Wage Increases for all represented classifications:
Effective July 1, 2019: 3.0 %
Effective December 28, 2019: 1.0 %
Effective July 1, 2020: 3.0%*
Effective December 26, 2020: .5%*
Effective July 1, 2021: 3.0%*
Effective January 8, 2022: .5%*
*The wage increases scheduled to take effect 7/1/20. 12/26/20. 7/1/21, and 1/8/22 contain offramp language tied to the City’s Joint report, where the wage increase would be delayed 6 months if the City projects a two hundred million-dollar ($200, 000, 000) deficit.
7319 Electric Motor Repairer and 7256 Electric Motor Repairer Supervisor I
July 1, 2019 1%
July 1, 2020 1%
July 1, 2021 1%
7366 Transit Power Line Worker, 7235 Transit Power Line Supervisor I, 7274 Transit Power Line
Supervisor II, 7310 Transit Power Cable Splicer, and 6252 Line Inspector
July 1, 2019 2%
July 1, 2020 2%
July 1, 2021 2%
7364 Power House Operator, 7365 Senior Power House Operator, and 7244 Power Plant Supervisor I
July 1, 2019 1.75%
July 1, 2020 1.75%
July 1, 2021 1.75%
July 1, 2019 1%
July 1, 2020 1%
Entrance at step 5
The 7310 Transit Power Cable Splicer will be added to ATTACHMENT 6
Acting assignment pay will be increased to the salary step of the higher classification which is at least 7.5% above the employee’s base salary (which does not exceed the maximum salary step of the salary schedule to which the employee is temporarily assigned). Additionally, language will be added to clarify that acting assignments are not intended to exceed 12 months.
Lead pay will be increased to $12.50 per day and the 7390 Welder will be added to the list of eligible classifications.
In response to the Janus decision, all Agency Shop language will be eliminated, and dues deduction procedures will be updated.
All Gender Pronouns will be replaced with gender neutral nouns (i.e. his/her will be replaced with “the employee” or “the supervisor”, etc.)
There will be edits to the Bulletin Board provision (I.J.) to identify what materials are not permitted and the procedures to remove information that is either in conflict with City anti-harassment/ anti-discrimination policy, constitutes campaigning material, or is no longer relevant.
There will be minor language clean-up on Jury Duty language.
There will be edits in the non-discrimination provision to more closely unify language contained City MOU’s in the non-discrimination provision.
Written determinations by the City’s EEO office that an employee has violated City EEO policies will be added to the exclusions of discipline required to be sealed discipline after two years.
Language will be added to clarify that the hours identified in the Probationary Period (II.D.) provision include legal holiday pay hours. There will be language added to address extensions of probation (not to exceed 1040 hours)
The Union Access provision will be revised.
The Grievance Procedure will be revised, most notably from work day references to calendar day references.
Paperless Pay Policy
The Paperless Pay Policy will have minor non-substantive edits.
For employees who request reasonable accommodations, language will be added indicating that employees may elect only one administrative remedy within the City and County governmental system in the event more than one remedy is available.
Existing language will be updated to bring dates current related to the City’s interest in establishing an Apprenticeship for identified classifications. Additionally, the 7319 Electric Motor Repairer classification will be added to the identified classifications.
Compensatory Time will continue to have a maximum of 240 hours in a Comp time hour bank. Comp time accruals will be limited to 200 hours per fiscal year. When an employee transfers to a new department, or is promoted, the employees comp time balances will be cashed out prior to the new appointment.
The word workwear will replace coveralls.
Language will be added to reflect that employees who wear prescription glasses shall be provided with prescription safety glasses at least every two years.
Hours Between Shifts
A new provision will be added to provide that employees are entitled to an 8 hour rest period after being called back or held over at work. Any hours worked within the 8 hour rest period for an employee’s regular shift will be compensated at the time and one half rate.
Night Duty Differential
Swing shift will be increased from 8.5% to 9% for Swing shift, and from 10% to 11% for the Graveyard shift.
Language will be added to clarify that an employee shall not be eligible to volunteer for an overtime assignment if there has been sick leave or disciplinary time off on the preceding workday or the workday following the last overtime assignment. However, if an appointing officer assigns the employee to work overtime, the employee shall be paid at the time and one half rate.
Overhead Lines Overtime
Overhead Lines Overtime language will be revised to require a list of assignments to be posted on the bulletin board. Employees shall be eligible to select one overtime assignment until all employees have been offered an opportunity to work overtime, and the process will repeat until all assignments have been filled. Management shall be required to keep a log, documenting hours worked and refusals, and post the log each payday. Employees may not volunteer for more than one eight-hour shift in a 24 hour period without the approval of the employees supervisor.
Sustainable Streets Overtime
Sustainable Streets Overtime language will be revised to require a list of assignments to be posted on the bulletin board. Employees shall be eligible to select one overtime assignment until all employees have been offered an opportunity to work overtime, and the process will repeat until all assignments have been filled. Management shall be required to keep a log, documenting hours worked and refusals, and post the log each payday.
The Tuition Reimbursement Fund will increase from $3,000 to $5,000 per fiscal year, with the rollover of any unused funds increasing from a maximum of $4,500 to $6,500. The dollar amount employees may receive will increase from $500 to $750 per fiscal year.
Seniority Determination Language will be revised to clarify that Civil Service rules govern seniority for determinations that fall within the exclusive jurisdiction of the Civil Service Commission (i.e. layoffs, bumping, holdovers). In the event two or more employees have the same seniority date, tie breakers for both Citywide and classification seniority as relates to any departmental operations referenced in the MOU will be clarified (i.e. vacation bidding, transfer and vacancy bidding).
Signal Shop Premium and Transfer Eligibility
Effective July 1, 2020, the Signal communications shop will be added to shops ineligible to transfer during the Division Transfer process. Effective July 1, 2019, employees in the Signal Shop who have an aggregate of two years in the Signal Communications shop and proof of current qualifications will receive a 3% premium. Effective July 1, 2020, Employees will receive an additional 3% for a total of 6% when the above conditions are met.
Labor Management Committee
The Union and Management have agreed to form a Labor Management Committee to meet quarterly to address matters of mutual concern.
Attachment 7 will be renewed with updated dates. The parties have agreed to continue discussing the Transfer/Bidding language. In the event there is no agreement by late August, the Annual Division Transfer is agreed to proceed as usual, and the matter would potentially go to arbitration in the spring.
Mobile Crane Premium
Effective July 1, 2019, employees required to possess a crane certification (over 25 feet or 15,000 pounds) shall receive a premium of one dollar and seventy-five cents ($1.75) for all hours worked actually operating a vehicle mounted boom crane with a rated capacity of over 25 feet or 15,000 pounds. To be eligible for this premium, employees must possess, and have in their personnel file, a valid National Commission for the Certification of Crane Operators (NCCCO) certification.
Recruitment & Retention for Class 7345
The City/SFMTA and the Union agree to meet and discuss potential recruitment and retention issues regarding the 7345 Electrician classification by January 1, 2020. As a result of these discussions, the parties shall reopen the contract pursuant to a mutual finding that a recruitment and retention issue exists. These discussions are not subject to the impasse resolution procedures