HomeMy Public PortalAboutResolution - 23-24- 20231011 - MRPOA_MOU_CompChangesRESOLUTION NO. 23-24
RESOLUTION OF THE BOARD OF DIRECTORS OF THE MIDPENINSULA
REGIONAL OPEN SPACE DISTRICT APPROVING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE MIDPENINSULA REGIONAL OPEN
SPACE DISTRICT AND MIDPENINSULA RANGERS PEACE OFFICERS
ASSOCIATION
WHEREAS, Midpeninsula Rangers Peace Officers Association (MRPOA) is the
exclusively recognized employee organization for the Midpeninsula Regional Open Space
District's (District) Rangers, Lead Rangers, and Supervising Rangers; and
WHEREAS, pursuant to California Government Code Section 3500 et seq.,
representatives of the District and the MRPOA have completed negotiations for a Memorandum
of Understanding (MOU) for a term of July 1, 2023 through June 30, 2027; and
WHEREAS, on September 12, 2023, the bargaining unit represented by the MRPOA
ratified the MOU.
NOW, THEREFORE, BE IT RESOLVED as follows:
1. The Board hereby approves the Memorandum of Understanding between Midpeninsula
Regional Open Space District and Midpeninsula Rangers Peace Officers Association for
a term of July 1, 2023 through June 30, 2027, a copy of which is attached hereto and by
reference made a part hereof.
2. The Board hereby approves corresponding changes to the Classification and
Compensation Plan of the Midpeninsula Regional Open Space District to amend salary
ranges as set forth in the attachment. Except as herein modified, the Classification and
Compensation Plan shall remain in full force and effect.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
PASSED AND ADOPTED by the Board of Directors of the Midpeninsula Regional
Open Space District on October 11, 2023, at a regular meeting thereof, by the following vote:
AYES: CYR, GLEASON, HOLMAN, KERSTEEN-TUCKER, KISHIMOTO,
MACNIVEN, RIFFLE
NOES: NONE
ABSTAIN: NONE
ABSENT: NONE
Craig Gleason, Secretary
Board of Directors
APPROVED:
-,
Y+riko ishimoto, President
and of Directors
Resolutions/2023/23-24_2023MRPOA-MOU-ClassCompChanges
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APPROVED AS TO FORM:
Hilary Stevenson, General Counsel
I, the District Clerk of the Midpeninsula Regional Open Space District, hereby certify
that the above is a true and correct copy of a resolution duly adopted by the Board of Directors
of the Midpeninsula Regional Open Space District by the above vote at a meeting thereof duly
held and called on the above day.
ria Soria, District ' erk
Resolutions/2023/23-24_2023 MRP0A-MOU-ClassCompChanges
2
•
Midpeninsula Regional
Open Space District
and
Midpeninsula Rangers
Peace Officers Associa�on
Memorandum of
Understanding (MOU)
July 1, 2023 – June 30, 2027
EXHIBIT A
TABLE OF CONTENTS
ARTICLE 1 – PREAMBLE....................................................................................................................................... 1
ARTICLE 2 – MIDPENINSULA RANGERS PEACE OFFICERS ASSOCIATION ......................................... 1
RECOGNITION/SECURITY ................................................................................................................................... 1
SECTION 2.1 – RECOGNITION .................................................................................................................................... 1
SECTION 2.2 – POA SECURITY .................................................................................................................................. 1
A. New Hires ................................................................................................................................................. 1
B. Dues Deductions ....................................................................................................................................... 1
SECTION 2.3 – NOTICE OF CHANGES ........................................................................................................................ 1
SECTION 2.4 – POA REPRESENTATIVE/RELEASE TIME ............................................................................................ 2
SECTION 2.5 – POA NOTICES AND ACTIVITIES ........................................................................................................ 2
A. Bulletin Boards ......................................................................................................................................... 2
B. Communication ......................................................................................................................................... 2
C. Visit by Field Representative .................................................................................................................... 2
D. Board Meeting Agendas ........................................................................................................................... 2
E. Flex Schedule to Attend Board Meetings ................................................................................................. 3
SECTION 2.6 – SAFETY COMMITTEE ......................................................................................................................... 3
ARTICLE 3 – NO DISCRIMINATION ................................................................................................................... 3
ARTICLE 4 – DISTRICT RIGHTS ......................................................................................................................... 3
ARTICLE 5 – SCHEDULES, OVERTIME AND CALL-BACK TIME ............................................................... 3
SECTION 5.1 – OVERTIME ......................................................................................................................................... 3
A. Work Period .............................................................................................................................................. 3
B. Overtime ................................................................................................................................................... 4
C. Compensatory Time Off ........................................................................................................................... 4
SECTION 5.2 – CALL BACK TIME .............................................................................................................................. 5
A. Rest Breaks ............................................................................................................................................... 5
B. Meal Period ............................................................................................................................................... 5
C. Minimum Call-Back ................................................................................................................................. 5
SECTION 5.3 – ALTERNATE WORK SCHEDULES ....................................................................................................... 5
A. 9/80 Ranger/Lead Ranger Schedule – Weekend Day Off ........................................................................ 5
B. Additional Ranger/Lead Ranger 9/80 Schedules ...................................................................................... 6
C. 4/10 Ranger/Lead Ranger/Supervising Ranger Schedule ......................................................................... 7
D. 9/80 Supervising Ranger Schedule ........................................................................................................... 7
SECTION 5.4 – PAID MEAL PERIODS ......................................................................................................................... 7
SECTION 5.5 – COURT APPEARANCES AND COURT STANDBY STATUS .................................................................... 7
A. Court Appearances .................................................................................................................................... 7
B. Court Standby ........................................................................................................................................... 7
SECTION 5.6 – HOLIDAY SCHEDULING ..................................................................................................................... 8
SECTION 5.7 – SCHEDULE CHANGE NOTIFICATION .................................................................................................. 8
ARTICLE 6 – WORKERS’ COMPENSATION/ DISABILITY COVERAGE/MODIFIED DUTY ................. 8
SECTION 6.1 – INDUSTRIAL INJURY/WORKERS’ COMPENSATION BENEFITS ............................................................ 8
SECTION 6.2 – MODIFIED DUTY ................................................................................................................................ 9
ARTICLE 7 – COMPENSATION AND BENEFITS .............................................................................................. 9
SECTION 7.1 – COMPENSATION ................................................................................................................................. 9
SECTION 7.2 – BENEFITS ........................................................................................................................................... 9
A. Medical Insurance ..................................................................................................................................... 9
B. Cafeteria Plan ............................................................................................................................................ 9
C. Dental Insurance ..................................................................................................................................... 11
D. Vision Care ............................................................................................................................................. 11
E. Basic Life Insurance and Accidental Death and Dismemberment (AD&D) .......................................... 12
F. Optional Supplemental Life Insurance Benefits ..................................................................................... 12
G. Part-Time Employees ............................................................................................................................. 12
H. State Disability Insurance (SDI) ............................................................................................................. 12
I. Employee Assistance Program (EAP) .................................................................................................... 12
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
ii
J. Long-Term Disability Plan (LTD) .......................................................................................................... 12
K. Retirement ............................................................................................................................................... 12
L. Dependent Care and Medical Expense Reimbursement ......................................................................... 13
M. Retiree Medical Coverage ...................................................................................................................... 13
SECTION 7.3 – PROMOTIONAL COMPENSATION ...................................................................................................... 13
SECTION 7.4 – ACTING APPOINTMENTS .................................................................................................................. 13
SECTION 7.5 – NIGHT-SHIFT DIFFERENTIAL ........................................................................................................... 14
SECTION 7.6 – SPLIT-SHIFT DIFFERENTIAL ............................................................................................................ 14
SECTION 7.7 – SHIFT CHANGE DIFFERENTIAL ........................................................................................................ 14
SECTION 7.8 – PAYCHECKS AND DIRECT DEPOSITS ............................................................................................... 14
SECTION 7.9 – DEFERRED COMPENSATION ............................................................................................................ 15
SECTION 7.10 – FIELD TRAINING OFFICER (FTO) .................................................................................................. 15
SECTION 7.11 – TRAINER ........................................................................................................................................ 15
SECTION 7.12 – LONGEVITY PAY PROGRAM .......................................................................................................... 15
ARTICLE 8 – EVALUATIONS AND MERIT PAY ............................................................................................. 16
SECTION 8.1 – GENERAL EVALUATION PROCEDURES ............................................................................................ 16
SECTION 8.2 – SCHEDULE OF EVALUATIONS ......................................................................................................... 16
A. Probationary Employees ......................................................................................................................... 16
B. Regular Employees ................................................................................................................................. 17
SECTION 8.3 – ANNUAL PERFORMANCE EVALUATIONS FOR REGULAR EMPLOYEES: ........................................... 18
OVERALL RATINGS/MERIT INCREASES .................................................................................................................. 18
A. Meets Standard ....................................................................................................................................... 18
B. Below Standard ....................................................................................................................................... 18
SECTION 8.4 – APPEAL PROCEDURE ....................................................................................................................... 18
SECTION 8.5 – REMEDIATION PROCESS .................................................................................................................. 19
ARTICLE 9 – UNIFORMS ..................................................................................................................................... 20
SECTION 9.1 – NEW HIRES ...................................................................................................................................... 20
SECTION 9.2 – ALLOWANCE AMOUNT AND USE .................................................................................................... 20
SECTION 9.3 – ELIGIBILITY ..................................................................................................................................... 20
SECTION 9.4 – PROVIDED ITEMS (NO COST) ........................................................................................................... 20
SECTION 9.5 – BOOTS, COVERALLS, RAINCOATS, RAIN PANTS ............................................................................. 20
SECTION 9.6 – BOOT REPLACEMENT ...................................................................................................................... 20
SECTION 9.7 – UNIFORM COMMITTEE .................................................................................................................... 21
SECTION 9.8 – INITIAL REGULAR UNIFORM ITEMS PROVIDED NEW EMPLOYEES .................................................. 21
SECTION 9.9 - CLASS A UNIFORMS ......................................................................................................................... 21
ARTICLE 10 – VACATION ................................................................................................................................... 22
SECTION 10.1 – ACCRUAL RATES ........................................................................................................................... 22
SECTION 10.2 – ACCRUAL LIMITS .......................................................................................................................... 22
SECTION 10.3 – USAGE ........................................................................................................................................... 22
A. Increments ............................................................................................................................................... 22
B. Scheduling .............................................................................................................................................. 22
SECTION 10.4 – ANNUAL VACATION CASH OUT .................................................................................................... 23
SECTION 10.5 – CASH-OUT UPON TERMINATION ................................................................................................... 24
ARTICLE 11 – HOLIDAYS AND PERSONAL LEAVE ..................................................................................... 24
SECTION 11.1 – HOLIDAYS...................................................................................................................................... 24
A. Calendar .................................................................................................................................................. 24
B. Eligibility ................................................................................................................................................ 24
C. Observance.............................................................................................................................................. 24
D. Pro-rating ................................................................................................................................................ 25
E. Holidays During Vacation ...................................................................................................................... 25
F. Holiday Falls on Day Off ........................................................................................................................ 25
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
iii
G. Work On Holiday – Compensation ......................................................................................................... 25
H. Holiday Bank .......................................................................................................................................... 26
SECTION 11.2 – PERSONAL LEAVE ......................................................................................................................... 26
A. Amount ................................................................................................................................................... 26
B. Maximum Accruals ................................................................................................................................. 26
C. Pro-rating ................................................................................................................................................ 26
D. Notification and Scheduling ................................................................................................................... 27
E. Increments ............................................................................................................................................... 27
ARTICLE 12 – LEAVES OF ABSENCE WITH PAY ......................................................................................... 27
SECTION 12.1 – SICK LEAVE ................................................................................................................................... 27
A. Accrual .................................................................................................................................................... 27
B. Usage ...................................................................................................................................................... 27
C. Reporting ................................................................................................................................................ 28
D. Ill on Holiday .......................................................................................................................................... 28
E. Ill on Vacation ........................................................................................................................................ 28
F. Integration ............................................................................................................................................... 29
G. Physician Statement ................................................................................................................................ 29
H. Exhaustion of Sick Leave ....................................................................................................................... 29
I. Sick Leave Conversion Program ............................................................................................................ 29
J. Abuse of Sick Leave ............................................................................................................................... 30
K. Performance Evaluation Standard ........................................................................................................... 30
SECTION 12.2 – BEREAVEMENT LEAVE .................................................................................................................. 30
SECTION 12.3 – WITNESS OR JURY DUTY LEAVE .................................................................................................. 30
SECTION 12.4 – MILITARY LEAVE .......................................................................................................................... 30
SECTION 12.5 – CATASTROPHIC LEAVE .................................................................................................................. 30
SECTION 12.6 – ADMINISTRATIVE LEAVE .............................................................................................................. 31
ARTICLE 13 – FAMILY MEDICAL LEAVES AND LEAVES WITHOUT PAY ........................................... 31
SECTION 13.1 – GENERAL LEAVE ........................................................................................................................... 31
A. Duration .................................................................................................................................................. 31
B. Request ................................................................................................................................................... 31
C. Benefit Premiums ................................................................................................................................... 31
D. Parental Leave ......................................................................................................................................... 31
E. Adjustment of Anniversary Date/Vacation Accrual/Seniority ............................................................... 31
ARTICLE 14 – TUITION REIMBURSEMENT ................................................................................................... 32
SECTION 14.1 – PREAMBLE ..................................................................................................................................... 32
SECTION 14.2 – APPROVAL ..................................................................................................................................... 32
SECTION 14.3 – REIMBURSEMENT .......................................................................................................................... 32
ARTICLE 15 – GRIEVANCE PROCEDURE ....................................................................................................... 32
SECTION 15.1 – DEFINITIONS .................................................................................................................................. 32
SECTION 15.2 – STEP I ............................................................................................................................................. 33
SECTION 15.3 – STEP II ........................................................................................................................................... 33
SECTION 15.4 – STEP III .......................................................................................................................................... 34
SECTION 15.5 – STEP IV .......................................................................................................................................... 34
SECTION 15.6 – STEP V ........................................................................................................................................... 35
ARTICLE 16 – LAYOFFS....................................................................................................................................... 36
SECTION 16.1 – SENIORITY DEFINED ...................................................................................................................... 36
SECTION 16.2 – CONSIDERATION OF LAYOFF - NOTICE TO POA .......................................................................... 36
SECTION 16.3 – ORDER OF LAYOFF ........................................................................................................................ 36
SECTION 16.4 – NOTICE TO EMPLOYEES ................................................................................................................ 36
SECTION 16.5 – ALTERNATIVES TO LAYOFF .......................................................................................................... 36
A. Claim Vacancies ..................................................................................................................................... 36
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
iv
B. Displacement .......................................................................................................................................... 36
C. Rate of Pay .............................................................................................................................................. 36
SECTION 16.6 – RE-EMPLOYMENT LISTS ................................................................................................................ 37
SECTION 16.7 – RIGHTS RESTORED ........................................................................................................................ 37
ARTICLE 17 – DISCIPLINARY PROCEDURE .................................................................................................. 37
SECTION 17.1 – PREAMBLE ..................................................................................................................................... 37
SECTION 17.2 – PRINCIPLES AND PROCEDURES ..................................................................................................... 37
SECTION 17.3 – GROUNDS FOR DISCIPLINE ............................................................................................................ 37
SECTION 17.4 – NON-DISCIPLINARY CORRECTIVE ACTIONS AND REPRIMANDS ................................................... 38
A. Oral Warning .......................................................................................................................................... 38
B. Written Warning ..................................................................................................................................... 38
C. Reprimand ............................................................................................................................................... 39
SECTION 17.5 – PROPERTY LOSS DISCIPLINE ......................................................................................................... 39
A. Suspension .............................................................................................................................................. 39
B. Demotion ................................................................................................................................................ 40
C. Discharge ................................................................................................................................................ 40
SECTION 17.6 – NOTICE OF INVESTIGATION .......................................................................................................... 40
SECTION 17.7 – NOTICE OF INTENT TO IMPOSE DISCIPLINE .................................................................................. 40
SECTION 17.8 – ELECTRONIC RECORDING .............................................................................................................. 41
SECTION 17.9 – DISCIPLINARY APPEALS ................................................................................................................ 41
A. Disciplinary Appeal Procedure ............................................................................................................... 41
ARTICLE 18 – PROBATIONARY PERIOD ........................................................................................................ 42
SECTION 18.1 – LENGTH OF PROBATION ................................................................................................................ 42
A. Initial Hires-Ranger/Lead Ranger/Supervising Ranger .......................................................................... 42
B. Promotional Appointments ..................................................................................................................... 42
SECTION 18.2 – EXTENSION OF PROBATION ........................................................................................................... 42
SECTION 18.3 – REJECTION FROM ORIGINAL PROBATION ..................................................................................... 42
SECTION 18.4 – REJECTION FROM PROMOTIONAL PROBATION .............................................................................. 42
ARTICLE 19 – CONTRACTING OUT ................................................................................................................. 43
ARTICLE 20 – NO STRIKES/LOCKOUTS ......................................................................................................... 43
ARTICLE 21 – EFFECT OF AGREEMENT ........................................................................................................ 43
ARTICLE 22 – SAVINGS CLAUSE ...................................................................................................................... 43
ARTICLE 23 – TERM OF AGREEMENT............................................................................................................ 43
SIGNATURE PAGE ................................................................................................................................................ 44
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
1
ARTICLE 1 – PREAMBLE
This Memorandum of Understanding (hereinafter, “Agreement” or “MOU”) is entered into by the
Midpeninsula Regional Open Space District, a public agency, (hereinafter, “District”) and the Midpeninsula
Rangers Peace Officers Association (hereinafter, “POA”). This Memorandum of Understanding
incorporates by this reference all appendices attached.
ARTICLE 2 – MIDPENINSULA RANGERS PEACE OFFICERS ASSOCIATION
RECOGNITION/SECURITY
SECTION 2.1 – RECOGNITION
The Midpeninsula Regional Open Space District recognizes the Midpeninsula Rangers Peace Officers
Association as the exclusive bargaining representative for all employees in the classifications of Ranger,
Lead Ranger, Supervising Ranger and any other classification that the District adds to the bargaining unit.
Existing job classifications may be retitled but are nonetheless represented by the bargaining unit unless
expressly removed by the District.
SECTION 2.2 – POA SECURITY
A. New Hires
When a person is hired in any of the covered job classifications, the District shall notify that
person that the POA is the recognized bargaining representative for the employee's
representation unit. The Visitor Services Department will notify the POA when a new
Ranger joins the District. At that time, the Department will permit for 30 minutes of time,
during the new Ranger’s regular shift, to meet with a POA representative at the earliest
available opportunity. The POA representative will receive paid release time.
B. Dues Deductions
Once the POA notifies the District the employee has joined the Association, the District will
begin dues deductions as soon as practicable. The biweekly dues amount may be amended
from time to time by notice from the Association. The District and the POA will comply
with and fulfill the requirements of state law concerning new employee orientations and
payroll dues deductions.
In accordance with Government Code 1157.12, the POA agrees to hold the District harmless
from all claims, demands, suits or other forms of liability that may arise against the District
for or on account of any deduction made from the wages of such employees pursuant to this
MOU.
SECTION 2.3 – NOTICE OF CHANGES
The POA shall be informed reasonably in advance in writing by the District before any proposed changes
not covered by this Agreement are made in benefits, working conditions or other terms and conditions of
employment which require negotiations under applicable labor relations law.
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
2
SECTION 2.4 – POA REPRESENTATIVE/RELEASE TIME
The POA shall notify the District of the names of POA Board Officers within ten (10) working days of the
final election results.
The bargaining unit will receive reasonable amounts of release time, with forty-eight (48) hours’ prior
notification to and approval from the Chief Ranger/Visitor Services Department Manager and notification
to their Supervisor and Human Resources Manager, from their duties, with no loss of pay or benefits. The
POA and District will make every effort to schedule meetings at times, dates, and locations that would
minimize any adverse impact on District operations.
Up to four (4) POA Representatives may be released for purposes of collective bargaining for a new labor
agreement.
Up to three (3) POA Representatives may be released for purposes of negotiating over any other matter
within the scope of representation that requires negotiation.
Only one (1) POA Representative, if requested by the affected employee(s), shall be released at any time
for handling grievances or disciplines.
SECTION 2.5 – POA NOTICES AND ACTIVITIES
A. Bulletin Boards
The District agrees to provide bulletin board space for POA notices at all field offices. If the
POA posts any material which the District deems inappropriate, the POA agrees to meet to
discuss the challenged material within 48 hours (excluding holidays and weekends) of notice
from the District. All material posted shall conform to District policies and procedure
regarding obscenity and the District’s Prohibition Against Discrimination, Harassment and
Retaliation Policy, as well as applicable Federal and California laws. The Human Resources
Manager or their designee reserves the right to remove any material posted in violation of
this section if the POA refuses to remove the material on its own.
B. Communication
The POA may distribute information and material to and receive information and material
from employees through normal channels. For purposes of this Section, normal channels
shall refer to the District’s inter office mail, e-mail, facsimile machine and telephone.
C. Visit by Field Representative
The POA Labor Representative may have access to unit employees at any field office. The
Labor Representative shall be allowed reasonable contact with employees, provided such
contact does not interfere with employees’ work. Pre-arrangement for contact with unit
members shall be made with the Chief Ranger/Visitor Services Department Manager.
D. Board Meeting Agendas
The District shall provide the POA with agendas and packet materials at no charge for
Regular and Special Meetings of the Board of Directors. The District shall also provide the
POA with agendas for the Board of Directors Legislative, Finance, and Public Affairs
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
3
committee meetings. Agendas shall be e-mailed to the POA’s designated representative prior
to the respective Board meetings.
E. Flex Schedule to Attend Board Meetings
The District agrees, with at least 48 hours prior notice, to allow flex scheduling for one
member of the unit, without impact to work duties and responsibilities, to attend public
Board meetings of the Midpeninsula Regional Open Space District, (including public
standing committee meetings), which are scheduled during an interested employee’s
regularly scheduled work hours, as long as minimum staffing requirements are met. The
POA agrees that the District will not pay any split shift differentials that result from flex
scheduling under this provision.
SECTION 2.6 – SAFETY COMMITTEE
The POA will solicit two (2) representatives to volunteer for the District safety committee. The
representatives will come from the bargaining unit at large. At least one (1) shall come from each
geographical area and the parties prefer that at least one (1) be a supervisory position. Should there be
insufficient volunteers the District may hold meetings with reduced or no POA representation.
ARTICLE 3 – NO DISCRIMINATION
All employees must comply with the District’s Prohibition Against Discrimination, Harassment and
Retaliation Policy and applicable Federal and California laws.
ARTICLE 4 – DISTRICT RIGHTS
Except as expressly limited by this Agreement, and as thereafter amended or modified, it is understood and
agreed by the POA that the District retains all of its powers to direct, manage and control the affairs of the
District to the full extent of the law. Included in, but not limited to, those duties and powers are the exclusive
right to determine its organization; direct the work of its employees; determine the times and hours of
operation; determine the kinds and levels of services to be provided and the methods and means of
providing them; establish District policies, goals and objectives; maintain the efficiency of District
operations, acquire District property; build, move or modify facilities; establish budget procedures and
determine budgetary allocation; determine the methods of raising revenue; and contract out work. In
addition, the District retains the right to hire, classify, assign, evaluate, promote, terminate and discipline
employees.
ARTICLE 5 – SCHEDULES, OVERTIME AND CALL-BACK TIME
SECTION 5.1 – OVERTIME
A. Work Period
The work period for employees shall be regular and recurring, commencing at 12:00 a.m. on
Monday and ending at 11:59 p.m. on Sunday, unless an alternative work schedule
necessitates a different work period to prevent schedules from creating overtime.
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
4
Except for emergency or other situations declared by an Area Superintendent, Chief Ranger,
General Manager or their designee, the following shall apply:
Rangers/Lead Rangers/Supervising Rangers shall be assigned to a work schedule of either
a) five (5) days per week, eight (8) continuous hours per day with two (2) consecutive days
off or b) an alternate work schedule as defined below in Section 5.3.
B. Overtime
Overtime shall be defined as that time authorized and worked by an employee in excess of
the scheduled workday or in excess of forty (40) hours within the work period, exclusive of
a non-paid meal period. Overtime work may be ordered or authorized by a District Manager,
Area Superintendent, or the employee’s immediate supervisor. Supervising Rangers are
preauthorized for overtime needed to handle ongoing incidents. An Area Superintendent
should be contacted for incidents of extended duration.
For employees who work a 9/80 or a 4/10 schedule, overtime shall be calculated and defined
as that time authorized and worked by an employee in excess of the scheduled workday or
40 hours in a work week. For the 9/80 schedule the Fair Labor Standards Act work week
begins at the midway point on the day of the week that is opposite the day off.
Any hours in paid District status will count as “hours worked” for purposes of determining
overtime. Employees shall be compensated at the rate of one-and-one-half (1½) times the
employee’s regular hourly rate of pay for hours worked in excess of the scheduled workday
or forty (40) hours in the work period. Overtime above forty (40) hours shall be recorded on
the employee’s timecard on the day the overtime hours are worked. This Section shall not
apply to part-time employees unless the workday exceeds eight (8) hours, or the scheduled
workday, whichever is greater.
When additional shift/s are worked on normal days off in a week in which an employee also
works on a holiday, overtime shall be paid for the hours worked on the employee’s normal
days off that are also over forty (40) hours for the work week. The overtime will be recorded
on day/s that the additional shifts were worked.
See Section 11.1(G)(3) regarding overtime pay on a holiday.
C. Compensatory Time Off
Employees may request compensatory time off (CTO) in lieu of overtime pay. Use of CTO
shall be approved in advance by the supervisor. CTO shall be computed at a rate of one and
one-half (1½) times the overtime hours worked. The request for CTO shall be made when
employees submit their timecards.
Employees may accumulate up to thirty-three and one-third (33 1/3) hours of extra hours
(50 hours of CTO). Once the cap is reached, employees shall be paid for all overtime worked.
Employees may cash out all or a portion of their accumulated CTO at any time. The request
must be made in writing and submitted with the employee timecard.
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
5
The District may elect to pay probationary employees overtime pay in lieu of CTO accrual
for overtime work as a result of training.
SECTION 5.2 – CALL BACK TIME
Employees on call-back time away from their residences are entitled to rest breaks and meal periods as
follows:
A. Rest Breaks
After two (2) consecutive hours the employee is entitled to a ten (10) minute paid rest break.
B. Meal Period
After four (4) consecutive hours, the employee is entitled to a thirty (30) minute meal period.
The meal period may be paid or unpaid on the same basis as meal periods during the regular
shift.
C. Minimum Call-Back
Employees not residing in District housing who are called back to work from their residence
outside of their regular work hours, will receive a minimum of three (3) hours of call-back
time paid at time and one-half (1½) commencing upon arrival at the employee's workstation.
A total of one (1) hour of commute time, to and from the employee’s workstation, shall be
provided for and included in the three (3) hour minimum call-back time.
Any employee residing in District housing, called back to work from their residence outside
of their regular work hours, will receive a minimum of one (1) hour of call-back time paid
at time and one-half (1½) commencing upon logging-on to dispatch.
SECTION 5.3 – ALTERNATE WORK SCHEDULES
The District will generally make available alternate work schedules in each geographical area subject to the
guidelines below. The District reserves the right to revert to a 5/8 schedule, and to make work period and
work schedule adjustments any time up to the start of each workweek to address the business needs of the
District, including, but not limited to, unplanned staff shortages, volunteer projects, special events, training,
special work assignments, and other project staffing needs.
A. 9/80 Ranger/Lead Ranger Schedule – Weekend Day Off
1. The Weekend 9/80 schedule opportunity will be available to Rangers/Lead Rangers,
when another alternate schedule is not in use, and will be rotated between
Rangers/Lead Rangers who are qualified to participate in the program based on
seniority within the same geographic area and the groups sharing common days-off.
By December 1, each group of Rangers/Lead Rangers sharing common days off shall
meet and alternately select, based on seniority, a four (4) week scheduling period. In
the event there are four-week schedules remaining after the initial selection process,
the remaining schedules will be made available to other qualified members of the
group based upon seniority, rotating until all available pay periods have been filled.
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
6
Requests may be canceled up to three (3) weeks prior to the last Friday of the
preceding schedule. Canceled or otherwise available Weekend 9/80 schedules may
be assigned on a rotating basis to qualified Rangers/Lead Rangers who have
expressed interest three weeks prior to the last Friday of the preceding schedule.
2. A 9/80 schedule will normally alternate between a week of five (5) consecutive work
days, consisting of one day of eight (8) hours and four days of nine (9) hours,
followed by three (3) consecutive days off and a week of four (4) consecutive work
days of nine (9) hours each, followed by two (2) consecutive days off or vice versa.
The Fair Labor Standards Act work week for the 9/80 schedule begins at the midway
point on the day of the week that is opposite the day off. No employee on a 9/80
alternative work schedule is entitled to daily overtime as a result of working the
scheduled hours in their alternate schedule.
3. A maximum of two Rangers/Lead Rangers from each geographical team sharing a
common day off can be scheduled on a Weekend 9/80-schedule program if the team
has at least four (4) full-time-equivalent (FTE) rangers working independently. If the
team has only three FTE rangers, then only one (1) staff member for that team can
have the Weekend 9/80 schedule. If the Ranger/Lead Ranger team has less than three
(3) FTE team members available to work an alternate schedule as a ranger, then the
Weekend 9/80 schedule will be discontinued. Staffing requirements will continue to
be a priority over alternate scheduling.
4. The Weekend 9/80 schedules will not be altered to accommodate vacation requests,
other than guaranteed vacations. The eight-hour day will be a weekend day.
B. Additional Ranger/Lead Ranger 9/80 Schedules
1. The District will assign Rangers/Lead Rangers who have expressed interest by
December 1 of the preceding year to additional 9/80 work schedules as staffing needs
allow. By December 1, each group of Rangers/Lead Rangers in a geographical area
shall meet and alternately select, based on seniority, four (4) week scheduling
periods. The first slot will be given highest priority and the last slot lowest priority.
Assignments will typically be for a four (4) week block.
2. An employee assigned to a 9/80 schedule will normally alternate between a week of
five (5) consecutive workdays, consisting of one day of eight (8) hours and four days
of nine (9) hours, followed by three (3) consecutive days off and a week of four (4)
consecutive work days of nine (9) hours each, followed by two (2) consecutive days
off or vice versa. The Fair Labor Standards Act work week for the 9/80 schedule
begins at the midway point on the day of the week that is opposite the day off. No
employee on a 9/80 alternative work schedule is entitled to daily overtime as a result
of working the scheduled hours in their alternative schedule.
3. Staffing requirements will continue to be a priority over alternate scheduling.
4. Additional 9/80 schedules will typically have as their eight (8) hour day a
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Wednesday.
C. 4/10 Ranger/Lead Ranger/Supervising Ranger Schedule
1. The District may assign Rangers/Lead Rangers/Supervising Rangers to a 4/10 work
schedule typically during the winter months when shift overlap is the greatest. When
4/10 schedules are used, they will typically replace the 9/80s alternate schedule. The
District will typically assign Rangers/Lead Rangers, who have signed up for
Weekend 9/80s with a weekend day off, to a shift with a weekend day off.
Rangers/Lead Rangers who have signed up for additional 9/80s with a weekday off,
will typically be scheduled on a shift with a Wednesday off.
2. An employee assigned to a 4/10 schedule will normally work four consecutive days
followed by three (3) consecutive days-off. No employee on a 4/10 alternative work
schedule is entitled to daily overtime as a result of working the hours associated with
that schedule.
3. The 4/10 schedule will not be altered to accommodate vacation requests, other than
guaranteed vacations. Staffing requirements will continue to be a priority over
alternate scheduling.
D. 9/80 Supervising Ranger Schedule
An alternate 9/80 schedule will normally alternate between a week of five (5) consecutive
work days, consisting of one eight (8) hour workday and four nine (9) hour days, followed
by three (3) consecutive days off and a week of four (4) consecutive nine (9) hour workdays
each, followed by two (2) consecutive days off or vice versa. The Fair Labor Standards Act
work week for the 9/80 schedule begins at the midway point on the day of the week that is
opposite the day off. No employee on a 9/80 alternative work schedule is entitled to daily
overtime as a result of working the scheduled hours in their alternate schedule.
SECTION 5.4 – PAID MEAL PERIODS
Rangers/Lead Rangers/Supervising Rangers shall receive a thirty (30) minute paid meal period if: 1)
assigned to a patrol shift; 2) assigned to a volunteer project; or 3) responsible for monitoring the radio to
respond to emergencies during full day trainings or events.
SECTION 5.5 – COURT APPEARANCES AND COURT STANDBY STATUS
A. Court Appearances
An employee who is required to appear in court, outside of their regular work hours, as a
witness in a matter involving the employee which occurred in the course of their District
duties, will receive a minimum of two (2) hours of callback time paid at time and one-half
(1½), as long as the court appearance does not overlap with their scheduled shift.
B. Court Standby
An employee who is placed by the court on standby outside of their regular work hours as a
witness in a matter involving the employee which occurred in the course of their District
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duties, if not in conflict with the instructions of the court, may choose to report to work or
remain available to the court away from work. Employees who choose to report to work will
receive a minimum of two (2) hours standby time, paid at time and one-half (1½), provided
the court appearance does not overlap with their scheduled shift.
An employee who chooses to remain available to the court away from work will receive
compensation of one-half (½) of their hourly rate of pay for a minimum of two (2) hours,
provided the court standby does not overlap with their scheduled shift or any other on-duty
work time.
SECTION 5.6 – HOLIDAY SCHEDULING
Rangers, Lead Rangers, and Supervising Rangers will generally be scheduled to work only one of either
Thanksgiving or Christmas if feasible. The Thanksgiving or Christmas holiday Rangers, Lead Rangers, and
Supervising Rangers are assigned to work will be alternated annually when feasible. This holiday
scheduling will take precedence over regular days off and alternate schedules. Guaranteed vacation and
staffing levels will take precedence over assigning either holiday off and over alternating the holiday. If
necessary for staffing levels, Rangers, Lead Rangers, and Supervising Rangers may be assigned to work
both holidays.
SECTION 5.7 – SCHEDULE CHANGE NOTIFICATION
If a Ranger’s schedule is changed on a posted schedule the affected Rangers shall be notified in person
(phone, text or face to face) and by work email.
ARTICLE 6 – WORKERS’ COMPENSATION/ DISABILITY COVERAGE/MODIFIED DUTY
SECTION 6.1 – INDUSTRIAL INJURY/WORKERS’ COMPENSATION BENEFITS
If, during the performance of assigned duties, an on-duty employee sustains an on-the-job injury covered
by Workers’ Compensation, the District shall augment Workers’ Compensation, long-term disability, and
other benefits in order to provide for full pay for the disabled employee up to a maximum of ninety (90)
days in a twelve month period without use of the employee’s accrued leave time, except that the employee
must use accrued leave time to cover the three (3) day waiting period for Workers’ Compensation
temporary disability payments, unless the employee is hospitalized as an inpatient or unable to work more
than fourteen (14) days.
Employee disability coverage will also apply to follow-up medical appointments that occur during work
time as a result of an industrial illness or injury covered by Workers’ Compensation. The employee must
notify the supervisor of all such medical appointments that occur during work time in the same manner as
Section 12.1.C. Sick Leave Reporting.
Employee disability coverage will not be provided if the District offers the employee a modified duty
assignment within the employee's medical limitations and the employee declines the modified duty
assignment.
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SECTION 6.2 – MODIFIED DUTY
In cases of injury or illness, including pregnancy, an employee may return to work for modified duty upon
approval of District administration and in consultation with the employee's treating physician. The
employee shall receive their regular rate of pay during the modified duty. Approval for modified duty shall
be based upon the District's ability to provide work consistent with the employee's qualifications, medical
limitations, and the length of time of the limitations. The District may consult a physician in determining
the employee’s work limitations. If there is disagreement between the employee's doctor and the District's
doctor, the District may seek a second opinion from its doctor or seek a third doctor's opinion.
Modified duty requests shall be made to the employee's immediate supervisor with appropriate
documentation from the treating physician specifying the nature and duration of the work limitations. The
supervisor shall review the request and the documentation for completeness and immediately forward them
to the Area Superintendent. The Area Superintendent shall then consult with the Human Resources
Department and shall determine if appropriate work is available at the employee’s workstation before
assigning the employee to another workstation. However, employees on modified duty must be willing to
accept any modified duty assignment, schedule and/or work location within the District. The decision of
the District with respect to modified duty assignments, schedule or work location is final.
The duration of the modified duty assignment is subject to the needs of the District. The provisions of this
section are not intended to create any permanent modified duty assignment. If there are more employees
who could accept modified duty than there are assignments, and the employees are comparably qualified,
preference will go to those injured on the job. The District will make every reasonable effort to
accommodate injured employees and offer a modified duty assignment.
ARTICLE 7 – COMPENSATION AND BENEFITS
SECTION 7.1 – COMPENSATION
The District will increase base wages during the term of this Memorandum of Understanding as follows:
• The District will increase base wages 6.09% effective the pay period which includes July 1, 2023.
• The District will increase base wages 3.0% effective the first full pay period in July, 2024.
• The District will increase base wages 3.0% effective the first full pay period in July, 2025.
• The District will increase base wages 3.0% effective the first full pay period in July, 2026.
SECTION 7.2 – BENEFITS
A. Medical Insurance
The District participates in the CalPERS Health Insurance Program, which offers a choice
of several medical plans available to District employees. The District will continue to
contribute $380.00* per month toward the cost of medical insurance for regular, full-time
employees. (*See Section B. below.)
B. Cafeteria Plan
The District will continue to provide a Section 125 Cafeteria Plan that employees may use
to pay for the cost of medical, dental, and vision insurance as well as Dependent Care and
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Medical Reimbursements on a pretax basis. The District will provide a contribution into the
Cafeteria Plan sufficient to pay for dental and vision insurance, plus an additional amount
toward medical insurance as described below. The Cafeteria Plan contribution will be
adjusted as described below.
1. Effective the first full pay period following Board adoption of this Agreement,
District contributions for health benefits shall be equal to the 2023 Kaiser monthly
premiums as follows:
Employee Only: $913.74 per month
Employee Plus One: $1,827.48 per month
Employee Plus Two or More: $2,375.72 per month
2. District contributions for health benefits for calendar year 2024 shall be:
Employee Only: Kaiser Employee Only monthly premium or up to a 4% increase to
the 2023 contribution amount, whichever is less.
Employee Plus One: Kaiser Employee Plus One monthly premium or up to a 4%
increase to the 2023 contribution amount, whichever is less.
Employee Plus Two or More: Kaiser Employee Plus Two or More monthly premium
or up to a 4% increase to the 2023 contribution amount, whichever is less.
3. District contributions for health benefits for calendar year 2025 shall be:
Employee Only: Kaiser Employee Only monthly premium or up to a 4% increase to
the 2024 contribution amount, whichever is less.
Employee Plus One: Kaiser Employee Plus One monthly premium or up to a 4%
increase to the 2024 contribution amount, whichever is less.
Employee Plus Two or More: Kaiser Employee Plus Two or More monthly premium
or up to a 4% increase to the 2024 contribution amount, whichever is less.
4. District contributions for health benefits for calendar year 2026 shall be:
Employee Only: Kaiser Employee Only monthly premium or up to a 4% increase to
the 2025 contribution amount, whichever is less.
Employee Plus One: Kaiser Employee Plus One monthly premium or up to a 4%
increase to the 2025 contribution amount, whichever is less.
Employee Plus Two or More: Kaiser Employee Plus Two or More monthly premium
or up to a 4% increase to the 2025 contribution amount, whichever is less.
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5. District contributions for health benefits for calendar year 2027 shall be negotiated
by the Parties. This single-issue reopener negotiation will begin no later than August
1, 2026.
6. Payroll Deductions: If an employee selects a plan with a greater premium cost than
the District contribution, the employee will pay the additional premium cost.
7. Cash Back: In the event CalPERS offers a medical insurance plan with lower
premiums than the District contribution, an employee selecting such a plan will have
contributions remaining in the Cafeteria Plan and may apply the remaining
contribution to other qualified benefit costs or receive the difference in cash.
8. Waiver: If an employee provides evidence (e.g., insurance ID card) that the
employee is covered under a non-District medical plan, the employee may elect to
waive such coverage through the District. Employees waiving medical coverage will
receive contributions under the Cafeteria Plan equivalent to one-half of the District
Employee Only contribution and may elect to apply such contribution toward other
qualified benefit costs or receive the difference in cash.
9. Internal Revenue Code: If the District determines, before or during any Cafeteria
Plan year, that the Cafeteria Plan may fail to satisfy any requirements of the Internal
Revenue Code for such plan year, the District shall take such action as the District
deems appropriate and necessary to ensure that the Cafeteria Plan satisfies the
requirements of the IRS Code.
C. Dental Insurance
The District will continue to make available the Delta Dental Plan that is provided to the
District. The District will provide a similar plan if the Delta Dental Plan becomes
unavailable and will meet and confer with the bargaining unit if such replacement plan is
needed.
The District will pay the full premium cost of the dental plan coverage for employees and
dependents as a contribution to the Cafeteria Plan.
If an employee is currently covered under a non-District provided dental plan, basically
equivalent to that provided by the District, the employee may elect to waive such coverage
through the District. An employee who elects to waive dental coverage will receive the cash
equivalent of one-half (½) of the dental premium and may elect to use it for other benefit
costs or receive it in cash.
The District will provide same-sex domestic partner coverage in the plan listed above, if the
plan allows for the domestic partner’s enrollment.
D. Vision Care
The District will continue to make available the Vision Service Plan that is provided to the
District. The District will provide a similar plan if the Vision Service Plan becomes
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unavailable and will meet and confer with the bargaining unit if such replacement plan is
needed.
The District will pay the full premium cost of the vision plan coverage for employees and
dependents as a contribution to the Cafeteria Plan.
An employee may elect to waive vision plan coverage through the District. An employee
who elects to waive vision coverage may elect to apply the full amount of the vision plan
premium toward other benefit costs or receive it in cash.
The District will provide same-sex domestic partner coverage in the plan listed above, if the
plan allows for the domestic partner’s enrollment.
E. Basic Life Insurance and Accidental Death and Dismemberment (AD&D)
The District will continue to provide basic group term life and AD&D insurance coverage
equivalent to two times (2X) the employee’s annual salary up to a maximum benefit of
$350,000. Employee life insurance amounts over $50,000 are subject to annual tax
withholding. Note: the two times (2x) the employee’s annual salary may be subject to benefit
reductions required by the carrier for employees age 70 and older.
The District will continue to provide a separate group term life insurance benefit in a flat
amount of $25,000.
F. Optional Supplemental Life Insurance Benefits
The District will continue to provide employees the option of electing Supplemental Life
Insurance at the employee’s cost.
G. Part-Time Employees
Medical, dental, vision and basic life insurance benefits for regular part-time (one-half time
or greater) employees shall be provided on a pro-rata basis unless greater employer
contributions are required by law.
H. State Disability Insurance (SDI)
The District will continue payroll deduction of State Disability Insurance premiums for all
employees.
I. Employee Assistance Program (EAP)
The District shall enroll all bargaining unit employees in an Employee Assistance Program
and shall pay for the full cost of such enrollment.
J. Long-Term Disability Plan (LTD)
The District will continue the current level of benefits of the Long-Term Disability Plan.
Employees will pay the premium for this coverage.
K. Retirement
The District contracts with the California Public Employees' Retirement System (CalPERS)
to provide pension benefits for full-time employees. The pension formula for “classic”
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employees is the local Miscellaneous 2.5% at age 55 Retirement Plan. Classic employees
pay 8% of pensionable salary to pay the employee CalPERS contribution. The Public
Employee Pension Reform Act of 2013 (PEPRA) established the pension formula for
employees hired on or after January 1, 2013, who meet criteria established by the legislation.
The pension formula for “PEPRA” employees is the local Miscellaneous 2.0% at age 62
Retirement Plan. PEPRA employees pay one-half of the normal cost of their pension plan to
pay the employee CalPERS contribution.
The District will submit a completed industrial disability retirement option application for
District employees to CalPERS on or before July 1, 2024.
L. Dependent Care and Medical Expense Reimbursement
The District will provide a Dependent Care Plan and Medical Expense Reimbursement Plan
in accordance with Internal Revenue Code Section 125. Such plans enable employees to pay
for dependent care and unreimbursed medical, dental, or other health care expenses on a pre-
tax basis.
M. Retiree Medical Coverage
An employee who retires from the District and who begins receiving CalPERS retirement
benefits within one hundred twenty (120) days of separation from District employment will
be eligible to continue their CalPERS medical plan coverage during retirement. The District
will contribute Three Hundred Eighty Dollars ($380.00) per month toward the cost of such
employee’s retiree medical plan premium.
SECTION 7.3 – PROMOTIONAL COMPENSATION
An employee promoted to a class having a higher salary range shall be appointed at the beginning of the
salary range of the new class or receive an adjustment closest to five (5) percent above the employee's
present salary (limited to the top of the new salary range), whichever is greater. In addition, the employee
will receive an adjusted merit pay increase (limited to the top of the new salary range) based on the number
of months worked since the last annual evaluation in accordance with the following schedule:
Months* Worked Since Merit Pay
Last Annual Evaluation Increase
1 through 6 months 1 step – 2.5 percent
7 through 12 months 2 steps – 5.0 percent
*Month is equivalent to a calendar month irrespective of how many days are in each month.
SECTION 7.4 – ACTING APPOINTMENTS
An employee appointed by the General Manager to act in the capacity of and to perform the work of a
higher classification, normally due to a position vacancy or a temporary absence of an employee due to
vacation, illness, or short-term leave, shall be paid at least five (5) percent more than their current salary
or the minimum salary range assigned to the higher classification, whichever is greater, for a specific
period of time designated by the General Manager, as long as the acting appointment exceeds forty (40)
consecutive working hours. After the 40- hour threshold, acting pay shall be retroactive to the first day an
employee is assigned the higher classification responsibilities. An employee appointed to a supervisory
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position outside the bargaining unit shall agree to withdraw from any Association representation function,
e.g., steward, while in the acting position.
For purposes of overtime compensation, when an hourly employee is appointed to an acting exempt
position, the employee will continue to receive hourly compensation that is equivalent to either: at least five
(5) percent more than their current hourly rate of pay or the minimum salary range assigned to the higher
classification, whichever is greater, for a specific period of time designated by the General Manager, as
long as the acting appointment exceeds forty (40) consecutive working hours.
SECTION 7.5 – NIGHT-SHIFT DIFFERENTIAL
Employees shall receive a night-shift differential of Four Dollars ($4.00) per hour, paid to employees for
each hour worked after 2:00 p.m. when at least four (4) hours of an assigned work schedule or additional
work approved by a supervisor occurs after 5:00 p.m. and before 6:00 a.m.
SECTION 7.6 – SPLIT-SHIFT DIFFERENTIAL
Employees shall receive a differential of Forty Dollars ($40.00) per workday for each split shift actually
worked. Differential pay shall be reserved to split shifts required to be worked by the District, not those
requested by the employee.
SECTION 7.7 – SHIFT CHANGE DIFFERENTIAL
Non-emergency – if an employee’s scheduled shift is canceled or changed by a supervisor without seventy-
two (72) hours’ notice, the affected employee shall be paid Forty Dollars ($40.00). The shift change
differential will be paid on a one-time per continuous days of occurrence. Overtime at the beginning or end
of a regularly scheduled shift does not qualify for this shift change differential pay unless the employee
was required to attend a training on less than 72 hours’ notice.
Emergency – In the event of a “Declaration of an Emergency” by the General Manager, Assistant General
Manager, Area Superintendent, Area Manager or any District Manager requiring a shift change without
twenty-four (24) hours’ prior notice, the affected employee shall be paid Forty Dollars ($40.00). The shift
change differential will be paid on a one-time per emergency basis.
Notification – the supervisor or manager making the change (non-emergency or emergency) will make
every attempt to verbally contact the affected employee in person or by telephone prior to making the shift
change. In the event the employee cannot be verbally reached, the supervisor will leave a voice mail
message, text message, and e-mail to the to the extent possible, of the need for a shift change.
SECTION 7.8 – PAYCHECKS AND DIRECT DEPOSITS
Paychecks and paycheck direct deposits will be available to employees no later than 4:00 p.m. on Friday
following the end of the pay period. In the event there is a holiday on Friday in which the District and/or
banks are closed, the paychecks and paycheck direct deposits will be available no later than 4:00 p.m. on
Thursday. Payments and direct deposits to external parties other than employee paychecks, will be
submitted not later than 4:00 p.m. the business day following payday. The District will notify employees
by work email of any changes to their timecard that affect wages or accrued leave.
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SECTION 7.9 – DEFERRED COMPENSATION
Effective the first full pay period following Board adoption of this Agreement, the District will make a
$50.00 per pay period contribution to each employee’s Section 401a deferred compensation account. In
addition, for each dollar that an employee contributes to a Section 457 deferred compensation account, the
District will make an additional contribution to that employee’s 401a account up to a maximum of an
additional 3.0% of base pay per pay period.
In recognition of the bargaining unit’s peace officer status, the District will increase the additional
contribution from a maximum of 3.0% to a maximum of 5.0% of base pay per pay period effective the pay
period which includes July 1, 2026.
All District contributions are subject to a vesting period of ten years of paid-status peace officer
employment with the District including any unpaid absences protected by law. The District will waive this
vesting period for employees who retire from the District and who begin receiving CalPERS retirement
benefits within one hundred twenty (120) days of separation from District employment. Time already
worked at the District as a peace officer by current employees prior to the first full pay period following
Board adoption of this agreement shall count towards this vesting period.
SECTION 7.10 – FIELD TRAINING OFFICER (FTO)
A Ranger serving as a “Field Training Officer” shall be paid five (5) percent more than their current salary
for the time they are in this assignment actively training staff or when specifically assigned to be in the
FTO role. Approval for the FTO assignment time shall be made by the Chief Ranger/Visitor Services
Department Manager.
SECTION 7.11 – TRAINER
A qualified employee serving as a “Medical Trainer” (primarily teaching First Aid, CPR/AED, Blood Borne
Pathogens, etc.), “Peace Officer Standards and Training (POST) certified Bicycle Patrol Trainer” “POST
certified Defensive Tactics Instructor,” “POST certified Radar Trainer,” “Motorcycle Trainer,” or “National
Association for Interpretation Certified Interpretive Guide Trainer” will be paid five (5) percent more than
their current salary for the time required to prepare and teach the class. Approval for the assignment time
shall be made by the Chief Ranger/Visitor Services Department Manager. The Chief Ranger/Visitor
Services Department Manager may recommend additional trainings for eligibility for approval by the
General Manager.
SECTION 7.12 – LONGEVITY PAY PROGRAM
An employee, who has worked for the District for a minimum of ten (10) consecutive years and who has
no below standard rating in the employee’s performance evaluation for the last year, will be eligible to
receive a one percent (1%) lump sum payment of annual salary each year after completion of the annual
performance evaluation. This benefit applies to both full-time and part-time District employees. The lump
sum payment will not adjust the salary range, will not count toward the calculation of annual salary for the
purpose of computing life insurance coverage or long-term disability (LTD) wages, and is not pensionable.
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ARTICLE 8 – EVALUATIONS AND MERIT PAY
SECTION 8.1 – GENERAL EVALUATION PROCEDURES
A. Evaluations will normally be done one-on-one, between the employee and their supervisor
of record. If the District wants a second supervisor or administrator to take part in a particular
evaluation, the employee will have the right to POA representation during the evaluation.
B. Employees who have concerns about their evaluation shall have the right to schedule a
follow-up meeting with the supervisor of record to discuss those concerns. A POA
representative from the bargaining unit may accompany the employee. This meeting is
informal and does not constitute an appeal.
C. The parties agree that any individual rating on an area other than “Meets Standard” requires
an entry in the “Comments” section.
D. Any “Below Standard” rating in any area must be based upon a violation of an established
performance evaluation standard or incidents about which the employee was given notice
within 10 working days after the supervisor became aware that they occurred. The supervisor
will make clear to the employee when a notice pursuant to this section is taking place. An
Interim Progress Report and Probationary Performance Evaluation may be utilized as a
notice pursuant to this section.
SECTION 8.2 – SCHEDULE OF EVALUATIONS
A. Probationary Employees
1. Newly Appointed Employee Evaluations
Employees newly appointed as a Ranger, Lead Ranger, or Supervising Ranger are
defined as employees who were hired by the District initially as an unrepresented
Ranger Recruit prior to appointment as a Ranger or employees hired by the District
who already meet the requirements for being appointed as a Ranger, Lead Ranger or
Supervising Ranger.
Newly appointed employees who are in the Field Training Program (FTP) shall
receive weekly evaluations during the FTP.
The employee shall receive a two- and one-half percent (2.5%) merit increase
effective the first full pay period after successful completion of the FTP.
Newly appointed employees shall receive a Probationary Performance Evaluation
from their supervisor at three (3), six (6) months, and eleven (11) months of
employment after successful completion of the FTP.
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An overall “Meets Standard” evaluation on the eleven (11) month evaluation will
result in an automatic five percent (5%) increase at completion of probation unless
the employee has reached the top of their salary range.
2. Promotional Evaluations
Promoted employees who are in the Field Training Program (FTP) shall receive
weekly evaluations during the FTP. Appointment from unrepresented Ranger
Recruit to Ranger does not constitute a promotion.
The employee shall receive a two- and one-half percent (2.5%) merit increase
effective the first full pay period after successful completion of the FTP.
Promoted employees shall receive a Probationary Performance Evaluation from their
supervisor at three (3), six (6) months, and eleven (11) months of employment
successful after completion of the FTP, if required.
An overall “Meets Standard” evaluation on the eleven (11) month evaluation will
result in an automatic five percent 5% increase at completion of probation unless the
employee has reached the top of their salary range.
3. Employees who began the Ranger application process prior to the Board adoption of
this Agreement and are hired as Rangers by the District shall maintain their status as
Rangers and will be credited with any time worked for seniority purposes.
B. Regular Employees
1. Interim Progress Report: Rangers and Lead Rangers
Rangers and Lead Rangers will receive Interim Progress Reports concerning their
job performance six (6) months after they have completed initial hire probation and
every twelve (12) months thereafter. Interim Progress Reports do not result in merit
pay increases. An overall rating of “Below Standard” on an Interim Progress Report
will not result in loss of a merit pay increase.
2. Annual Performance Evaluation: Rangers, Lead Rangers, and Supervising
Rangers
Each year, employees will receive an annual performance evaluation. The evaluative
period for annual performance evaluations will start after the completion of probation
and end one year later and every twelve (12) months thereafter.
Employees should receive their evaluation within two (2) weeks after the end of the
evaluation period. Evaluations may not be presented prior to the end of the evaluation
period unless the employee will be on leave or on days-off through the end of that
evaluation period.
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SECTION 8.3 – ANNUAL PERFORMANCE EVALUATIONS FOR REGULAR EMPLOYEES:
OVERALL RATINGS/MERIT INCREASES
A. Meets Standard
1. Ranger/Lead Ranger
No more than three (3) areas of performance are rated “Below Standard”. A “Meets
Standard” rating will result in an automatic five-percent merit increase, until such
time as the employee has reached the top of their salary range.
2. Supervising Ranger
No more than two (2) areas of performance are rated “Below Standard” and no one
area is rated below standard that is egregious, chronic, or impairs the employee’s
ability to perform the essential functions of the position. “Below Standard” on the
Managers and Supervisors evaluation form is defined as a 1 or 2 rating in a category
as rated by the Supervising Ranger’s supervisor. A “Meets Standard” rating will
result in an automatic five-percent merit increase, until such time as the employee
has reached the top of their salary range.
B. Below Standard
1. Ranger/Lead Ranger
More than three (3) areas of performance are rated “Below Standard”. A “Below
Standard” rating will result in no merit pay increase but shall be subject to the Appeal
Procedure (Section 8.4 below) and the Remediation Process (Section 8.5 below).
“Below Standard” ratings in the same area of performance that are consecutive in
two (2) Annual Performance Evaluations will result in an Overall Rating of “Below
Standard”. Such a “Below Standard” rating will result in no merit pay increase but
shall be subject to the Appeal Procedure (Section 8.4 below) and the Remediation
Process (Section 8.5 below).
2. Supervising Ranger
The definition for an “Overall Below Standard Evaluation” is more than two (2) areas
rated below standard or one area is rated below standard that is egregious, chronic,
or impairs the employee’s ability to perform the essential functions of the position.
“Below Standard” on the Managers and Supervisors evaluation form is defined as a
1 or 2 rating in a category as rated by the Supervising Ranger’s supervisor.
SECTION 8.4 – APPEAL PROCEDURE
In the event of an overall “Below Standard” Annual Performance Evaluation for Ranger and Lead Ranger
(regular employees only), affected employees may appeal the rating using the following procedure.
Supervising Ranger Performance Evaluations are Not Subject to the Appeal or Grievance Processes.
A. Appeals shall be in writing and shall be filed with the Chief Ranger/Visitor Services
Department Manager no later than ten (10) business days after receipt of the evaluation.
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B. Appeals must be based on the charge that the supervisor abused their discretion. “Abuse of
discretion” means basing the evaluation on information that is not factual and/or exercising
disparate treatment in the evaluation of different employees.
C. Within thirty (30) days of receipt, a panel shall convene to consider the appeal. The panel
shall consist of (1) the Human Resources Manager; (2) the employee's representative; and
(3) the General Manager or their designee.
D. The decision of a majority of the panel is final. In the event the decision involves changing
the overall rating to “Meets Standard”, the automatic five-percent increase shall be effective
(retroactive to) the employee's original evaluation date.
SECTION 8.5 – REMEDIATION PROCESS
In the event of an overall rating of “Below Standard” that is not changed on appeal (see Section 8.4 above),
the employee shall be in Remediation. The purposes of Remediation are: 1) to give the employee and the
supervisor an opportunity to work together on correcting deficiencies identified in the evaluation; and 2) to
give the employee an opportunity to achieve a “Meets Standard” rating. Remediation will include a Plan
for Individual Improvement, which will specify areas where performance improvement is needed.
Remediation can include a temporary or permanent change of duty station. Remediation may include more
frequent performance reviews to assist the employee in improving performance. The term of the Plan for
Individual Improvement shall be concurrent with the period of Remediation.
A. The period of Remediation shall be no longer than six (6) months from the original
evaluation date.
B. Employees on Remediation will be reevaluated at three (3) months and six (6) months (if
necessary) following the original “Below Standard” evaluation date.
C. If any of the evaluations in “B” above result in a “Meets Standard” overall rating, the
employee shall receive a five-percent merit increase, if the employee has not yet reached the
top of their salary range, effective the date of that evaluation.
D. Failure to attain a “Meets Standard” overall rating within the Remediation period may result
in disciplinary action pursuant to Article 17. No merit pay increase shall result until the
employee attains a “Meets Standard” overall rating. If the employee fails to attain a “Meets
Standard” overall rating during Remediation, the employee will not be eligible for a merit
pay increase until the employee’s next Annual Performance Evaluation.
E. Attaining an Overall Rating of Meets Standard: In order to attain an overall rating of
“Meets Standard” during Remediation, the following standards will apply:
• For the classifications of Ranger/Lead Ranger no more than three (3) areas of
performance are rated “Below Standard”.
• If the employee has an overall rating of “Below Standard” as the result of consecutive
“Below Standard” ratings in the same area or areas of performance on two (2) Annual
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July 1, 2023 to June 30, 2027
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Performance Evaluations, that area or areas of performance must be rated “Meets
Standard”.
• For the classification of Supervising Ranger no areas of performance may be rated
“Below Standard.”
ARTICLE 9 – UNIFORMS
SECTION 9.1 – NEW HIRES
Newly hired employees in the bargaining unit shall receive their initial regular uniform items from the
District at no cost to the employees. For the list of regular uniform items, see Section 9.8.
SECTION 9.2 – ALLOWANCE AMOUNT AND USE
Effective the first full pay period following Board adoption of this Agreement, the annual uniform
allowance shall be nine hundred dollars ($900.00) which will be evenly distributed throughout each of the
26 pay periods. Uniform allowance shall be used to maintain regular and optional uniform items, as
described on the Uniform List, in good condition except for personal health and safety items. To comply
with the California Code of Regulations Section 571 and CalPERS reporting requirements for uniform
allowance for Classic employees, uniform allowance for Classic employees is not to be used for the
purchase, rental and/or maintenance of items that are solely for personal health and safety such as coveralls,
raingear, and safety shoes.
SECTION 9.3 – ELIGIBILITY
Employees will become eligible to use the uniform allowance at the completion of their probationary period.
SECTION 9.4 – PROVIDED ITEMS (NO COST)
In addition to the uniform allowance in Section 9.2 above, the District shall continue to provide items it has
provided in the past at no cost to the employee. All items covered by this section remain the property of the
District and shall be returned to the District upon separation from District employment.
SECTION 9.5 – BOOTS, COVERALLS, RAINCOATS, RAIN PANTS
In addition to Section 9.4 above, the District shall provide toe protected work boots, coveralls, and adequate
rainpants and adequate hooded raincoats to the employees. These items shall be replaced at the request of
the employee on approval of their Supervisor.
All items covered by this section remain the property of the District.
SECTION 9.6 – BOOT REPLACEMENT
There shall be an option to rebuild rather than replace boots under the following conditions:
In the event the Supervisor agrees a pair of boots needs to be replaced, but the boot is not significantly
damaged, the Supervisor may opt to have the boots rebuilt instead of replaced; except that this option shall
not apply to the first pair of boots any employee seeks to replace under this Article; and a single pair of
boots may be rebuilt at the Supervisor’s option only once.
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SECTION 9.7 – UNIFORM COMMITTEE
The parties agree to establish a Patrol Uniform Committee, which shall be advisory to the District during
the course of the Agreement. Bargaining unit representation on the Committee shall be one (1) Ranger/Lead
Ranger and one (1) Supervising Ranger of the POA’s choice. District representation shall be no more than
two (2) members of the Chief Ranger/Visitor Services Department Manager’s choice.
The Patrol Uniform Committee shall meet quarterly or upon special request to the Chief Ranger/Visitor
Services Department Manager to discuss topics including but not limited to: (a) finding replacements for
uniform items no longer available; (b) discussing and evaluating the need for new or modified items; (c)
discussing and evaluating modifications in the District's uniform policy; and (d) examining and making
recommendations on prototypes of new uniform items. The quarterly meetings may be canceled in the event
there is no agenda pertaining to uniform issues. With prior approval from the Chief Ranger/Visitor Services
Department Manager, the District will obtain sample uniform items being considered by the Committee.
The role of the Committee is to make recommendations to the Chief Ranger/Visitor Services Department
Manager regarding uniform issues. The Committee's recommendation(s) to the Chief Ranger/Visitor
Services Department Manager and the Chief Ranger/Visitor Services Department Manager's response to
the recommendation(s) shall be in writing. The POA shall receive copies of any such recommendations
and, upon request, will be given the opportunity to meet and confer before the District acts upon them. The
Chief Ranger/Visitor Services Department Manager's response to the recommendation shall be provided
within thirty (30) days of receipt of the written recommendation of the Uniform Committee.
SECTION 9.8 – INITIAL REGULAR UNIFORM ITEMS PROVIDED NEW EMPLOYEES
Rangers/Lead Rangers/Supervising Rangers
1 tan long sleeve shirts
5 any combination of tan long/short sleeve shirts
1 green patrol jacket
1 green fleece jacket or internal jacket liner of the patrol jacket that can be patched and worn
externally
3 pairs green pants
1 pair green hiking shorts
1 Black basket-weave belt
2 pair socks
1 uniform cap
1 straw Stratton hat
1 felt Stratton hat
1 hat band, wind strap, and rain cover
Refer to Uniform List for specifications.
SECTION 9.9 - CLASS A UNIFORMS
The District shall provide the following items to Lead Rangers and Supervising Ranger:
1 Green Ike jacket and gold Eurekas
1 pair green poly/wool pant
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1 green clip-on tie
1 gold tie clip
1 pair black dress shoes/boots
1 black dress belt (basketweave)
Refer to Uniform List for specifications.
ARTICLE 10 – VACATION
SECTION 10.1 – ACCRUAL RATES
A. Bargaining unit members shall accrue fully paid vacation according to the following
schedule:
Years of
Service
Accrual per
Hour Paid
Days/Year
(Full-Time)*
Hours/Year
(Full-Time)*
1 – 9 0.05769 hr 15 120
10 - 14 0.07692 hr 20 160
15 - 19 0.08077 hr 21 168
20 - 24 0.08846 hr 23 184
25+ 0.09615 hr 25 200
* Hours/year for part-time bargaining unit members of one-half time (50%) or greater will
be automatically pro-rated to the same percentage as their hours per week bear to 40. Part-
time employees of less than half-time (50%) do not accrue paid vacation.
B. Temporary (seasonal) employees who provide service to the District in consecutive fiscal
years prior to being hired to fill a regular position shall be credited with the service time for
vacation accrual purposes only
SECTION 10.2 – ACCRUAL LIMITS
POA unit members may accrue up to two times (2X) the amount of their annual vacation time. Members
who reach this accrual limit will not accrue any additional vacation days unless and until the amount of
their accrued vacation time falls below the accrual limit.
SECTION 10.3 – USAGE
For purposes of this Section, “seniority” shall be by classification; however, the classifications of Ranger
and Lead Ranger shall be combined.
A. Increments
Vacation shall be tracked in increments of one-tenth (1/10) of an hour.
B. Scheduling
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1. Guaranteed Vacation Calendar: For vacations of one (1) regularly scheduled
workday or longer, employees shall submit a vacation request before December 1 of
the preceding year. No more than one (1) Ranger/Lead Ranger per calendar day, per
Geographical Area, and no more than one (1) Supervising Ranger per calendar day
shall be entitled to a guaranteed vacation. During each annual vacation calendar
request period, each employee will be limited to two (2) vacation request periods
based upon seniority for the first go around, not to exceed their annual accrual. Then
the calendar will be re-circulated a second time for an additional two (2) vacation
requests, and then re-circulated a third time for an additional two (2) vacation
requests. If a vacation request or total amount of time requested is going to exceed
an employee’s annual accrual amount, the Area Superintendent must approve such a
request.
2. Vacation requests submitted on or before December 1: Vacation requests for the
upcoming year not requested through the guaranteed vacation calendar shall be
considered on a seniority basis. If there are no “conflicting vacation requests,” the
request shall be guaranteed. A “conflicting vacation request” is a request for a day
off that is already guaranteed for one (1) Ranger/Lead Ranger per calendar day, per
Geographical Area, or one (1) Supervising Ranger per calendar day.
3. Vacation requests submitted after December 1: Employees may submit vacation
requests after December 1, at least ninety (90) days before the requested vacation
time. These requests shall be reviewed on a first come-first served basis. If there are
no “conflicting vacation requests,” the request shall be guaranteed.
4. Short notice request: If unanticipated vacation needs arise during the course of the
year, requests shall be submitted no later than the three (3) weeks prior to the last
Friday of the current work schedule. Such requests shall be approved based upon
operational requirements of the work location and on a first come, first serve basis.
The schedule will typically be posted two weeks prior to the last Friday of the current
schedule.
Vacation requests not submitted within the timelines outlined above, will be considered on
a case by-case basis by the employee’s supervisor. Staffing levels and operational needs will
be the primary consideration in approving vacation requests.
During the term of this agreement, upon request of the POA, the parties agree to reopen this
section for the purpose of improving the vacation selection and sign-up process.
SECTION 10.4 – ANNUAL VACATION CASH OUT
Annual vacation cash-out shall be administered in accordance with the District’s Personnel Policies and
Procedures Manual.
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July 1, 2023 to June 30, 2027
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SECTION 10.5 – CASH-OUT UPON TERMINATION
Upon termination, regular bargaining unit members shall be compensated at their current hourly rate of pay
for any vacation accrued but not used. Terminating members will receive their vacation cash-out with their
final paycheck.
ARTICLE 11 – HOLIDAYS AND PERSONAL LEAVE
SECTION 11.1 – HOLIDAYS
A. Calendar
The twelve and one-half (12.5) paid holidays to be observed each year by the bargaining
unit members shall consist of:
New Year's Day
Martin Luther King Jr. Day
President's Day
Cesar Chavez Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving
Day after Thanksgiving
Last four hours of workday preceding Christmas Day
Christmas Day
B. Eligibility
A unit member who is in paid status during the scheduled shifts before and after the
holiday shall be eligible for paid holiday benefits as described in this Article.
C. Observance
1. When workers on a 5/40 schedule who work Monday through Friday have a holiday
that falls on Saturday, it shall be observed on the preceding Friday and a holiday that
falls on Sunday shall be observed on the following Monday.
2. For workers on a 5/40 schedule who work Saturday and Sunday, holidays will be
observed on the actual day they occur.
3. Workers on a 9/80 schedule observing a scheduled holiday shall receive eight (8)
hours of paid holiday time off. The workers shall make up the difference when
working a nine (9) hour day from their Holiday Bank, Compensatory Time Off,
Personal Leave and/or accrued vacation time off.
4. Workers on a 4/10 schedule observing a scheduled holiday shall receive eight (8)
hours of paid holiday time off. The workers shall make up the (2) two-hour deficit
from a ten (10) hour day from their Holiday Bank, Compensatory Time Off, Personal
Leave, and/or accrued vacation time off.
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D. Pro-rating
Regular part-time employees of at least one-half (½) time are eligible for the same paid
holidays on a pro-rata basis according to the average number of hours they work.
E. Holidays During Vacation
Holidays which occur during a unit member's vacation shall not be charged against
vacation time.
F. Holiday Falls on Day Off
When a holiday falls on a unit member's day off, the employee shall receive the
corresponding number of hours added to the Holiday Bank. [See Section 11.1(H)]
G. Work On Holiday – Compensation
1. An employee on a 5/40 schedule who works on a scheduled holiday has two (2)
choices for compensation for their normal eight (8) hour workday or four (4) hours
in the case of Christmas Eve:
a. One and one-half (1½) times their normal pay plus the corresponding
number of hours added to the Holiday Bank. [See Section 11.1(H).]
b. Two and one-half (2 ½) times their normal pay.
2. An employee on a 9/80 or 4/10 schedule who works a scheduled holiday has two
(2) choices for compensation for their normal workday or four (4) hours in the case
of Christmas Eve:
a. One and one half (1½) times their normal pay for hours worked on the day
of the holiday, plus eight (8) hours, or four (4) hours in the case of
Christmas Eve, will be credited to the Holiday Bank.
b. Two and one-half (2½) times their normal pay for eight (8) hours, or four
(4) hours in the case of Christmas Eve, and one and one-half (1½) times
their normal pay for hours beyond eight, except for Christmas Eve.
3. Hours worked in excess of the normal workday shall be recorded as holiday
overtime and paid at two (2) times the regular rate of pay. No additional
compensation shall be made.
4. An employee who works an eight (8) hour overtime shift on a holiday has two (2)
choices for compensation for their eight (8) hour workday or four (4) hours in the
case of Christmas Eve:
a. Two (2) times their normal pay plus the corresponding number of hours
added to the Holiday Bank. [See Section 11.1(H).]
b. Three (3) times their normal pay for the corresponding number of hours.
Refer to 11.1(G)3 for hours worked in excess of the eight (8) hour overtime shift.
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H. Holiday Bank
In the event of a holiday falling on a day off, or a unit member exercising the option
described above in Section 11.1 (G)(1)(a) after working a holiday, eight (8) hours (or a
prorated amount for part-time employees) will be added to the employee's Holiday Bank for
use or cash out at a later date. For full-time employees, the appropriate number of hours for
the day before Christmas is four (4). The Holiday Bank will be administered according to
the following provisions.
1. Time from the Holiday Bank may be used in tenths (0.1) of an hour increments.
2. Employees may use accumulated holiday time to cover portions of scheduled
vacations.
3. Unit members who wish to schedule time off covered by the Holiday Bank during
the course of the year shall submit requests to their supervisor for approval. Such
requests shall be approved with due consideration for the desires of the staff and for
the requirements of the work location.
4. Any time remaining in the Holiday Bank at the end of the calendar year shall be paid
in cash at the current rate of pay on December 31 of such calendar year, subject to
subsection (7) below.
5. Unit members who terminate during the calendar year shall be paid for all time
remaining in their Holiday Bank at the current rate of pay.
6. Unit members assigned to work the last four (4) hours of the workday preceding
Christmas Day and/or Christmas Day may use in advance (for time off scheduled
after December 1) all or part of the hours from these holidays that the unit member
elects to add to their Holiday Bank.
7. Unit members assigned to work the last four (4) hours of the workday preceding
Christmas Day and/or Christmas Day or whose regular days off occur on these
holidays may convert up to twelve (12) unused holiday hours to vacation.
SECTION 11.2 – PERSONAL LEAVE
A. Amount
Unit employees shall receive thirty-two (32) hours of annual Paid Personal Leave time that
will accrue and be allocated at the end of each two-week pay period.
B. Maximum Accruals
Employees may accrue a maximum of thirty-two (32) hours of Paid Personal Leave each
calendar year. Employees who reach this limit will not accrue any additional Paid Personal
Leave unless and until the amount of their accrued Paid Personal Leave falls below this
accrual limit. In that event employees shall accrue only the amount of Paid Personal Leave
for which they are eligible, sufficient to reach their maximum accrual limit.
C. Pro-rating
Regular part-time employees of at least one-half (50%) time shall be eligible for a pro-rated
number of hours of Paid Personal Leave according to the average number of hours they
work.
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D. Notification and Scheduling
With supervisor approval, an employee may use Paid Personal Leave at their discretion.
Except in emergency situations, employees do not need to give any reasons for use of Paid
Personal Leave.
E. Increments
Paid Personal Leave must be taken in tenths (0.1) of an hour increments.
ARTICLE 12 – LEAVES OF ABSENCE WITH PAY
Leaves and benefits in this agreement which make reference to being described in the District’s Personnel
Policies and Procedures Manual are subject to the meet and confer process if changed. The latest version
of the Personnel Polices and Procedures Manual was issued on October 23, 2019.
SECTION 12.1 – SICK LEAVE
A. Accrual
All employees shall accrue sick leave with full pay at a rate of 0.04615 hours per hour paid,
exclusive of overtime, for a total of ninety-six (96) hours per year for full time employees.
Sick leave shall accrue from the date of employment and may be accumulated on an
unlimited basis. The employee's sick leave balance shall be recorded on their paycheck stub.
B. Usage
1. Employees are eligible to use sick leave for the following reasons:
(a) Diagnosis, care, or treatment of an existing health condition of, or preventative
care for, an employee.
(b) Personal illness or physical disability.
(c) Quarantine by a physician.
(d) Diagnosis, care, or treatment of an existing health condition of, or preventative
care for, an employee’s immediate family member or domestic partner requiring
the employee to be unavailable for work, subject to Section 4 below.
(e) Workers’ Compensation.
(f) Health care appointments, including medical, dental, vision, and Employee
Assistance Program appointments.
(g) As a victim of domestic violence, sexual assault, and/or stalking, as described in
the California Labor Code.
(h) For any other reason the law permits.
2. Sick leave for any of the reasons above shall be recorded on the employee's timecard
and must be used in increments of tenths (0.1) of an hour.
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3. No less than one-half (½) hour of sick leave may be charged for a health care
appointment, and sick leave usage over one (1) hour will be computed in tenths of
an hour.
4. An employee may use up to eighty (80) hours of accrued sick leave per calendar year
to care for a member of their immediate family or their domestic partner requiring
the employee to be unavailable for work. This eighty (80)-hour limit may be
extended by the General Manager on a case-by-case basis for good cause. Immediate
family is defined as an employee’s spouse, son, daughter, father, mother, brother,
sister, grandmother, grandfather, father-in-law, mother-in-law, and any relative of
the employee living in the employee's household. The definitions of these family
relations may evolve over time under California law. For purposes of Article 12, the
domestic partner of an employee is as defined by California law.
C. Reporting
1. Non-Urgent Health Care Appointments: Employees will schedule non-urgent health
care appointments in advance and shall notify their immediate supervisor of such
appointments as early as possible. If notice to the supervisor occurs seventy-two (72)
hours or more in advance of the appointment, any disapproval of sick leave time off
shall be accompanied by a written statement from the supervisor explaining the
reasons.
2. Any employee who is unable to report to work because of any of the reasons in
Section 12.1B.1 shall report whether the absence was for themselves or a family
member to their immediate supervisor, or any other supervisor on duty if the
immediate supervisor is unavailable. The absence shall be reported by the employee
by the designated starting time each day the employee is unable to report to work,
unless physically unable to do so. For a prolonged illness, special arrangements
regarding notifying a supervisor may be made.
D. Ill on Holiday
1. 5/40 Schedule
If an employee is ill on a designated holiday, the holiday shall be charged as
holiday time and shall not be charged against sick leave.
2. 9/80 & 4/10 Schedules
A worker on an alternate work schedule who is sick on a scheduled holiday shall
receive holiday pay for eight (8) hours and may use accumulated sick leave for the
remaining hours.
E. Ill on Vacation
An employee who is injured or who becomes ill while on vacation may petition the
Human Resources Manager to be paid for sick leave in lieu of vacation provided that the
employee:
1. Was hospitalized during the period for which sick leave is claimed, or
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2. Received medical treatment or diagnosis and presents a statement indicating illness
or disability signed by a physician covering the period for which sick leave is
claimed.
Requests for sick leave in lieu of vacation shall be approved if the provision(s)
noted above are satisfied.
F. Integration
Employees eligible for State Disability Insurance or Workers’ Compensation benefits may
integrate accrued sick leave and vacation with those benefits in amounts necessary to equal
(but not exceed) a full paycheck. During the period of integration, an employee shall remain
in paid status, with full benefits, and shall continue to accrue paid vacation and sick leave
for the number of paid District hours used for integration.
G. Physician Statement
An employee absent on paid sick leave five (5) consecutive days or more may be required
to submit to their immediate supervisor verification from a physician or licensed practitioner
of their illness or injury and ability to return to work. An employee absent on paid sick leave
five (5) consecutive days or more in order to care for an immediate family member or
domestic partner under Section 12.1B(4) must submit to their immediate supervisor
verification from a physician or licensed practitioner of the family member's or domestic
partner's illness or injury.
H. Exhaustion of Sick Leave
If an employee exhausts his/ her entire bank of accrued sick leave and remains unable to
return to work for any of the reasons listed in Section 12.1B.1, the employee may request a
disability leave of absence without pay subject to Article 13. In the absence of such leave
being granted, the absence shall be charged to other accrued leave.
I. Sick Leave Conversion Program
Upon resignation, separation from service, or retirement from District employment,
employees in good standing with ten (10) or more years of District employment shall receive
a cash payment of the equivalent cash value of accrued sick leave as follows:
Years of employment Percentage of equivalent cash value of accrued sick leave
10-15 20%
16-20 25%
21 or more 30%
Retiree Health Savings Account (RHS): Employees eligible for Sick Leave Conversion who
were hired on or before June 30, 2006 and retire from the District will receive a cash
payment. The cash payment shall be the percentage of the equivalent cash value of accrued
sick leave based on years of employment as described above. The remainder of the
equivalent cash value of the sick leave will be deposited to the employee’s RHS Account.
In all cases, the equivalent cash value of accrued sick leave will be based on current rate of
pay as of the date of separation from District employment.
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Employees hired on or after July 1, 2006 are not eligible for the RHS Account related to the
Sick Leave Conversion Program as described above. Employees who were hired on or after
July 1, 2006 may be eligible for the Sick Leave Conversion Program as outlined above, and
upon retirement from the District may apply the balance of sick leave hours toward
CalPERS service credit as governed by CalPERS.
J. Abuse of Sick Leave
Abuse of the sick leave privileges shall be cause for disciplinary action in accordance with
Articles 15 and 17 of the MOU.
K. Performance Evaluation Standard
When determining whether an employee meets the performance evaluation standard for
punctuality and attendance, use of sick leave for an illness or injury covered by Workers'
Compensation or other legally regulated use of leave will not be considered.
SECTION 12.2 – BEREAVEMENT LEAVE
The District’s Personnel Policies and Procedures Manual provides a bereavement leave benefit for all
employees.
SECTION 12.3 – WITNESS OR JURY DUTY LEAVE
A leave of absence with pay will be granted to an employee who is called for jury duty, on a scheduled
work day, as long as any compensation the employee receives for such duty, except for meal and mileage
reimbursements, is signed over to the District. Regularly scheduled work time lost because of such duty
shall not affect the employee’s accrual of vacation, sick, or personal leave time. If not in conflict with
instructions of the court, an employee shall report to work if placed on jury duty telephone standby. In the
event the employee is released early from witness or jury duty, the employee shall report back to work as
long as they can arrive to provide one or more hours of work.
In the event the employee is placed on a jury, and the trial is scheduled to go more than one week from the
first reporting day for the jury, the District will then adjust the employee’s schedule to coincide with the
courts schedule of Monday through Friday from 8 a.m. to 5 p.m. Therefore, the District and the POA
recognize and accept such a shift change may require the change of other represented employees’ schedules
in order to meet established staffing needs.
SECTION 12.4 – MILITARY LEAVE
The District’s Personnel Policies and Procedures Manual, provides that military leave is available to all
employees.
SECTION 12.5 – CATASTROPHIC LEAVE
Catastrophic leave shall be administered in accordance with the District's Personnel Policies and Procedures
Manual.
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SECTION 12.6 – ADMINISTRATIVE LEAVE
The District may place an employee on paid administrative leave at any time for any lawful reason. During
the period the employee is on administrative leave with pay, the employee shall remain in paid status and
shall continue to accrue vacation, sick leave, personal leave, and holiday benefits, and other applicable
benefits as provided by Article 7 herein.
ARTICLE 13 – FAMILY MEDICAL LEAVES AND LEAVES WITHOUT PAY
The District’s Personnel Policies and Procedures Manual provides family and medical leave and pregnancy
disability leave for all employees.
SECTION 13.1 – GENERAL LEAVE
A. Duration
A regular employee with at least one (1) year of service may request a leave of absence
without pay or fringe benefits for up to six (6) months.
B. Request
Requests for such leave of five (5) days or fewer shall be directed in writing to the Chief
Ranger/Visitor Services Department Manager for approval and shall contain justification for
the leave.
Requests for such leave of longer than five (5) days shall be directed in writing to the General
Manager for approval and shall contain justification for the leave.
C. Benefit Premiums
The employee may elect to continue any or all insurance coverage during a general leave
which extends beyond a leave provided under Federal or California family, medical and
pregnancy disability leave law by paying the full costs of the premiums for any benefits.
D. Parental Leave
An employee may request general leave for purposes of caring for his/her children (either
natural or adoptive).
E. Adjustment of Anniversary Date/Vacation Accrual/Seniority
If an employee is on leave of absence without pay (except leave for industrial injury or
illness; and/or a family medical leave) in excess of two (2) complete pay periods, the
employee’s anniversary date for purposes of evaluation, pay increases and vacation accrual
shall be extended by the number of days included in the period of leave without pay. The
employee's seniority shall also be adjusted to reflect the number of days on leave without
pay.
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
32
ARTICLE 14 – TUITION REIMBURSEMENT
SECTION 14.1 – PREAMBLE
All bargaining unit members are encouraged to pursue educational opportunities which directly relate to
their work, as well as other opportunities which will add to general education and/or skill level, and those
which will help prepare the employee for promotion and/or future job assignments within the District.
Bargaining unit members must attend classes on their own time.
SECTION 14.2 – APPROVAL
Employees will receive reimbursement, subject to Section 14.3 below, for courses which are of benefit to
both the District and the employee. Application shall be made only on forms provided by the District and
submitted to the immediate supervisor for review and processing. Application for reimbursement must be
approved in advance of taking the course. Approval of courses for which an employee may receive
reimbursement shall be made by the appropriate administrative officer.
To the extent an otherwise approved course conflicts with the employee's work schedule, the employee's
immediate supervisor may consider adjustments to the employee's work schedule and/or use of paid leave
time to resolve the conflict.
SECTION 14.3 – REIMBURSEMENT
Employees will receive reimbursement for books and tuition for approved courses, passed with at least a
grade of “B” or an equivalent passing rating. The maximum reimbursement per fiscal year per employee is
Seven Hundred Dollars ($700.00). Any expenses besides books and tuition shall be evaluated and
reimbursement approved on an individual basis by the appropriate administrative officer.
ARTICLE 15 – GRIEVANCE PROCEDURE
SECTION 15.1 – DEFINITIONS
A. A “grievance” is a formal allegation by a member of the bargaining unit who has been
adversely affected by an alleged violation of the specific provisions of this Memorandum of
Understanding (MOU) or the District's Personnel Policies and Procedures Manual. A
disciplinary action may not be grieved unless it is a non-property interest discipline that the
Public Safety Procedural Bill of Rights Act requires an opportunity for appeal as provided
in Section 17.9 of this Agreement.
B. A “grievant” is any unit member, group of members, or the Association adversely affected
by an alleged violation of the specific provisions of the MOU or the District's Personnel
Policies and Procedures Manual.
C. For purposes of this Section, a working day is any day that District administrative offices
are open for business.
D. For purposes of this Section, a Steward is an official bargaining unit representative who is a
District employee as designated in Section 2.4. An Association Staff Member is a paid
employee of the Association. The term “Association Representative” shall mean either a
Steward or an Association Staff Member.
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POA MOU
July 1, 2023 to June 30, 2027
33
E. The grievant and District may mutually agree in writing to waive any step of the Grievance
Procedure. However, in order to settle any grievances which arise at the lowest practicable
level, and as fairly and promptly as possible, it is the intent of the parties that all steps of the
Grievance Procedure be complete.
F. With respect to Steps II through V of the Grievance Procedure, the time for filing, responding
to and appealing grievances to subsequent steps shall be fifteen (15) working days from the
date on the grievance, response, or appeal document unless another provision of this MOU
provides a different timeframe within which to file a written document to the other Party.
All timelines in this Article (including Step I) may be waived by mutual agreement in
writing.
If the grievant/POA fails to file a grievance or move a grievance to the next step within the
proper time limits, absent written agreement to waive an applicable time limit, the grievance
shall be considered settled on the basis of the District's response at the prior step. If the
District fails to respond to a grievance within the proper time limits, the grievant/POA may
move the grievance to the next step.
G. A POA representative may be granted time off from duty to process grievances provided
that forty-eight (48) hours’ advance notice is provided to the Chief Ranger/Visitor Services
Department Manager. No more than one (1) Steward shall be allowed release time to process
a grievance. The number of District employees at grievance proceedings shall be limited to
the grievant(s) and one (1) POA Representative. The POA Representative shall not be a
person subject to or involved in the matter which is the subject of the grievance. A POA
Staff Member may also attend a grievance proceeding where permitted by these Agreement.
SECTION 15.2 – STEP I
A. A grievant shall present the grievance orally to the grievant’s immediate supervisor within
fifteen (15) working days after the grievant knew, or reasonably should have known, of the
event or events on which the grievance is based. To assist in resolving any grievance at the
lowest possible level, the supervisor may request that the grounds for the grievance be stated
in writing. The immediate supervisor shall conduct whatever investigation is necessary to
obtain the facts pertaining to the grievance. Within fifteen (15) working days after receiving
notice of the grievance, the immediate supervisor shall meet with grievant in an attempt to
settle the grievance and shall give the grievant a reply. The Steward may attend the meeting.
B. If the grievant is not satisfied with the reply of their immediate supervisor, the grievant may
appeal the grievance to Step II.
SECTION 15.3 – STEP II
A. If the grievant desires to appeal the grievance to Step II, the grievance shall be reduced to
writing and presented to the grievant’s Area Superintendent or the Chief Ranger/Visitor
Services Department Manager if they are the next level of supervision within fifteen (15)
working days following receipt of the immediate supervisor's reply.
B. The written grievance shall contain a complete statement of the grievance, specific facts
upon which the grievance is based, the specific provisions of the MOU and/or Personnel
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July 1, 2023 to June 30, 2027
34
Policies and Procedures Manual claimed to have been violated, and the remedy requested.
The grievance shall be signed and dated by the grievant and/or the Steward and/or the POA
Staff Member.
C. At the request of either side a meeting will be held between the grievant’s Area
Superintendent or the Chief Ranger/Visitor Services Department Manager if they are the
next level of supervision, the grievant and the appropriate POA Representative to attempt to
resolve the grievance informally. In any event, the Area Superintendent or the Chief
Ranger/Visitor Services Department Manager if they are the next level of supervision shall
give a written decision to the grievant within fifteen (15) working days following receipt of
the written appeal to Step II, with a copy to the POA.
D. If the grievant is not satisfied with the decision, the grievant may appeal the grievance to
Step III.
SECTION 15.4 – STEP III
A. If the grievant desires to appeal the grievance to Step III, the grievant shall present the written
grievance to the Chief Ranger/Visitor Services Department Manager and a copy to the
Human Resources Manager within fifteen (15) working days following receipt of the written
decision at Step II.
B. In evaluating the appeal at Step III, at the request of either side, a conference shall be held
between the Chief Ranger/Visitor Services Department Manager, in consultation with the
Assistant General Manager, and the grievant and their POA Representative in an attempt to
resolve the matter informally. With forty-eight (48) hours’ notice to the District, the POA
Staff Member may join the grievant and the Steward in the Step III conference. In any event,
the Chief Ranger/Visitor Services Department Manager shall issue a written decision on the
grievance within fifteen (15) working days of receipt of the appeal, with a copy to the POA.
C. If the grievant is not satisfied with the decision at Step III, the grievant may appeal to Step
IV.
SECTION 15.5 – STEP IV
Any appeal not resolved at Step III may be appealed in writing, with copies of the Step II and Step III
responses, to the General Manager with a copy to the Human Resources Manager, within fifteen (15)
working days of receipt of the Step III response. Within fifteen (15) working days of receipt of the appeal,
the General Manager shall convene a meeting with the grievant for the purpose of reviewing the grievance
facts and issues pertinent to the grievance and to attempt to resolve the grievance. The POA Staff Member
and Steward may attend the Step IV meeting. The General Manager shall issue a final written decision to
the grievant within fifteen (15) working days of the meeting. A copy of the decision will be sent to the POA
except as provided below for disciplinary grievances.
In the case of any disciplinary grievance that is appealable through Step IV pursuant to Section 17.9, any
or all appeal procedures and the review and/or determination of the Step IV grievance, may be conducted
by the General Manager or their designee, in accordance with the requirements of the Public Safety Officers
Procedural Bill of Rights Act. Furthermore, the District will only provide documents concerning an
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POA MOU
July 1, 2023 to June 30, 2027
35
employee’s disciplinary action to the POA upon written request of the employee. No disciplinary grievance
may proceed to Step V because the decision of the General Manager at Step IV shall be final.
SECTION 15.6 – STEP V
A. If the grievance is not resolved at Step IV, the grievant may elect to submit the grievance to
binding arbitration. The grievant shall submit written notice of said election within fifteen
(15) working days of receipt of the Step IV response. Thereafter, the parties shall jointly
request the California State Mediation and Conciliation Service (SMCS) to provide a list of
seven (7) persons qualified to act as arbitrators. Absent the parties reaching a stipulation as
to an arbitrator, the parties shall meet as soon as practical to select the arbitrator. The right
to strike the first name shall be determined by lot and the parties shall alternatively strike
one name from the list until only one name remains, and that person shall serve as the
arbitrator.
B. The arbitrator shall hold a hearing on the issue submitted, or as determined by the arbitrator
if the parties have not mutually agreed upon the issue and render a written decision. The
conduct of the arbitration proceedings shall be governed by California Code of Civil
Procedure Section 1280 et seq.
C. Decisions of arbitrators on matters properly before them shall be final and binding on the
parties hereto, to the extent permitted by law. No arbitrator shall entertain, hear, decide, or
make recommendations on any dispute unless the grievant is an employee in a unit
represented by the POA and unless such dispute falls within the definition of a grievance as
set forth in Section 15.1.
D. Proposals to add to or change this Memorandum of Understanding or written agreements or
addenda supplementary hereto shall not be arbitrable and no proposal to modify, amend or
terminate this Memorandum of Understanding nor any matter or subject arising out of or in
connection with such proposal, may be referred to arbitration under this Section. No
arbitrator shall have the power to amend or modify this Memorandum of Understanding or
written agreements or addenda supplementary hereto or to establish any new terms or
conditions of employment.
E. All complaints involving or concerning the payment of compensation shall be initially filed
in writing with the General Manager at Step IV. Only compensation complaints which allege
that employees are not being compensated in accordance with the provisions of the
Memorandum of Understanding shall be considered as grievances.
F. Where either party claims a matter is not subject to the arbitration provisions of the
Memorandum of Understanding, the issue of arbitrability shall first be decided by the
arbitrator without regard to the merits of the grievance. If the issue is held to be arbitrable,
the arbitration may, at the request of either party, be recessed for up to five (5) working days
to determine if the grievance can be resolved. If it cannot, the arbitration proceedings shall
be resumed and the arbitrator shall hear and resolve the issue on the merits.
G. The parties agree that any and all costs associated with arbitration, including but not limited
to such items as court reporters, transcripts and the arbitrator's fee shall be divided equally
between the District and the Association. Each party shall bear their own cost of
representation.
EXHIBIT A
POA MOU
July 1, 2023 to June 30, 2027
36
ARTICLE 16 – LAYOFFS
SECTION 16.1 – SENIORITY DEFINED
For purposes of this Article, “seniority” shall be by classification and shall be defined as time served in that
classification and any higher classification.
SECTION 16.2 – CONSIDERATION OF LAYOFF - NOTICE TO POA
When the District determines that a layoff is necessary within the bargaining unit, it shall give the POA at
least thirty (30) days’ notice. Such notice shall describe the classifications affected and the circumstances
requiring the layoff. Upon request, the POA shall be afforded the opportunity to meet with the District to
discuss the impact of layoffs on bargaining unit members.
SECTION 16.3 – ORDER OF LAYOFF
When one (1) or more employees performing in the same classification are to be laid off, the order of layoff
shall be as follows:
1. Seasonal employees.
2. Probationary employees in inverse order of seniority.
3. Regular employees in inverse order of seniority.
SECTION 16.4 – NOTICE TO EMPLOYEES
Employees subject to the provisions of this Article shall be given at least twenty (20) working days written
notice prior to the effective date of layoff. The POA shall receive concurrent notice. The procedures of
Section 16.5 shall be applied prior to the effective date of the layoff.
SECTION 16.5 – ALTERNATIVES TO LAYOFF
A. Claim Vacancies
Any affected unit member may claim a vacancy within the unit in a classification formerly
held. If such classification is below the one currently held, the employee will have
reemployment rights (Section 16.6) to the original classification.
B. Displacement
An affected unit member may bump the least senior employee in a lower classification
within the POA previously held provided the affected employee is otherwise qualified to fill
the lower classification. Seniority in the lower classification will be time spent in that
classification plus any higher classification. Employees who bump into a lower classification
will have reemployment rights (Section 16.6) in their original classification.
C. Rate of Pay
In the event of claiming a vacancy or bumping into a lower classification, the unit member's
rate of pay in the lower classification shall be determined as follows:
1. If the step held in the higher classification occurs in the lower classification, the rate
of pay will remain the same.
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POA MOU
July 1, 2023 to June 30, 2027
37
2. If the step held in the higher classification does not occur in the lower classification,
the rate of pay shall be the highest step of the lower classification.
SECTION 16.6 – RE-EMPLOYMENT LISTS
Unit members who are laid off shall be placed on a re-employment list for their current classification and
for each lower classification previously held. Employees reassigned as an alternative to layoff pursuant to
Section 16.5 shall be placed on a re-employment list for their original classification. As vacancies become
available, employees will be recalled from the appropriate re-employment list(s) in seniority order.
SECTION 16.7 – RIGHTS RESTORED
Upon re-employment of a unit member from a re-employment list, all rights acquired prior to their
placement on such list shall be restored.
ARTICLE 17 – DISCIPLINARY PROCEDURE
With respect to disciplinary action, the following applies to members of the bargaining unit:
SECTION 17.1 – PREAMBLE
The degree of discipline is discretionary with the District. In exercising its discretion the District will
consider factors including, but not limited to, the severity of the offense, the number and frequency of
previous acts of misconduct, and past work performance. Disciplined employees shall have rights of appeal
as set forth in this Article.
SECTION 17.2 – PRINCIPLES AND PROCEDURES
No employee shall be disciplined except for violation of established policies and procedures, and such
disciplinary action shall be in accordance with procedures established herein. The District agrees to follow
the principles of progressive discipline and just cause. However, the level or degree of any disciplinary
action is within the discretion of the District as set forth above. Property Loss Discipline may be used
initially when appropriate due to the severity of the offense.
SECTION 17.3 – GROUNDS FOR DISCIPLINE
Grounds for disciplinary action shall include, but not be limited to:
1. Abandonment of position and absence from duty without approval;
2. Abuse or misuse of leave privileges;
3. Below-standard work performance, including poor judgment, or incompetence in the
performance of required duties;
4. Disruptive behavior or discourteous or abusive treatment of the public or other employees,
including threats or acts of violence in the workplace, battery or assault; discrimination against
the public or employees in violation of District policies; unlawful retaliation against any person
who reports facts or information to authorities or District personnel about misconduct (actual or
suspected) of any District employee; or conduct unbecoming a District employee which
discredits the District;
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POA MOU
July 1, 2023 to June 30, 2027
38
5. Failure to abide by established District rules, regulations or policies including violation of the
substance abuse policy;
6. Fraud or misrepresentation in securing appointment or promotion;
7. Insubordination;
8. Misuse of District property, work time, or funds, including use for personal purposes;
9. Neglect of duty;
10. Dishonesty, including but not limited to theft or falsification of District records or documents;
11. Failure to adhere to or comply with approved operational or safety guidelines; or negligent or
reckless use or operation of vehicles, property, or equipment;
12. Failure to keep required work hours, including chronic absenteeism and chronic tardiness;
13. Any conviction by a court which would be incompatible with the work performed for the
District by the affected employee, including a conviction for an offense committed during the
course of District employment or a conviction for an offense committed on or off duty with a
nexus to the employee's District employment or duties;
14. Failure to report the suspension or revocation of the employee's driver’s license; License
suspension or revocation does not constitute automatic grounds for discipline;
15. Unauthorized access to or use of District records;
16. Failure to maintain professional appearance, in accord with the District’s uniform policies.
SECTION 17.4 – NON-DISCIPLINARY CORRECTIVE ACTIONS AND REPRIMANDS
Whenever possible, counseling or an oral warning should be used prior to disciplinary action. Counseling
and oral warnings shall be defined as a non-punitive process that is not considered discipline.
A. Oral Warning
An oral warning is a verbal notice advising an employee that the employee's behavior or
performance must be improved. It defines areas where improvement is needed, sets goals,
and informs the employee that failure to improve may result in more serious action. The
employee's supervisor will document the oral warning by recording the date and content of
the warning and maintain a copy of the documentation. The employee shall receive a copy
of the warning at the time the note is prepared. The documentation of the oral warning
shall not be placed in the employee's personnel file. However, the incident may be
addressed in the employee's performance evaluations and Interim Progress Reports for the
evaluation year in which the incident occurred.
B. Written Warning
A written warning is notice to an employee that the employee's performance or behavior
must be improved. It contains the same elements as the oral warning. When appropriate, the
written warning may be used in conjunction with a Plan for Individual Improvement
proposed by the employee's supervisor and approved by the Area Superintendent or Chief
Ranger/Visitor Services Department Manager as appropriate.
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POA MOU
July 1, 2023 to June 30, 2027
39
Prior to a copy of the written warning and Plan for Individual Improvement being placed in
the employee's personnel record, a copy shall be given to the employee and a copy shall be
sent to the POA. The employee will have the opportunity to read and sign the warning and
Plan prior to its being placed in the employee’s personnel record. Should the employee refuse
to sign, that fact should be noted on the document, signed or initialed by the employee unless
refused, and then entered in the employee’s personnel file. The employee shall have thirty
(30) days to prepare a written response which will be attached to the written warning in the
personnel file. At the employee’s written request, the written warning and Plan for
Improvement will be removed from the personnel record after two (2) years from the date
of issuance, provided the employee has received no further corrective action, discipline, or
notice of pending discipline.
C. Reprimand
A reprimand is discipline and will be given by the Area Superintendent or immediate
supervisor. When it deems it appropriate, the District will use a reprimand before imposing
suspension, demotion or dismissal. The reprimand will serve as official notice to the
employee that the employee's performance or behavior is seriously below standard and that
continuation of such performance or behavior will subject the employee to more serious
disciplinary action, including possible discharge. When appropriate, the written reprimand
may be used in conjunction with a Plan for Individual Improvement in the same manner as
set forth in Subsection B above. The employee shall receive a copy of the reprimand at the
time it is prepared and a copy shall be sent to the POA. The employee will have the
opportunity to read and sign the reprimand and Plan prior to its being placed in the
employee’s personnel file. Should the employee refuse to sign, that fact should be noted on
the document, initialed or signed by the employee unless refused, and then entered into the
employee’s personnel file.
The employee shall have thirty (30) calendar days within which to submit a written
response to the reprimand.
If one is submitted, the employee's written response shall be attached to the reprimand and
filed in the employee's personnel file. The employee's response shall be directed to the
Area Superintendent or Chief Ranger/Visitor Services Department Manager as appropriate.
1. Employees will have the right to POA representation when responding to reprimands.
2. At the employee’s written request, a reprimand and Plan will be removed from the
personnel record after two (2) years from the date of issuance, provided the employee
has received no further discipline nor been notified in writing of pending discipline.
SECTION 17.5 – PROPERTY LOSS DISCIPLINE
The District may take more formal disciplinary action for cause in the form of suspension, demotion or
discharge.
A. Suspension
A suspension is the temporary removal of an employee from the employee's duties without
pay. Suspension without pay should generally be used when all other positive means have
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July 1, 2023 to June 30, 2027
40
been tried without success and the Chief Ranger/Visitor Services Department Manager has
reason to believe that the suspension will bring about the improvement needed in the
employee's performance or behavior. Suspensions can only be imposed by the Assistant
General Manager, upon recommendation from the Chief Ranger/Visitor Services
Department Manager. Suspensions shall not exceed thirty (30) calendar days.
B. Demotion
A demotion is the transfer of an employee from a position in one class to a position in another
class which results in a reduction in compensation rate. Demotions can only be imposed by
the General Manager, upon recommendation by the Assistant General Manager.
C. Discharge
A discharge is the termination of the employee from the employment of the District. A
discharge can only be imposed by the General Manager, upon recommendation by the
Assistant General Manager.
SECTION 17.6 – NOTICE OF INVESTIGATION
When any employee is under investigation for an incident that could result in disciplinary action, the
affected employee shall be notified in writing within sixty (60) working days of a supervisor’s knowledge
of the incident (or the most recent in a series of incidents).
Specifically excluded from the requirement to provide a Notice of Investigation are customary contacts in
the normal course of duty, verbal counseling, instruction, informal verbal admonishment, oral warnings, or
other routine or unplanned contact with an employee.
Final determination on the imposition of disciplinary action shall be made within a reasonable time. During
the investigation, the District shall keep the employee apprised of its progress and likely completion date.
SECTION 17.7 – NOTICE OF INTENT TO IMPOSE DISCIPLINE
Written notice of suspension, demotion or discharge must be served on the employee in person or by
certified mail prior to the disciplinary action becoming effective. A copy of the notice shall be sent to the
POA upon written request of the employee. The notice shall include:
1. Statement of the nature of the disciplinary action.
2. Effective date of the action.
3. Statement of the grounds thereof.
4. Statement in ordinary and concise language of the acts or omissions upon which the grounds are
based.
5. A statement of the employee's right to respond, either orally at a meeting requested by the
employee, or in writing. The employee shall have the opportunity to respond and be served with
notice of final action in person or by certified mail prior to the action becoming effective. The
opportunity to respond shall normally take place within seven (7) working days following the
initial notice of intended action.
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July 1, 2023 to June 30, 2027
41
6. A statement advising the employee of the right to appeal through this Article and the right to POA
representation.
SECTION 17.8 – ELECTRONIC RECORDING
Electronic recording of the pre-discipline conference shall require the mutual consent of the District and
the employee subject to discipline. The District reserves the right to electronically record all investigatory
interviews provided advance written notice is given to the employee subject to investigation. If an electronic
recording is made of the investigatory interview, the employee shall be provided a copy of the tape if any
further disciplinary proceedings are contemplated or prior to any further investigatory interviews at a
subsequent time. In addition, if the District transcribes the electronic recording of an investigatory
interview, it shall provide the employee with a copy of the transcript.
SECTION 17.9 – DISCIPLINARY APPEALS
The final decision to suspend, demote or discharge following any applicable pre-disciplinary procedures
will be communicated to the employee in a written Notice of Discipline. The affected employee may appeal
the Notice of Discipline through the Disciplinary Appeal Procedure set forth in Section 17.9(A).
Non-property interest forms of discipline (such as warning and reprimand) are not subject to any form of
disciplinary appeal, except when a Peace Officer is entitled to an administrative appeal under Section
3304(b) of the Public Safety Officers Procedural Bill of Rights Act, in which case the employee may appeal
by utilizing Steps I through IV of the Grievance Procedure set forth in Sections 15.2 through 15.5. In the
case of a disciplinary grievance concerning a non-property interest form of discipline, the affected employee
or District may proceed directly to Step III or IV of the Grievance Procedure after imposition of the
challenged disciplinary action. If the employee or District wish to proceed directly to Step III or Step IV
concerning a non-property interest disciplinary matter, the employee or District will inform the other Party
in writing within the timeframe described in Section 15.1(F).
A. Disciplinary Appeal Procedure
1. The affected employee may appeal a suspension, demotion or discharge to a hearing
before a State of California Administrative Law Judge (“ALJ”). The employee shall
submit written notice of said election within fifteen (15) working days of receipt of the
Notice of Discipline. Thereafter, the parties shall jointly request the California Office
of Administrative Hearing assign an ALJ to the hearing.
2. The ALJ shall hold a hearing on the appeal and render a written decision. The conduct
of the hearing shall be governed by the California Administrative Procedures Act.
3. Decisions of ALJs on matters properly before them shall be advisory to the General
Manager who shall render a final administrative decision which shall be subject to
review pursuant to Code of Civil Procedure Section 1094.5. No ALJ shall entertain,
hear, decide, or make recommendations on any disciplinary appeal unless the
employee is a member of the POA bargaining unit and the discipline is a suspension,
demotion or discharge from employment.
4. When either party claims a disciplinary appeal is not subject to this appeal procedure,
that issue of subject matter jurisdiction shall first be decided by the ALJ without regard
to the merits of the disciplinary appeal.
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July 1, 2023 to June 30, 2027
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5. The parties agree that any and all costs associated with a hearing procedure, including
but not limited to such items as court reporters, transcripts and the ALJ's fee shall be
divided equally between the District and the POA. Each party shall bear their own
cost of representation.
ARTICLE 18 – PROBATIONARY PERIOD
SECTION 18.1 – LENGTH OF PROBATION
A. Initial Hires-Ranger/Lead Ranger/Supervising Ranger
All persons appointed to the sworn regular position of Ranger/Lead Ranger/Supervising
Ranger after July 1, 2024, are required to complete requirements for appointment as a peace
officer and have successfully completed an assigned ranger academy or equivalent. All
persons shall be on probation through the successful completion of the Districts’ Field
training Program (FTP). Upon successful completion of the FTP, they shall serve a standard
probationary period of at least twelve (12) consecutive months.
B. Promotional Appointments
All persons promoted to the regular position of Lead Ranger/Supervising Ranger who have
satisfactorily passed the probationary period of their current position and have served as a
Ranger/Lead Ranger for the District shall complete a standard promotional probationary
period of at least twelve (12) consecutive months.
SECTION 18.2 – EXTENSION OF PROBATION
In the event a probationary employee misses more than four (4) weeks, from their normal duties, the District
may extend the probationary period by an amount not to exceed the period of time missed. In the event the
probationary employee's absence exceeds the equivalent of the employee's standard probationary period,
the District may require the employee to serve a new probationary period as a condition of returning to
work with the District. In the event the employee has not successfully completed any required training prior
to the end of probation, the probationary period may be extended up to a maximum of three (3) months.
SECTION 18.3 – REJECTION FROM ORIGINAL PROBATION
A probationary employee can be rejected from probation at any time during their probationary period. The
decision to reject an employee from probation is not subject to the Grievance Procedure or discipline appeal
procedure of this Agreement.
As an alternative to rejecting the employee from probation, the District may extend the employee's
probationary period. The employee must receive written notice of the extension prior to the expiration of
the employee’s initial probationary period, and the extension shall not exceed three (3) months.
SECTION 18.4 – REJECTION FROM PROMOTIONAL PROBATION
In the case of promotional appointment, a promoted employee may, at any time during the probationary
period, be rejected from probation and reinstated in the class designation from which they were promoted.
If the reinstatement necessitates the layoff of another District employee currently filling the position, the
choice of which employee will be laid off will be based on Article 16, Layoffs.
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July 1, 2023 to June 30, 2027
43
ARTICLE 19 – CONTRACTING OUT
Except in cases of emergency, the District will give thirty (30) days’ prior written notice to the bargaining
unit of its intent to contract-out for services in any manner that triggers a negotiation obligation under the
Meyers-Milias Brown Act (“MMBA”). Mutual aid and cooperation agreements between the District and
other government agencies are excluded.
The bargaining unit shall have the opportunity to meet and confer with the District prior to such District
action. In cases of emergency, the POA shall have the opportunity to meet and confer at the earliest
practicable time following such District action.
ARTICLE 20 – NO STRIKES/LOCKOUTS
During the term of this Agreement, the District agrees that it will not lock out employees and the POA
agrees that its representatives and members shall not engage in or cause, instigate, encourage, sanction or
condone a strike, withholding of services, work slowdown or work stoppage of any kind concerning any
labor dispute at the District and any other place of employment including but not limited to sympathy strikes
in support of other labor organizations.
ARTICLE 21 – EFFECT OF AGREEMENT
To the extent there is a conflict, it is understood and agreed that the specific provisions contained in this
Agreement shall prevail over District rules, regulations, policies and procedures. It is further understood
and agreed that in the absence of specific provisions in this Agreement, such rules, regulations, policies and
procedures shall remain in full force and effect.
The terms and conditions set forth in this Agreement represent the full and complete understanding and
commitment between the parties. The terms and conditions may be altered, changed, added to, deleted from,
or modified only through the voluntary and mutual consent of the parties in a written amendment to the
Agreement. During the term of this Agreement, the parties agree that neither the POA nor the District shall
be obligated to reopen or renegotiate any of the provisions of this Agreement.
ARTICLE 22 – SAVINGS CLAUSE
If any provision of this Agreement should be held invalid by operation of law or by any court of competent
jurisdiction, or if compliance with or enforcement of any provision should be restrained by any tribunal, the
remainder of this Agreement shall remain in effect and the parties shall enter into negotiations for the sole
purpose of arriving at a mutually satisfactory replacement for such provision.
ARTICLE 23 – TERM OF AGREEMENT
This Agreement shall be effective July 1, 2023 and shall remain in effect until June 30, 2027. Either Party
may request in writing to commence negotiations for a successor Agreement up to six months before the
expiration of this Agreement.
EXHIBIT A
EXHIBIT A
Step Full/Part
Range #Minimum Maximum Minimum Maximum Minimum Maximum Time
Intern 6 24.9605 31.1647 4,326 5,402 51,918 64,823 PT
Seasonal Open Space Technician 10 27.5110 34.3673 4,769 5,957 57,223 71,484 PT
Seasonal Ranger Aide 10 27.5110 34.3673 4,769 5,957 57,223 71,484 PT
Seasonal Ranger 16 31.8597 39.7762 5,522 6,895 66,268 82,734 PT
Administrative Assistant 20 35.1267 43.8455 6,089 7,600 73,064 91,199 FT
Farm Maintenance Worker 20 35.1267 43.8455 6,089 7,600 73,064 91,199 FT
Open Space Technician*20 35.1267 43.8455 6,089 7,600 73,064 91,199 FT
Accounting Technician 22 36.8675 46.0379 6,390 7,980 76,684 95,759 FT
Human Resources Technician 22 36.8675 46.0379 6,390 7,980 76,684 95,759 FT
GIS Technician 23 37.7989 47.1985 6,552 8,181 78,622 98,173 FT
Information Technology Technician I 24 38.7087 48.3518 6,710 8,381 80,514 100,572 FT
Senior Administrative Assistant 24 38.7087 48.3518 6,710 8,381 80,514 100,572 FT
Visitor Services Program Coordinator 25 39.6832 49.5556 6,878 8,590 82,541 103,076 FT
Volunteer Program Lead 25 39.6832 49.5556 6,878 8,590 82,541 103,076 FT
Facilities Maintenance Specialist 26 40.6432 50.7592 7,045 8,798 84,538 105,579 FT
Lead Open Space Technician*26 40.6432 50.7592 7,045 8,798 84,538 105,579 FT
Ranger Recruit 26 40.6432 50.7592 7,045 8,798 84,538 105,579 FT
Senior Finance & Accounting Technician 26 40.6432 50.7592 7,045 8,798 84,538 105,579 FT
Executive Assistant 27 41.6605 52.0344 7,221 9,019 86,654 108,232 FT
Public Affairs Specialist I 27 41.6605 52.0344 7,221 9,019 86,654 108,232 FT
Ranger 27 41.6605 52.0344 7,221 9,019 86,654 108,232 FT
Equipment Mechanic/Operator 28 42.6850 53.2952 7,399 9,238 88,785 110,854 FT
Property Management Specialist I 28 42.6850 53.2952 7,399 9,238 88,785 110,854 FT
Real Property Specialist I 28 42.6850 53.2952 7,399 9,238 88,785 110,854 FT
Executive Assistant/Deputy District Clerk 29 43.7525 54.6279 7,584 9,469 91,005 113,626 FT
Executive Assistant/Legal Secretary 29 43.7525 54.6279 7,584 9,469 91,005 113,626 FT
Information Technology Technician II 29 43.7525 54.6279 7,584 9,469 91,005 113,626 FT
Planner I 29 43.7525 54.6279 7,584 9,469 91,005 113,626 FT
Data Analyst I 30 44.8200 55.9675 7,769 9,701 93,226 116,412 FT
Lead Ranger 30 44.8200 55.9675 7,769 9,701 93,226 116,412 FT
Resource Management Specialist I 30 44.8200 55.9675 7,769 9,701 93,226 116,412 FT
Accountant I 31 45.9378 57.3574 7,963 9,942 95,551 119,303 FT
Capital Project Manager II 31 45.9378 57.3574 7,963 9,942 95,551 119,303 FT
Environmental Education Specialist 31 45.9378 57.3574 7,963 9,942 95,551 119,303 FT
Interpretive Specialist 31 45.9378 57.3574 7,963 9,942 95,551 119,303 FT
Management Analyst I 31 45.9378 57.3574 7,963 9,942 95,551 119,303 FT
Planner II 31 45.9378 57.3574 7,963 9,942 95,551 119,303 FT
Data Analyst II 34 49.4050 61.7062 8,564 10,696 102,762 128,349 FT
Resource Management Specialist II 34 49.4050 61.7062 8,564 10,696 102,762 128,349 FT
Accountant II 35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Interpretation & Education Program Manager 35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Maintenance, Construction & Resource Supv.35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Management Analyst II 35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Property Management Specialist II 35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Real Property Specialist II 35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Supervising Ranger 35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Volunteer Program Manager 35 50.6373 63.2394 8,777 10,961 105,326 131,538 FT
Applications Engineer 36 51.8840 64.7870 8,993 11,230 107,919 134,757 FT
Procurement Specialist 36 51.8840 64.7870 8,993 11,230 107,919 134,757 FT
Public Affairs Specialist II 36 51.8840 64.7870 8,993 11,230 107,919 134,757 FT
Training & Safety Specialist 36 51.8840 64.7870 8,993 11,230 107,919 134,757 FT
Midpeninsula Regional Open Space District ‐ CLASSIFICATION & COMPENSATION PLAN
Fiscal Year 2023/2024 ‐ Effective July 1, 2023 (Pay Period 23‐14)
Last revised: 10/11/2023, 06/28/2023, 06/14/2023, 04/26/2023, 01/25/2023, 11/09/2022, 08/10/2022, 06/08/2022, 10/13/2021, 8/25/2021
Classification Title Hourly Range $ Monthly Range $ Annual Range $
EXHIBIT B
Step Full/Part
Range #Minimum Maximum Minimum Maximum Minimum Maximum Time
Classification Title Hourly Range $ Monthly Range $ Annual Range $
Data Administrator 38 54.4703 68.0394 9,442 11,793 113,298 141,522 FT
Field Resource Specialist 38 54.4703 68.0394 9,442 11,793 113,298 141,522 FT
Governmental Affairs Specialist 38 54.4703 68.0394 9,442 11,793 113,298 141,522 FT
Grants Program Manager 38 54.4703 68.0394 9,442 11,793 113,298 141,522 FT
Senior Technologist 38 54.4703 68.0394 9,442 11,793 113,298 141,522 FT
Capital Project Manager III 39 55.8316 69.7160 9,677 12,084 116,130 145,009 FT
Facilities Maintenance Supervisor 39 55.8316 69.7160 9,677 12,084 116,130 145,009 FT
Planner III 39 55.8316 69.7160 9,677 12,084 116,130 145,009 FT
Public Affairs Specialist III 39 55.8316 69.7160 9,677 12,084 116,130 145,009 FT
Resource Management Specialist III 39 55.8316 69.7160 9,677 12,084 116,130 145,009 FT
Senior Accountant 41 58.6185 73.2194 10,161 12,691 121,926 152,296 FT
Senior Management Analyst 41 58.6185 73.2194 10,161 12,691 121,926 152,296 FT
Capital Projects Field Manager 42 60.0514 74.9962 10,409 12,999 124,907 155,992 FT
District Clerk/Assistant to General Manager 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Finance Supervisor 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
GIS Program Administrator 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Human Resources Supervisor 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Information Technology Program Administrator 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Senior Capital Project Manager 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Senior Planner 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Senior Property Management Specialist 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Senior Real Property Specialist 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Senior Resource Management Specialist 43 61.5558 76.8802 10,670 13,326 128,036 159,911 FT
Area Superintendent 44 63.0603 78.7500 10,930 13,650 131,165 163,800 FT
Area Manager 45 64.6364 80.7131 11,204 13,990 134,444 167,883 FT
Budget & Finance Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Engineering & Construction Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Human Resources Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Information Systems & Technology Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Land & Facilities Services Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Natural Resources Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Planning Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Public Affairs Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Real Property Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Visitor Services Manager 51 74.8169 93.4442 12,968 16,197 155,619 194,364 FT
Assistant General Counsel I 53 78.5568 98.1153 13,617 17,007 163,398 204,080 FT
Assistant General Counsel II 55 82.4899 103.0228 14,298 17,857 171,579 214,287 FT
Assistant General Manager 59 90.9510 113.5830 15,765 19,688 189,178 236,253 FT
Chief Financial Officer/Director Administrative
Services
59 90.9510 113.5830 15,765 19,688 189,178 236,253 FT
*OST will receive an additional 1% stipend for Class A or B license; Lead OST 1% for Class A.
Midpeninsula Rangers Peace Officers Association
Board Appointee Group Compensation Hourly Monthly Annual Effective
General Manager $135.1231 $23,421 $281,056 7/1/2022
Controller ‐ Part‐time position $98.5058 $4,269 $51,223 7/1/2022
General Counsel $126.6966 $21,961 $263,529 7/1/2022
Elected Officials Compensation
Board Director $115.50 $693.00 4/10/2023
Last Revised
11/9/2022
11/9/2022
11/9/2022
Per Meeting Monthly Maximum Effective Date
Midpeninsula Regional Open Space District Field Employees Association
EXHIBIT B