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7 SLPMA MOU 2023-2028 <br /> A full-time employee who becomes a parent upon the birth of a child or when a child begins residence with an employee who has commenced adoption proceedings or placement of a foster child shall be granted forty (40) hours leave with pay at the employee’s straight time rate. In addition, a parent may use one hundred twenty (120) hours of earned sick leave upon the birth of a child or when a child begins residence with an employee who has commenced adoption proceedings or foster care placement. Any leave granted under this provision shall <br />run concurrently with FMLA/CFRA leave and must be used within the first 12-months of birth or placement with the employee. In no case will an employee be eligible for more than forty (40) hours of Parental Leave in a rolling 12-month period, regardless of whether more than <br />one birth, adoption or foster care placement event occurs within that 12-month rolling time frame. Section 5.0 Holidays Employees shall receive a 7% holiday pay premium in lieu of holiday overtime and accruing holiday <br />time. This pay is in recognition that SLPMA members work in positions that require scheduled staffing without regard to holidays. Holiday-in-lieu pay shall be paid in equal amounts in each pay period. Employees wishing to take a holiday off must use accrued leaves. Employee requests for time off on a City holiday will be granted for those working assignments other than patrol. Employees assigned to patrol will have time off requests approved subject to existing practice for time off requests. At their discretion, the Police Chief may require that specified holidays must be taken off <br />by all employees working assignments other than patrol, however such directives must apply uniformly to all non-patrol assignments. Each employee represented by the Association shall also be entitled to one floating holiday, which shall be scheduled at time mutually convenient to the employee and the Police Chief. Effective January 1, 2023, and in recognition of the City’s observance of Juneteenth, each employee shall be <br />entitled to an additional floating holiday (8 hours) for a total of two floating holidays (16 hours). The floating holiday must be taken during each calendar year and may not be carried over to another calendar year or converted to pay. Section 6.0 Management Incentive Pay <br />Full-time Association employees shall receive management incentive pay at the rate of 80 hours per calendar year, which will be rolled into base salary effective January 1, 2023. Section 7.0 Bilingual Pay Employees certified by the City as bilingual will receive $200 per month bilingual pay when they are required to use a second language. Bilingual skills shall be necessary to the operation of the City, as determined by the department head, and confirmed by an appropriate certification process established by the City. Bilingual pay shall apply to the following languages: Spanish, Chinese, American Sign Language, and other languages as determined by Human Resources. Section 8.0 Deferred Compensation The City shall maintain in effect the deferred compensation program as described in the San Leandro <br />Administrative Code for the term of this Agreement. Effective January 1, 2023, the City will match an employee’s contribution to the City’s Section 457 Deferred Compensation plan each pay period up to a maximum of 2% of employee’s base pay. <br />DocuSign Envelope ID: A7E56923-E844-4E1E-B28B-63758B9853B8