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FD 2026-002 - Resolution
RESOLUTION NO. FD 2026-002 A RESOLUTION OF THE BOARD OF DIRECTORS OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT, RANCHO CUCAMONGA, CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT AND THE FIRE MANAGEMENT EMPLOYEES' BARGAINING GROUP WHEREAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Management Employees' Bargaining Group have met and conferred pursuant to the provisions of the Meyers-Milias-Brown Act (California Government Code §3500, et seq.) with regard to terms and conditions of employment; and WHEREAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Management Employees' Bargaining Group have agreed upon and presented to this Fire Board a three-year Memorandum of Understanding effective July 1, 2026 to June 30, 2029; and WHEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District has previously adopted salary resolutions establishing salary ranges, benefits, and other terms of employment for employees of the Rancho Cucamonga Fire Protection District; and WHEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits, and other terms of employment; and NOW, THEREFORE, THE FIRE BOARD OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT HEREBY RESOLVES that said Memorandum of Understanding with the Fire Management Employees' Bargaining Group is hereby approved and the City Manager is hereby authorized to sign said Memorandum of Understanding (Exhibit A) on behalf of the Rancho Cucamonga Fire Protection District, and the City Cleric to attest thereto. Resolution No. FD 2026-002 - Page 1 of 2 Z 10 Z 96ed - ZOO-9ZOZ ad 'oN uollnlosa�:l ti aoaS 'ICna wi -py 01191T 011,117 eivaojlleo 'e6uoweono ogaue�j le '9ZOZ 'I!ady jo step ,4,96 slgl palnoex3 auoN :03N1`d1SEIV auoN :1N3SSV auoN :S30N aal�ollS 'llooS `IaegolW 'Apauuay{ `uosigolnH �S3Ad '9ZOZ 'Iiady jo Aep L,96 aql uo play pjeog ples to 6ullaaW jeln6a�j e le 'loljlslp uolloaloid aald e6uoweono ogoue�l eql 10 sioloaalQ 10 pjeog aql Aq peldope pue 'panoidde 'passed Ainp seen uoilnlosa�j 6ulo6aao} aql legl figiao Rgaiaq op 'loulsE❑ uolloeloid aiij e6uoweono ogoue�l aql jo faelal38S `AAeS WIM 11 fGela a `fnaS l :1S311d '9ZOZ 'I!jdd jo Aep 4,g 6 Slgl a31WOV aNV a3AOUddV `a3SSVd RESOLUTION NO. FD 2026-002 Exhibit A MEMORANDUM OF UNDERSTANDING RANCHO CUCAMONGA FIRE PROTECTION DISTRICT Fim RANCHO CUCAMONGA FIRE PROTECTION DISTRICT FIRE MANAGEMENT EMPLOYEES' BARGAINING GROUP 2026-2029 Fire MEG MO U 2026-2029 6ZOz-9zoZ now J3kv z 61 ......................................................... .................. aoueansullelua❑ .2 ST................................................................................................ ............. eoueJnsul'AleaH 'v' sT...... ... ............. ........................ ........... ................. ........................ aoueansul dnoaO aaAoldwa '9 § 8T............. ........ .... ................. ..................................................... .................... aouemoiiv waoi!un 'ti § ST............................................................................................................................... ......�oe9 Ilex 9T ...................................................................... .......... ed auJilJanp •3 .................................................................................... ...... ............. awll xald '0 SZ................................................................................................................................ 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Aed luaLuOissy J90WO 6ululeJl '!, I- TT .......... ................... ........ ............. ..................... ....... luawu6!ssy a6ued ul 96ueyp uo fueles '01. TT............................................................. ................ ......................... .......... Aed 6u!lod -6 TT ...... aJ!ya�j uo keles -g TT............................................................ .................... ......................... }uewAoldwE -ad uo /GeleS -L OT .............. .............................................................................uoi1eo4!sseloa�j uolj!sod uo RJeles .Q OT...... .................................................................................................................. Je4sueJl uo fueles .g OT .......................................................................... ......... uailouaa❑ uo AjejeS •t, 6..................--.--.----......................................------..--. uollowoJd uo fueles .E g..............................................................................."—.......................... s}uaw;snfpy AjeleS I!JaW -Z $..................................................................................................................•luewluiodde uo Aeles l g............................................................................................................ ------ sa6ue�j fueles V S.................................................................................................................................... weld faeles .Z § s............................................................................................................. .......sa6uem fueles • I, § ................................................................ NOIIHSN3dWOO If 3-lOIINV ....................................NOIIINJODiIN IT#OIINV ................. slualuo:) C. Vision Insurance......................................................................................................................19 D. Life Insurance..........................................................................................................................19 § 6. Education Incentive.................................................................................................................19 § 7. Retirement Plan.. ....................................................................................................................... 20 A. Benefits: Safety Members.......................................................................................................20 B. Benefits: Miscellaneous Members.........................................................................................22 § 8. Work Related Injuries..............................................................................................................24 § 9. Carpooling..................................................................................................................................7-5 § 10. IRS 125 Plan...........................................................................................................................75 ARTICLEIII LEAVES..............................................................................................................................25 § 1. Holidays.......................................................................................................................................25 § 2. Holiday Facility Closure.........................................................................................................27 § 3. Vacation Leave.......................................................................................................................... 28 § 4. SickLeave...................................................................................................................................29 § 5. Conversion Factor...................................................................................................................32 § 6. Personal Leave..........................................................................................................................33 § 7. Bereavement Leave.................................................................................................................33 § 8. Compensatory Time................................................................................................................34 § 9. Administrative Leave..............................................................................................................34 § 10. Jury Duty.................................................................................................................................35 § 11. Civil Subpoena/Criminal Subpoena...............................................................................35 A. Civil Subpoena..........................................................................................................................35 B. Criminal Subpoena...................................................................................................................36 § 12. Leaves of Absence without Pay......................................................................................36 § 13. Natal and Adoption Pay.....................................................................................................36 A. Natal and Adoption Leave with Pay......................................................................................36 B. Natal and Adoption Leave without Pay.................................................................................37 ARTICLE IV GRIEVANCE PROCEDURE...........................................................................................37 § 1. Purpose........................................................................................................................................37 § 2. Objectives...................................................................................................................................37 § 3. General Provisions..................................................................................................................38 § 4. Informal Grievance Procedure.............................................................................................38 § 5. Formal Grievance Procedure...............................................................................................39 Fire MEG MOU 2026-2029 6WZ-9ZOZ I10W J31N atzt t, ....... ........ '.................. now NoSS300f1S d0 NOUV11002N IIIX 3-101111V ............................wN31 IIX 3i01INV ........... ................................. Md'l 30 SNOISIAONd IX 3-10I.LNV ....""......................... SN0103NI(I d0 ❑NV08 3H1 A8 `IVAONddV X 3-101119V ........................................................ SILON38 30 3ONVN31NIVW XI EI-101INV ........ ....... ................... ........... ........ .......................... S1HOIN 39AO"ldW3 IIIA 3'101INV ........................................................................ Suolllpuo0 Aaua6a0w3 'Z § Etr ............................ .... ......................................................................................... s4LIOIN jo adoaS -L § Etr ...................................................... ......S1HOIN 1N3W3OVNVW IIA 3-101INV Et"",-- ...... .......................................................................................... A3110d 6u1IowS "9 § Zti................................•.................................--.--.---............................Alil!glsuodsaa aaAoldw3 -V § .................... ................ ............................. ..............luawdlnb3 Ala}eS '£ § ............... ............................................................................... ................. uolleuiwr.rasiQ ON 'Z § Zv........................................................................ zv................................... ............................ ......................... ................ A13dVS IA 3-I011,8V ZV............................................................................................................. ...........3NI-Id10Sla A 3`I011Z,1V 6 £.......................................................................................................................... ..... ......... [[[ d91S '0 6£... --- ................... ................ ......... ............. ...................... ....... 6£............................................................................................ PREAMBLE This Memorandum of Understanding ("MOU" hereinafter) is made and entered into by and between the Rancho Cucamonga Fire Protection District ("District' hereinafter), and the Rancho Cucamonga Fire Protection District Fire Management Employees Bargaining Group ("Fire MEG" hereinafter). The terms and conditions contained in this MOU are applicable to all full-time employees within this unit and contain the complete results of negotiations concerning wages, hours and other terms and conditions of employment for said employees represented herein. ARTICLE I RECOGNITION A. Pursuant to the provisions of existing rules and regulations and applicable State law, District hereby acknowledges Fire MEG as the exclusive recognized employee organization for the representation unit, which includes all management employees of District, who are employed on a full-time basis. The classes represented include Fire Chief, Senior Fire Deputy Chief, Fire Deputy Chief, Fire Battalion Chief, Fire Marshal, and Fire Business Manager. B. Fire MEG represents the classification of Fire Chief, However, Fire Chief is an at -will position, not subject to Article IV or V of this MOU or the District's Personnel Rules. At - will positions may be terminated at any time with or without cause or notice at the will of the City Manager or Rancho Cucamonga Fire Protection District in its sole discretion and without any right due process or appeal right. Furthermore, the Fire Chief is precluded from acting as a Fire MEG representative or being a member of the Fire MEG Board. ARTICLE li COMPENSATION § 1. Salary Ranges A. Cost of Living Adjustment- All bargaining unit members shall receive a cost -of -living adjustment according to the following schedule: 3% cost of living adjustment effective the first full pay period in July2026 3% cost of living adjustment effective the first full pay period in July2027 3% cost of living adjustment effective the first full pay period in July2028. B. Equity Adjustment — Bargaining unit members shall receive equity adjustments according to the following schedule: Fire Chief 2% equity adjustment effective the first full pay period in January 2027 2% equity adjustment effective the first full pay period in January 2028 2% equity adjustment effective the first full pay period in January 2029 Deputy Chief 2% equity adjustment effective the first full pay period in January 2027 2% equity adjustment effective the first full pay period in January 2028 2% equity adjustment effective the first full pay period in January 2029 Battalion Chief 2% equity adjustment effective the first full pay period in January 2029 5 Fire MEG MOU 2026-2029 6ZOO-9zoZ now 93w ,943 V Totals[(] 041 o} antsnloxe `satoua6e A@/uns aqj jo %Oq uegj ajow Aq papinojd osle s!;! J! 'anlaaaJ 01 algl6tl9 a.te Aou96e ue;e uotjeoulsselo e ut uan16 slenpinlpul aqj jo aiow ao %05 legl wntwaad .to anlJuaoul Jaglo Auy L PUB 'saaAoldwe nnau joj sueld A3lllgestp w.t91-6uol pue uolsln 'leJuap 'Iealpow of uogngtajuoo jeAoldwe wnwtxeA g `b'SW japun jgeuaq 96uuj a se pa}oagai aq ll!m jl}auaq stgl: 'Aanuns agj;o sesodind eqj ao3 •(y83n) uoijgoossy }gauge aefxoldw3 Alejunlon o} uot}ngla}uoo Woldwa wnwtxen .q 'uo►jesuadwoo paaaa}ap of uolinglaluoo jeAoldw3 •t '/fed wjoi!un '£ `6ulleys #soo aa�[oldwa Aue jo jau `S�:Od o} uot#nglaluoo nAoldwa '(,,S�13d„) waIsAS juawaat4ad saaAoldw3 ollgnd agl 01 suol}ngtjluoo aagwaw jo do-Nold Aoua6y •Z 'dais jalgo Ainda(j goes anoge %q le paan64 inq 'peAeAjns aq jou pegs jalgo Alnda❑ aatd aotuaS -da}s jatq) u011e11e8 goes anoge %9Z-L le painBU Inq 'paAanans aq jou Ilegs 48d Ilegslelq aild •}algo uogeiiee pue 'Ialgo ajl=l AlndaQ 'jatgo a.n=l .to} Aed aseq dais dol :slu9w913 AeAjnS -p 'alep 6 jagwaoap eqj Aq Aanans uollesuadwoo Iejol eqj ut papnlout pue pefia/uns aq osle ll!m AInf 6utnnollol eqj jo se eoaol ut aq of palnpegos pue unnoq s;uawale Ranans aqj 'pewjo}jad st Ran.ms eqj goigm 6ulmp aeeA leosg aql jo pue aq1 puoA9q spuaixa ieq} none seq Aoua6e Aamns a #uana aqj ul -alep A@/uns L jagwaoap eqj jo se joage ut pue unnouN sjunowe uot}esuadwoo esogj aq Illnn elep AanunS •sa!}ied eqj Aq asyvuaq}o peeibe Allenlnw ssalun uollealdxe npW of joljd jeaA 941 jo L aagweoa❑ ueg} jejel ou uotun pue loljl!s!a Aq nnalnaa iol algetlene pue paleldwoo aq ll!m la/uns aql -Iuawlsnfpe 6ulntl Jo Isoo pue luewlsnfpe Aj!nba }aNjew 6uipje6aa suotjego6au Aue jol slseq uosljedwoo aqj se pasn pue '10!Jlsl0 pue 03W aa13 aqj Aq pannalnaI 'pajaldwoo aq ll!m satllo jaNaew aogel pagguap! aqj jo Aanjns y •#ala}stp aalj A91le/1 oulq:D pue euapesed 'aplsaanl'l 'olae}Up 'euoJoO 'euln00 IsaM jo saljlo au} aq llegs setllo Ranans agl }eq1 99J6e 1014S10 pue 03W 911=1 :saljlo AamnS •0 -kenuer ut polaad Led lIn} puooas aql Aq way} apinoid pue sluawisnfpe Al!nba aql ssaoad Illnn /fagj `SJutea}Suoo peolNionn aeaA jepualeo ag1 jo pue of anp kenuer ut pouad Aed llnj }sjq eqj ao} sluawisnfpe AlInba aqj ssaooid of algeun sl juawpedaQ aoueul j aqj 41 6ZOZ n.renuer ui poiaad Aed llnj JSJIJ aqj anllaa}}a }uawjsnfpe Ajtnba %E SZOZ Aaenuer ui pomad lied llnj JsalJ aq; anl:Paj}a juawjsnfpe Altnba %E aaseuew LZOZ Ajenuer ul pouad Aed llnj Isig aqj anlaaa}}a luawlsnfpe Al!nba %E ssauisna aaE j An individual is "eligible to receive" an incentive or premium if that individual can receive the item upon satisfaction of specified conditions (if any), without limits as to the number of individuals who can receive the incentive. For example, if a specialized training incentive is available to each individual who achieves the specific technical qualifications, the individual is "eligible to receive" that incentive even if he or she has not yet attained the technical certification that is required to actually receive it. Conversely, if a department offers a premium that requires training but only grants that premium to a limited number of individuals or only to individuals in a certain limited number of assignments, the number of individuals above the limit are not eligible to receive the premium. In those instances, the stipends may be reviewed and discussed on an individual basis. E. Survey Procedures and Users: Any survey element that is expressed as a percent of salary will be converted to a dollar amount using the top step base pay for the classification and agency involved. Multi -tiered survey elements involving medical benefits or other health and welfare benefits will be surveyed based on the compensation provided to new employees for that element. If applicable, other multi -tiered incentives will be surveyed at the highest amount of incentive pay obtainable, so long as the thresholds in Item C.5 are met. For comparison purposes in determining a market average, the high and low (of those that receive any given benefit) will be dropped for each salary element, except base salary, where all survey agencies will be used. After dropping the high and low agency, the mean average for the applicable survey element will be calculated. The resulting average numbers for each survey element will be added together to determine a cumulative average total compensation. The results may be used for comparison purposes in negotiations involving future compensation adjustments. There is no obligation to implement and salary element or to make any compensation adjustment based on the survey results and the parties acknowledge that other factors, including revenue, staffing, PERS contributions and other post -employment benefit ("OPEB") costs play a significant factor in the ability of the District to implement any survey element. Survey Example: 1. Look at a particular benefit at the maximum level achievable (in this example highlighted in yellow for each city): Chino Valley Fire District 7% City of West Covina Benefit X 3% or 5% City of Riverside Benefit X 5%; 10% or 15% City of Pasadena Benefit X 3% or 6% City of Ontario NIA City of Corona Benefit X 2% 7 Fire MEG MOU 2026-2029 6WE-szoz now o3w oalzt E 'aoinJas Jo sgluow (9) xts JG:gE nnalnaa fueles 1paw a joj algt6tla are uoilowo-ld jo 'luawelelsulaa 'luewAoldwe leut6iao uodn y dalS le peoeid aae ognn saeAoidw:; -e :6ulnn01101 agl g;Inn aouepi000e ul saseaJoul fueles luaw aol paaaptsuoo aq ilegs saGAoldw3 'la1140 aald agl.lo Ienoidde pue aostnaadns s,aaAoldwa aql jo uol}epuawwooei agl uo Aluo paluel6 pue aouewioped qof uodn paseq aq Ilegs lnq `otlewolne aq lou Ilegs abue.t tieles a ulgltnn luawaouenpy sluawlsn.py AjejeS jpeiN 'Z ',latgo acid eql Aq pezljoglne aq Aew a6uej fueles aql ui dale jegOig a le luawluiodde `paigenb Mann Alleuotldaoxe si aleplpueo e Jo paaalunooua aie saillnol4lp luawlmaoa.t lensnun }l •paleoolle si sselo jlagl golgm of a6uej tieles agl jo „d„ dalS le pajesuadwoo aq Ilegs see4oldwe nnaN jU9WjuIOdde uo A.1eleg ' L bulnnollol ag} gltnn eouepj000e ui aq Ilegs abuej agl ulgltnn luawaoeld 'aseaaoul %9 a 6uizileei dais luaiino jiegl le uiewaj Illnn seaAoldwa IIV "ale.t dais lsig luaaano aq} 6utleulwila pue aleos aqj 6ulplis uagl dais leuoiltppe ue 6uippe Aq pegstldw000e aq Ilegs slgl .8Z0Z /Uenuep ul poijad Aed Ilnl Isig agl %q pue LZOZ kenuer ui pouad Aed llnj lsj!l eq} %q of lualeninba saleos Axles �aigo uoilelle8 pue `latgo Alndap '19140 amld agl of luawlsnfpe aleos tiaeles a aptnoid III► + loulsl0 aql 'jalgo uollelleq aitd Neann a . nog ol, aql anoge %9Z-L le las si legsjen aiij aol fueles aq I -dale goea uaannlaq (%q) luaoied anll Alalewtxoidde gltnn '3 g6nojgl y pelegel `sdals (g) anll 6ulneg s96ueJ 10 slslsuoo IlegsjeVy aild pue .laig0 u011elle8 aol fueles aseq agl -dais goea uaannlaq (%q) lueoaad anl; Ajejewixoidde ql!m `=I g6noagl y palagel 'sdels (9) xle 6ulne4 sa6ueJ 40 slslsuoo latg0 ajl=j Rlndap 'laigo ajld aol fueles aseq ag_L •sa6uego asagl wo.ij llnsaa IIIM sale] Red sae4oldwe aql of sa6uego ON -IegsleVV aJU pue uollellee aald Joi a6uej fueles aql wojl go dojp Iltnn dale -4 pue suotltsod lalgo AlndaQ aJtd pue latgD aJld col 96M Aaeles aql w04 4o dojp III ++ dais E) "ole `S dals nnau aq; sawooeq 0 dels 'y dale nnau agl sawooaq dais 9 dals aIagnn 'pazlue6aoaa aq Iltm sdals Ajeles aql -panowa.t aq IIIN+ `s� ue t lie ao} `elnpagos fueles eql ui sapeles dale ,V,, `6LOZ lsn6ny ui potjad ,Led Ilnl lsaij aql anlloag-3 sa ue�j Meje§ .d ueid LIBIeS 7 § %9 aq of pow nsse si sesodind uosijed woo la�jew aol X lllaua;3 'sngl -1, 1%9 = £ 1(%L ❑dA0 + %9 euapesed + %9 O.M)) sallta aaagl 6utu1ewaJ a6ea9ny .£ 'lgauaq agl jago legl salou06e anll aql 6uowe WOII (%euoJoO) nnol pue (%Se aplsJant�j) gbig doj❑ -Z Subsequent merit salary review dates shall fall upon the completion of twelve (12) month service intervals. b. Employees who are placed at Step B or above upon original employment, reinstatement, or promotion shall be eligible for a merit salary review after six months of service. Subsequent review dates shall fall upon the completion of twelve (12) month service intervals. c. The granting of an official leave of absence of more than thirty (30) continuous calendar days, other than military leave, shall cause the employee's merit salary review date to be extended the number of calendar days he or she was on leave. d. If, in the supervisor's judgement, the employee's performance does not justify a salary increase on the review date, the employee shall be reevaluated before the expiration of six (6) months dating from the employee's review date. If the period of postponement exceeds three (3) months and the employee receives a salary increase, the employee shall be assigned a new review date based on the date the increase was granted. e. Authorized salary step increases shall become effective at the beginning of the pay period nearest the employee's review date. f. Should an employee's review date be overlooked, and upon discovery of the error, the employee is recommended for a salary increase, the employee shall receive a supplemental payment compensating him or her for the additional he or she would have received had the increase been granted at the appropriate time. g. The normal merit salary increase shall be one (1) step granted in accordance with the preceding. However, to reward outstanding achievement and performance, the Fire Chief may grant one (1) additional step increase not to exceed one (1) step in any given six (6) month period. h. In order to address a situation where in application of this section would result in the inequitable treatment of employee and upon the recommendation of the Fire Chief and approval of the Board, an employee may be placed at any step in the salary range for his or her class. 3. Salary -on Promotion An employee, who is promoted to a position in a class with a higher salary range than the class in which he or she formerly occupied a position, shall receive the nearest higher monthly salary in the higher salary range that would constitute a minimum five percent (5%) salary increase over his or her base salary rate, provided that no employee may receive a rate in excess of the top step of the 9 Fire MEG MOU 2026-2029 Ewe-9ZoE noW J3pv a-r3 H PUB „a}ea-,�„ a se paleu6lsep aq llegs 994oldwa aqj jo fueles aqj 'sselo Mau 041 }o 96uej aqj jo wnwlxew aqj uegj aaleai6 s[ 994oldwe aqj jo keles aqj 11 -a -86uego }ou lllM aIep nnatnaa iJeles I!Jaw pue Ajeles aqj'sselo snolnaid aqj se awes aqj sl SSLI0 Mau 94140 abuej fueles aqj pue sselo Mau aqj 10 abuea fueles aqj jo wnwlxew ay} uegl ssal Jo awes aqj sl aaAoldwe aqI jo fueles aql jl -q 'palowoad uaaq peq aqs to aq jl se aauuew awes aqj ui }as aq llegs a}ep nnaln2a Aaeles }!Jaw pue fieles 'sselo -Iawjol aqj uegj 96uej fueles jag6lq a 41Mn sselo a o} paljlsseloaj sl uoillsod ago }I -e :Smollo} se paulwia}ap aq llegs tieles 'uoi}lsod aqj o} paluiodde sl aaRoldwe aqj pue pag!sseloai sl uolJlsod s,aaAoldwe ue uagM u04e04rsseloa�l uoWsod uo Ajeleg g .96uego IOU lleys a}ep nnalnaa tieles ;!Jaw 941 pe panlaoaa A[snolnaad a6uer /tieles aqj ul dals awes aqj anlaoaj llegs a6uea fueles awes aqj 6ulneg sselo Jelrwls a ul uolIlsod aagoue ol 10 sselo awes aq1 ul jayjoue of uolllsod auo w04 paJaa}sueal sl oqm eaAoldwa uy aaIsuea I uo AjejeS •g -sselo aamol pies ui snonulluoo uaaq peq saomias aaq jo sly jI sselo jamol ag} ul panlaoaJ aneq pinom aqs jo eq dais tieles legl — uoilowap fueulldloslp-uoN -q -Aed ui uor}onpaj juawad (q) ang a jseal Je 6uinla3eJ s,eaftoldwe aqj ui llnsai ll!m golgm a6uei fueles aamol eqj ui dals tieles paIeu6rsap Aue — uollowap fueulldlosl❑ •e :6uinnolloj aqj qj!M eouepa000e ui /tieles a anlaoaJ pue uolJowep aqj 10 a#ep 9AI#00JIG eqj uodn paseq a}ep nnalna-1 f0eles Thaw Mau a anlaoW Ilegs 96ueJ tieles aamol a qj!M sselo a ui uolllsod a of palowap sl oqm aafoldwa uy uoljowap uo AJEJeS -tj ,wnlwaad VS-ij aql 6ulpnloul 'Iced jo ajej aseq snolnaad s,aaAoldwa 041 iaplsuoo ll!m }uewaoeld dals eql -j@le9J6 sl aanagolgM 'a6uea lueles ieg6lq aqj jo dals }salt aq; jo %S; Iseal le }o aseaioul dais-auo a ui jlnsaj lip }eg} dais Ajeles algeolldde eqj le pagsilgelse aq llegs dalgo ally A ndaa of 6ullowojd saaAoldwo aol uollesuadwoo Ajeles aseq - jaigo aalA Alndaa of uoljowojd -e 'uol#owoad jo elep anll.oaj}a aqj uodn paseq aq llegs alep Mau 9q1 -}uawaouenpe dais tieles ajnlnj jo sasodind aol a}ep McIAGa tieles Taw Mau a UGA16 aq llegs aaAoldwe agl -Allua.unouoo aseaioui leuollowojd aq} pue N of pal}lIua aslnnJag;o A) aseaJaul jlaaw aq} OA1909J llegs aaAoldwe aqj 'ajep nnalnaJ IGeles Ipaw palnpagos a jo sRep (pg) Aps ulgl!m sin000 uollowojd aqj 11 'sselo leuollowojd shall not change during continuous regular service until the maximum of the salary range to which the class is assigned exceeds the salary of the employee. 7. Salary on Re -Employment An employee recalled after a layoff shall receive the same salary step in the range of the class which he or she was receiving upon layoff. 8. Salary on Rehire Upon rehire, an employee shall be placed at such salary step as may be recommended by the Supervisor and approved by the Fire Chief. The employee's merit salary review date shall be based on the date of rehire. 9. Acting Pam Acting pay shall be one (1) step, approximately five percent (5%), above the affected employee's base salary rate. To receive acting pay the employee must: a. Be formally assigned only doing the duties appropriate to the higher class. b. Work in the higher class at least fifteen (15) consecutive workdays, five (5) shifts for employees working twenty-four (24) hour shifts. Acting pay will be paid beginning with the sixteenth (16th) consecutive day worked in an acting capacity, sixth (6th) shift for employees working twenty-four (24) hour shifts. c. In any instance where it is reasonably anticipated at the commencement of the acting assignment that the assignment is likely to extend beyond fifteen (15) consecutive workdays or five (5) shifts, the described five percent (5%) acting pay shall commence being earned from the first day/shift of the acting assignment. 10. Salary on Change in Range Assignment When a class is reassigned to either a higher or lower salary range by the Board, the salary of each incumbent in such a class on the date the reassignment is effective shall be adjusted to the step her or she was receiving in the former range. 11. Training Officer Assignment Pa The Battalion Chief assigned to a 40-hour schedule as the Department Training Officer or a special assignment shall receive additional compensation (stipend) based on the step the employee is currently earning. The compensation (stipend) shall be in addition to the regular compensation paid to the employee. Effective the first full pay period in July 2023, the stipend shall be 11 %. Fire MEG MOU 2026-2029 6ZOZ-9ZOZ now Jon &rfj ZI suoiingpjuoo 6u!nlaoa�j saalfoldua3 jo sselo paugaa •8 -wei6otd 6u!punj eoueansu! glleaq IOPIslp Aue wo4 laede pue alejedas u!ewai pue `eq Ilegs Isnjl aql -slllauaq luawasingw!ai asuadxa glleag aaallaJ COI ap!noid of aq llegs Isnil aql jo asodind aql („Isni aqI `ja:Ueajaq) lsn rl Igaua8 aeAoldw3 sa94g61.q aj13 to I!ounoo alels uol6ulgseM agl to Cd�A3W dJVI,, aqI `aalleaJaq) ueld Iuawasjngw!a�l asuedx3 leolpan 33yI agl Qm Iuawa9a6e ue OR pa.ralua seq 03W 9113 aqI Iegl sa6palmouNoe IoIJIsICI aqI luawa6palnnogoy -y ueld Iuawasingwlagl asua x3 IeorpaA JJVI 'a ,0V$ 3o uollnq!jluoo RIN99mlq e slenbe 000`Z$ jo Led aseq AINeam-iq y :eldwex3 •po!aad-Aed lad fueles aseq jo %Z alnq!aluoo 11!►A Iolals!0 aJI3 aql `6�oZ Isn6ny u! pouad Aed Iln} Isig aql 9nlloa}}3 -luawnoo❑ ueld agl ql!M AI!twoluoo ul pue suo!leln6ai s2il Aq pall!waad s! Iuawpuawe qons Iegl pap!noid aeaf[ jad eouo papuawe aq Aew suo!lnq!1juoo aaRoldwa 'uo!un aqI to U0119JOsip aqI IV -suo!s!notd Shc gl!m aouepa000e ui s!seq xel-aid a uo apew aae pue luawe6ueaje uoilonpaa tieles a g6noigl suo!lnquluoo lo!als!p se apew aq Ilegs weld agl of suo!lnquluoo 'non s!qI of wnpuappe ue se pags!lgelsa aq of alnpagos a of 6ulpj000e ueld eql ui aled!oi:ped of algftle aq !legs saaAoldwe paluasajda�j -sasuadxe ejeo glleaq ajnln4 jol 6u!uueld qj!m saaAoldwe ls!sse of uolleloossy Irlaua8 a9Aoldw3 fuelunlon IuaiuuaanoE) eluaol!le0 aqI g6nojgl (V93A) uolleloossy I!laua8 aa�Loldw3 tielunIOA a pags!lgelsa seq Aj!o eql `d83 uolleloossy I4auaB as of w3 AjejunjoA ':D aa6euen ssau!sne %17 `Jalgo uo!lelle8 %9 AIndoCI pue largo AjndaQ wy ao!ues %S :smollol se aae suollnq!jjuoo pled-lo!jls!❑ ayl weld e 60I' aqI Owl tieles aseq A+Igluow to a6eluaoaad a sampluoo Io!jls!❑ aqI uo!Iesua wok pa.ualap •8 'saben6uel ueaao){ io aseu!go `gs!uedS aql u! Aoua!olloid a!agl burlellsuowep uo!Ieulwexa ue ssed Isnw se9Aoldw3 •gluaw gad (OO'gZ$) SJellop an!I-/(luanas to ales aqI le palesuadwoo aq 11egs /fed Ien6u!l!q aol /fl!lenb oqm sjagwew l!un bu!u!e6ae8 uogesua woo len u!l!8 ,Z6 The "Defined Class" of employees receiving contributions to the Trust as set forth below, consists of all employees represented by the Fire MEG. C. Employee Contribution Amount The District shall withhold a mandatory pre-tax per pay period contribution set forth in Table 3.1 below from the pay of every employee of the Defined Class based on the employee's date of hire with the District. The District shall transmit such contributions to the Trust pursuant to the requirements in Part (E) below. No employee shall be permitted to opt -out of the mandatory employee contributions or receive any portion of the contribution in cash. Table 3.1 Employee Date of Hire with the District Per Pay Period Employee Contribution Amount Prior to 2010 $200 2010 through 2019 $150 2020 through present $100 D. District Contribution Amount The District shall not make recurring monthly or pay period contributions to the Trust unless expressly set forth in this section. 1. Transfer of Employee Sick Leave --At Retirement. For every employee in the Defined Class, the District shall, upon the employee's retirement from the District, irrevocably contribute to the employee's Trust account on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the employee for unused Sick Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Annual Leave to a District sponsored 401(a) plan, 457(b) plan up to allowable IRS plan limits and/or apply unused Sick Leave hours to CalPERS Service Credit. No employee in the Defined Class shall have the option to receive cash for the value of the accrued Sick Leave in lieu of making contributions to the Trust and/or 401(a), 457(b) plans or CalPERS Service Credit. 3. Transfer of Employee Vacation Leave — At Separation. For every employee in the Defined Class, the District shall, upon the employee's separation from the District, irrevocably contribute to the employee's Trust account on a pre-tax basis, an amount equal in value to 50% of the payments that would otherwise be paid to the employee for unused Vacation Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the 13 Fire MEG MOU 2026-2029 6Zoz-9ZOZ now J3W ew-q t% I. 'sse10 paur}ap aqj u! saaAoldwa Ile jot AJOIL-puew s! u011eoWpow aq1 se 6uol se 'luawaej6y s!qj jo esjnoo aqj Sulanp uol#esuadwoa tie}auow anlaaaj of alg!6!la si aaAoldwg ag} goigm jol aneal aaAoldwe jo jalsuejl Ajolepuew ag1 apnloui of jo `jean[ leosg jad aouo (C u01109S) uo!lnq!jluoo Algluow aaAoldwo /Jojepuew aqj jo junowe aqj Aj!pow AIanljoedsojd of `solnj lec.ualut s,0301 ajr=[ aq} of bu!pj000e sjagwaw sj! Jo Ienojdde o} joafgns `jg6!j 81-11 seq JAW aj1=1 aqj 1egj aaj6e 0301 aj1=1 aql pue 1o!j1s1p aql suo!lnq!jluoo a@AoldwEj jo uo!jeog!poNl .0 'aoL40 Isnjl aq1 01 u011ew10jul aaAoldwe s!qj jo uo!ss!wsuejI jol ss000jd jo wjoj}eld jalsuejj elep ajnoes a ap!nojd Ipm ao!jj0 Isnj1 ag1 'u04ewjoJu1 ag; o; s961-1e140 Jo ao4ou seg lou}sr❑ agj Janauagnn ao!40 }snjl aqj o} uol;ewjojul s!g} of selepdn puss Ilegs pue 'Isnjl aqj Aq pa}sanbai AIgeuoseaj jewjol e ul 'ao!go }snjl aqj of saaAoldwEl bul;nq!j4uoo Ile jot uol;ewjojui pejuoo jo jjodaj le!j!ur ue ap!nojd osle Ilegs }outs!❑ aq1 'uoseaj uoljejedes pue 'algeo!ldde se 'elep uo!jejedas `algeo!ldde se '}unowe jajsuejj aneal 'Junowe uo!lnq!j}uoo aeAoldw3 'junowe uoilnq!jluoo #ou;s!©'ssajppe bu!I!ew awog 'elgeo!ldde se 'j!un 6u!ule6jeq ui a6uego jo alep :j!un Bu!u!e15jeq 'aj!q jo alep 'japueb 'L4p!q jo alep '(aneal uo 'an110e `'6 a} snlejs aaAoldwa 'jagwnN Al!jnoag le!oog 'jagwnu aaAoldwa 'algeo!Idde se xiMns g1!m 'aweu }sel pue isjg aaAoldwe :wnw!uiw a }e apnloui ll!M:podaj aql -spun] uo!}nq!jluoo ay} jo Id!aoaj jo sAep (q) GAg ulgl!M ao!}}0 Isnjl aqj Aq panlaoaj pue `Ism I aqj Aq palsonbei jewjoj eqj ul 'Isnj1 aqj of juas uo!lnq!jluoo goea jol saaAoldwa 6u!}ngp uoo jo ljodaj a ao!.4O }snjl aqj of 1!wgns Rlleo!uojjoala llegs 10!j'Gsla aq I ao!jo jsnj1 aqj of 6uljjoda�:l 'u!ejeq g}joj jas suo!}nquluoo paj!nbaj aqj 6u!}!sodap pue 6u!�iodaj 01 pje6aj ui jsnjl aqj Aq jas salnj qm Aldwoo IIIM pue isnj1 aqj 6ulujaA05 luawaaj6y Jsnjl aqj jo id!aow se6palmouNoe Agajeq ;ou}s!❑ aql •aaAoldwa aqj o; elgeAed ueaq aneq pinom juawAed eqj alep aqj jo sAep o£ u!gl!m jsnjl aqj 10 ue!poIsno eqj of Allowip urajag y}joj jas suo!jngpjuoo Ile Ipw pegs 10!j}s!❑ agl suo!jnq!jjuo3 jo aouell!wo�j ' -gseo u! aaAoldwa 6u!jejedas eqj of pled aq llegs anea-1 uo!1eoen pasnun pue penjooe joj onlen %pq 6u!u!ewaj aql sueld (q)L9-V jo (e) 6o#, jo/pue Isnj1 aq1 o} suo!�nq!j�uoo 6u!�Iew o nail u! u!ajag gjJOJ 19s aneaq uo11e0en panjooe ,jo %Oq aqj jo anlen aql job. gseo anlaoaj of uo!ldo aq} aneq Ilegs sselo paugap eqj ui a@Aoldwa ON 'sl!w!l ueld S2jl algemolle of do ueld (q)Lgt,jo ueld (e) LoJ7 pajosuods I,ouIs!Q a 01 aneaI uoReoen panne eqj;o onlen H. Indemnification The Fire MEG agrees to indemnify and hold the District harmless from any liabilities of any nature which may arise as a result of the operations of the Trust, except for the obligation of the District to remit and report on the non -elective transfer of contributions as described in this Section. § 3. Work Periods and Overtime A. Work Periods 1. Employees assigned to 24-hour shifts shall work a Kelly Schedule that consists of a 24-day rotation pursuant to section 207 (k) of the Fair Labor Standards Act (FLSA) as follows: SUN MON TUES WED THURS FRI SAT 2. The pay period for shift personnel is 14 days. Overtime is paid for time worked in excess of one hundred six (106) hours in the pay period. 3. The work period for forty (40) hour personnel is seven (7) days with overtime being time worked in excess of forty (40) hours in the period. B. Work Shifts 1. All twenty-four (24) hour work shifts begin at 0800 and end at 0800 the following day, twenty-four (24) hours thereafter. 2. Personnel assigned to a forty (40) hour schedule shall work Monday through Thursday from 0700 to 1800 inclusive of paid breaks and unpaid sixty (60) minute meal period. C. Flex Time 1. The work schedules of employees assigned to other than fire suppression is subject to change depending on needs of the service or desires of the concerned employee(s) (see item 3). 2. The District shall not change work schedules when the sole purpose of the change is to avoid payment of time and one-half for overtime. This, however, is not to be interpreted as preventing a schedule change upon the mutual agreement of the District and affected employee. 15 Fire MEG MOU 2026-2029 6ZOZ-9ZOZ nokv J3W a#:j 91 -paNaom sanoq paaap!suo3 jou aouasge jo aneal Rluo aqj eq Ilegs aneal AJEI!I!w `J3y spaepue4S aogej a!ed aqj aapun Aed awijaano builndwoo jo sesodand and -S 'Aed jo alea (q• l) jIeq-auo pue-aw!} 1e paNaaw awI}aano Aue aol alea anoq (gg) XIS-A)jg aqj Je awllaano pled aq II!M sjalgo uollel}e8 uoissaaddns pue bululeal ul jalyo u011e1je8 al :sa6eM 'Z -@lei Apnoq anoq-gg aqJ aulwaalap o} Z66Z Aq pap!nlp uayj pue Z6 Aq Pa!ldlllnw aq I!!M @lei inoy 0t, Algluow aq} 'ejea inoq-gg a of 94ei moy-0t7 a 6uI}Januoa ao3 'novy slgi ui pau!l}no uopesuadwoo 6u!/i4!lenb aaq}o pue 'uoilesuadwoo lenbu!l!8 'AEd anlIuaoul uoijeonP3 01 Pal!wll jou jnq 6u!pnlour 'sanlaoaa eaAoldwa ue }eqj uailesuadwoo Imads jo swaoj algl6!ia Ile apnioui II!nn alea awl#aano aq1 -ajea anoq-gS agI le Gjeq-auo pue awl} le) awl}aano pled aq pegs saakidwe 'alnpagos Naonn uoljeol !sseio anoq-0t palnpaLlos Allewaou alagj jo ap!slno (juawu6!sse anoq-gg) �(lpedeo uoissaaddns aqj ui peNjom sanoy lie ao,q •;uawu6isse anoq-gg a of pau6lsse se Naonn uoissaaddns waopad IIIM luawu6isse anoq -0{, a pau6lsse Alaeln6aa saeAoldwe sawilawos pue luawu6isse anoq-0t, a of pau6!sse aae (juawu6lsse anoq-gg) sapp uoissaaddns of pau6lsse �(Iaein6aa suo!�eo>}rssel3 u! saal(oidwa saw!lawoS �{aam aad sanoq 0ti �laonn legl suolJeOg!sselo anI}ealslu!wpe ui saaAoldwa se Mann se 'Neem aad sanoq gg jo 96eaane lie�iaonn ognn sognp uoissaaddns of pau6!sse suolleo4pselo ul saakidws sapnioui a!un 6uluie6aeq sigl 'awl}aano aol algl6ila saa/[oldwe anoq j ao} 'lied jo ai.ea aeln6aa aqj (g- I.) Ileg-auo pue ewll to alea eyl le aq Heys peNionn sanoq awllaano aoj /fed jo a}ea aql ' ed aw!Irano 3 -a}el anoq /, anlaae ao Naonn woad Apea Jnoq LAG aneal of alq!6ile aae ooeldNionn pau6lsse Allewaou a!ayj olul aouelsip aqj Jo Q/opg pue poped Aed sqj jo %pg ;seal le loodaeo oqm saaAoidwa 'Alleuo!j!ppy -Alaea anoq V, Naonn 6ulneal ao a}el anoq % Niom le 6ulnlaae pue young anoq % e 6u!Nej Aq alnpagos alagl jo uoil.eaalle }senbaa Aew 'senssi aaeopllgo o} anp d!gspaey aouepadxe Oqm saaAoldwa 'uoilejuawaldw! 06/I� aqj q}!M alnPagoS 01 /f '❑ 'aoswadne a!ayl jo lenoadde aql uodn Noon Nionn alq!xelj a laonn of pannolle aq !legs saaAoldwa luaweBeuel/ll -g asne3 lualolmns pue pooh aol jnq sa6uego alnpagos joage jou II!nn joulslp aql 't, 'saouaaa}aad aaAoldwa nano aouepaoaad aNej II!M joulsiQ ag} Aq pau!w3alap se aolnaas eq, 10 spaau legl 'aanannoq pap!noad 'palepoww000e aq II!nn slsenbaa Bons elq!ssod aanauagM 'sisaaalu! Ieuosaad ssaappe of sa6uego ainpayos Isenbaa Am saeAoldw3 .£ 4. For the purposes of this section, work time shall not include traveling to and from the normal work site. 5. All non-exempt full-time employees who are called back to work from off -duty as a result of an emergency, shall be paid at the rate of time and one-half (1/2) for any hours worked, with a minimum of two (2) hours pay for each emergency recall. Employees required to work more than fifteen (15) minutes shall be compensated for a minimum of one (1) hour; any time worked over one (1) hour will be paid in one-half (1/2) hour increments (fifteen (15) minutes work shall constitute one-half (1/2) hour). Time spent in traveling to and from the worksite shall be compensated in accordance with FLSA. Employees required (held over) to work more than (15) minutes overtime shall be compensated for a minimum of one (1) hour. Any overtime worked in excess of one (1) hour will be paid in half hour increments. Provisions shall be made for an equitable distribution of overtime, consistent with efficient operations of the District. 6. The City and Fire MEG acknowledge that the District is a mutual aid provider through the California Fire Service and Rescue Emergency Mutual Aid System and receives requests to dispatch employees occupying positions in classifications represented by Fire MEG, and emergency apparatus under the terms of the California Fire Assistance Agreement to local, state or federal emergencies throughout North America. a. Mutual Aid Compensation: The Fire Chief or his/her appointee shall have the sole authority to approve or deny the assignment of personnel to a major fire or disaster. In evaluating such a request, consideration should be given to the overall potential impact on department staffing and operations, including, but not limited to, operational readiness and any expectations of a response from the District. When applicable, the Fire Chief will establish expectations of maintaining availability for City business during the assignment. Fire MEG employees assigned to non -shift, administrative positions, who are away from their official duty station following an assignment to a major fire or disaster outside the City, which exceeds twelve (12) hours in duration, shall be compensated portal-to-portal in accordance with ARTICLE 11 §3. E. 1. for all applicable hours worked beyond their regularly scheduled workweek. Time spent on routine or ancillary duties, including but not limited to regular administrative responsibilities, shall not qualify for overtime compensation under this section. Overtime must be compensated as pay. The overtime rate will include all eligible forms of special compensation that an employee receives, including but not limited to Education Incentive Pay, Bilingual Compensation, and other qualifying compensation outlined in this MOU. Portal-to-portal payment begins at the time of dispatch from their official 17 Fire MEG MDU 2026-2029 6MO -9Zoz nokv J3W o_#j fiI Ieolpen saaAoldw3 ollgnd 'elujoJlleo jo ajeJS agJ gBnojgJ aouejnsui leorpaw uleJulew of JueM `V661 `Li, jagwanoN J9:4e paiiq saaAoldwe awiJ-lIn} Mau [IV 'JoaJ.a Ojul 06 sajej Mau eqj uagM Joaga Olul 6u106 sa6ueyo gJIM poped Juawilojua uado aqj 6uljnp Allenuue pa}elnoleo aq IIIM S96e19Ae }unowe uoilnquJuoo flgluow aql -Ajunoo oulpjeujag ueS 6uljanoo sjegwaw Jlun 03A ajld aAlJoe of algelleAe saJej leolpaw (VOHW3d) ,tweiBojd ajeo leJldsoH pue leolpalN seaAoldw3 ollgnd„ algl611a 96eJaAe aqj of Ienba Junowe /flgJuow a le `i,66L `LI• jagwanoN J94e pamq saaAoldwa swig -lint Ile jol eouejnsui q}leaq Allwej pue aaAoldwo pled aPlAojd llegs Joulsl❑ •£ •tr66 6 `L � jagwanoN Jo se seaAold we pajlJaj pue ew1J-lini Builslxe fie jol eouejnsui L11leaq Alpej pue aaRoldwa pled Allnj aplAojd I1lM JoIjJs60 •Z '(VOHIN3d) wej60jd ajeo IeJldsoH pue IeolpalN s,aaAoldw3 ollgnd eluao}Ileo 40 aJeJS aqj gBnojgJ eouejnsui leolpaw apinojd IIIM Joulslp 1 aouejnsul ReaH •d :BuIMoIIoJ. aqJ Wm aouepj000e ul sueld eouejnsui dnoj6 GP!Aojd of saaAe Jopp(] aouejnsul dno.iE) 9oAolduj3 "g § • V I-L6 pue LLS dJC Pm aouepj000e ul uol#esuadwoo se Sa3dieO of paliodej aq IIIM Junowe eql •jeaA Ieos!} Mau aqj jo Buluut6aq aqj ja:ge pooed Aed llnj tsar aqj qpm Juaunouoa pled aq IIIM aouemolly wjojlun aql 'pets of swjopun (t,) inol Jo asegojnd eqj job aaAoldwo jad Rllenuue pgZ`Z$ jo wnwlxew a of 'suoijeln6aj puns salm s,Jopjslp aqj ul payloads se salope wjollun 10 asegojnd aqj jo} aplAojd of sl aoueMolly wjojlun uo Ieo6 sJl Jegj sajelndils Jopp(] aql 8 •uol}egojd jo uoijaldwoo 941 le swjojlun y sselo uMo j19gJ Anq Jsnw sjagwaw uolssajddnS -sJuawajlnbaj S2jDdleo algeolldde gJ1M souepj000e ul uoilesuedwoo se S�:3dle0 of papodej aq Ilegs paplAojd swjojlun Ie11lu1 asag1 jo onleA aql •aJep Jjels jaq jo siq of jorjd wjojiun a jeaM of pajlnbaj sl oqM aaAoldwa goea jol swjollun NioM jo Sias (t,) jno} apinojd llegs PPISra aql •y aouemolIv wjojlun "ty § •aw11 bu1JjeJs Iewjou aqj ajo}aq }}!gs �joM jelnbaj jaq jo slq sul6eq eaAoldwa aqJ uagM jo Aep lioM papuajxa ue ;0 Juana aqj ul wnwiuiw pies 6uulnbaj se paJajdjalul aq of Jou sl uoljoas slgl •sjnoq Ainp-}}o 6uljnp NioM of @woo of Ileo toljJsla a of spuodsaj oqM aaAoldwe ue of paJlpajo aq IIIM aw1J �ljoM jo sjnoq (z) oMJ 4o wnwrulw y N0e8lleo •3 'Aj!:D eqj 10 aplsino jelseslp jo ajy jofew a of Juawubisse j1agj 6ui jodaj pue 6ulpjooaj Alalejnooe job. alglsuodsaj aje saaAoldw3 •AJlo aql ulgt!M aolnjas ul �oeq paoeld aq of algelleAe We lauumed pue Juawdlnbe uagM 'uolJeool Jegj of ujnlaj jlagj pun sanupoo pue uoileool AJnp paubisse and Hospital Care Program, upon their retirement, shall be responsible for paying their own premiums. 5. Upon written request of the employee, along with verification that their spouse and/or family can provide full health insurance, cash compensation in lieu of medical benefits in the amount of $200,00 for single employees or $300.00 for employees with dependents, may be provided to the employee. Selection of compensation shall be at the employee's discretion. The employee may reenter the District's health plan at any time. 6. Affordable Care Act (ACA) Reopener. The District may reopen negotiations on the issue of health insurance benefits to address changes to or statutory scheme that may result from an interpretation of the ACA an in order to avoid penalties or taxes under the ACA or other statutory scheme by the Internal Revenue Service or other federal agency (including, but not limited to, a revenue ruling, regulation or other guidance) or state agency, or a ruling by a court of competent jurisdiction. These negotiations will not result in a reduction in the amount the District provides for employee health coverage. B. Dental Insurance District shall continue to provide fully paid employee and family dental insurance plan for all full-time employees. C. Vision Insurance The District shall continue to provide vision care coverage for all full-time continuous employees with a maximum payment not to exceed $22.25 a month. Employees agree to contribute 0.02% of their salary adjustment to fund their contribution of $2.00 a month for vision insurance. The above amount of $22.25 includes the employees' contribution. The employee shall pay the cost of vision insurance in excess of $22.25. In the event that vision insurance premiums exceed $22.25 during the term of the contract, the District shall provide advanced notice to the representatives, if - possible, at least thirty (30) days. D. Life Insurance The District shall provide a fully paid $50,000 life insurance policy for all Fire MEG members. § 6. Education Incentive The District shall provide to employees an educational incentive equal to the following: Bachelor of Arts/Bachelor of Science of Fire Officer Certification Increase to $350/month effective the first full pay period in July 2026 19 Fire MEG MOU 2026-2029 6zOz-9zOz nopv E)3W a11j OZ uoijesuadwoo leUij JeeA i, ZvOOZ § JonlNnS 696 b !anal glib tLq 6Z § einwJod Ilnd ogle %£ Z,Z9£bZ § I.40Z 6 Winr of jopd paJtg sea of w -- I Ja11 :6uimollol aqj opnloui saaAoldwe Ajejes oilgnd Jol sigauag IuasWd •loulsiQ aqj Aq pled WE ueld sJolJIsip aqj Japun saaAoldwe jopIslQ papinoJd slgauaq lie `uiaJag paciposep se jdaoxEl -waISAS juawaJijay s,aalfoidw-3 ollgnd eluJOAlBO 10 alels aqj ul palloaua sl jopISIC] sJagweVN }ajes :sjUaua8 -V ueid luawOMIG { 'L § •u01jeo9pao a pue oaJ6ap a gloq Job. Aed anlJuaour uoijeonpa anlaoaJ 9a4oldwa ue llegs Jaq}!aN •osie 9AIJu80u! uoijeonpa paziubooaJ Jamol ag; Jaw osie aneg AGgj JagjagM 10 ssaipJe6aJ Red antIuaoui auo Aluo anlaoaa llegs 'uoljeo!J!7pgO Jeo!go jaigo Jo aoualoS 10 JalseW/SIJV 40 J918eW aqj aq pinom yoigm `an!}uaoui uoijeonpa paziu6om jsag6lg ayj slaaw oqm aaAoldwa ue Ieg} 6ulueaw `an14einwno-uou aq ilegs sanlJuaou! uoijeonpa pauolIuaw-anoge aq I -leug aq llegs anlJuaoui uoijeonpa ue Jol A}!llgi6lle 6uipJeft uoijeumialap sjatgO aJid agl •leull aq Ilegs aniIuaoui uoijeonpa ue Jol Al!pci 6lle 6ulp u6aJ uoljeuiwaaIap sJelgo aJl=I aqj aaJ6ap aqj 4o aouenssi Jo} sjuawaJmbei lie pewJojJad AlleuosJad aafoldwa joafgns aqj leg; funfied jo Alleued Japun uoijeJeioap a Aq paiuedw000e aq Ilegs auiluo pauJea seaJ6a❑ •Jaa!J}O dalgO Jo Jeo!}}O aJtd Jol llegsJevv aJld eje}s eluJopleO eqj Aq panoJdde pue paziJoglne RlluaJJno NoeJ-L uol}eo�l:PaO aqj Jol sasselo paJinbaJ lie jo (sselo lieyssed a ui ,ssed„ Jo Jallaq Jo 0) u01191dwoo fu0joelsiles jo }ooJd saJmbei uolleogpeo JaoWO IalgOPGOWO aJIA ag} g}!m aouelldwoO -@I!sgam uoijeonp3 jo juaw:pedaQ gams paim aqj uo punol pue uoijeonp3 jo AimaJoas sawis pailun aqj Aq panoJdde Raua6e 6ulppaJooe paziubooaJ leuoi}eu a Aq paIlpaaooe si Jegj AI!SJaniun Jo aballoo a wotj aaJ6ap jo ;diaool pue uoijenpeJ6 jo bold saJmbW anlivaoui uoijeonpa pauolIuaw-anoge aq; Job Apilgl6113 9ZOZ Alnf ui poiJad Aed linj Tsai} agj an1109:49 41uow/pOg$ o} aseaJoul LZOZ AInf ui polled Aed linj JsJU agj 9n!}o94a q}uow/gLS$ 01 eseaJoul 9ZOZ AInf ui polled Aed linj IS14 a41 9nlI09}49 gJuow/Ogq$ 01 aseaaou1 uolIeDII.PeO JaoWO JalgO Jo aoualos 10 Jelsel/ils�]V Jo Jelselnl BZOZ AInr ui poilad Aed linj IsJ4 aq} ani}oaJJa gjuow/oot,$ o; aseaJoul LZOZ Alnf ut poiJad Aed linj isig aqj an!}oa:}a gluowlgL£$ 01 aseaJoul Effective June 24, 2023, employees contribute 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011. Fire Chief Position, hired prior to July 9, 2011: Effective June 24, 2023, Fire Chief contributes 9% of the normal CaIPERS member contribution, eliminating EPMC per resolution FD 2023-011, and contributes 1 % towards the Districts' CalPERS employer contribution. 2. Tier 2 - Employees hired on or after 719111 and through 12/31/12 and Classic PERS members as defined by PERS who are hired on or after January 1 2013: § 21363.3 3% at 55 Full Formula § 21574 4th Level 1959 Survivor § 20037 3 Year Final Compensation Effective June 24, 2023, employees contribute a total of 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011. Fire Chief Position hired prior to July 1 2011 and through December 31 2012 as well as Classic PERS members who are hired on or after January 1 2013: Effective June 24, 2023, employees in the Fire Chief position pay 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011, and contribute 1 % towards the Districts' CalPERS employer contribution. 3. Employees who are New PERS Members, as defined by PERS, who are hired on or after Janualy 1 2013: Employees are classified as New Members of PERS when they meet the definition of a "new member" for purposes of retirement pension benefits pursuant to the Public Employees' Pension Reform Act of 2013. Generally, this includes employees that were hired into a regular position on or after January 1, 2013 or former PERS members who have more than a six-month break in service. CalPERS ultimately determines who is a new member in compliance with the law. Employees who are classified as New Members shall be eligible for the 2.7% at 57 Formula, 3 year final compensation average. The employee contribution for new members shall be one-half the normal cost, as determined by CalPERS. As of the effective date of this MOU, the required employee contribution for new members is 11.5% of reportable compensation. This amount will be adjusted periodically by CalPERS, and the District employee contribution adjusted accordingly per state statute. 21 Fire MEG MOU 2026-2029 6ZOZ-9ZOZ nopv ` .gpv aJr� ZZ aneaj � OIS pasnun joi vaao 9960Z -oaS • uoitesuadwoo IeloodS se (OWd3) uoitngl.atuoo jagwaW pled-Jafoldw3 jo 6uipoda�j (j7)(o) 9£90Z 'oaS • (alep ajiq uo paseq) suoltngpjuoo aagweVV jo Juawfed jafoldw3 L69OZ -09S • :6ulmolloj agI epnioui saafoldwa patoage jol slljaueq leuolllpp'd -siseq xe}-aid e uo pajonpap aq llegs uoltoas slgj of luensind aaegs jafoldwo aq} of suoltncipluoo S�:13dleO aafoldwa lie 1egJ 6ulpino-Id uoplosaa a paidope jou}si© aq I 6 ! O-£ZOZ ©d uoplosa.I jad OWd3 6ul}euiwrla 'uoi;nglatuoo jagwaw Sa3dlec) lewjou aqj 10 %2 10 iejot a ainqutuoo saaRoldwa `£ZOZ `t�Z aunp anitoaj.3 uoltesuadwoo leUid jeaA 6 Zi�00Z § JonlnjnS 6961, iana-I gtj� trLSLZ § einwjod Iln3 99 le %9,Z t'179£I-Z § 6 LOZ 6 Alnr of JOpd paJlq saa of W3 - 6 fall -1 :6uimolloj aqj apnloul saafoldwa snoauellaoslw .rol sigauaq tuasaad }outsl© aqj fq pled a3e weld sjopisla japun saafoldwa topISI(] papinoid sIgauaq IIV 'wa#sfS tuawajga�j s,9afoldw3 oilgnd eruaojlleo jo atelS aql ul pallo-jug sl jop1slo sjagwalN snoauellaosiV4 :sIgaua8 '8 weld tuawall}a�j L uoltoaS 11 aiolIJd u1 suolSlnojd fue of a}ep }asuns ou aq llegs ajaq I '�)919OZ uoltoaS apoC) tuawuJanoE:) at }uensjnd oupo aje ajegs aafoldwa agt jo sluawfed aafoldwa IIV -uo!teln6ai S2j1 jo mel fq paltlwjad tuatxa aqj o} siseq xet-aad a uo patonpap aq Begs suoltncipluoo M13dIe0 aafoldwa 11e jegt 6ulpinoid uoplosai a paldope toutsip aql -C,V d3d«) £lOZ 10 tob' WJOJO�i uolsuad s,aafoidw3 ollgnd elujodlle:D aqj ul paugap se uopesuadwoo algeuoisuad aqj uo 'anoge £ IJed ul anoge paciposap se pue '(OAd3) suol}ngl.Ituo:D jagwan pled .Iafoidw3 Rue 6ulpnlow 'uoltesuadwoo leloads leuoitlppe /Cue snld '(aafoldwa aqj jo fjeles aseq linj -a-l) atej fed aq} uodn paseq paleinoleo aq llegs anoge Z g6nojq} 1 s}Jed u1 paciposep se aafoldwa eq} fq pled suoltncipluoo lie jegt poolsiapun si }I Oijl jad siseq xel-aid a uo patonpap aq Ilegs suoitngla4uoo SZi3dlBO aafoldwa Ile }egt 6ulpinoid uoitniosai a paldope seg jopisla aq I 2. Tier 2 - Employees hired on or after 719111 and through 12/31/12 and Classic PERS members as defined by PERS who are hired on or after January 1 2013: § 21354 2% at 55 Full Formula § 21574 4th Level 1959 Survivor § 20037 3 Year Final Compensation Effective June 24, 2023, employees contribute a total of 7% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011. The District adopted a resolution providing that all employee CalPERS contributions to the employer share pursuant to this section shall be deducted on a pre-tax basis and to reflect changes in EPMC prior to the effective dates. Additional benefits for affected employees include the following: • Sec. 20691 Employer Payment of Member Contributions (based on hire date) • Sec. 20636 (c)(4) Reporting of Employer -Paid Member Contribution (EPMC) as Special Compensation • Sec. 20965 Credit for Unused Sick Leave 3. Employees who are New PERS Members, as defined by PERS, who are hired on or after January 1, 2013: Employees are classified as New Members of PERS when they meet the definition of a "new member" for purposes of retirement pensions benefits pursuant to the Public Employees Pension Reform Act of 2013. Generally, this includes employees that were hired into a regular position on or after January 1, 2013, or former PERS members who have more than a six-month break in service. CalPERS ultimately determines who is new member in compliance with the law. Employees who are classified as New Members shall be eligible for the 2% at 62 Formula, 3-year final compensation average. The employee contribution for new members shall be one-half the normal cost, as determined by CaIPERS. As of the effective date of this MOU, the required employee contribution for new members is 6.5% of reportable compensation. This amount will be adjusted periodically by CalPERS, and the District employee contribution adjusted accordingly per state statute. The District adopted a resolution providing that all employee Ca[PERS contributions shall be deducted on a pre-tax basis per IRC 414(h)(2). 23 Fire MEG MQU 2026-2029 6ZOZ-9ZoZ now oow iq to -1z 'SIuawaaoul inog-auo ul pasn aq Rluo ueo sinoq aneal paniooe 'asodind slgj and -aneal eqj jo Aep goea aol Aed aseq s,aeAoldwa aql, paaoxa }ou Ilegs `jljauaq uoll.esuedwoo sialioAA aqj q}inn 6uole `sjnoy GAeal jo jagwnu lelol eql •awil fuolesuadwoo panjooe 'aneal uolJeoen panjooe 'aneal � 31S panjooe algellene gjinn nnel alejS aapun panlaoW Igauaq uoijesuadwoo sia>{aoM aqj juawelddns of pannolle aq Ilegs eaAoldwa ue 'sgfuow aalgf paaoxa pinogs eouesge Al!llgeslp s,aaAoldwo agl. Juana 941 ul •aouasge A;!Ilgeslp Bons jo /pep (,,l) }sag aqj uo aouawwoo Ilegs sjuawAed Bons aol uol;e6llgo s,loljlslp aq l sl auaq aneal {ors panjooe woaf uoljonpap Aue Inogl!m apew aq pinogs jo!jjslp aqj Aq sjuawAed gong -1ieles Ilnj s,aa/Loldwa sq} pue Joy uollesuadwoo sjajjoM aapun panlaoGJ sjuawAed Allllgeslp aqj uaemleq eoualaj4lp agp ol, Ienbe junowe ue ui sjuawAed `aouasge R}lllgesip -gons jo sgtuow 99.141 Isig aqj fulanp joulsiCI aqj woJJ anlaoaa Ilegs `uoll.isod jopIsla Bons Aue jo sognp jo aouewaojjad aql, ul p96e6ue allgnn pouie4sns saunful qof aql-uo joj „eluaojlleo 10 lob uollesuadwoo sjGNJOM„ aqj japun sjuawAed Atlllgeslp 6ulnlaoaa Sl 04M ularaq pajanoo ;lun 6uluie6aeq eql, ulgl.Inn aaRoldwe (Ala;eS-uoN) snoauellaosln Auy -loulslQ of pawnjej aq llegs pouad tinfui Aue 6uimp panlaoaJ sjuawAed /Ljlllgeslp luejodwal 'lauuosied fifa}es Aluo saanoo Oggt, -(suolSlnoid aol ogg-V § apoo aogej elwojlle� eas) tinful pajelai-Nionn qo!-aqj-uo ue ule}sns Aegf uagnn `aeaA (L) auo ol, do jol slgauaq pue fueles Ifni 01 pallwa cue saakldw3 AjajeS salinful pa;elaN 3I.ioM -9 § -foell.uoo aqf 10 wJa1 aqf bulJnp aseaaoul safes "d3d pinogs buljegs Isoo ssnoslp of f1oW aqf io jeaA palgl, aqi 6ulanp aauedoei a 04 98-16y salted •6uljngljjuoo Apeeile sl d9l40 oild aqj jegl, uolfngl.afuoo joAoldwa aqj }o fulaegs Isoo aqj aseaJoui IOU saop slq I -SaOdleO Aq fas sl jeq� aiegs jagwaw/aaAoldwa aqj spiennof a}ngljl.uoo saagwaw V-da3d jeq# junowe aqj jo 'juawail}ai alagj 10 Isoo eqf spaennol ejnqul.uoo saaAoldwa olsselo feq} %6 }o aiegs aaAoldwa aqj sl.oage Aeon ou ul slgl -(} 9LsoZ uol}oas apoo IuawuaanoE) of juensind @pew aq llegs suol}ngrll.uoo bulaegs Isoo aql -t ZOZ RInr ul poi3ad-Aed llnj ts.14 aqf anlfoaJ.a MAdleo Aq pailnbai suoijnglafuoo jaAoldwa agf to 6ulaegs Isoo se 6ulploggl!m [IoiAed eln algewea uoilesuadwoo ;o %l afngljtuoo saagwaw S?13dle0 0lsse10 saagwaw SdJ%IeO olsselQ — uuegs Is05 .o aoyuas ollgnd se aolnaas fuel!M C-0C60Z -oas :4soo ae4oldwe 4e lauuosaad Aja4es of algellene sl Igauaq 6uimolio} aql .g 'ZI.OZ `bC aagweoaa Aq paafq saaAoldwa snoeuellaoslw Ile o� papinoid sl wa}sAS fuawaalfa�l II asegd MJdd y6nojgl, Igauae leluawalddnS aq I S:11/d -t, § 9. Carpooling Those employees participating in a carpool during going to and from their residence and work site shall not be in receipt of a reduced workday. Rather, those employees participating in a "carpool" shall be accorded the following benefit: Eligible carpool employees shall be regular, full-time employees who voluntarily participate in and file a "rideshare application agreement". Eligibility for ride -share related benefits is conditioned upon: 1. Each affected regular and full-time employee shall ride share with another person(s) in a car or vanpool. 2. In the alternative, each affected regular and full-time employee shall drive to and from work other than in an automobile. For example, such transportation may include a bicycle, public transportation, walking. 3. Eligibility for rideshare benefits shall be conditioned upon 1) the regular and full- time employee participating 60% of the total workdays during a given month, 2) ride sharing for at least 60% of the commute distance, and 3) ride sharing between the hours of 6 and 10 a.m. of the employee's scheduled work shift. Individuals meeting the above qualifications shall earn $2 for every day that the employee rideshares, paid at the end of each quarter. Further, the City is desirous of devising some type of "drawing" to provide a singular person on a monthly basis with an item of value in recognition of ride sharing. § 10. IRS 126 Plan A. District shall implement authorized pre-tax payroll deduction of out-of-pocket medical contribution premiums. Said pre-tax payroll deduction shall not only be used for the purpose of paying the difference between the amount of District funded premiums for District -provided health insurance plans, and the amount of out-of-pocket premium payments borne by the employee regarding District - provided plans. B. The District agrees to provide technical assistance (such as automatic payroll deduction, etc.) in the event employees decide to expand this benefit from a "premium only plan" to a "flexible spending account" provided that those participating pay all costs incurred in expanding and maintaining this program. ARTICLE III LEAVES § 1. Holidays A. Holidays are those days which District designates as observed holidays. Holiday leave is a right, earned as a condition of employment, to a leave of absence with pay. The holidays designated by District are as follows: 25 Fire MEG MOU 2026-2029 62:oz-9ZoE now J3W a�r� 9Z :snnolloj se aw!l Aep!log aniooe llegs saaAoldw3 'El (AepuolW;sel) Aea le!aowaW Aepq}J!8 s,uoIu6lgseM AepglAl8 s,uloou!-j AepgJJ!8 s,6u!yl as pj uipen step s,aeaA mGN sewls!lgo sewtsugo 6ulpaoaid Aep agl 6ulnl6sjuegl 6ulnnolloI Aep agl (Aepsingl glly) 6uln16sjuegl Aep sueJaIan Aep sngwnloo AEC] Suoisslwpy (AepuoVV Is6) Ae❑ aoge-1 Aea aouepuadepul AelN ZZ tienaga3 Z L �Jenjgad tienuer 6 tienuep qZ jagwaoa❑ -vZ jagwaoa❑ JagwanoN jagwanoN L L jagwanoN Z! jagota0 .aagwajdaS aagwaldaS t7 Rlnf lauuosJad anoH gq AEpgoq aqj se panuasgo aq llegs �tepsangl 6u!paoaad aqj 'Repin}eS ao Aeppj a uo sllel Aep!log a aanauagM •Aep!loq e se paruasgo aq pegs AepuolN 6ulmollol aqt 'AepunS a uo sllel Aep!loq a JanauagM -JeaA leosg goes 10 'ON popad lied }o :ae}s aqj le aaAoldwe aqj of pa#!pajo aq Ilegs sAep!loq 6ulleoll (C) aaagj aqj lob. sanoq (0£) Alj!gt aql -aoslmadns aqj Aq lenoidde of joafgns `aoualuanuoo Jag ao slq le aaAoldwe ue fq ua� e} aq Lew sAep (6ulteog) Aieuo!}aios!p (E) aaagl (Aepuon tsel) Rep leuowevv (AepuolN pa£) Aep s,tuap!saad (/LepuoVV Pie) AepgtJiB s,6uiN aagtng u!ie" Ae❑ sJeaA mGN sewlsugo sewtsllgo 6u!peoejd Aep aq1 6u!n!6s�uegl 6ulnnolloJ Aep aql (Aepsingl qtt) 6uln16s� uegl AEC] suea919n (Repuo" ts6) AEC] aoge-1 Aea eouepuedepul 48 A fuenage j tienuep fuenuep qZ jagwaoa❑ j?Z jegwaoaa lagwanoN lagwanoN L I jegwanoN jagwajdeS t, AInf lauumad jnoH OV Type of Per Maximum Personnel Holiday Annually Accrual Shift Personnel 12 hours 168 hours 216 hours 40 hour Personnel 10 hours 140 hours 180 hours C. No District employee will be allowed to exceed the maximum accrual at any time. As excess holiday time is earned, it must either be taken as time off or be paid for by District. D. Holiday time shall be accrued annually beginning with the first pay period of the fiscal year within the pay period which it occurs. Beginning in calendar year 2022, the two December holidays will accrue on November 30 of each year. E. Beginning December 1, 2021, and annually thereafter, any employee that wants to have the District buy back holiday hours shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City's Human Resources Department on or before December 15 and shall indicate the number of hours of holiday that the employee expects to earn in the following calendar year that the employee wants the District to buy back in December (on the first pay period in December). Regardless of the number of hours requested to be cashed out, the most the District can cash out is the number of hours accrued and available in that calendar year to date. F. Holidays may be used as scheduled time off with the approval of the Supervisor. G. Any employee who is on vacation or sick leave when a holiday occurs will not have that holiday charged against his or her vacation or sick leave. Forty (40) hour personnel who obtain prior approval from their immediate supervisor to work a holiday will be allowed to bank that holiday at straight time. If a 40-hour employee who is eligible to receive overtime compensation is recalled to work on a holiday, that holiday will be banked at time and a half (1.5) for the number of hours actually worked that day. § 2. Holiday Facility Closure Certain City Facilities may close each year in conjunction with the Christmas and New Year's holidays. Closure dates for City facilities shall be determined by the City in order to balance the impact on public services. During a holiday closure, affected represented employees may take paid leave from holiday, management leave, and compensatory time or vacation accruals or they may be reassigned to a facility that will remain open during the closure. 27 Fire MEG MDU 2026-2029 6zoz-9zoz now o3w a�1zj 8z U014even panaooe ayj jo an!en ayJ }o uoipod Aue lowip of }oa!a Aew juawaillai o; Jo!ad sAep 0£ uegt aajel ou jo!als!❑ agt Aq pan1909J uo!toa!a uagt!ann Aq 'aaRo!dwa aql 'aneal uo!1e0en pasnun aol aa/(o!dwa aqj of pled aq asuvuayjo p!nom }eqt sluawfed ayt jo %09 o} on!en u! !enbs junowe ue 's!seq xel-aid a uo 4un000e IsnJl s,ee4o!dwe ayj of atnq!a;uoo AlgeoonaJJ! `to!ajs!❑ ayj woaj uo!jeaedas s,99Ao!dwa ayj uodn `!!eys;ou}s!❑ ay; `sse!o paugaa aqj u! aaAo!dwa AJana and •0 -aaAo!dwe anoy-Ot, a }! `sanoy 0 L an!aoaa Jo '99Ao!dwa:p4s a j! 'u011eoen10 sanoy tiZ jo I!paJo awltauO a aniaoaJ !!eys ao!nJas jo saeaA gZ Jo OZ `O L pa}a!dwoo seq 'weal( uani6 Aue to L Alnp jo se 'oynn eaAo!dwe uy .8 £Z671 O'8Z9 S:4!ys tq/sanoy g££ saeaA +9Z Z00'ZL O,8Z9 s:4!us £L /sanoy ZL£ saeaA t7Z-OZ LLO' L L O W9 s}j!ys Z L/sanoy 99Z sJeaA 6 L-9 t79VoL 0,8Z9 s4!gs LL/sanogtr9Z sJeGAt7L-LL L£Z'6 O'8Z9 s4!gs O L/sanoy of Z sJeaA 0 L-8 £Z6'9 O'80t? sU!gs 9'L/sanoy oq L sae9A L17 9 L917 0'88Z s4!gs 9/sanoy OZ L saeaA £-sAep 0£ sated !enJooy !enaooy !enaooy ao!naaS pala! woo po!Jad Aed wnw!xe!4 !enuuy 3o sae;DA !auuosJad #4!qS L£Z'6 O,£9£ sanoy 00'otZ saea/[ +qz ZL9'8 O'E9£ sanoy 98'ZZZ saeal( t�Z-OZ ZL61 0'£9£ sanoy ZL'90Z saeaA 6L-9L £9Z'L O'£9£ sanoy 89'88L SJeal( vL-LL £69'9 0'£9£ sanoy £tr, LL L saeGA 0 L-8 9t76'V O'ZLZ sJnoq L9,8ZL sJeaA L-V L6Z'£ 076 L sanoy ZL'gg sJeaA £-SAep O8 sated !enJooy !enJooy !enaooy oo!naaS pata! wok po!Jad Aed wnw!xeW !enuuy Jo sneak !auuosJad anoy-0t, :a!npayos 6utmo!!oj ayj of 6u!pa000e Algluow uo!leo�n jo sAep bul�aom anaooe 'aoinJas snonuiluoo yt!m '!lays saaAo!dwa ewil-!!nj !!y 'tuawAo!dwa jo uo!t!puoo e se pawed s! 11 • Led gt!m aouasge jo anea! a o; jy61J a sl anea! uo!teoen 'y anew uoIIeoen .£ § Leave to a District sponsored 401(a) plan or 457(b) plan up to allowable IRS plan limits. No employee in the Defined Class shall have the option to receive cash for the value of the 50% of accrued Vacation Leave set forth herein in lieu of making contributions to the Trust and/or 401 (a) or 457(b) plans. The remaining 50% value for accrued and unused Vacation Leave shall be paid to the separating employee in cash. D. Annually, any employee that wants to have the District buy back vacation hours shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City's Human Resources Department on or before December 15 and shall indicate the number of hours of vacation that the employee expects to earn in the following calendar year that the employee wants the District to buy back up to a maximum of 200 hours per year. This buy back shall occur twice annually, in July (on the first pay period in July) and November ( on the first pay period in November), and the employee must indicate the total amount of hours they want paid out in July and in November. Regardless of the number of hours requested to the cashed out at either time, the most the District can cash out is the number of hours accrued and available in that calendar year to date. Employees must maintain a minimum of 40 hours of accrued vacation subsequent to any payment of vacation buyback time. § 4. Sick Leave Sick leave shall be used in case of a bona fide illness of the employee upon approval. Sick leave may also be used for sickness, disability, serious illness or emergency of his or her child, parent, or spouse or registered domestic partner, grandparent, grandchild, and sibling, or any other member of the employee's immediate family as defined by District Personnel Rules, which is incapacitated and/or requires the service of a physician, and when the presence of the employee is required. At the conclusion of the need for time off to care for a family member, said employee shall return to work as soon as possible. The employee must give the immediate supervisor or Fire Chief reasonable advance written or oral notice. If the need for sick leave is not foreseeable, the employee shall provide written or oral notice of the need for sick leave as soon as practicable. If the employee is required to be absent on sick leave for more than one day, the employee must keep the immediate supervisor informed each day as to the date the employee expects to return to work and the purpose of the leave. Failure to request sick leave as required by this provision without good reason, may result in the employee being treated as absent without leave. The maximum number of hours that may be used for sickness, disability, serious illness or emergency of his child or her child, parent, or spouse or registered domestic partner, grandparent, grandchild and sibling is equal to the employee's annual accrual. 29 Fire MEG MOU 2026-2029 Ewe-gwzZ non J3W aarzd OF -aouasge to aneal uo aligM pauielsns Al!l!gesip ao ssau�olS -q -jonpuooslw PAW uMo Jag jo sig Aq pasneo ao paloigui-pas Alasodind aanfui jo ssawpis wojl buisue Al!l!gesi❑ •e :suoseaa bu!mollol agl aol Alnp wojl luasge al!gm fed glint aneal Alois of pali!lua aq llegs seaAoldwe ON •3 •Alales aseaioui of suoiloe Jagjo ao 6uiuueld Alales ui aledloilied jo `aalueo sism ao wejb' 'jallags e w04 saoinaas `Builasunoo leoi6ologoAsd -io uoilualle leoipaw uielgO -q - '(ua.[)PIlgo J!agl ao aeAoldwe agl to alellann jo 'dales 'glleag agl ainsue dlaq of aouelsisse :pnoo .iaglo jo japio 6ulu!eilsa.i Ajelodwal a uielgo of ldwalle Jo uielgO •e :ol 6ui�lels jo 'jinesse lenxas 'aoualoin o!lsawop la wilo!n sl ognn aaloldwe ue aol aouesge ue Janoo of pasn aq ueo aneal Ao!S asfl tioln}elS -18410 E •Buiiq!s Jo 'PIluoPueJB-lea.i6 `p1!g3Puea6 'Mel-ui-luajedpue.i6-lea.a6 'luaiedpuejB -leaiB `Mel-ui-lua.iedpuej6 'lu9aedpuej5 'aaulJed oilsawop paialsibei 'asnods `noel-ui-luajed '(pligo a se 9@Aoldwe agl to siluaied oval ui pools oqm uos.ied sapnloui) luejed '(siluaaed 000l ui spuels jo ' eM lebal a si aal(oldwa agl wognn aol ao 'snlels Aouapuadap jo aBe Aue sapnloui) plluo :s,aaAoldwa agl sueaw Jagwew pe!lilenb a 'anea-1 NOIS Allwed to asodind agl joj '.�agwaw �(l!wel pa�ilenb la aaeo aniluanajdo `(uoilipuoo glleag a to luawlearl Jo aieo `sisou6eip agl se gons) unseal palelaj-ylleag a to funfur ao ssaull! agl.tol aneal Avis asn ueo sa9Aoldw::j anew NDIS AI!We=l -Z 'aJea aniluanajd io '(uoil!puao glleag a la luawleail ao ajeo 'sisou6eip agl se gons) unseal palelar-glleag a 'funfui 'ssaull! leumad .col aneal �ois asn ueo saaAoldw anew �a!S leuosJad L asn anew >PIS -8 (sll!gs 9) (lllgs Z/L) 3lw11 ON smog t717L smog ZL lauuosJad ll!gS 3lwi1 ON smog OZL smog QL lsuuosJad inog-pi, lenjooy •xeVV len.tooy lenuuy lglualN lauuosJad :snnollol se aneal Alois 6uin.tooe eq llegs sa@Aoldwe liV -L saa of wD awil-lin.j -d D. Except as specified in "G" below, sick leave shall not be used in lieu of or in addition to vacation. E. Employees must provide a physician's certification upon for any sick leave absence that occurs after the employee has used 40 hours or 4 shifts for 40-hour personnel, whichever is greater, or 96 hours for 56-hour personnel, that involves the illness of the employee or family member. This requirement does not pertain to Personal Leave (see §6). F. The Fire Chief may require medical certification that the employee is capable of and released to return to the performance of all duties of his/her position. G. In case of voluntary or involuntary termination of an employee's continuous service, except by reason of retirement or lay-off for lack of work or funds shall abrogate all sick leave and no payment will be made by the District for sick leave accrued to the time of such termination regardless of whether or not such employee subsequently reenters District service. H. Any employee incurring a serious injury or illness while on paid vacation leave may have those days of illness changed to sick leave with pay and vacation days restored accordingly, provided the employee has sufficient sick leave accrued and the period of illness is certified by a written doctor's statement. I. Employees with ten (10) or more years of service shall be eligible to convert unused sick leave to vacation in accordance with the following: 1. Shift Employees who, in the preceding calendar year, accrued 108 to 144 (90 to 120 for 40 hour week employees) unused hours of sick leave earned in that preceding calendar year, may exercise the option of having one-half (112) of that unused sick leave accrued in the preceding year converted to vacation leave and the remainder carried over as accrued sick leave. 2. Employees who have accrued 72 to 108 (60 to 90 for 40-hour week employees) unused hours of sick leave earned in the preceding calendar year may exercise the option of having one-fourth (1/4) of the unused sick leave accrued in the preceding calendar year converted to vacation leave and the remainder carried over as accrued sick leave. 3. Any employee who qualifies to convert sick leave to vacation leave must submit a written request to the District on or before January 15th of the year in which the conversion is to be made. J. Upon the retirement of an employee, the employee may elect from one or more of the following options: 31 Fire MEG MOU 2026-2029 &ZoZ-qzw nopv J36N awd ZE lejot sjnoy 80L = (jotoel) 9' L X sjnoy lel•0t ZLt7 sjnoy 00£ _ ADIS sjnoy ZL = Aep11oH sjnoy OOL = uolleoen stl}auag 9aAoldw3 (a9Aoldwa jeaA M-8) g-1dWyX3 (99 010-V) 9'L ttL OZL ADIS 9j 89L 0t7 ep off LT L Us 89'trOZ sjeaA +9Z L9' L 98Z 89'96 L sjeaA t,Z-OZ Ls' L t79Z 89'88 L sje9A 6 L- L L 9' L Otlz ct7, LL L sleaA O L-9 9' L 08 L L9'8Z L sjea/L L-t, 9' L OZL ZL'98 sjeaA 8-sAep 08 jotoe3 uo[sjanuoO jnoH 99 jnoH Ot, uoljeoen slseg NGGM �JOAA :aneal �ols pue 'feplloy `uoiLeoen aq Ilpm lauuosaad � aam jad jnoy (99) xis -A:gg of lauuosaad jeam jed jnoy (Ot,) Apol jol slenme ay} Panuoo ol. pasn jotoej ayl J010ed uoisaanuoC) •9 § 1lpaj0 GOINGS S2i3dleo jo sueld (q)L9t `(e)LOt, jo/pue ;snjl ay1 of suollnqutuoo 6ulNew jo nail ul anea-1 j31S panme ayL jo anlen ayt jot yseo GAlaoaj of uolLdo 941 aney lleys ssel:D pauge(i ayt ul aeAoldwe ON }Ipajo a01N9S S?13dle0 of sjnoy anea-1 VIS pasnun Aldde jo/pue sllwil ueld S�jI algemolle of do ueld (q)Lgt, 'ueld (e) LOt, pajosuods Loulslp a o} anea-1 lenuuy panne ayt jo anlen ay} }o uoltjod Aue toajlp o} Loele Aew 'tuawaigaj o; joud sAep 0£ ueyt jatel ou lop4sl❑ ayL Aq panlaoaj uol}oala uattljnn Aq `aaAoldwa ayl aneai PIS pasnun joj asAoldwe ayj o} pled eq asiNuayLo pinomjeyt s}uawRed 9LIJ 10 %00 L of anlen ul lenbe Lunowe ue `slseq xeL-ejd a uo }un000e Ism I s,eaAoldwe ayL oL atngljLuoo Ajgeoonajjl `touLslp ayt woj} juawajl}aj s,aaAoldwa ayt uodn `lleys joljtsrp ayt `ssel0 paul}ap ayi ul aaRoldwa rGana jod -9960Z U0I109S apoO JuawujanoS jed tlpajo aotnjas S�13d1e0 JOJ aneal �ols pasnun patelnwnooe aleu6lsa❑ -}uawajltaj Le fled jo atei Apnoy jeln6ei s,a@Aoldwa ayj le anea) MIDIS pasnun patelnwnooe jay/sly jo (%0q) tueo jad Al-1lt of do Noeq IIaS • Note: if an employee goes from a 56 to 40 hours basis, the conversion will be the reciprocal of 1.5 or .667 § 6. Personal Leave A. The employee shall be granted one (1) day paid personal leave, in addition to the normal leave accrual, to attend the funeral of a relative not in the employee's immediate family. B. An employee required to appear before a court for other than subpoenas due to actions as a District employee or jury duty will receive the necessary time as paid personal leave, providing: 1. He or she notifies his or her supervisor with adequate advanced notice so that a relief may be obtained. 2. The employee must return to work within a reasonable time after the appearance. C. Personal Leave will be charged against any leave account in which the employee has accrued an appropriate balance, such as sick leave, vacation, or compensatory time. It is the employee's option which account is to be charged. D. Employees can use up to twenty (20) hours of accrued sick leave as personal leave. These twenty (20) hours can be used incrementally (i.e., 1 hour, '/2 hour) throughout the fiscal year. Use this time for emergency situations requiring the employee's attention and requires prior approval by their supervisor. § 7. Bereavement Leave When a death occurs in the family of a full-time employee, 40-hour personnel shall be granted up to 80 hours of bereavement leave with pay and shift personnel shall be granted up to 112 hours of bereavement leave with pay. A death certificate or othe acceptable evidence may be required by the City Manager or designee before leave is allowed. Family members are defined as follows: employee's spouse or- domestic partner, employee's parents, employee's grandparents, employee's children, son-in-law, daughter-in-law, employee's siblings, or employee's grandchildren, employee's spouse or domestic partner's parents, employee's spouse or domestic partner's grandparents, grandparents -in-law, brother-in-law, sister-in-law, employee's spouse or domestic partner's children, employee's spouses grandchildren, or a blood relative residing with employee. The City Manager or designee shall approve such bereavement leave. (References to domestic partner refer to registered doemstic partners, as defined by California Family Code Section 297.) 40-hour personnel are eligible for up to an additional forty 33 Fire MEG MOU 2026-2029 6ZOZ-9wj now J3W a�13 t£ sanog o0 6 Ialg0 911-1 jalg0 aai j Ajndaa pue sanoq 9L jalg0Ainaail aoluesp aabeueyl ssaulsn8 sanog Og aal=l pue IELISJEIN a114 :snn0110; se aeaA leosg goea aneaq anrjeajsiulwpy wee Ieegs suolIe04lssel0 6ulnnollo} 9q1 :anea-I an14ea;slulwpy anea-1 anlIea;sluEwpV •6 § 's0ea6eaed 6ulpaoaad aqj uI aoI papinoad }ou uoijen}ls Naom lensnun ao/pue leloads ao} pauaee aq osle Aew awil fuo;esuadwo0 •a 'IIpne lenuue pue sseoowd uorjeaedaad ja6pnq lenuue eqj jo ped se palnpaps Jo/pue palled aae s6ui}aaw gons uagM ao builaaw painpagos Alaeln6aa a jo nail ul plag aae sbuilaaw gons uegm Ideoxe 'esepwwoO j3p1si❑ pue sao10911Q 10 paeoe aqj 10 s6upaaw lemads le aouepualle paalnbaa aol pauaea aq Aew awil Ifaolesuedwo0 -0 'algeliene pue panaooe sanog jo aagwnu aqj si Ino gseo ueo }olalsl❑ aqj 1sow sqj 'Ino pegseo aq of palsanbaa sanog jo aagwnu ag1 jo ssalpaeba�j '(aagwanoN ui pouad Aed Isig aqj uo) aagwanoN pue (Rlnr ui poped Aed Isal} aqj uo) Apr ul 'Rllenuue aoiml in000 !legs �pegAnq sigl 'joeq Anq of jopjslp aqj sluem eafoldwa eqj jegj aea/f aepualeo 6uIm011oj agj w urea of sjoadxa aaRoldwa eqj 1egj Ol0 jo sanoq jo aagwnu NI ajeoipul llegs pue 9l jagwaoa❑ aaolaq ao uo }uawpeda❑ saoanosa�l uewnH s,Aj!O aq} of 6uilpm ui palllwgns aq Ilegs uoijoala elgeoonaaal 941 -Os op of uopele algeoonaaal ue a�ew !legs „awlj uoijesuadwoO/UO4eoeNAeplloH„ aqj IL, sanog O10 �joeq Anq }oIJ}sIp aqj aneq 01 sluenn }eqj aeAoldwa Aue 'Allenuuy 'pawea polaad ag1 ui Led jo alea awlpano aeln6aa aaq ao siq aaAoldwa aqj of pled aq IIIM sanog awlpano leuolIIppe Aue 'O10 Jo sanog j7tq sajelnwnooe eaAoldwe aouO 'O10 jo sanog j7til- jo wnwixew a ajelnwnooe Aew aeAoldwe uy 'pa>{aom anoq awlpano goee aol sanog lleq-auo pue auo jo ajea aqj }e anaooe IIIM Ol0 -(Ol0) .4o awl! Ifaolesuadwoo gjiM pajesuadwoo aq Aew 'uolldo s,aa/foldwa aqj }e '4lgs anoq-t7Z uolssaaddns aig a of pau6isse saaAoldwe asogl '/fed awlpano }o nail ul .d awl! Ajo;esuadwo0 •g § -tbZOZ aunt ul suaaouoo abesn AUe nnalnaJ 01 aaa6e saiped aq1 'aaAoldwa eqj ql!m 6ulpisaa anljelaa poolq a ao 'uaapllgo s,aauped ogsawop ao asnods s,aa/foldwa 's}uaaed s,aauped ollsawop ao sasnods s,a9Aoldwa 's6ullgls s,aaAoldwa ao Wel-ui-aaIg6nep Wel ul-uos 'uaapllgo s,aaAoldwe 's}uaaed s,aakldwa 'gauped Ogsawop ao asnods s,aekldwa aqj of pajelaa sI aneal ;uawaneaaaq aqj uagm 'sanoq (Z G L) 9nlan4 pue paapunq auo papinoad Alluaaano eqj of uoippe ul 'aneal Iuawanea.raq jo sanog (99) xrs-A:44 leuolI ppe pue of do aol algl6lla aae lauuosaad :4lqs pue sanoq (Og) AjgbIa papinoad Alluawo eqj of uoi}Ippe ul 'aneal;uawaneaaaq jo sanog (OV) Any unused administrative leave, up to a maximum of forty (40) hours in June of each fiscal year must be sold back to District at the employee's then current hourly rate. Administrative leave shall not be carried beyond the year in which it was earned. § 10. .fury Duty Any member of District who is called or required to serve as a trial juror may be absent from duty with District during the period of such service or while necessarily being present in court as a result of such call. Such member on jury duty will continue to receive normal pay, provided he or she: A. Notifies his or her supervisor, in advance, with adequate time remaining so that a relief may be obtained. B. Returned to duty within a reasonable time after being released with a signed certificate of service from the court stipulating the hours of service and release time. This certificate may be obtained by asking the court secretary or bailiff. The employee then forwards it to his or her supervisor. C. Pay received for service while absent from District must be turned over to District; however, pay received while off duty may be kept by the employee. D. All personnel called for jury duty must abide by all of the above rules and must return to work if dismissed before the end of their regular work shift. § 11. Civil Subpoena/Criminal Subpoena A. Civil Subpoena When members of the District have been served a civil subpoena to appear in court as a witness due to actions as a District employee, the following procedure shall be followed: a. Personnel will be paid at their regular hourly rate while they are in court. b. District transportation will be provided when available. If the employee uses his or her own transportation, he or she will be reimbursed by District at the prevailing mileage rate. c. If the employee is required to appear in a court that is outside the Rancho Cucamonga Fire Protection District and this appearance requires the employee to buy a meal and/or lodging, he or she will be reimbursed. If an extended appearance in court is necessary where lodging and meals would be required, authorization shall be obtained from the department head. 35 Fire MEG MOU 2026-2029 6Z0Z-9ZOZ noW J3W a4zi 9� 'awJI Aep!Ioy Buileolj Jo luolesuadwoo 'uolIeoen 'aneal �o!s of pe6lego aq Isnw smog OZI Ielpi s!yl puoAaq pajlnbai aw!} pred Ruy 'smel le tapal pue alels leuoli!ppe Jo ado ao y-lINd japun peBjeyo aw!l Aue pualxe IOU saop sinoy pled QZ 6 ag1 Jo asn 'Janannoy 'pl!yo a jo uo!#dope jo y u!q ay} aol Iced yl!M aneal uo!ldope pue lejeu }o sinoy OZ L of do paluej6 aae }!un buluie6aeq a141 ulyl!m sa@Aoldw3 Aed 141!M anew u01jopy pue JEWN Y Iced uoildopV pue MeN 'U § -;uesge sl ays jo ay go!gm;o '}oaJag; uo!lrod ao 'y}uow goes JOJ 'aouenpe ui 'lou4s!Q o; Ism llnj ayj BuiAed Aq 96EJGAOO aoueansu! Iea!paw anu!luoo Aew Aed Inoyl!m aouasge jo aneal panoidde ue uo aaAoldwe uy Q luawalelsuraj 10 alep agj of paisnfpe aq Ileys ajep All q!6!le aseajou! Iuaw s,a,9Aoldw9 ayj `uo!joas s!yl jo sesodind agj jo3 -Al!ao!uas o sasodlnd ays 101 Jo a6uej tieles age u!yl!m saseaioul ion ao!nUas piemo} }unoo IOU pegs Aed ;nogl!m aneal vans uo }uads aw!1 •aouasge jo aneal ayj uebaq ays JO ag uagnn p9nl90a3 a6uea lueles ayj ui dals awes ayj anlaoaJ lleys Iced Inoyl!m aouasge 10 aneal a aap palelsulaa aeAoldwe uy -anjooe IOU lleys sI!paao GAeal �o!s JO 'Rep!Ioy 'uoljeoen 'spolJad esayl 6u!m❑ -}uawRoldwa jo aoimas u! Neajq e se panulsuoa aq IOU llegs paeo8 agj Aq paluej6 Aed Inogl!m aouasge jo anea-1 •0 -aaAoldwe jeyj Aq aolmas warl uolfeiedas a aln1puoo Ilegs aouasge ;0 aneal pamogine ue to uolleu!wja; ayl uodn ;uawAoldwa aag .ro s!g of uin;ej of aeAoldwe age to aml!e.I 'S 'sao}oaJ!Q jo paeog ay; Aq jeaA (I,) quo paaoxa of IOU polaad a jo 'la!y:D aii j ayj Aq sAep (0£) Alj!yl paaoxa o} IOU po!jad e aol pa}uejB aq Aew aouasge }o anegl a 'aa�(oldwa agl jo }sanbai uallpm ays uodn •y Aed ;noyj!nn 9ouasgd jo sanea3 •Z � § paxike dwels linoo a aney IOU paau euaodgns leuppo y '{, 'jalgo aald ayj woaj pau!elgo aq llegs uo!jezuoy}ne 'paj!nbaa aq pinom sleaw pue Bu!6pol ajaynn IJessaoau sr pnoo uj aoueaeadde papuaixa ue 11 •pasangw!aj aq ll!m ays jo aq 'leaw a linq of eaAoldwe ayj saa!nbei aouaieadde s!yl pue 10!J4s!Q uo!Ioa;oad aii j ebuoweono oyoueH ayl ap!slno #inoo ui aeedde of pai!nbei si aaxoldwa agIA £ a�ea a6e9l!w 6ull!enard agl le poky] Aq pasingwiej aq ll!m Lay} 'uo!je}iodsuej} unno a!agl sasn aaRoldwe eqj 11 -algel!ene uagnn pap!noid aq ll!m uo!jeIjodsuejj lo!als!Q 'Z '}inoo ul 9I!4m ajea A]jnoy aeln6ai agj }e pled aq ll!m aaAoldwa ayj 'euaodgns Ieu!wuo e pAA pamas si eaAoldwa ue }! '•bas -;a 9Z£ 6 apoO Ieuad e!u topeo ol uens.rnd 6 euaoclqnS leu!w!jo -8 B. Natal and Adoption Leave without Pa The District shall provide employees up to four months natal and adoption leave for the birth or adoption of a child; such leave shall be pursuant to the provisions of the California Pregnancy Disability Act ("PDA"; California Government Code section 12945), if applicable. The District's PDA policy is incorporated herein by reference. Employees on this leave of absence without pay beyond the four -month period will be responsible for the payment of medical, dental and optical premiums to keep the coverage in force during the leave of absence. ARTICLE IV GRIEVANCE PROCEDURE § 1. Purpose This article is intended to provide a fair and orderly procedure for the resolution of employee. A grievance is a claimed violation, misinterpretation, misapplication, or noncompliance with existing District codes, resolutions, written rules, policies, procedures, orders and regulations, or this document. This grievance procedure shall not apply to disciplinary matters or to reviews of performance evaluation reports or to discharge of probationary employees. Disciplinary matters include all warnings, written reprimands, suspensions, reductions in pay which are not the result of transfer or reassignment, demotions, dismissal or any other action which consists of a taking of property as said term is defined by the courts in the disciplinary context ( Reassignments and/or transfer that result in a loss of compensation shall not be deemed to be disciplinary actions.) § 2. Objectives The grievance procedure is established to accomplish the following objectives: A. To settle disagreements at the employee -supervisor level, informally if possible. B. To provide an orderly procedure to handle grievances. C. To resolve grievances as quickly as possible. D. To correct, if possible, the cause of grievances to prevent future similar complaints. E. To provide for a two-way system of communication by making it possible for levels of supervision to address problems, complaints, and questions raised by employees. F. To reduce the number of grievances by allowing them to be expressed and thereby adjusted and eliminated. G. To promote harmonious relations generally among employees, their supervisor and the administrative staff. 37 Fire MEG MOU 2026-2029 6ZoZ-9Zoe non 93pv a�1� 8� }eq1 GIep ag110 sAep W uanas uigl!m juieldwoo jo walgojd algen91J6 aqj JO aoulesgns agl juawnoop Ilegs josimadns a}eipawwi aqj '6ulIiJnn ui aouenau6 ay} jo uoisslwgns alepuew IOU saop ampeowd aouenau!D Ietwojul qaj Jo uoI}eoonui g6noq}ly -alnpaoo.id aouenauE) leLujod sqj azilp stew aaAoldwa aql 'uoisioap aq; Qm pagsites IOU si aaAoldwa aq; jo 'step (p 0 u91 uipm aa/[oldwe aq} q Aldaj of sllej iosimadns alelpawwi agj1I -ampeowd 9ouen91.16 lewloj ay} jo asn fue apeoeid llegs uoissnosip lei pi ue gons -Josimadns aleipowwi aaq Jo sig ql!m waq} ssnosip Algeoiwe pue AIlewjojui 'AlIdwoid lj!m agAoldwa ag} ji palIjas aq ueo sjuieldwoo ao swalgo-id IsoW ajnpaaoJd aauenaPE) IeuMlojul -V § 'siseq Rlawil e uo palnoasoid AIani}e.11siutuipe asinivaglo ao pall} A19LUII Si jo/pue „a3uena1J6 a Jo uoiPgap ag} ulgIinn si JOIlew a Ji aulwaajap of Ajpogjne aneq }ou llegs ao;eaIig1e uy 'H 'sa0i40 anlJeJIsiuiwpy sjoijisi© 041 4o sRep ssauisnq ueaw Ilegs „SAep„ wUaj 9141 'uiaaaq J04 papinoid Alleogpeds asinivaglo ssaiun !D -sAepiloq pue spuaNaann apnloxe uoijoe AUe JO 6uiNel Jo aoijou JO 6uin16 aq; aol alm sigl ui pagpeds awil ;o poilad ALuy •d •sai;.ied anI#oadsaj aqj 10 sanllejuasaadaa aqI jo }uawaa.i6e Ien}nw Aq papuajxa aq ueo suoijeliwil awil 'sampeowd asagj ui pa�peds pound awl} aqj uigjinn algelieneun si 91ndsip a ui poweu lenpinipui ue II 3 'sI4611 uoi#ejuasaidaa s,uo1jez1ue6a0 pies jo adoos aq; uigjinn We panlonui sanssi aqj ji 90ueAa1J6 eqj jo uoplosai pue wrijeu aql jo pesudde aq pegs uoileziue6ao aaAoldwa aqI 'uoileziue6jo Woldwa aqj Aq papinOJd 1egj ueq} .iagjo lasunoo Aq pa}uasaidaa si ao Ilasiaq Jo jlaswiq juasa.idaa 01 s;oala Iuen91a6 a Juana 941 ul 'a ,sailed gjoq;o juesuoo lenjnw eqj gjinn pal;iwjad si awl} jo uolsuaIxa ue 'anoge aq} 6ulpuelsi-11MON :N0Ild30X3 'ampeowd eqj ui dals jxau aqj of paeowd 01 JUEA91a6 aqj;iwjad llegs suoileliwil awil pagpeds q;inn Aldwoo of j4ejs anI#e.iIslulwpe Jo fuosiAiedns jopIsiQ jo ajnlied -a.inliel gons joj asneo pooh }o 6uinnogs a uodn Idaoxa `93uena1A aq;10 lennejpglian a a}nIpuoa llegs a.inpaowd aouen9116 aqj ul pagioads suoijellwil awil q#iM Aldwoo 01 Juenau6 sqj 4o a.mlied -0 -passeowd 6uiaq si 9ouena1J6 aqI 1e1-Il awiJ AUe }e sani}eJuasaidej jiagj ao seaAoldwe Aq pagoeo.idde eq IOU pegs sjagwaw lenpinipui sIi ao sro}oa.l(] jo paeo8 aql .S -sainpooad �Iaonn pajinbaa Allewjou gj!m a.iajaa;ui }ou Minn }eg, awil a le pue aauuew a gons ui pagsildw000e aq IIiM aouenau6 a jo uoijejedaid -V suolsinoJd Mfaua0 •£ § -saaAoldwa JIB 101 juawleeil algepba pue aie4 ainsse o.L -H he employee knew or should reasonably have known of the existence of the problem or complaint, shall constitute a waiver by the employee of the ability to utilize the grievance procedure. § 5. Formal Grievance Procedure A. Step The employee and/or representative shall present the grievance, in writing and signed, to his or her immediate supervisor within fifteen (15) days of the date that cause for grievance arises. An official grievance form must be used stating names, dates, times, place, and nature of grievance, explaining how the grievance fits within the definition of "grievance" as set forth in § 1, above. The employee's supervisor shall attempt to resolve the grievance with the employee and shall submit his or her decision in writing to the employee within ten (10) days after receipt of the grievance. The employee shall have the right to appeal the decision of the supervisor to the Fire Chief. B. Step II 1. If the grievance is not resolved to the satisfaction of the employee, the grievant has seven (7) days following receipt of the written response from his or her supervisor to file a written appeal to the Fire Chief or designated representative. 2. Written appeal to the Fire Chief or designated representative shall consist of the statement of the grievance and shall include a statement by the grievant's representative setting forth the reasons why the response of the employee's supervisor did not satisfactorily resolve the grievance and an indication of the action desired by the grievant. The written appeal shall explain why the grievance fits within the definition of "grievance" as set forth in § 1, above. 3. After submission of the written appeal, the Fire Chief or designee shall reply within three (3) days, in writing, to the grievant regarding the grievance. In event of rejection, reasons for so doing will be included in the response. C. Step III 1. If the grievance is not resolved to the satisfaction of the employee, the grievant has seven (7) days following receipt of the written response from the Fire Chief or designee to file a written appeal to the Chief Executive Officer (CEO) of the District. The CEO may designate a representative to act in his or her stead. 2. Written appeal to the CEO or designated representative shall consist of the statement of the grievance and shall include a statement by the grievant's representative setting forth the reasons why the response of the Fire Chief or designee did not satisfactorily resolve the grievance, and an indication of the action desired by the grievant. The written appeal shall explain why the grievance fits within the definition of "grievance" as forth in § 1, above. 39 Fire MEG MOU 2026-2029 6Eoz-9Zoz non a3w aru Ni 'ao}eilpe pajulodde aqj pawaap aq [legs aleplpueo uol}ej1pe buiuiewaa auo 941 15uNPIS a}eulalle 6u1moliod -aNuIs Isag ago aNew 4ed 6uisoddo 941 }eql 6u113911p to a�ilajs Isig 941 Bul�ew jo uolldo aqj 6ulney aau61s9pj0Ej0 to aa/(oldwe 6ull1enaid 941 q}rm 'uloo aqj jo dig leipul ue Aq uasoga aq Begs aolei 1pe aqj `aslmUa410 ao Isil pa}}lwgns 9q4 jagjla wojj jo4ejllgje ue }o uoi}oalas lenjnw juasgy • j7 -Ilam se `99u6lsap Jo 030 aq1 o; pue aaAoldwa aqj of }uas aq sjojej1pe jo lsll aq1 10 Adoo a 1egj pailp Begs aau6lsap jo 030 aq_l_, ,aouenau6 aqj jo 6u1leaq ao} sao}eilpe (L) uanas }o Isll e 11wgns }l }eqj 'aomlaS uolIelPEWY pue u01Ielllou00 ajejS eluiople0 aq4 jo Isanbai Ilegs aau6isep sig jo 030 ag} 'leadde plien a jo ldieoaa aa:4e sAep (pi,) ual ulq,!AA '£ }g6nos jallai oilloads eqj pue 'paseq si 90uenau6 eqj golgm uodn sjoel jo suol1e6aile lie A4pg eds 41lm ales AlleUO1I ppe (legs leadde aqj paIeloln uaaq aneq ol pawlelo sl goigm juawnoop slgj jo suol}aas ao suoijeln6aj jo selm ua:4um 'suol;nlosaj 'sepo0 13uIslp ag} 10 uo1Ie09!Iuapl aqI J(}lal}iaads qj!m ajels llegs leadde s,a9Aoldwa aql -Z -aau6lsap ao 03o aqj Aq uolsloap algenau6 aqj jo aoinaas jage sAep Q) uanas uegj Jejel IOU aau6lsap ao O30 ag} 10 aoWo ag} ul panlaoal si Jl J! Aluo Alewll aq llegs leadde pies -uoljej1pe buipulq of leadde aagpn} Aew aaAo'ldwa aqj 'uoisioap 90uenau6 a }o 99u6lsap ao O30 aqj Aq eovuas 3o sAep (L) uanas ulgllm uag4 (Alaw11 Jo/pue 90uen91a6 pau!jap e) 'suo1jein6aa pue saim asaql ol juensind ,,algen9l.t6„ paweap sl pue aau6lsap ao O3o aqj Aq panlosei lou sl aouenala6 ell -1, Al s 'Cl •ssaullewi# jo sjuawaiinbai of juensind Jo/pue anoge 1. § ui glwol jas suolpijap aqj o} juensind algenau6 Alleuopipsunf 6uiaq juleldwoo aqj 10 anljeolpul `lanai pnoo leul aqj le paialue sl juaw6pn f e 'Woldwe aqj Aq uol}eolldde uo pun to ssalun jeglunj ou paaoojd llegs aau6lsap ao O30 aqj 'slseq Alawl} e ul palnoasoid AlanlJeJjslulwpe aslrvuagjo ao pall} Alawl; }ou sl lo/pue 90uena1J6 e se anoge 6 § Aq paugep IOU sl juleldwoo s,aaAoldwe ag} Ieg1 saulwjalap 994sap JO 030 aq} Iega Iuana aqj ul •slseq /Clawll a uo palnoesad RlanlJeJjslulwpe asuvuaq}o 10 pellj A19WI1 sl Jo/pue anoge L § ul q}.ioj has uo1jtu4ep 00uena1J6 aq} of juensind algen9la6 sr_ eaAoldwa eqj jo juieldwoo aqj IOU Jo Jaq}agm ssaippe Begs aau6lsap ao O30 aqj Aq uolsloap aq1 quewnoop srgj ao `suoljeln6al pue siapio 'sainpeowd 'sepilod 'selm uOlIpm 'suoplosaa `sapoo joijIsla bullslxe gllm aoueildwoouou jo uol}eollddesiw 'uoi}elaidialuislw `uoljeloln pawlelo a se aouen91JI5 a paulIap 3SOdwd L MIOGS 'fV -asuodsaa aqj ul papnloul aq lllm uoisioap eqj aol suoseei 9141 'a0uena1a6 6u1pJe6aa Juenau6 aqj 01 'SAE?p 0g l,) uaa74lJ ulgjlm 6ulIum ul Aldai llegs aau6lsap ao 030 aqj 'leadde uajjum aqj jo uolssiwgns a9:4y £ 5. The arbitrator shall conduct the hearing at a time and place mutually agreed upon by both parties. 6. The hearing shall be memorialized by use of a certified shorthand reporter. The shorthand reporter shall be selected by the employee. 7. All fees and expenses of the arbitrator shall be borne equally by the parties. 8. All fees and expenses related to the securing of a representative and/or legal counsel, the preparation of transcripts, witness fees and other expenses attendant to the presentation of evidence, shall be borne by the party at whose direction said expense is incurred. 9. The per diem fee of the shorthand reporter shall be borne equally by the parties. The cost of transcription shall be borne by the party ordering the transcript. 10. Neither the Federal or California State Rules of Evidence shall be binding upon evidentiary issues at the hearing. However, such authorities may be considered by the arbitrator in rendering evidentiary rulings. Further, the California Administrative Procedure Act shall specifically be of no application to the hearing process. 11. Although the Rules of Evidence shall not be strictly adhered to, hearsay that would be inadmissible in a civil or criminal proceeding cannot in and of itself support a finding by the arbitrator without corroboration. In general, the arbitrator shall admit evidence which is of such reliability that reasonable persons rely upon it in the conduct of serious matters such as the hearing. 12. The burdens of proof and production of evidence shall be borne by the employee and shall be by a preponderance of the evidence. 13. Not later than ten (10) days prior to the date of commencement of the hearing, the parties shall exchange lists of witnesses each intends to call at the hearing, and a list of documents it intends to introduce at the hearing. Said documents shall be attached to the notifications provided for herein, and the notifications shall actually be in receipt of the opposing party on or before the tenth (loth) day prior to commencement of the hearing. Failure to comply with said requirements shall result in exclusion of witness testimony and/or rejection of exhibits not designated in the submissions. 14. The arbitrator shall be empowered to issue subpoenas for the production of persons and documents. The arbitrator shall designate the subpoena form to be utilized in such case. The California Code of Civil Procedure, the Evidence Code and other applicable statues shall apply to the validity and processing of subpoenas and to the method of service of the same. 41 Fire MEG MOU 2026-2029 6WE-9ZOZ nopv J3W a. tzt CWo 'jopjsiQ Aq pap!AoJd swoj uo pad pcins aq llegs slJoda�j 'sJosimadns appaww! Jlagj of Alejelpaww, sJuaplaoe lie }JodaJ ilegs saaAoldw3 -juawd!nba pue islool jo 6uilpueg eqj ul aJeo Isowin asn sJa�jonn-oo jeyj pue uoll!puoo 6uNionn lul pue palle1su! ApecloJd saolnap A1,91es gj!nn paddinbe si fueu!yoew Jannod Ile 1egl ulelJao aNew Ilegs saaRoldwa iiy JoslnJadns appoww! Jlagj o;l suolppuOo vans podw ll!M pue spJezeg gIleaq 4uasaJdej golgnn eaJe a}elpaww! J!agj u1 suo!l!puoo IeIuawuoJlAua se IIaM se `suolI!puoo pue '}uawdinba 'saoijouid -alesun 9/uesgo I of lJale aq ll!M seaAoidwa 1�1Jonn peu6isse AIjewaou Jiagl 6uiwJo}Jad jo asJnoo aqj ul f}!I!q!suodseN obAoldw3 •t, § -Jeab Jo fuawdlnba Bons gsiuJnj o} sawbe;oulsra 'sJagjo Jo aaRoldwa egl;o Rjaps aqj einsue 01 Jeab Jo juawdinbe Aue;o asn winbaJ IVHSO IQ uo!}ewllsa 041 ul 'I!un aqj ui aaAoldwa ue jo sagnp juewAoldwo eqj pinogS juawdlnb3 AjajeS '£ § •A alolIJd SNIP I, § 10 U01jelolA a aq 01 panailaq uoil!puoo Aue builJodej jo jInsaJ a se Isulebe paleulwlJoslp Kenn Aue ui aq llegs aaAoldwa ON uollGeulwlaaslQ ON •Z § Wet leJapa} Jo ajels Japum paldope suolleln6aJ Jo nhel leJapaI Jo 1 alels Aq pasodwi s}uawaJmbaJ uoijellues pue 'Alojes 'gl,leeq Ile qj!m Rldwoo pue 01 wJojuoo lleqs seaAoldwo pue joulsia aoueildwoo •y § A13=IHS fA 3101JLNV -uoijeJ;slulwpe 10 06uego a (£ Jo 'salRIs juawa6euew 4o A}!I!q!jedwooui (Z 'Roua6e 6ujAoldwa aqj 10 salallod Jo S1206,40 uo!jejuawaldw! (l :panouJeJ eq Am ja1g3 aJ13 a suoseaJ AJoIoelsps 10 Js!l anpsnegxa-uou a si 6umollo4 aq} 1egj sap!AoJd pue `leadde aA1JeJ}s1u1wpe Jo} ApnlJoddo ue pue 'IenawaJ Job. (s)uoseaJ ay; 'aotJou ual;!Jm Jay Jo w!q 6uipJo}je Inoyj!nn panowaJ aq jouueo 4aig0 aJld a 'ziOB-i aqi aapun •sig6tJ 2f08d lie papJojje aq II!nn pue yO83 agI.Japun uopa}oJd 01 polIgUG s1Ia!q:D aJ13 ayl 'JananhoH sampaooJd au11dloslp leaauab age ol joafgns jou pue .j pm IV,, paJapisuoo s1,191gO an3 aql (�108d) ;,s�g6l�l jo II!8 s,Jajg649ju„ ay; se 04 paJJGJGJ Aluowwoo 'Zgz£-o9Z£ suol;oas apo0 IuawuJanaO eluaollle0 q;!nn swJojuoo ampeowd slgl 'AI)(X alnlj IauuosJad 101ASIG spuewe yoignn ampeo wd fueuildiosip e' pajdope pue paJJa}uoo pue ;aw GALL] uo!u[1 pue mJi5lQ 3NIldIOSIa A 91311MV -bas jo o9Zl• § d00 Aq }ou pue 'N4W siq} Aq pauJano6 aq llegs sbuipaaooJd uoijeJ1lgJe aqj jo }onpuoo aql -96 .lo!Jjsr❑ agJ 10 Ja0!40 aA1jn09x3 Ja1L0 aq# 01 pue Ja1g0 aJid aq}, of `aaAoldwo eqj of uoiuido 6uipuiq ay} I!wgns llegs pue '94ndslp le sanssi aqj 6u1pae6aJ uoiuido buipulq e JapuaJ !legs Joleilpe eqj 'pJooaJ eqj jo ainsolo Jape step (Q£), A:p!gl uegI JGIel oN '96 § 5. Smoking Policy Employees have agreed to accept and abide by the District "Smoking Policy," as written and approved by the Chief. ARTICLE VII MANAGEMENT RIGHTS § 1. Scope of Rights It is understood and agreed that District possesses the sole right and authority to operate and direct the employees of District in all aspects, except as modified in this Memorandum of Understanding. These rights include, but are not limited to: A. The right to determine its mission, policies, and standards of service to be provided to the public; B. To plan, direct, control, and determine the operations or services to be conducted by employees of the District; C. To determine the methods, means, and number of personnel needed to carry out District's mission; D. To direct the working forces; E. To hire, assign, or transfer employees within District; F. To promote, suspend, discipline, or discharge employees; G. To layoff or relieve employees due to lack of work or funds or for other legitimate reasons. (any provision within this MOU, City rules and regulations or any other policy or procedure promulgated by the City or any Department of the City which prohibits the imposition of layoffs, is deemed null and void); H. To make, publish, and enforce rules and regulations; I. To introduce new or improved methods, equipment, or facilities; J. To contract out for goods and services; K. To take any and all actions as may be necessary to carry out the mission of District in situations of civil emergency as may be declared by the Board of Directors or Fire Chief; L. To schedule and assign work; M. To establish work and productivity standards. 43 Fire MEG MOU 2026-2029 6EW-9ZOz now J3W a-lzj J7t7 aqj jeyj 6uipuelsjapun aqj g}Inn suolslnojd jo lied papasjadns jo papuadsns aqj 6ulpje6aj suoilego6au uado-aj o} 99j6e salped aqj 'papasjadns jo papuadsns sl non sm jo uoisiAojd jo lied aAlluelsgns Aue 11 -Agajag} pajoage aq you ilegs flOVY slgj 10 japulewaj aqj pue 'suoi}elnbei jo Mel algeolldde gons Aq papasjadns pue papuadsns aq pegs uoislAojd jo lied gons 'uoilolpsurtf jualad woo }o pnoo Aue Aq algeawolueun jo pllenul aq of plag aslnruagjo sl jo sJuaw}Oeua 40uIsrp jo '81e1S 'iejapa3 2sogj 10 suolslnojd algeogdde gons gl.lnn wa}slsuooul jo iolijuoo ul sl non slgj 10 suolSIAojd jo lied Niue 41 .Mel }ouIsl❑ jo suolSlAojd juajjno aqj pue suoijeln6w pue smel alels pue lejepa_q algeolldde ajnlnj pue }uanno lie o} }oafgns are seaAoldwa pue nOW siq; Legj pawl5e pue poolsjapun si 11 •y Mdi 30 SNOISIAOUd IX 31311UV .uoljoe inpmel jagjo jo 'uoilnlosaj 'aoueuipjo alepdojdde Aq pajuawaldwi aq llegs suol#lpuoo pue swjaI Sj! 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'sa�enbgpee 'sjapjosip IIAlo 'SJOIJ `ol pa#Iwll jou Inq '6uipnloul '}slxa suoillpuoa Aoua6jawa IlAlo awaj#xa 1e1-11 paulwjajap sl Jl jalgO ajl3 jo sjo10911❑ ,jo pjeoe aqj 10 uoljajoslp alos atp ul 41 suol}lpuo0 IfouaOjai.u3 •Z § total compensation to employees under this MOU shall not be reduced or increased as result of this Article. B. District and Fire MEG recognize that under this MOU and in personnel matters not covered in this contract, the current District Personnel Rules as amended and effective shall apply. The Personnel Rules applicable to the Association shall not be changed for the duration of this MOU. ARTICLE XII TERM The term of this MOU shall run from July 1, 2026, through and including 11:59 p.m. on June 30, 2029. ARTICLE XIII NEGOTIATION OF SUCCESSOR MOU In the event either party wishes to negotiate a successor MOU, the parties agree that negotiations shall commence on or about December 1, 2028. Fire MEG Date Chad Comeau Fire Deputy Chief 45 Fire MEG MOU 2026-2029 Fire District Date Elisa C. Cox City Manager Peter Castro Deputy City ana er I Robert Neiuber Human Resources Director