Transcript Adventure Works Annik Stahl July 2002

City and County of San Francisco
Department of Human Resources
Employee Relations Division
Overview Presentation on
BARGAINING 2006
July 14, 2006
City and County of San Francisco
Department of Human Resources
1
Bargaining 2006
General MOU Provisions
 Term
 Three Year Deals (7/1/06 – 6/30/09)
 Exceptions: 1 year MOU terms for Nurses and Supervising Nurses
 General Wage Increases
 Crafts, Local 21, DPOA, D.A. Investigators, Teamsters L350,
Teamsters L856 (multi), TWU 250-A (multi and 7410):




12/30/2006
6/28/2008
12/27/2008
SEIU Tri-Local, MAA, UAPD, Operating Engineers, Institutional
Police, Laborers, Stationary Engineers L39, TWU L200:




FY06-07: 2.5%
FY07-08: 2.0%
FY08-09: 3.5%
FY06-07: 2.5% 12/30/06
FY07-08: 2.0% 4/5/08
FY08-09: 3.75% 4/4/09
Exceptions: MEA, Nurses, Supervising Nurses
City and County of San Francisco
Department of Human Resources
2
1
Bargaining 2006
General MOU Provisions
 Employer Paid Member Contribution (EPMC)

7.0% wage increase on 7/1/06 in exchange for employee agreement to resume
paying their own employee retirement contribution to SFERS in the amount of
7.5% of covered gross salary.


7.5% wage increase on 7/1/06 in exchange for employee agreement to resume
paying their own employee retirement contribution to PERS in the amount of 9%
of covered gross salary.



Exceptions: SEIU Tri-Local
Exceptions: Deputy Probation Officers, Teamsters, Local 856 (multi)– PERS only
Employer interest: recruitment and retention.
Employee interest: higher salary for retirement calculation.
 Floating Holidays



The additional 5 Floating Holidays in recognition of employee payment of the
member contribution to retirement sunset.
Unused Floating Holidays automatically carry over one fiscal year.
Floating Holidays may be used in hourly increments (to the extent operationally
feasible; same as with Vacation or Compensatory Time usage).
City and County of San Francisco
Department of Human Resources
3
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
 Step Advancement based on Satisfactory Performance
 Effective July 1, 2006, step advancement will be based on satisfactory
performance.
 Default– employees will receive their scheduled step increase, unless
the Department determines that the employee’s performance has not
been satisfactory.
 Employees may grieve denial of step advancement. Performance
evaluations may be used as evidence, but the evaluation itself will not
be subject to the grievance procedure.
 “Step increment due date” or “Step increase anniversary date” will not
change as a result of any denial.
 Each MOU has a slight variation, so please refer to the MOU for
specifics.
 For example, most MOUs require a notice period for intent to
withhold step increases. We generally recommend a 60-day
notice.
 ERD will issue an instructional memo shortly, followed by trainings.
City and County of San Francisco
Department of Human Resources
4
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
 Probationary Periods

Length: (Generally)




Administration:


One year for new hires
Six months for promotive appointments
Three months for all other job changes
Managers should initiate probationary reviews at least thirty (30) days prior to
the expiration of the probationary period in order to ensure that the
probationary period does not unintentionally lapse.
Probationary Period Duration: The duration of the probationary period shall be
pursuant to the terms of the applicable MOU existing at the time of the
appointment.


For example, for a new employee hired on June 1, 2006 under a 2003-2006
MOU that provided for a six month probationary period, his/her probationary
period shall conclude COB November 30, 2006.
However, if the probationary period for new hires was increased from six
months to one year under the successor 2006-2009 MOU, the probationary
period for an employee hired on July 1, 2006 shall conclude close of business
June 30, 2007.
City and County of San Francisco
Department of Human Resources
5
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
 Expedited Arbitration Processes

Many MOUs now have expedited arbitration processes for suspensions
and terminations.

SEIU and Local 21 agreed to work out details for an expedited process
for suspensions of over 15 days and terminations this August with a
goal of concluding arbitration in 90 days.
 Personnel Files
 Currently, most MOUs have a prohibition against using disciplinary
materials that are older than 2 or 3 years, with some exceptions.


In general, exceptions have been expanded to include “material
relating to disciplinary actions based on the misuse or being under the
influence of drugs or alcohol at work; acts which would constitute a
crime; workplace violence; or mistreatment of persons including
retaliation, harassment or discrimination of other persons based on a
protected class status.”
SEIU contract provides that the above documents can be used for 5
years, as opposed to 3 years for other kinds of violations.
City and County of San Francisco
Department of Human Resources
6
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
 Pilot Wellness Program


The Pilot Wellness Program was not achieving the expected savings
and reduction in sick leave usage.
The program will expire at the end of all MOUs
 Exception: SEIU will expire on June 30, 2010.
 Pay Reduction in Lieu of Suspension






Departments may temporarily reduce an employee’s pay by 1 step for
a certain period of time, in lieu of issuing an unpaid suspension.
Only for FLSA-covered employees (or “Non-Z” in CCSF speak).
Please refer to the MOU to verify that this is an option for use.
Suggest using temporary reduction in pay to address attendance
issues.
Not available in the SEIU or Nurses MOU.
Check with ERD to confirm its application in each MOU.
City and County of San Francisco
Department of Human Resources
7
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
 Governmental Accounting Standards Board (GASB)
Committee

City and Unions agreed to form a committee to ensure that there is
sufficient funding for retiree medical expenses.

Pursuant to GASB 45, state and local government employers must
account for, and report, the annual cost of Other Post Employment
Benefits (OPEB) in the same way they report pensions.

City must estimate the future value of such benefits for its retirees
and then calculate an actuarially derived yearly expense to be
shown on its budget. Currently, retiree health is pay-as-you-go
funded.

The first GASB Committee meeting will be held this Fall.
City and County of San Francisco
Department of Human Resources
8
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
File
Numbers
06-0740
06-0741
06-0742
Bargaining Unit
Deputy Probation Officers Association
Transport Workers Union, Local 250-A,
Multi-Unit
Transport Workers Union, Local 250-A,
(7410)
Step Increases
Based on
Satisfactory
Performance
Consistent
Employee
Probationary
Periods
X
N/A
X
Disciplinary
Action to
Personnel Files
Temporarily
Expedited
Related to
Reduce
Grievance and
Specific
Employee's
Arbitration
Disciplinary
Pay
Procedures
Actions
X
Retiree
Medical
Benefits
Committee
Expiration
of Pilot
Wellness
Incentive
Program
N/A
X
X
X
X
X
X
X
X*
X
X
N/A
X
X
X*
06-0743
Teamsters, Local 856
X
X
X
X
X
X
X
06-0744
Teamsters, Local 350
X
X
X
X
N/A
X
X*
06-0745
Supervising Probation Officers
X
X
X
X
X
X*
06-0746
Operating Engineers, Local 3
06-0747
District Attorney Investigators
Association
06-0748
Municipal Attorneys Association
06-0749
Unrepresented Employees
X
N/A
06-0750
Service Employees Intl. Union Locals
UHW 535 & 790
X
X
X
06-0751
SEIU, Local 790 & Per Diem Nurses
N/A
X
X
X
X
X
X
X
N/A
N/A
N/A
X**
X
N/A
N/A
N/A
X
X
X
X
X
X
City and County of San Francisco
Department of Human Resources
9
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
File
Numbers
Bargaining Unit
Step Increases
Based on
Satisfactory
Performance
Consistent
Employee
Probationary
Periods
Disciplinary
Action to
Temporarily
Reduce
Employee's
Pay
Expedited
Grievance and
Arbitration
Procedures
Personnel Files
Related to
Specific
Disciplinary
Actions
Retiree
Medical
Benefits
Committee
Expiration
of Pilot
Wellness
Incentive
Program
X
X
X
X
06-0752
Supervising Nurses, Local 856
X
N/A
06-0753
Transport Workers Union, AFL-CIO,
Local 200
X
X
X
X
X
X
X
06-0754
Institutional Police Officers Association
X
N/A
X
X
X
X
X
X
X
X
X
X
X
06-0755
06-0756
06-0757
International Brotherhood of Electrical
Workers, Local 6
Automotive Machinists Union, Local
1414
United Association Journeymen,
Plumbers, Local 38
X
X
X
X
X
X
X
X
06-0758
Laborers International Union, Local 261
X
X
X
X
X
06-0759
Consolidated Crafts
X
X
X
X
X
X
X
X
X
N/A
N/A
N/A
X
N/A
X
X
N/A
X
X
X
X
X
X*
N/A
X
X**
X
06-0760
06-0761
06-0762
06-0763
Int Federation of Prof & Tech Engineers,
Local 21
Committee of Interns and Residents,
SEIU
Union of American Physicians &
Dentists, Unit 8-CC
Union of American Physicians &
Dentists, Unit 11-AA
06-0764
Municipal Executive Association
06-0765
Stationary Engineers, Local 39
N/A
N/A
N/A
X
N/A
N/A
City and County of San Francisco
Department of Human Resources
10
1
Bargaining 2006
General MOU Provisions – Civil Service Reforms
 Performance Incentive Pay Programs

MEA, Local 21, Deputy Probation Officers, Supervising Probation
Officers, Supervising Nurses.
 Consolidated Craft MOU

15 of the smaller craft union contracts are consolidated into one
master agreement.
City and County of San Francisco
Department of Human Resources
11
1
Bargaining 2006
Substance Abuse Testing
CURRENT SUBSTANCE ABUSE TESTING PROGRAMS
PreEmployment
Random
Reasonable
Suspicion/
Reasonable
Cause
DOT Classes
X
X
X
X
X
SF Fire Dept.
X
X
X
X
X
SEIU 790 (at
the Airport)
X
X
X
X
X
Class 7501
(at DPW)
X
X
X
X
X
Post-Accident/
Serious
Incident
Return-toDuty/
Follow-Up
City and County of San Francisco
Department of Human Resources
12
Bargaining 2006
Substance Abuse Testing
 MOU’S With New Substance Abuse Testing Provisions

IFPTE, Local 21

TWU, Local 250A (7410’s)

Consolidated Crafts

Laborers, Local 261

Electricians, Local 6

Plumbers, Local 38

Stationary Engineers, Local 39
(Contained in Side Letter)
City and County of San Francisco
Department of Human Resources
13
Bargaining 2006
Substance Abuse Testing
MOU
Meet and Confer Timeline
Sept. 30,
2006
Jan. 1,
2007
Consolidated
Crafts
Electricians
Implementation
Deadline
Term of
Agreement
Term of Agreement
X
X
X
X
IFPTE, Local 21
X
X
Laborers
X
X
Plumbers
X
X
Stationary
Engineers
TWU 250A - 7410's
X
X
X
X
City and County of San Francisco
Department of Human Resources
14
Bargaining 2006
CRAFTS
City and County of San Francisco
Department of Human Resources
15
Consolidated Craft MOU
Bricklayers, Local 3
Building Inspectors Association
Carpenters, Local 22
Cement Masons, Local 300
Glaziers, Local 718
Hod Carriers, Local 36
IATSE, Local 16
Ironworkers, Local 377
Painters, Local 1176
Pile Drivers, Local 34
Plasterers, Local 66
Roofers, Local 40
Sheet Metal Workers, Local 104
Teamsters, Local 853
City and County of San Francisco
Department of Human Resources
16
1
Consolidated Craft MOU
 Reading the Consolidated Craft MOU

All provisions (including premiums) apply to ALL
participating unions, except in the following cases:
 If specific classes are noted, and/or
 If there is a reference to a union’s specific appendix.

When specific classes are noted in a provision, that
provision only applies to those specific classes.

Provisions in each union’s respective appendix apply
only to that union.

Premiums that did not previously apply to some unions
will now apply due to the consolidation.
 In many cases, this application is likely to be
nominal.
City and County of San Francisco
Department of Human Resources
17
Consolidated Craft MOU
 Equity Adjustments– please refer to the MOU for specifics.
 Consolidated Craft MOU Lump Sum: $500 (July 2006)
 Mandatory Overtime is no longer subject to the “5 day look-back” rule.
 Tuition Reimbursement

Annual fund of $4,500 per year and up to $250 per employee for:
Bricklayers/Hod Carriers, Cement Masons, Glaziers, IATSE, Iron
Workers, Painters, Pile Drivers, Plasterers and Roofers.
 Expedited Arbitration

A new process is now available for grievances regarding disciplines short
of termination.
 Probationary Period




2,080 hours for new hires
1,040 hours for promotive appointments within the bargaining unit
520 hours for all other types of appointments
173 hours for provisional appointees who have served the equivalent of a
probationary period.
City and County of San Francisco
Department of Human Resources
18
1
Consolidated Craft MOU

Building Inspectors Association



Carpenters, Local 22


Protective Clothing Premium - $1.50 per hour when assigned to perform work using
designated protective clothing
Painters, Local 1176





Certification Premiums

Maximum percentage: 4%  5%

Certified Building Official: 3%  4%

Plans Examiner: 2%  3% (3.5% with ATC Safety Assessment Prog. Cert.)
OSHPD - $5  $8 per hour (performance based)
Height Work Pay - $1hr for work over 50 feet; $2 for over 100 feet; $3 for over 180 feet.
Thermo Plastic Applicators Premium - $0.75  $1.50 per hour
Night Shift – 15%
7242 Painter Supervisor I – flat rate at current step 5
Teamsters, Local 853




Specialized Equipment Premium (replacing Boom Truck and Front End Loader Premium) $1.25 per hour (performance based)
Street Sweeper/Uncertified Boom Truck Premium (replacing Tow Tilt Trailers, Trailers, Or
Other Equipment Over 6000 Pounds Gross Weight Premium) - $0.50 per hour (performance
based)
Boom/Winch Truck Premium (replacing Portable Toilet Vacuum Truck Premium) - $2 per hour
when assigned to designated equipment
Removed Semi-Tractor Trailer Combinations Premium and Sewer Cleaner, Catch
Basin/Storm Drain Cleaner, or Grit Truck Premium
City and County of San Francisco
Department of Human Resources
19
1
Electricians, Local 6

Equity Adjustments – Please refer to the MOU for specifics.

Lump Sum – 6252 Line Inspector shall receive $10,418.59 July 2006.

Premiums:


OSHPD – $8 per hour (performance based)
Certifications – (not to exceed 5%):







General Building Official
Electrical Plan Review
Fire Alarm (IAEI) or Protection (NPDA)
Mechanical Inspector
Residential Energy Code Specialist
4%
2%
2%
2%
1%
Lead Certification Premium – 7308 Cable Splicer now also eligible.
Standby:


10% when outfitted with an electronic paging device or cell phone
25% when on call for immediate emergency service.

Professional Development – $250 per employee in July of 2006.

LTD – after 180 day elimination period, sixty percent (60%) of salary.
City and County of San Francisco
Department of Human Resources
20
1
Laborers, Local 261
 Pneumatic Tools Premium:



July 1, 2006: Increases from $0.70 to $1.25
July 1, 2007: Increases from $1.25 to $1.30
July 1, 2008: Increases from $1.30 to $1.35
 District Captain Pay

Receive an additional 5% of pay for each day when their regularly
assigned Supervisor II is absent
 Lead Pay

Added clarifying language
 Standby



Standby rates are as follows:
 10% when outfitted with an electronic paging device or cell phone.
 25% when on call for immediate emergency service.
When called to perform regular duties in emergencies while on standby
service, employees shall be paid the usual rate of pay for such service.
Standby pay shall not be allowed in classes whose duties are primarily
administrative in nature.
City and County of San Francisco
Department of Human Resources
21
1
Operating Engineers, Local 3
 Crane Certification Premium

Effective July 1, 2006, employees required to possess a crane
certification (over 25 feet or 15,000 pounds) shall receive a two
percent (2%) premium for all hours paid.
 Mandatory Overtime is no longer subject to the “5 day
look-back” rule.
City and County of San Francisco
Department of Human Resources
22
1
Stationary Engineers, Local 39

Wage Adjustments (effective 7/1/06)



Multiple License Premium


Response to a page by telephone or response to an inquiry by telephone
during off hours shall be paid at a minimum of one-half (1/2) hour worked
or actual time spent, whichever is greater.
Apprenticeship Fund


Increased from 5% to 7.5% and expanded to include certifications and
licenses required by the State or the City.
Call Back Pay


Classes 7205, 7252, and 7245 1%
Classes 7335, 7373, and 7343 0.33%
The City agreed to increase its contribution from $200 to $500 per
employee.
Parking

A labor-management committee will develop solutions to transportation
and parking issues.
City and County of San Francisco
Department of Human Resources
23
1
Plumbers, Local 38
 Wage Adjustments: (effective 7/1/06)
 7239 Plumber Supervisor II
2.5%
 7248 Steam Fitter Supervisor II
2.5%
 7284 Utility Plumber Supervisor II
2.5%
 1466 Meter Reader
4.0%
 Mandatory Overtime is no longer subject to the “5 day look-
back” rule.
 Tuition Reimbursement
 Annual Allocation increased from $3,000  $5,000
 Professional Development
 Effective July 2006, $500 per employee.
 Automobile Allowance
 $100 (was $35) per month when used 6 (was 11) or more working
days in a month.
 Apprenticeship Program (to be expanded)
City and County of San Francisco
Department of Human Resources
24
1
Plumbers, Local 38
 Backhoe, Boiler and CFC Certification Premium

3% premium (status based)
 Lead Worker– Now limited to non-supervisory classifications.
 Standby Premium – 20% of regular straight time rate
 Night Shift – 10% for hours of 5pm to 7am
 Bilingual Premium – Increased from $35  $40 bi-weekly
 Epoxy Premium – $0.75 an hour (performance based)
 Inspector Certification Premiums

The following premiums for employees in classes 6242 Plumbing Inspector,
6244 Chief Plumbing Inspector, and 6246 Senior Plumbing Inspector, not
exceed 5%:
 Certified Plumbing Inspector
3%
 Wet Side Piping Inspector
3%
 Plans Examiner
2%
 Mechanical Inspector
2%
City and County of San Francisco
Department of Human Resources
25
1
Bargaining 2006
HEALTH
City and County of San Francisco
Department of Human Resources
26
UAPD, Units 8-CC & 11-AA
(Medical Examiner’s Office)
 Additional Steps:

Additional 5.0% Step on 12/30/06 (2210, 2220, 2230,
2232, 2233, 2236, 2292, 2582, 2598)

Additional 5.0% Step on 12/29/07 (2230)

Additional 2.5% Step on 12/29/07 (2210, 2220, 2232,
2233, 2236, 2292, 2582)
City and County of San Francisco
Department of Human Resources
27
1
Bargaining 2006
TRANSIT
City and County of San Francisco
Department of Human Resources
28
TWU, Local 250-A (7410)

Tire Premium


Emergency Road Repairs


Increased from $1.00  $1.20 per hour.
Specialty Fleet/Equipment Allowance


Increased from $1.00  $1.20 per hour.
$450 annual payment each December.
Life Insurance


$14,000 term life insurance policy for employees with more
than five (5) years of service.
$6000 term life insurance policy for employees with five (5)
years or less of service.
City and County of San Francisco
Department of Human Resources
29
Bargaining 2006
SEIU 790, 535 and UHW
City and County of San Francisco
Department of Human Resources
30
SEIU 790, 535 and UHW
 EPMC – City will pay the 7.5% EPMC.
 Equity Adjustments– Refer to the MOU for specifics.
 Elimination of the Word Processing Premium –

This premium shall be eliminated and employees who received it in fiscal
year 2005-2006 shall receive two annual lump sums in equivalent amounts
(payouts in September 2006 and 2007).
 Personnel Files:

Disciplinary materials related to certain serious infractions will remain in the
file for 5 years.
 Probation:

6 months for new hires and promotions; 3 months for all other circumstances
(i.e. transfers, bumping, etc…). Certain classes maintain 12 month initial
probation.
 Written Warnings:

Written warnings are no longer subject to Skelly procedural requirements.
City and County of San Francisco
Department of Human Resources
31
1
SEIU 790, 535 and UHW
 As-Needed Employees


As Needed/Provisional Labor/Management Committee: established through
12/30/07 to review usage of as-needed and provisional employees.
As Needed Health Benefits and Committee: the City agreed to fund as-needed
employee health insurance as follows:
 $500,000 in FY06-07, and $2,000,000 in FY07-08 and FY08-09
 Retirement Committees


The City and the Union will participate in a city-wide taskforce to explore options for
improving retirement benefits for non-safety retirement members.
The City and the Union will meet and confer regarding possible implementation of
PERS 3% at 55 for safety retirement members. The parties agreed the process will
conclude within 6 months of the City receipt of actuarial data from PERS.
 Floating Holidays

One additional floating holiday per fiscal year after 20 years of service.
 Tuition Reimbursement

The annual contribution amount increased to $120,000.
City and County of San Francisco
Department of Human Resources
32
1
SEIU 790, 535 and UHW
 Shift Bidding Process

The process shall not be applied in an arbitrary and capricious manner.
 Reassignment:

An employee may not be voluntarily reassigned more than twice in 2 years.
 Contracts and Grants:

Summaries of any proposed grant agreement (when the essential services could
be performed by SEIU members) will be provided to the Union no later than 30
days prior to submission of the grant for authorization.
 Uniforms/Protective Clothing


8302 Security Guard and 1705 Communications Dispatcher II shall receive a
uniform allowance of $500 September 1st of each year.
Employees whose normal duties require them to work in the rain shall be
provided with rain gear, including a coat, hat or hood, pants, and overshoes or
rain boots.
 “Z” Designated Employees

“Z” designated employees may cash-out compensatory time earned on legal
holidays for paid overtime at fiscal year end.
City and County of San Francisco
Department of Human Resources
33
1
SEIU 790, 535 and UHW
 Health and Safety Committee and Trainings


Combined the Health & Safety and Workers’ Comp Committee, which shall meet at
least once a quarter and issue annual reports to the Board of Supervisors and
Union.
Will provide training to custodians on proper procedures for handling infectious
waste.
 Expedited Grievance Appeals Process for Terminations and
Disciplines of over 15 days


Timely and efficient resolution of such grievances, preferably within 90 days of the
request for arbitration.
The parties shall meet and confer over a new appeals process in July 2006.
 Recruitment and Retention


Upon request by either party, the parties shall meet and confer regarding a
demonstrated recruiting and retention problem in a classification.
The parties shall meet no later than January 1 of each fiscal year, and any resulting
agreed-upon wage adjustments will be effective the following July 1.
City and County of San Francisco
Department of Human Resources
34
SEIU 790, 535 and UHW
 Meet and Confer: Disaster Service Workers
 The City agreed to meet and confer over the impact of any plan that
assigns specific responsibilities to employees in their statemandated status as Disaster Service Workers.
 Meet and Confer: Lunch and Break Periods
 Upon request, departments will meet and confer regarding the
scheduling of break and lunch periods for unit members.
 Existing departmental practices with respect to break and lunch
periods shall continue unless modified after the conclusion of the
meet and confer process.
 Work Preservation Agreement


The Internal Job Placement Committee will convene within 10 days
of layoff notices to 75 or more represented employees
The City agreed that it will not assign work currently performed by
SEIU-represented employees to any other bargaining unit.
City and County of San Francisco
Department of Human Resources
35
Bargaining 2006
PROFESSIONAL
City and County of San Francisco
Department of Human Resources
36
IFPTE, Local 21
 Premiums

Effective 7/1/06:



Effective 10/7/06:





Lead Person Pay – increased from $5 to $10 per diem.
UCP Planning Function Pay – Added Environmental Review Planners
(5298, 5299).
Housing Inspector Certification (6270, 6272, 6274) – up to 4% of base
pay for maintained licenses/certifications.
OSHPD Certification (Architects, Engineers, Related Classes) – 5% on
base pay when certified and assigned to work requiring OSHPD
certification.
Public Safety Communications Coordinator (8240) – 4% on base pay.
Purchasing Manager Certification (1950, 1952, 1956, 1958) – 3% on base
pay for possession and maintenance of certifications.
Advanced Appraiser Certification

$1,000 each fiscal year that certification is maintained for employees in
classes (4220, 4222, 4224, 4261, 4265 and 4267).
City and County of San Francisco
Department of Human Resources
37
1
IFPTE, Local 21

Equity Adjustments – Refer to the MOU/Highlights/Redline for specifics.

Employee Development Fund





Doubled to $500,000 per fiscal year and up to $2,000 per employee.
Expanded reimbursable items, including course materials, and employees may now
use up to $1,000 for costs of travel necessary for approved training.
Funding will be encumbered upon request by employee pending course completion
and requests for reimbursement may be submitted at any time.
Reminder: EDF funds may not be used for department mandated training or
certification/licensure required as a condition of employment (though may be used
for continuing education requirements).
General Training


Best efforts to provide employees with up to 40 hours of paid time off for job-related
training and/or professional development, which shall include one day of
professional development of an employee’s choice, not to be unreasonably denied.
Such time includes departmental-sponsored training and/or professional
development; DHR sponsored training and/or professional development; and/or
outside training and/or professional development approved by appointing officer or
designee. This includes but is not limited to mandatory continuing education and/or
training requirements.
City and County of San Francisco
Department of Human Resources
38
1
IFPTE, Local 21

Probationary Periods


Suspension of the “Z” Symbol


The “Z” symbol may be suspended to allow overtime payment for individual positions in
a classification, subject to the availability of funds, pursuant to all other restrictions in
the Annual Salary Ordinance and only upon approval of the Director of Human
Resources.
Expedited Grievance Appeals Process for Terminations and Disciplines of
over 15 Days



One year for new hires, 6 months for promotive appointments, 3 months for all other
appointments.
Timely and efficient resolution of such grievances, preferably within 90 days of the
request for arbitration.
The parties shall meet and confer over a new appeals process– first meetings shall be
convened in August 2006.
"Prop J." Contracts

The City agrees to notify the Union no later than the date a department files “Prop J”
legislation with the Clerk of the Board (used to be at time RFP issued and Board of
Supervisor authorization required for the contracting out).
City and County of San Francisco
Department of Human Resources
39
IFPTE, Local 21
Performance-Based Pay Provisions
 Extended Ranges – 2.5% increments, up to 7.5% of base
 Intended to provide departments the flexibility to compensate
employees in identified classifications (see MOU for list of eligible
classifications).
 Purpose: to address recruitment or retention issues, or to recognize
exemplary performance, special skills and/or special assignments of
limited duration.
 DHR may later add classes but limited to those with no in-unit
promotive opportunities.
 Must be funded through existing department budgets as certified by
the Controller’s Office and Mayor’s Office.
 Placement may be permanent or temporary.
 Employees may not also receive additional pay under identified MOU
provisions, including Exemplary Performance Pay.
 This program is discretionary and not subject to the grievance
procedure.
 DHR will issue an instructional memo and form within the next two
weeks.
City and County of San Francisco
Department of Human Resources
40
IFPTE, Local 21
Performance-Based Pay Provisions
 Exemplary Performance Recognition Pay


Lump sum payment of between 1% and 2.5% of base pay earned during
the preceding fiscal year to provide departments the ability to reward
employees for demonstrated exemplary performance.
Available for all Local 21 employees, with restrictions:




Process: (note first year available is 2007)




Employee must be at top step for at least 3 years, and be in a Local 21
class on December 31st through June 30th of preceding fiscal year.
Employee must not be receiving additional compensation under the
Extended Ranges program or the CIP Incentive Pay Program.
Must be paid out of existing departmental funds, with certification by the
Controller’s Office and the Mayor’s Office.
Appointing Officers must select employees by September 1st of each fiscal
year and submit form substantiating exemplary performance to DHR.
Approved lump sum payout no later than November 30th.
This program is discretionary and not subject to the grievance procedure.
DHR will issue an instructional memo and form in December, 2006.
City and County of San Francisco
Department of Human Resources
41
IFPTE, Local 21
Performance-Based Pay Provisions
 Union/City Partnership


Committee of representatives from Union, City departments and
Controller’s Office working together to identify best practices and
develop initiatives to reduce costs, improve efficiency, increase service
quality, enhance employee job satisfaction, and share any resulting
gains (up to $3,000 per employee per fiscal year).
To date, five pilot departments: DHR, DTIS, Environment, Purchasing
and Planning.
 CIP Incentive Pay Program

Expanded through the term of the MOU (FY 06/07, 07/08 and 08/09)

Eligible employees assigned to Capital Projects as defined in the CIP
Addendum are eligible to receive up to 3% of base earnings during
qualifying fiscal year.
Now based on City Administrator’s certification of pre-determined
milestones and goals.

City and County of San Francisco
Department of Human Resources
42
IFPTE, Local 21
Classification Items

Pilot Flex-Staffing Program (within 6 to 12 months)


Goal: to reduce the number of exams needed; to facilitate promotion.
Limitations:





Only applicable from Entry-level to Journey-level classifications.
Only where there is a demonstrated Departmental need and a budgeted position.
Employee must meet the MQs for the higher class and demonstrate satisfactory
performance.
In filling a vacancy, the employing Department will have discretion to utilize either
flexible staffing or open recruitment.
Qualifying Classifications:






Professional Engineers: Assistant (5203) to Associate (5207)
Health Program Coordinator I (2589) to Health Program Coordinator II (2591)
Epidemiologist I (2802) to Epidemiologist II (2803)
Survey Assistant I (5310) to Survey Assistant II (5312)
DHR will consider the 1203 Personnel Technician to the 1241 Personnel Analyst
IT Series (DTIS Only):

Technician-Assistant (1011) to Technician-Journey (1012)

Administrator I (1021) to Administrator II (1022)

Engineer-Assistant (1041) Engineer-Journey (1042)

Business Analyst Assistant (1051) to Business Analyst (1052)

Program Analyst- Assistant (1061) to Programmer Analyst (1062)
City and County of San Francisco
Department of Human Resources
43
IFPTE, Local 21
Classification Items
 Creation of an 1825 (Administrative Analyst Series)

Agreement to create a new 1825 class above the 1824
Principal Administrative Analyst.

Details to follow.
 Project Manager Series

Agreement to expand use of Project Manager Class so that no
longer restricted to construction projects.

Details to follow.
City and County of San Francisco
Department of Human Resources
44
Teamsters, Local 856 (multi)

EPMC (arbitration award) - Classifications enrolled in:



Floating Holidays


One additional floating holiday beginning Fiscal Year 2008-2009 (for a total of 4 floating
holidays).
In Charge Pay:



SFERS - 7.0% wage increase on 7/1/06 in exchange for the 7.5% EPMC (SFERS).
PERS - Employer shall pay the full 9% member contribution to PERS.
1434 Shelter Service Representative, 3370 Animal Care Attendant & 3372 Animal
Control Officer : increased from $7  $9 per day.
3320 Animal Keeper: increased from $5  $5.50 per day.
Health Insurance (beginning in FY08-09)


$190 cash payment option for medically single employees sunsets on June 30, 2008.
Dependent Health Care Pick-Up: $225 and up to 75% of Kaiser

Acting Assignment Pay – Now begins on 5th day.

Animal Care and Control

Effective 12/29/07, additional 5% step after two years at Step 5 for classifications 1434,
3370 & 3372; agreement to review recruitment and retention issues in spring 2007.
City and County of San Francisco
Department of Human Resources
45
1
Bargaining 2006
MANAGEMENT
City and County of San Francisco
Department of Human Resources
46
Municipal Executives’ Association
 General Wage Increases:

2% 12/30/06; 2% 6/28/2008; 3% 12/27/2008
 Wage Adjustments:

Refer to the MOU/Highlights/Redline for specifics.
 EPMC:


7.0% wage increase on 7/1/06 in exchange for the 7.5% EPMC
(SFERS).
7.5% wage increase on 7/1/06 in exchange for the 9% EPMC (PERS).
 PERS Classes: 8148, 8150, 8315, 8326, 8330, 8340, 8344, 8348,
8413, 8416, 8418, 8435, 8436, 8470.
 Management Training Fund

Doubled to $200,000 and up to $2000 per employee per fiscal year
City and County of San Francisco
Department of Human Resources
47
1
Municipal Executives’ Association
 MCCP:
 Refer to the explanatory sheet for information on the new
ranges. Official instructional memo and forms will be issued
within the next few weeks.

Salary Ranges (open ranges):




Range A: 25%
Range B: 15%
Range C: 5%
Incumbents:


Incumbents shall receive 5% annual increases to the top of A
beginning on 12/30/06 (providing their compensation has been
fixed for at least 12 months).
Post-Appointment access to ranges B & C based on retention,
internal/external equity, special skills, time limited or exemplary
performance.
City and County of San Francisco
Department of Human Resources
48
1
Municipal Executives’ Association
 Non-MCCP Classifications:

Classifications not allocated to MCCP:
 2785 Assistant General Services Manager
 3233 Marina Associate Manager
 4310 Commercial Division Assistant Supervisor

Employees in Non-MCCP classes are eligible for an
additional 6th and 7th Step (5% each)
 Access to the additional steps shall be consistent with
access to ranges B & C in MCCP.
City and County of San Francisco
Department of Human Resources
49
1
Municipal Executives’ Association
 MCCP Financial Limitations

Value of MCCP Ranges B & C and Non-MCCP Steps 6
and 7 adjustments not to exceed:
 FY06-07: 0.75% MEA Payroll
 FY07-08: 0.50% MEA Payroll
 FY08-09: 0.50% MEA Payroll
 MCCP Adjustment Committee

Placement of incumbent employees at rate of pay in
MCCP Ranges B & C and Non-MCCP Steps 6 and 7 shall
be made by committee from representatives from the
Controller, Human Resources Director and MEA.
City and County of San Francisco
Department of Human Resources
50
1
Municipal Executives’ Association
 Pay for Performance:

FY06-07: 2% bi-weekly for MEA employees hired on or
before 12/31/2005.

FY07-08, FY08-09: 1.5% lump sum in October if in the
preceding fiscal year:
 Received a Performance Plan and Performance
Appraisal (PPAR);
 Completed PPARs for all immediate reports; and
 Performance was not unsatisfactory.
 Severance:
 Upon involuntary removal/release or bumping: one week
severance per year of service, up to 26 weeks in exchange
for release of all claims.
City and County of San Francisco
Department of Human Resources
51
1
Bargaining 2006
UNREPRESENTED
City and County of San Francisco
Department of Human Resources
52
Unrepresented Employee Ordinance

General Wage Increase
2.5% on 12/30/06

EPMC
Effective July 1, 2006 the City shall pay the 7.5%
EPMC.

Tuition Reimbursement
Increased $15,000 and up to $1,500 per employee.
City and County of San Francisco
Department of Human Resources
53
1
Reminders
 Floating Holidays
 8 hour benefit (regardless of schedule: 9/80, 4/10, etc.).
 Parking
 Monthly costs are $10 above the MUNI Fast Pass rate.
 Vacation, Sick Pay Cash-outs
 Per base pay
 Night Shift Differential
 Include in OT only if receive on regular scheduled shift
 Acting Assignment and Supervisory Differential Adjustment
 Employees may receive one, but not both (as both are adjustments
to base wage; cannot stack)
City and County of San Francisco
Department of Human Resources
54
Reminders
 FLSA Overtime (Non-‘Z’/Non-Exempt Employees)
 Hours worked in excess of 40 in a week
 Based on regular rate of pay
 Example: If an employee is regularly scheduled to work the
night shift and then works an overtime assignment during
the day, the employee’s regular rate of pay (including the
night shift) should be used to calculate the overtime rate for
that assignment.

Compensatory Time (in lieu of paid overtime)
 Upon Separation, must cash out (per regular rate of pay)
 Cap – may accrue up to cap and then must be paid OT
 480 hours – Safety (Police, Fire)
 240 hours – Non-Safety
City and County of San Francisco
Department of Human Resources
55
Health Rates FY06-07(monthly)
 Charter

$365.66
 75% of Kaiser

$494.47
 Dental

$109.08
City and County of San Francisco
Department of Human Resources
56
Questions/References
 All MOUs are posted on the DHR website at
www.sfgov.org/DHR.
 All MOU Redlines, Highlights, and Overview Presentations
will soon be posted on the City’s Intranet at http://intranet/.
 Instructional memos and forms will also be posted on the
Intranet on topics including:








Probationary Periods
Floating Holidays
Overtime and Compensatory Time
Step Advancement Based on Satisfactory Performance
MEA MCCP
Local 21 Employee Development Fund
Local 21 Extended Ranges
Local 21 Exemplary Performance
City and County of San Francisco
Department of Human Resources
57
Questions/References
 Employee Relations will be providing
training for departments on various MOU
implementation items.
 Contact an Employee Relations
Representative if you have additional
questions at 557-4990 or via fax to 557-4919.
City and County of San Francisco
Department of Human Resources
58