Resolution 16374 Docusign Envelope ID: EA7E8C6F-5DCA-82B4-823D-B08017A0618B
CITY OF ALAMEDA RESOLUTION NO. 16374
APPROVING LETTER OF UNDERSTANDING BETWEEN THE
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL 689,
AND THE CITY OF ALAMEDA
WHEREAS, a proposed Letter of Understanding between the International
Association of Firefighters, Local 689 (IAFF) and the City of Alameda clarifying provisions
of the memorandum of understanding from December 19, 2023 to December 31, 2025,
and July 1, 2025 to June 30, 2027 ("MOU") has been submitted to this Council; and
WHEREAS, compensation used in pension calculations under the California
Public Employees' Retirement Law (PERL) must meet specific requirements in Title 2
California Code of Regulations sections 571 and 571.1; and
WHEREAS, clarifications to the IAFF MOU related to acting procedures and pay,
holidays, and career development incentive program are necessary to comply with the
PERL; and
WHEREAS, the Council of the City of Alameda has fully examined said proposed
Letter of Agreement, a copy of which is on file in the Office of the City Clerk, and thereby
finds and determines adoption of said documents to be in the best interest of the City;
and
WHEREAS, the Council of the City of Alameda has considered the financial impact
of the proposed Letter of Understanding on various City funds.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Alameda
that said Council hereby approves and adopts the Letter of Agreement, in the form attached
hereto as Exhibit "A" and incorporated herein by this reference; and
BE IT FURTHER RESOLVED that the provision of this Resolution shall supersede
any other resolution in conflict herewith.
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EXHIBIT A
Letter of Agreement
Between
The City of Alameda
And
International Association of Firefighters, Local 689 (IAFF)
Regarding MOU Section 11.5 Acting Procedures and Pay, Section 16 Holidays, Section 25.4
Career Development Incentive Program, and Appendix "C" Career Development Incentive
Program
Subject to approval by the authorized representatives of the City of Alameda (the City) and
the International Association of Firefighters, Local 689 ("IAFF") (collectively, "Parties"), this
letter of agreement clarifies specific provisions of the December 19, 2023 to December 31,
2025 Memorandum of Understanding between the Parties ("MOU"), and the January 1,
2026 to December 31, 2027 MOU between the Parties to comply with the Public
Employees' Retirement Law, and other applicable statutes and regulations, for use in the
calculation of pension benefits through the California Public Employees' Retirement System.
Section 1. Subsection 11.5 (Acting Procedures and Pay) of Section 11 (Overtime, Call
Back,Acting Pay, Compensatory Time) is revised in its entirety to incorporate clarifications
as follows:
"11.5 Acting Procedures and Pay
An employee assigned 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 at least five percent (5%) above
the salary of the employee assigned to the acting position. However, the maximum
salary will be that 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. 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."
Section 2. Section 16 (Holidays) is revised in its entirety to incorporate clarifications as
follows:
"Section 16. Holidays
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Effective December 19, 2023, any employee regularly assigned and working a fifty-six
(56) hour work schedule, will be paid additional compensation for holidays at the
straight-time daily rate of 4.99% of their regular salary. Effective the first full pay period
in January 2024, any employee regularly assigned and working a fifty-six (56) hour work
schedule, will be paid additional compensation for holidays at the straight-time daily rate
of 6.92% their regular salary. Holiday compensation is in recognition of the fact that
employees on a fifty-six (56) hour work schedule experience required scheduled staffing
without regard to holidays, where employees are regularly scheduled to work on
holidays as a part of their normal full-time schedules and are paid in lieu of time off
during the following approved holidays:
• New Year's Day, January 1st
• Martin Luther King, Jr. Day, Third Monday in January
• Presidents Day, Third Monday in February
• Memorial Day, Last Monday in May
• Independence Day, July 4th
• Labor Day, First Monday in September
• Veteran's Day, November 11th
• Thanksgiving Day, Fourth Thursday in November
• Day After Thanksgiving, Fourth Friday in November
• Christmas Day, December 25th
Any employee regularly assigned and working a forty (40) hour work schedule will
celebrate the same holidays celebrated by the City, but shall not receive any extra
compensation in addition to the employee's regular salary. For the purpose of this
paragraph, the thirteen (13) holidays are New Years Day, Martin Luther King, Jr. Day's
Birthday, President's Day, Memorial Day, July 4th, Labor Day, Veterans Day,
Thanksgiving Day, the Day after Thanksgiving Day, Christmas Day, and three (3)
floating holidays each calendar year, to be scheduled by mutual agreement between the
employee and the Department Head or designated representative. The employees may
take the three (3) floating holidays only after completion of twelve (12) months service
with the City.
Employees assigned to a regular 40 hour office assignment identified in the
organizational chart and receiving time off for Holidays listed above may, with prior
approval of the Fire Chief, work a suppression shift on the Holidays listed above. The
employee shall be paid for the holiday and will receive time and one-half (1-1/2) base
pay at their suppression rate for all hours worked on the holiday.
Any additional compensation for infrequent suppression shifts described in this section
shall not be reported to CaIPERS as compensation earnable, consistent with the
definitions and requirements set forth in the California Public Employees' Retirement
Law (PERL) and applicable CaIPERS regulations. The additional half-time (1/2) pay
above straight time does not qualify as holiday pay special compensation for the
purposes of CaIPERS pension calculations.
Effective February 22, 2026, any employee regularly assigned and working a fifty-six
(56) hour work schedule, will be paid additional compensation for holidays at the
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straight-time daily rate of 6.92% their regular salary. Holiday compensation is in
recognition of the fact that employees on a fifty-six (56) hour work schedule experience
required scheduled staffing without regard to holidays, where employees are regularly
scheduled to work on holidays as a part of their normal full-time schedules and are paid
in lieu of time off during the following approved holidays:
• New Year's Day, January 1st
• Martin Luther King, Jr. Day, Third Monday in January
• Presidents Day, Third Monday in February
• Memorial Day, Last Monday in May
• Juneteenth, June 19th
• Independence Day, July 4th
• Labor Day, First Monday in September
• Veteran's Day, November 11th
• Thanksgiving Day, Fourth Thursday in November
• Day After Thanksgiving, Fourth Friday in November
• Christmas Day, December 25th
Any employee regularly assigned and working a forty (40) hour work schedule will
celebrate the same holidays celebrated by the City, but shall not receive any extra
compensation in addition to the employee's regular salary. For the purpose of this
paragraph, the fourteen (14) holidays are New Years Day, Martin Luther King, Jr. Day's
Birthday, President's Day, Memorial Day, Juneteenth, July 4th, Labor Day, Veterans
Day, Thanksgiving Day, the Day after Thanksgiving Day, Christmas Day, and three (3)
floating holidays each calendar year, to be scheduled by mutual agreement between the
employee and the Department Head or designated representative. The employees may
take the three (3) floating holidays only after completion of twelve (12) months service
with the City.
Employees assigned to a regular 40 hour office assignment identified in the
organizational chart and receiving time off for Holidays listed above may, with prior
approval of the Fire Chief, work a suppression shift on the Holidays listed above. The
employee shall be paid for the holiday and will receive time and one-half (1-1/2) base
pay at their suppression rate for all hours worked on the holiday. Any additional
compensation for infrequent suppression shifts described in this section shall not be
reported to CaIPERS as compensation earnable, consistent with the definitions and
requirements set forth in the California Public Employees' Retirement Law (PERL) and
applicable CaIPERS regulations. The additional half-time (1/2) pay above straight time
does not qualify as holiday pay special compensation for the purposes of CaIPERS
pension calculations."
Section 3. Subsection 25.4 (Career Development Incentive Program) of Section 25
(Miscellaneous) is revised in its entirety to incorporate clarifications as follows:
"25.4 Career Development Incentive Program
The purpose of this program is to award eligible employees in recognition of achievement of
education, training and experience which enhances an employee's ability to perform the
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duties of their position. The City has implemented a program to verify the relevance and
benefit of such achievements.
The program consists of three levels, Basic (Level), Intermediate (Level II), and Advanced
(Level III). Employees qualifying for an award shall receive an additional percentage
calculated on base salary at each level for which they are qualified as outlined below.
Basic (Level 1): Additional 4.0%
Intermediate (Level 2): Additional 5.0%
Advanced (Level 3): Additional 5.0%
All IAFF members qualifying for the Career Development Incentive Pay under Section 25.4
shall receive an additional four percent (4.0%) calculated on their base pay for those
awarded Basic Level 1. Thereafter, employees qualifying for the Intermediate Level 2 shall
receive an additional five percent (5%) calculated on their base pay plus the Level 1 benefit.
Employees qualifying for the Advanced Level 3 shall receive an additional five percent (5%)
calculated on their base pay plus the Level 1 benefit plus the level 2 benefit compounded.
Percentages shall be compounded.
For Example:
Career Development (CD) Level 1 = (Base Pay x 4%)
Career Development (CD) Level 2 = ((Base Pay + CD Level 1) x 5%)
Career Development (CD) Level 3 = ((Base Pay + CD Level 1 + CD Level 2) x 5%)
The following Career Development Incentive Pay structure applies to IAFF members that
qualify for Career Development Incentive Pay under Section 25.4 of the IAFF MOU in effect
between June 30, 2013 through December 19, 2023. These employees shall receive an
additional three percent (3.0%) calculated on their base pay for those awarded Basic Level
1. Thereafter, employees qualifying for the Intermediate Level 2 shall receive an additional
four percent (4%) calculated on their base pay plus the Level 1 benefit. Employees
qualifying for the Advanced Level 3 shall receive an additional five percent (5%) calculated
on their base pay plus the Level 1 benefit plus the Level 2 benefit. Percentages shall be
compounded.
For Example:
Career Development (CD) Level 1 = (Base Pay x 3%)
Career Development (CD) Level 2 = ((Base Pay + CD Level 1) x 4%)
Career Development (CD) Level 3 = ((Base Pay + CD Level 1 + CD Level 2) x 5%)
Incentive Program Criteria
To qualify for an award, effective beginning the first full pay period following Council
Approval, employees shall complete combinations of education, training and/or department
involvement as described in each of the three (3) levels below.
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Basic (level 1): To be eligible to receive the Basic (Level 1) incentive, employees
covered by this MOU must:
• Maintain accreditation as an EMT or EMT-P; and
• Attain certification as at least one of the following and be an active
member of the Fire Department Program:
o Cert Instructor
o CPR Instructor
o Hazmat Technician
o Marine Operations - Fire boat operator, Rescue boat operator,
Rescue swimmer, or Rescue diver.
o Rescue Systems 1 Certified
o Technical Rescue Technician
o Shift Trainer Coordinator
Intermediate (level 2): To be eligible to receive Intermediate (Level 2) incentive,
employees covered by this MOU must:
• Maintain all requirements of the Basic (Level 1) incentive; and
• Complete all Company Officer or Fire Officer course work through the
California State Fire Training Office; or
• Be certified as a Fire Apparatus Driver/Operator Pump Apparatus
through the California Fire Marshal; or
• Be certified as a Community Paramedic; or
• Be qualified to act in a classification above Firefighter; or
• Be promoted to Apparatus Operator, Captain, or Battalion Chief
Advanced (level 3): To be eligible to receive Advanced (Level 3) incentive, employees
covered by this MOU must:
• Maintain all requirements of the Basic (Level 1) and Intermediate
(Level 2) incentive, and
• Possess as a minimum a Bachelor of Arts or Bachelor of Science
Degree from an accredited institution or
• Possess an Associate of Arts (AA) or Associate of Science degree, in a
field related to the fire service, from an accredited institution, or
• Serve as a Program Manager in one or more of the critical
Departmental Programs listed in GOB 2-82. Program Managers are
required to file budget and/or administrative paperwork as directed; or
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• Be a certified instructor through the California State Fire Training Office
and working as a department resource; or
• Be a certified instructor and providing paramedic required certification
to Alameda Fire Department Members;
• Be a certified Special Operations Instructor/Trainer by the Alameda
Fire Department and working as a department resource. Special
Operations Instructors/trainers will be required to participate and assist
in the planning, development and delivery of instruction; Special
Operations Instructors and Trainers are limited as listed in GOB 2-82;
or
• Be certified as a Fire Officer or Company Officer through the California
State Fire Marshal."
Section 4:Appendix "C" —Career Development Incentive Program is removed in its entirety.
Section 5. Except as expressly modified by this letter agreement, the provisions of the MOU
shall remain unchanged. This letter agreement will expire with the term of the MOU.
This letter agreement is hereby executed by the authorized representatives of the Parties on
the date specified.
Dated: , 2026.
Adam Politzer, City Manager Byong Kim, IAFF President
Juan Medrano
Ty Zollner
Philip Fernandez
APPROVED AS TO FORM:
By:
Douglas W. McManaway,
Assistant City Attorney
Docusign Envelope ID: EA7E8C6F-5DCA-82B4-823D-B08017A0618B
* * * * *
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 17th day of March 2026, by the following vote to wit:
AYES: Councilmembers Boller, Daysog, Jensen, and Mayor Ezzy
Ashcraft — 4.
NOES: None.
ABSENT: Vice Mayor Pryor— 1.
ABSTENTIONS: None.
IN WITNESS, WHEREOF, I have hereunto set my hand and affixed the seal of
said City this 18th day of March 2026.
LIAMDocuSigned by:
UJuSiV,P
Lara eisiger, City Clerk
City of Alameda
APPROVED AS TO FORM
5Signed by:
MIA, SIB.
uo4eu ai aa�e...
Yibint� en, City Attorney
City of Alameda