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SLPMA 20 - 22 8 <br />scheduled staffing without regard to holidays. Holiday-in-lieu pay shall be paid in equal <br />amounts in each pay period. <br /> <br />Employees wishing to take a holiday off must use accrued leaves. Employee requests for <br />time off on a City holiday will be granted for those working assignments other than patrol. <br />Employees assigned to patrol will have time off requests approved subject to existing <br />practice for time off requests. At his/her discretion, the Police Chief may require that <br />specified holidays must be taken off by all employees working assignments other than patrol, <br />however such directives must apply uniformly to all non-patrol assignments. <br /> <br />Each employee represented by the Association shall also be entitled to one floating holiday, <br />which shall be scheduled at time mutually convenient to the employee and the Police Chief. <br />The floating holiday must be taken during each calendar year and may not be carried over <br />to another calendar year or converted to pay. <br /> <br />Section 6.0 Management Incentive Pay <br /> <br />Full-time Association employees shall receive management incentive pay at the rate of 80 <br />hours per calendar year; such amount shall be paid equally at each pay period. Such pay is <br />given in recognition of the unique nature of their position (e.g. projects, resolution of difficult <br />issues). <br /> <br />Section 7.0 Bilingual Pay <br /> <br />Employees certified by the City as bilingual will receive $200 per month bilingual pay when <br />they are required to use a second language. Bilingual skills shall be necessary to the <br />operation of the City, as determined by the department head, and confirmed by an <br />appropriate certification process established by the City. Bilingual pay shall apply to the <br />following languages: Spanish, Chinese, American Sign Language, and other languages as <br />determined by Human Resources. <br /> <br />Section 8.0 Deferred Compensation <br /> <br />The City shall maintain in effect the deferred compensation program as described in the San <br />Leandro Administrative Code for the term of this Agreement. Effective February 16, 2020, <br />the City will match an employee’s contribution to the City’s Section 457 Deferred <br />Compensation plan up to a maximum of 1% of employee’s base pay. Effective January 1, <br />2021, the City will match an employee’s contributions up to a maximum of 1.75% of base <br />pay. <br /> <br />Section 9.0 Employee Wellness <br /> <br />For the period of this Memorandum of Understanding, the concept of employee wellness will <br />continue to be addressed by the City through, but not limited to, executive medical <br />examinations, workshops around health and wellness. The City agrees to continue to <br />provide to employees an Employee Assistance Program as described in the City of San <br />Leandro Personnel Manual, Administrative Procedure 1570. It is agreed that such program <br />shall not be an automatic substitution for appropriate disciplinary action when such action is <br />appropriate. <br />31