension thereof shall be final and conclusive and shall not be subject to the
grievance procedure of this Memorandum of Understanding.
18.2 Jury Duty
An employee summoned to jury duty shall inform his or her supervisor and, if required to
serve, may be absent from duty with full pay for that time required to serve.
18.3 Military Leaves of Absence
The provisions of the Military and Veterans Cod e of the State of California shall govern
military leave of City employees.
18.4 Parental Leave/Family Medical Leave/Protected Leave Rights
Protected Leave including leave under the federal Family Medical Leave Act (FMLA), the
California Family Rights Act (CFRA) and the California Pregnancy Disability Leave Law
shall be made available to eligible association members per the applicable federal and
state law.
Where an employee is on an approved protected leave (FMLA/CFRA/PDL) related to their
own illness or to care for an ill family member, they may use up to 12 work weeks of sick
leave. For example an employee who works 38 hours per week will be entitled to use 456
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hours of sick leave while on an approved protected leave related to their own illness or to
care for an ill family member. The employee will be required to provide leave related
documentation as requested by the City.
Where an employee is on an approved protected leave for the purposes of Baby Bonding,
the employee may use up to ten work weeks of sick leave. For example, a 38 hour
employee may use up to 380 hours of sick leave while on an approved protected leave for
the purposes of Baby Bonding.
18.5 Industrial Disability Leave
Employees who suffer any disability arising out of and in the course of their employment,
as defined by the Workers' Compensation Laws of the State of California shall be entitled
to the benefits as provided by the Workers' Compensation Laws of the State of California
or, upon eligibility to retire under the Public Employees Retirement System (PERS).
Workers' Compensation benefits shall be determined and paid in accordance with the
Workers' Compensation Laws of the State of California upon a determination that the
illness or injury is covered by the Workers' Compensation Laws of the State of California.
Integration of accumulated leave with Workers' Compensation is to be automatic. For the
purposes of this subsection, integration shall mean the use of accrued leave to supplement
Workers' Compensation payments to the employee. An employee shall determine which
of their accrued leaves be used for integration. Available leaves for integration include sick
leave, vacation, holiday or compensatory time. Except for benefits as provided by the
Workers' Compensation Laws of the State of California and except for allowing employees
to integrate accumulated leave, no additional pay or salary replacement shall be provided
by the City of Alameda to the employee.
18.6 Funeral Leave
In the event of a death in the immediate family of an employee the employee shall, upon
request, be granted such time off with pay as is necessary to make arrangements for the
funeral and attend same, not to exceed the equivalent of one (1) week of pay based on the
employees scheduled workweek (36, 37.5, 38 or 40 hours). This provision does not apply
if the death occurs while the employee is on leave of absence, layoff, or sick leave.
For the purpose of this provision, the immediate family shall be restricted to father, mother,
brother, sister, spouse, domestic partner, child, mother-in-law, father-in-law, son-in-law,
daughter-in-law, grandparent, grandchild, step-parent and step-child where there is a child-
rearing relationship, or step-sibling. At the request of the City, the employee will furnish a
death certificate and proof of relationship.
Funeral leave applies only in instances in which the employee attends the funeral, or is
required to make funeral arrangements, but is not applicable for other purposes such as
settling the estate of the deceased.
18.7 Catastrophic Leave Bank
The City agrees to establish a Catastrophic Leave Bank to assist employees who have
exhausted accrued leave time due to a serious or catastrophic illness or injury. The
Catastrophic Leave Bank (CLB) will allow the bargaining unit employees to donate time to
affected employees within and outside the unit, so that he/she can remain in a paid status
for a longer period of time, thus partially ameliorating the financial impact of the illness,
injury or condition. This donated time will be placed in a CLB and drawn down from the
CLB by the eligible employee.
Eligibility
To be eligible for this benefit, the receiving employee must: 1) Be a regular full time
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employee, 2) Have sustained or have an immediate family member who has sustained a
life threatening or debilitating illness, injury or condition which may require confirmation by
a physician, 3) Have exhausted all accumulated paid leave including vacation, holiday,
sick leave, and/or compensatory time off, 4) Be un able to return to work for at least 30
days or in the case of the condition affecting the immediate family member, that member
must be in need of prolonged and significant personal care; and 5) Conformed with the
requirements of the Family Medical Leave Act and/or Worker's Compensation.
Benefits
Accrued vacation and compensatory time off hours donated by other employees will be
converted to sick leave and credited to the receiving employee's sick leave time balance
on an hour-for-hour basis and shall be paid at the rate of pay of the receiving employee.
For as long as the receiving employee remains in a paid status, seniority, and all other
benefits will continue,with the exception of sick leave and vacation accrual. The total leave
credits received by an employee will not normally exceed three months. However, if
approved by the Department Head and the Human Resources Director the total leave
credits may be extended on a case by case basis, subject to review by the City Manager or
designee.
Guidelines For Donating Leave Credits To The Time Bank
a. Accrued vacation leave and compensatory time off may be donated by any regular
full-time employee who has completed his/her initial City probationary period.
b. Time donated will be converted from vacation or compensatory time to sick leave
hours and credited to the receiving employee's sick leave balance on an hour-for-
hour basis and shall be paid at the rate of pay of the receiving employee.
c. The total amount of time donated to one employee by another employee shall not
exceed forty(40) hours. The total I eave credits received by the employee shall not
exceed three months; however, the Human Resources Director may approve an
extension to six months total time.
d. Initial leave time donations must be a minimum of one work shift. An employee
cannot donate leave hours that would reduce his/her vacation balance to less than
one week.
e. The use of donated leave hours will be in consecutive one-shift increments.
f. While an employee is on leave using donated leave hours, no vacation or sick leave
hours will accrue.
g. Under all circumstances, time donations receive d for the employee are forfeited
once made by the employee making the donation. In the event that the receiving
employee does not use all transferred leave for the catastrophic illness/injury, any
balance will remain with that employee until that employee's separation from City
service.
h. Taxability of leave donated or received under this program will be governed by
Internal Revenue Service guidelines.
i. For the purpose of the Section, "immediate family member" as referenced under
Eligibility shall be defined as provided for in Section 18.6.
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
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j. Under extenuating and extraordinary circumstances and upon recommendation of
the Human Resources Director the City Manager may grant exceptions on a case-
by-case basis. Such exceptions shall not establish practice or precedence.
It is further understood that Catastrophic Leave will not apply to employees receiving
Workers Compensation or SDI benefits. These issues are under legal review and may
require further explanation and amendment.
Section 19. Probationary Period
All original and promotional appointments shall be subject to a probationary period. The
probationary period shall be regarded as part of the testing process and shall be utilized for
closely observing the employee's work for securing the most effective adjustment of a new
employee to their position and for rejecting any probationary employee whose performance
does not meet the required standards of work.
The probationary period for new employees is twelve (12) months. The probationary period for
existing employees who have completed probation and are moving to a different classification at
the City is six (6) months. An employee's probationary period may be extended for up to six (6)
months, with the approval of the Human Resources Director, to provide the employee with
additional time to meet the required standards of work. Probationary period extensions beyond six
(6) months must be approved by the City Manager, or by the City Attorney for positions appointed
by the City Attorney.
During the probationary period, an employee may be rejected at any time by the City Manager,
or by the City Attorney for positions appointed by the City Attorney, without cause and without the
right to appeal.
Any employee rejected during the probationary period following a promotional appointment shall
be reinstated to the position from which they were promoted, unless the employee is rejected
for reasons other than competency to perform the job in which they were promoted.
eytion 20. Layoff and Reemployment— Furloughs
Seniority is defined as the length of continuous paid employment and leave with pay status with
the City calculated from the date of original hire, including the probationary period, as a full-time
employee. Time spent in a leave without pay status shall be excluded. Permanent part-time
and temporary part-time employees do not accrue seniority.
In reduction of forces, the last employee hired shall be the first employee laid off, and in rehiring,
the last employee laid off shall be the first employee rehired until the list of former employees is
exhausted; provided that the employee retained or rehired is capable of performing the work
required.
Employees who are laid off or who elect to demote or transfer in lieu of a layoff shall have
reemployment rights to future vacancies in the position previously held. The City shall maintain
a preferred list with the names of the employees laid off in inverse order of layoff. Future
vacancies in those affected positions shall first be filled from the preferred list in inverse order of
layoff.
Services with the City shall be terminated by:
(1) Discharge, retirement, resignation or any termination of employee status;
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22-6/30/2025)-Amended June 18,2024
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(2) Failure to return to work within seven (7) calendar days when recalled from layoff;
(3) Failure to return to work upon expiration of an authorized leave of absence;
(4) Leave without pay status for a continuous period of twelve (12) months or more;
(5) Layoff status for a continuous period of twelve (12) months or more.
When a layoff becomes necessary, the Human Resources Department will provide layoff
instructions to the affected departments with a copy to the Association.
Before any permanent full-time employee is la id off, all other categories of employees in the
affected classifications will be separated.
An employee subject to layoff will be allowed, in lieu of a layoff, to:
(1) Demote to a lower paying classification previously held by the employee in the City;
(2) Transfer to the same classification in another department.
An employee, who has reemployment rights, shall have the same right to compete for
promotion that he/she would have had if he/she had not been laid off.
An employee who is laid off shall not accrue or be eligible for any benefits, including, but not
limited to, vacation, sick leave, holidays, medical, dental, LTD, life insurance, retirement
contributions and uniforms. Any employee reemployed after a layoff shall retain all vacation
and sick leave accruals that the employee did not receive compensation for at the time of layoff.
If the City decides to subcontract work and such work would result in the layoff of a full-
time employee, the City will notify the Association within thirty (30) days in advance of such
action, and upon written request, will meet and discuss the matter prior to subcontracting the
work.
Section 21. Alternatives to Layoff
During recently concluded negotiations with the MCEA bargaining unit, the parties agreed that
if the City were faced with a need to reduce costs and was planning to lay off employees, it would
be appropriate for the parties to meet to discuss alternative cost reduction measures that
could be taken. The objective would be to find steps that could be taken by the parties to
eliminate the need for or reduce the extent of layoffs of bargaining unit members while preserving
service delivery to the public.
Section 22. Discharoe
22.1 Right of Discharge
The City shall have the right to discharge any employee for dishonesty, insubordination,
drunkenness, incompetence, willful negligence, failure to perform work as required or to
observe the City's safety and house rules and regulations which must be conspicuously
posted and not in derogation of the Memorandum of Understanding, or for engaging in
strikes, individual or group slowdowns or work stoppages, or refusal to accept overtime, or
for violating or ordering the violation of the Memorandum of Understanding.
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
Page 22 of 31
22.2 Appeals
If a permanent employee feels they has been unjustly discharged, they shall have the
right to appeal their case through the appropriate procedure (Section 24.5). Such appeal
must be filed with the City Manager, or the City Attorney for positions appointed by the City
Attorney, or the Civil Service Board by the Association in writing within seven (7) calendar
days from the date of discharge and unless so filed the right of appeal is lost.
Any discharged employee shall be furnished the reason for his or her discharge in writing.
Section 23. Personnel Files
An employee or his or her representative, on presentation of written authorization from the
employee, shall have access to the employee's personnel file on request. The City shall furnish
the employee copies of all performance evaluation reports and letters of reprimand or warning
prior to placement of such documents into the employee's personnel file. The employee may
be required to acknowledge the receipt of any document entered into his personnel file without
prejudice to subsequent arguments concerning the contents of such documents.
Section 24. Grievance Procedure
A grievance shall be defined as any dispute arising during the term of the Memorandum of
Understanding which involves the interpretation or application of any provision of this
Memorandum of Understanding during its term, excluding all ordinances, resolutions, rules and
regulations, the subject of which is not specifically covered by the provisions of this
Memorandum. Such excluded ordinances, resolutions, rules and regulations shall not be subject
to the Grievance Procedure.
24.1 Initial Discussions
Any employee who believes that he or she has a grievance may discuss his or her
complaint with the top management official in the department in which he or she works, or
with such subordinate management official as the department head may designate. If the
issue is not resolved within the department, or if the employee elects to submit his or her
grievance directly to an official of the employee organization which is formally recognized
as the representative of the classification to which he or she is assigned, the procedures
hereafter specified may be invoked.
24.2 Referral to City Manager or City Attorney
Any employee or any official of the employee organization which has been formally
recognized by the City and which has jurisdiction over any position directly affected by the
grievance may notify the City Manager, or the City Attorney for positions appointed by the
City Attorney, in writing that a grievance exists, and in such notification, state the particulars
of the grievance and, if possible, the nature of the determination which is desired. No
grievance may be processed under subsection 24.3 below which has not first been filed
and investigated in pursuance of this subsection 24.2. A grievance which remains
unresolved thirty (30) calendar days after it has been submitted in writing may be referred
to the Adjustment Board.
24.3 Adjustment Board
In the event the Association and the City are unable to reach a mutually satisfactory accord
on any grievance (as the term "grievance" is herein above defined) which arises and is
presented during the term of the Memorandum of Understanding, such grievance shall be
submitted to an Adjustment Board comprised of three (3) employee representatives, and
three (3) representatives of the City. The Association shall be an indispensable party to
any grievance which is submitted to the Adjustment Board. Any party desiring an official
transcript of the Adjustment Board hearing shall bear the cost of same.
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
Page 23 of 31
If an Adjustment Board is unable to arrive at a majority decision, either the grievant, the
Association or the City may request that the grievance be referred to the City Manager, or
by the City Attorney for positions appointed by the City Attorney, or arbitration.
No Adjustment Board or Arbitrator shall entertain, hear, decide or make recommendations
on any dispute involving a position over which a recognized employee organization has
jurisdiction unless such dispute falls within the definition of a grievance as herein above set
forth in paragraph (1) of this Section.
Proposals to add to or change this Memorandum of Understanding or written agreements
or addenda supplementary thereto shall not be grievable and no proposal to modify, amend
or terminate this Memorandum of Understanding, nor any matter or subject arising out of
or in connection with such proposal, may be referred for grievance under this Section;
and no Adjustment Board or Arbitrator shall have the power to amend or modify this
Memorandum of Understanding or written agreements or addenda supplementary hereto
or to establish any new terms or conditions of employment.
No changes in the Memorandum of Understanding or interpretations thereof will be
recognized unless agreed to by the City Manager, or by the City Attorney for positions
appointed by the City Attorney, and the Association.
24.4 City Manager/City Attorney and Arbitration
If the grievance is not resolved at the previous step, the grievant, the Association, or the
City may, after completion of the previous step in the grievance procedure, submit the
grievance directly to the City Manager, or to the City Attorney for positions appointed by the
City Attorney, or may request arbitration. If arbitration is requested, representatives of
the City and of the Association shall meet promptly to select a mutually acceptable
arbitrator. A hearing before the arbitrator shall be held as soon as practical and the
arbitrator shall render a decision which shall be advisory to the City Manager, or the City
Attorney for positions appointed by the City Attorney. If the City Manager, or the City Attorney
for positions appointed by the City Attorney declines to follow the arbitrator's decision, the
City Manager, or by the City Attorney for positions appointed by the City Attorney, shall state
the reason for doing so in writing. The cost of arbitration shall be borne equally by the City
and the Association.
24.5 Matters excluded from the Grievance Procedure of the Memorandum of
Understanding
Employee disciplinary matters, and in those cases where the matter concerns any rule or
policy or administrative procedure of the City contained in the City Charter, the Civil Service
Ordinance, or the Civil Service Rules and Regulations which are adopted pursuant to the
City Charter, which provisions pertain to discharge, discipline, and examination and
promotion procedures, the appeal procedures contained therein shall be utilized.
24.6 Disciplinary Action
No grievance involving the discipline of an employee will be entertained unless it is filed in
writing by the Association with the City Manager, or by the City Attorney for positions
appointed by the City Attorney, or Civil Service Board within seven (7) calendar days from
the date of the notification of the action. A copy of the notification shall be sent to the
Association.
24.7 Pay Claims
All complaints involving or concerning payment of compensation shall be filed in writing
and no adjustments shall be retroactive for more than thirty (30)days from the date of filing.
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
Page 24 of 31
Section 25. Outside Employment
No full-time employee shall engage in employment that constitutes a conflict for the employee
or the City. No employee shall engage in outside employment during their regular working
hours. No uniform, emblem, badge or other employee identification shall be worn by any person
while in the employment of someone other than the City. All requests by the employee for
permission to engage in outside employment shall be made on a form provided by the City. No
employee shall accept or continue employment other than occasional work from other than the
City of Alameda without the approval of the City Manager, or the City Attorney for positions
appointed by the City Attorney, which may be withheld only if such employment constitutes a
conflict for the employee or the City or which would interfere with the employee's ability to
perform his or her City job.
Section 26. Miscellaneous
26.1 Break Periods
All employees will be allowed a fifteen (15) minute break period approximately midway
during the first half of any workday and a fifteen (15) minute break period approximately
midway during the second half of any workday.
26.2 Bilingual Pay Policy
In accordance with the City's Bilingual Pay Policy, the Human Resources Department will
designate the languages to which the pay will apply and assign employees accordingly.
The Bilingual Pay differential for employees receiving it on a continuous basis is one
hundred dollars ($100.00) per month.
26.3 Drug Free Work Place
The parties agree to the City's Drug Free Work Place Policy and Testing Procedure.
26.4 State Disability Insurance
Effective July 1, 2003 the Association membership elected to participate in the State
Disability Insurance (SDI) program. Such SDI coverage is the sole economic responsibility
of the employee, and the City shall not contribute toward the expense of that coverage. In
the event the Association wishes to discontinue this benefit in the future, the Association
must notify the City in writing that a majority of its membership wishes to discontinue
participation in the program. The parties will then meet to discuss how such discontinuation
may occur.
26.5 Educational Reimbursement
The City shall continue the education reimbursement program instituted on July 1, 1971 as
provided for in Appendix B of this MOU and the maximum reimbursement shall be up to
$2000 each fiscal year.
26.6 Management Development
The City will cover the cost of any continuing education or certification/ licensure cost for
certification/ licensure required as part of the employee job description.
City will cover membership cost for association memberships department heads determine
employees need to perform job duties. Departments will make every effort to purchase
department licenses vs individual licenses.
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22-6/30/2025)-Amended June 18,2024
Page 25 of 31
Department will include funds to be used for training and conferences in their annual budget
as long as City funding allows.
26.7 GPS Technology
The City may install and use global positioning system (GPS) technology on City vehicles
to enhance employee safety, assure all vehicles are properly maintained, increase
personnel safety, locate disabled or stolen vehicles, and to conduct historical review of
employee locations that can provide accuracy and transparency during complaint
investigations. All City vehicles will be marked with signage indicating that GPS devices
may be in use.
26.8 Remote Working Policy
The City agrees to meet and confer with MCEA to develop a telecommuting policy that
provides each City department with the ability to evaluate and grant request to
telecommute. Telecommuting opportunities will be based upon duties and department's
operational/business requirements.
26.9 Catastrophic Leave and SDI Administration
In January of 2019, or as soon thereafter as is reasonably possible, the parties will
commence meeting and conferring in good faith about changes to the Catastrophic Leave
Bank (Section 18.7) and State Disability Insurance (SDI) (Section 26.4). These discussion
will focus on the administration and processing of Catastrophic Leave and timelines for
employees providing State Disability Insurance checks to the City in order to buy back leave
accruals.
26.10 Safety Boots or Shoes
The City will pay or reimburse employees in the following classifications for the purchase of
one (1) or more safety boots or shoes (steel or hard toe) that are required for his/her
position.
Positions requiring Safety Boots or Shoes are:
Classification Code
Building Official 3205
Parts Dept. Office Assistant 1550
Public Works Superintendent 2603
Public Works Supervisor 2650
Public Works Fleet Supervisor 2650
Construction Inspection Supervisor 3080
Associate Civil Engineer 3140
Transportation Engineer 3145
Senior Engineer 3150
Supervising Civil Engineer 3175
Project Manager I 3177
Project Manager II 3178
Project Manager III 3179
Supervising Building Inspector 3215
Park Supervisor 5144
Park Manager 5145
Such safety shoes/boots shall be worn as a condition of employment. The maximum
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22-6/30/2025)-Amended June 18,2024
Page 26 of 31
annual reimbursement shall be $250.00.
The changes in this section of the MOU shall become effective the date this MOU is
adopted by the City Council and are not retroactive.
26.11 Years of Service Recognition
Should the City issue any recognition to employees for their years of service, the total years
of service shall be calculated based on the cumulative number of years the employee has
been employed, regardless of any voluntary interruption in employment. This section
applies only to service award recognition and does not affect calculation of seniority for any
other provision of this agreement or for any provision contained in the Civil Service Riles or
City Ordinances.
Section 27. Severability of Provisions
Should any section, clause or provision of this Memorandum of Understanding 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 of
Understanding.
Upon such invalidation the parties agree to meet and confer concerning substitute provisions
for the provisions that were rendered or declared illegal.
Section 28. Past Practices and Existina Memoranda of Understanding
28.1 Past Practice
Continuance of working conditions and practices not specifically authorized by ordinance
or resolution of the City Council is not guaranteed by this Memorandum of Understanding.
28.2 Existing Memorandum of Understanding
This Memorandum of Understanding shall supersede all existing Memoranda of
Understanding between the City and the Association.
MOu-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
Page 27 of 31
SIGNATURE PAGE
AMENDED MEMORANDUM OF UNDERSTANDING
between
CITY OF ALAMEDA
and
ALAMEDA MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION
ALAMEDA MANAGEMENT AND CONFIDENTIAL CITY OF ALAMEDA
EMPLOYEES ASSOCIATION
By By
By
Approved as to form
By
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
Page 28 of 31
APPENDIX A
CITY OF ALAMEDA
MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION
- mamma ANNUAL Ettetttve,
WOE OLASSIFIC.ATION Weft
wooly STEP - STEP 2 STEP 3 STEP 4. STEP S.
MANAGEMENT EINniN
1439 Sustainability and ges'ilPence Manager 36 112 623 118,482 124..305 '130.505 137„134 71312022
1485 Assistant to the City Manager 36 139.794 115,284 121,051 '127,101 133,455 713121322
1313 Assistant City Clerk 38 39.,414 92,821 97.4C-4 102,338 1-37,454 71312022
'013 Assistant City Attorney ii 36 171617 179.359 1,98.327 197,743 237,,629 713r:2022
1E15 Assistant City Atiorney 36 15-8.784 160,703 175.03-9 '183,769 192..972 71312022
/014 Assistant City Attorney I-Prosecudon Unit 37.5 185,383 '173..649 182,323 '191,447 :23'1,023 713/2022
1017 Deputy City Attorney 35 137.:153 144,009 151:213 '158,771 106,701 71112022
1013 Deputy Crty Attorney 11-Prosecution U rid 37.5 142,869 153,310 157 513 165.387 173,654 713/21.22
1111 Deputy City Attorney t 36 112,851 118.493 124,417 133,638 137„173 713/2.022
1023 aepeity City Attorney 1-Prosecution Lrrit 37.5 117„553 123,430 129801 138,031 142 885 71112022
1.0-93 Risk Manager 36 135..389 142,1.40 149.245 1e.e.708 104,543 713/2022
1273. Human Resources Manager 35 149.,6643 157,159 1e5.,033 173,280 131.1943 71312022
I2ee Senior Human Resources AnaIyst 36 112„623 11'8,482 124185 138,805 137,134 7112822
1253 Human Respurce.s Anaiyst 11 36 132,327 107,443 112.815 11e,4ee .124..379 71312022
1259 Human Re.so,urces.Arialyst 1 36 88.489 92,826 27.489 '102,343 137459 713.12022
1897 Controller 36 1 ES.7D7 168,844 174,970 163,725 192,911 71/2022
/895 -Financial:Services Manager 36 :135389 142,140 149:245 158,706 :184543 713.1022
1 e 94 Prinoipal Finarioial Ariaiyst 36 124.102 130,306 136,823 1.4.3,6130 153„849 71312022
1852 Plnance SupenOsor 36 112,823 118482 124.385 130,805 137,134 713/2022
1831 Purcriasing'&Payables.Coordinatcr 36 89,40.8 92,928 .97489 102,343 137.459 713/2022
1e133 Accountant:11 3E 89,681 94,184 99.673 103,916 131,e37 713.12022
1877 Acco.....ntar1. 36 74.265 77,976 01,870 85.969 90,207 71/2022
18134 „info/mai:km Technology Manager 36 125.389 142.140 149.245 '1E4,706 184,543 711'2022
*879 Pub lc Safety iinfortraton TectmOlogy Systems Anaiyst 38 1E2,327 107,443 112:815 '118,466 124.379 71312022
1070 Inforrrtation Techno1ogy Systems Analyst 36 132,327 107,443 11.2,815 1111.458 124,379 7111022
len Tei-J-inology Services Coordinator 36 89.413 92,832 :97.473 102,348 137„484 71312022
2631 Deputy Public Works Director 38 1E7,108 155,327 173,278 131.242 191.043 713/2022
31.9,3 City Erigineer 38 149,e8e 157,189 105,033 173,280 191,943 713.12022
3175 Supervising Clvi Engineer 36 13.7.321 144.168 151.398 158,967 186,9 1'5 71312022
3153 Senior Engineer 36 128,995 132,345 143,013 147,313 154,385 7/3/2022
3143 Associiate Civil Engineer 36 112„823 118.462 124.385 130.805 137,134 71/2022
3145 Transportation Engineer 38 109.000 114,456 123,187 128,187 132.476 71312822
3179 PubIic Works Project Manager III 36 137.321 144,168 151,399 158,967 185,910 71312822
31.79 Pubiic Works Project M.an.ager 38 128.995 133.345 143,013 147..313 154„305 71312022
3177 Pubiic Works Project Manager I 38 112.823 118.482 124,385 130.505 137,134 7/3:2.022
2e3e IoWors-Om-tin:atDr 38 125,995 133.345 14,3„013. 147,313 154,305 7132022
3093 Constructor:inspecton&3.irvey Subervsor 40 12.5„354 131,827 139,20-3 145,120 '152,353 7131022
2803 Public Works S.uperintendent 38 135.389 142..140 149:245 158,700 :164,543 7.1.312022
2053 Pub iic Works Supervisor 36 112,823 118,462 124335 131005 137.134 713/2022
17C 3 Ass:Slant Community Develcprr ent'Director 36 166,e4e 174,977 1,83.720 192,9/2 232.559 71312022
1701 Development ServicesOMsion Atarager 36 158.787 165,4344 174,975 183.725 192,911 71112022
172.9 Base Reuse lMarager 38 149.688 157;169 185,031 173,280 191,943 71312022
1712 Econcr.nic Deve.iopment:Mar.ager 38 149 688 15.7.169 165.033 173,280 191,043 713i2022
1705 Housing Deve/opment.Manag:er 38 13.5„3e;i 142,140 149.24.5 158,706 154,543 71312022
1.715 Community Deve.00rrent Manager 38 135,389 142,140 149.245 156,706 1e4.543 7131022
/7:1:3 'Development Manager .36 112.923 118,402 124,385 130,805 137:134 7112.122
1.723 Community Developrn-erit Program Manager 38 112.823 118.482 124395 130,805 137„1.34 713/2022
hOtra a Vassitk4Vores starriard work iweeki employee a:tuat war*A'ee1 may:1Na.r viirh department approval.
Last mociikfied-on C22t1yPlA4 Page I of 2
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22-6/30/2025)-Amended June 18,2024
Page 29 of 31
CITY OF ALAMEDA
MANAGEMENT AND CONFIDENTIAL EMPLOYEES ASSOCIATION
ammo Etta f
sort CLASSIFICATION Wort
rr NW I VIM/ Ski Ilts+4 MEP D t
!703 Ass;tiara 'farm:-A.B..Hd.nr7&Transpc.ia n'Direct 36 106.645 174.377 133 726'162.a'2 222 5513 7.13. 7%'
3235 Bu ding Offc a! 36 143,895 157,160 1E5,232 173,280 lei coo 7)3:2022
6E33 City Firmer 36 1.48„884 157,182 155 023 173,230 181.243 7112022
6C'23 Pann;rg Senecas Manager- 38 135362 142,140 143.245 168,70e 164:543 7:3!2022.
3232 Plan Check Et;Meer 38 114,665 12C.418 129,455 132,745 138,,422 73,3022
3215 3r?`ervis;n2 Bui dng insicectar 3C 112,622 1':.8,482 124.,365 130,605 13'134 7'3:2022
54293 3L.pervirr g Planner 38 112.,822 178462 1 4,305 130,005 137,134 7712022
3147 Sen cr Transports x Cooresirato:r 3E 112.623 1'8,482 124 3E5 ".30,505 137...734 7112022
51C3 Rexeatcn 5erviae5 Maea3er 36 135.35? 142.140 143,245 165,70C 184.543 7PPJJ 2022
5145 Park Manager 36 112::623 118,482 1.24.385 138,605 137,'34 713:822
5119 Remeakon Manager 38 112,5 2 178,462 124.385 130,605 137 1134 71E2022
5122 Rozreatti Supervisor 38 57.461 102.335 137,449 172,92'1 116..453 773r2022
5144 Park Ar,ei 6enanoes;reierv;se- 38 97,481 102335 137.,449 172421 118.483 7110E17"
33552. 3aran.15 ,3 iranean 35 112.822 118.462 124.385 130,505 137..13-1 7212022
3€45 Library C x uIatcn ettr rt nator 38 e3."74 94.134 99,391 92.,9.E 97 45.3 7/3/2022
4C89 Poll=:Re=Ms&Cc rrrnur.catars k'ar33er 36 112:823 '1"118,482 124..385 130,605 137.•34 713.'2E122
4C65. Palma Rtenc"ds Eucerv.scr 30 16.327 107.443 112:515 171.8,45e 124..370 73/2022
4C57 Cr**Ana yst 36 162.327 107.443 112.815 178,456 124379 713)=2
46.3 Fre Froectier Engineer 36 126,095 133,345 143,013 147,3"3 154/385 7'es2022
481 5 Fire Adrr.'n st!tune Se-v;aes Manager 35 112,822 118,462 124.3E5 130.605 127„134 73552022
4e13 Emergency Medical Services E±�oat'a-•Cee inater 36 113822 178.462 124.3E5 130,505 13 7,'34 7.'3)2022
74C9 Settler lwleragernertfccalysi 38 41242.3 118,482 124.3E5 130,605 137..'34 7ai2022
7413 Armin;stratve Management.Analyst :36 132,327 107,443 112.815 I'8,456 124,:372 7 72022
^42.2, Management Analyst 38 98.468 02,828 97,482 102,343 127450 7112022
'433 Arun'n:s'sat'reServ'cesCaoroi-ata- 32? 82,'74 84.184 88,301 02,8`2 27.4E3 7/112022
1425 Media and Ccrnmurs cafcns Cca-'a rator 36 82,'74 84.,1e4 39.301 112,872 97,463 7312022.
rcNa. MEP t STEP a N!1•i fro 4 uii i °
C071F1OENT1Af tioni-Exlwwr
'4E2� Ar nfirtis ra' re'Teahrlrsan HI 36 Nikes 41.86 43:55 46.'8 48.48 73/' 202
'405 Arm n'stra1ive'Tec'tr::c'sn II 39 34.45 ?8."7 33.C3 36.8 0 -41.88 7/3..2022
'472 Adm:;n3ls raitiae Technic an: 36 31i8 32.81 34.44 30.76 37.90 7112022
7E52 Compute.-Services.•Te..ztnittan 38 38.72 40.81 42.04 44.77 47 C2: 713.2022
1E'93 eptyC3tyVert 36 41,37 43.96 45.15 48.46 55.89 7?3.2022
'4C4 Qrirr:ipalEkect:tvaAssistant 36 41.8'5 43.095 -45.18 42.48 50.8? 7/3.'2022
'50.2 Executive Ass star..1 3E 30.e9 41.86 43.65 48.'6 46.46 711i2022
"572 Paralerg3 36 39.69 41.36 43.85- 45.'6 48.46 713/2022
".571 ParaIepai-irevestiga4+os 37.5 30.83 41.86 43.05 45.10 46.48 72.'2522
':t2 O me Ass: tant 36 311.25 7.2.8 34.44 311.115 37.g2 71121322
und+raates hours:in a ciassiSMICIPS standard a ark aeeF;emiatayeas a::ua1 wart A.eek may d-ler w;.tt a 'nent:awravai.
Last modfied on 19' 2E22 by NM Page 2 cf
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22-6/30/2025)-Amended June 18,2024
Page 30 of 31
Appendix B
- Deco:rimer 3, 1970
REVISED August 26, 1971
•
• C7T,•Y oT' a r MEDA.
f E'OULA P'ONS GOVERNING TEE
EDUCATION >rREIM"ORSEMEt7`.?' iP.CGRAM
I. PROGRAM ESTABLISHED
•
A. An Education Reimbursement Program is established in all City
departments to reimburse qualified full-time City employees
below the level of Division Head for necessary and proper ex-
penses incurred in connection with certain approved educational
costs. This program is designed to encourage City employees
to increase their knowledge and improve their sills for both
the benefit of themselves and the City.
B. The purpose of these regulations is to set forth the rules
under which this program shall be administered.
Ii. ELIGIBILITY •
A. Any full-time City employee below the level of Division Head
may qualify for the Educational R eimbursement Program, except
employees in the following classifications: Police Officer,
Policewoman, Police Sergeant and Police Lieutenant.
B. Any employee who qualifies for benefits under the G.I. Bill.
or some other outside source of funds, for a proposed course
of study will be eligible-only for reimbursement of that por-
tion of tuition and fees not covered by the G,.g. benef ts,
or other outside source of funds.
III. GENERAL RULES AND RErUZATIO?iS
A. Application for education ,rimbursement may be made only for
attendance at a school of recognized and approved educational
standing. _.
B. .Proposed course must relate to the employee's present job, or
to a reasonably predictable future job, with the City. This
means that proposed courses must -be of immediate benefit to
the employee in the performance of'current job assignments,
or in qualifying for promotion within his present field of
specialization, or is part of a logically related saauence
of courses loading to a degree in his present field of
specialization.
C. To benefit from this program an employee rmzst complete the
course of study successfully. This means finishing the pro-
posed course with a passim', oracle.
•
APPENDIX B
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22-6/30/2025)-Amended June 18,2024
Page 31 of 31
eegelatione Governing the -2- December 3, 1970
Education Reimbursement. Program Revised August 26, 1571
D. An employee will not be reimbursed for the costs of taking an
approved course more than once.
, E. Al]. education ar training taken under this program shall be on
an employees time off and shall not be compensated for in any
way by the City of Alameda except by the Educational Reimburse-
ment Program.
F. Employees will not be reimbursed for courses under this program
in the event of separation from the City before successful com-
pletion of a course of study.
IV. ELIGIBLE EXPENSES
A. Educational expenses which qualify for reimbursement under this
program shall include tuition fees, lab fees, books and mileage
upon successful completion of a work related education or train-
ing course which has been approved in advance by the Department
Head and the City Manager.
B. For the purpose of this Program e reimbursement for tuition fees
shall not include separately. collected fees, such as student
body fees, which are not required for enrollment in an approved
course,
C. Reimbursement for mileage shall be based on ..10 a mile in excess of eight miles per round trip. using the most direct
feasible route, from place of residence to the education facil-
ity -where the approved scheduled class is being conducted. The
Department Bead may, at his option and with the approval of the
City Manager, arrange and provide the use of a City vehicle for
transportation to an approved class in lieu of mileage reim-
bursement.
D. To determine the amount of the educational reimbursement, the
Department Read shall require documentation of the expenses
incurred, and may require such documents as receipts, course
schedules, the official book list for-the approved course, evie •
dence of the distance to the education facility, etc.
E. The maximum betefit available to an eligible employee each
fiscal year shall not exceed peU annuelly without prior author-
ization by the City Manager. 444-750
F. ReiMbursement,for the cost of textbooks for approved courses
which are successfully completed as part of this program is
conditioned upon their being turned in to the Department Head
in good condition at the conclusion of the course. . Th4s re-
quirement is not mandatory, but may be implemented at the dis-
cretion of the Department Read.
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
Page 32 of 31
••
sagulat4one Governing the -3- Decem.ber 3, 170
Education ReiMbursemeet Program Revised August 26, 1971
G. In lie of reimbursement for teetbecks exoense described
above, the Department Heed, it his cption may provide text-
books to employees for approved courses. These books must
be returned in good condition to the Department Head at the
completion of the course for use by others taking similar
courses.
V. ADMINISTRATIVE PROCEDURE
A. Prior to enrolling in a course for which reimbursement will
be sought, an employee shall apply through proper channels to
his or her Department Head for authorization to take the course
under the provisions of this proeram. The application shall be
a statement containing the name of the school; the course title
and description, the number of credits or units, the name of
the instructor, the class schedule and an estimate of the
"eligible expenses" as described in Section V.
B. The Department Head will be responsible for determining whether
or not the course qualifies under the program for educational
reimbursement, and so notify the employee who has submitted the
application. Any application, which by itself, or taken with
other applications already submitted and approved, which in-
volves reimbursement of more than ? per employee per year
must receive prier approval by the City Manager.
,a1:5*-7S-70
C. The Department Head mev, at his option, establish regulations
for administering this program in his Department, as long as
they are consistent with these regulations. This may involve,
if desireable, preparation and distribution of a list of courses
which will qualify under this program for the information of
the employees in his Department.
V. AUTHORIZATION AND AMENDMENT
A. The Educational Reimbursement program was authorized by the
Alameda City Council in adopting Resolution No. 7702, dated
December 1. 1970.
B. The rules regulating the Educational Reimbursement Proceam
.shall be established by administrative directive issued by
the Cite/. Manager.
eTDGS11//m5
MOU-City of Alameda&Alameda Management&Confidential Employees Association (07/01/22—6/30/2025)—Amended June 18,2024
Page 33 of 31
I, the undersigned, hereby certify that the foregoing Resolution was duly
and regularly adopted and passed by the Council of the City of Alameda in a
regular meeting assembled on the 18th day of June 2024, by the following vote to
wit:
AYES: Councilmembers Daysog, Herrera Spencer, Jensen,
Vella and Mayor Ezzy Ashcraft— 5.
NOES: None.
ABSENT: None.
ABSTENTIONS: None.
IN WITNESS, WHEREOF, I have hereunto set my hand and affixed the
seal of said City this 19th day of June 2024.
iqYki9\ f
Lara Weisiger, City Ierk
City of Alameda
APPROVED AS TO FORM:
Yibin Sfien, Attorney
City of Al eda